H2A Program 

We specialize in recruiting experienced and skilled individuals, adept at managing various crops, ensuring optimal yields and farm efficiency.

Our pool of talent includes professionals with expertise in handling and caring for livestock, contributing to the well-being of your animals.

Recognizing the diverse needs of modern farms, we offer a selection of tradesmen to address any infrastructure or maintenance requirements.

Our agency provides reliable and experienced semi-truck drivers to facilitate the transportation of goods, ensuring timely delivery and operational efficiency.

Skilled in greenhouse operations, our workers contribute to the success of your horticultural endeavours, maintaining a thriving and productive environment.

Operators proficient in the operation of heavy equipment such as bulldozers, excavators, and loaders. These operators bring a wealth of experience in earthmoving and land preparation, ensuring your agricultural projects are executed with precision and efficiency. Whether you require site grading, trenching, or other specialized tasks, our Yellow Machine Operators are well-equipped to handle the demands of modern farming operations.

For tasks requiring strength and stamina, we offer a pool of young and motivated individuals ready to prove themselves through hard work and dedication.

May include seed handlers, beekeepers, manufacturers, shift managers and more.

Employers must make a genuine effort to recruit qualified U.S. workers before employing H-2A visa holders. This includes filing a job order with the State Workforce Agency (SWA) at least 60-75 days before the work start date. The job order must include detailed job descriptions, wages, and working conditions. Additionally, employers must actively contact any former U.S. employees and encourage them to apply, as well as accept referrals from the SWA. All recruitment activities should be documented in a recruitment report, which may need to be submitted if requested by the Department of Labor (DOL) (Farmers.gov; AW Labor Solutions).

Employers must offer wages that meet or exceed the DOL’s Adverse Effect Wage Rate (AEWR) to ensure that employing foreign workers doesn’t negatively affect U.S. wages. Employers are also required to provide safe housing and ensure transportation for the workers, reimbursing travel costs after 50% of the contract period. They must offer a work guarantee of at least three-fourths of the contract period and provide any tools or equipment at no cost (Department of Labor).

Employers must file an H-2A temporary labor certification application with the DOL’s Office of Foreign Labor Certification (OFLC) at least 45 days before the intended start date. This includes using the FLAG system and submitting all supporting documentation. The DOL then reviews the application and may issue a Notice of Deficiency if corrections are needed, which employers must address promptly (U.S. Department of Labor; Farmers.gov).

Employers must treat U.S. and H-2A workers equally, without offering preferential benefits or imposing additional requirements on U.S. applicants. Job terms, including wages, benefits, and working conditions, must be the same for all employees (DOL Fact Sheet).

Employers must provide free, compliant housing for H-2A workers and secure workers’ compensation insurance valid throughout the employment period. Housing must meet safety and health standards, with the SWA often required to inspect housing before certification (U.S. Department of Labor; AW Labor Solutions).

Housing must be provided at no cost to the workers and must be available for both H-2A workers and any U.S. workers employed who cannot return home daily. Housing can be on-site or in nearby public accommodations like hotels, as long as standards are met.

If employer-owned, the housing must meet federal and state health and safety guidelines, including those from OSHA. In public accommodations, employers must meet all applicable state and local standards; in the absence of these, federal OSHA standards apply. Each housing site must have adequate drainage, fire safety measures, and must be located at least 500 feet from livestock areas.

Each worker must have at least 50 square feet of sleeping space, with a ceiling of at least 7 feet. Beds must be spaced 3 feet apart, elevated from the floor, and only double-decked bunk beds are allowed, with a minimum of 27 inches between bunks. If using cooking facilities, there must be at least 100 square feet per person in multi-use rooms (sleeping, cooking, and living).

Employers must provide adequate kitchens with sanitary food preparation and storage areas. Cooking facilities must include one stove per 10 workers or one per two families if shared. Alternatively, employers can provide three daily meals but must maintain proper agreements if relying on outside facilities. Bathrooms and shower facilities should include one shower per 10 workers and must also be well-ventilated and pest-free.

Employers must ensure a clean and accessible water supply, capable of providing 35 gallons per person daily for drinking, cooking, and hygiene. Each housing unit must include windows that open and screens to allow ventilation and prevent pest infestations. Additional measures like heating for winter months are mandatory if workers are housed in cold conditions.

Safety Inspections: Housing must pass inspection by the State Workforce Agency to ensure compliance, ideally at least 30 days before workers’ arrival. If using public accommodations, these must be pre-approved to ensure compliance with all requirements, including adequate kitchen, sleeping, and sanitation facilities.