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ND job order 923967 Temporary seasonal position from 3/1/2026 to 11/15/2026 Job requires the operation of various tractors and farm equipment to prepare land to plant and harvest crops. Equipment that workers may be required to operate include, but not limited to, tractors with various implements including anhydrous tanks, equipment that utilizes GPS and auto guidance systems, grain cart, bagger/evacuator and mowers. Non-CDL farm trucks will transport grain from field to bin sites, grain elevator or bagger. Load trucks from bins and bags and haul to elevator and field, disposing of any spoiled grain; operating augers and grain conveying equipment and shoveling grain. Manual duties include loading trucks; treating grain; seeding; fueling equipment; hauling water, swathing and raking; fencing; lifting seed bags; performing general maintenance; repair and/or clean-up of buildings; farm equipment; trucks and bin sites; ensuring operational areas are organized and well maintained; using hand tools and equipment to repair, clean, and maintain farm machinery and vehicles; and regularly servicing equipment and yard work around the farmsteads. Job requires tending to livestock in the forms of feeding, branding and moving cattle. There are few typical days and workers may be required to change duties and engage in various general functions. Daily duties may vary depending on crop; weather and field conditions. The employer reserves to right to increase workers pay or provide bonuses based on performance or factors that are solely based on the discretion of the employer. Job requires having or being able to obtain a drivers license within 30 days of hire. Basic English literacy skills are required. Job will require periods when workers may be exposed to extensive sitting or walking. Random drug testing and criminal background checks may occur post-hire at the employers expense. These checks may be performed to ensure safe housing and work environments for all workers. Refusal to take a drug test or failure of a drug test may results in termination of employment. In view of the statutorily established basic function of the Employment Service (ES) as a no-fee labor exchange that is as a forum for bringing together employers and job seekers, neither the Employment and Training Administration (ETA) nor the State Workforce Agencies (SWA) are guarantors of the accuracy or truthfulness of information contained on job orders submitted by employers. Nor does any job order accepted or recruited upon by the ES constitute a contractual job offer to which the ETA or a SWA is in any way a party. Prospective applicants will be considered for employment by applying through the local SWA or contacting the employer/hiring manager and showing proof that they meet the qualification/experience requirements. All applicants must apply directly to the employer during normal business hours of 8:00 am 4:00 pm, Monday through Friday. In-person or phone interviews will be required. Applicants must call Dean Wandler at (701) 579-4759 prior to coming to the employers location to schedule an appointment. Applicants are NOT to come in for an interview without having scheduled an interview prior to arrival. Applicants must be able to furnish verbal or written proof establishing prior work experience. References may be contacted by employer to verify work experience. Workers should be notified of terms, conditions and nature of employment by the local employment office prior to referral. This notification will ensure applicants are able to review all information regarding employment, make an informed decision regarding the job, and compliance with disclosure requirements in accordance with 20 CFR 655.122(q). Interstate and Intrastate candidates will be interviewed over the phone. Compliance screens of workers will be done using the following criteria: 1) confirm availability, qualifications, ability, and willingness to perform work described in work contract/agree ent and confirm intention to work the entire season, 2) confirmation of full disclosure of all terms, conditions, and nature of work/job by local employment agency, 3) local workers confirm availability of reliable daily transportation to and from the job site for the entire season. Non local workers confirm availability of transportation to job site to begin work, 4) affirmative confirmation of legal qualifications to work in the US as described below. If employer discovers a criminal conviction record or status as a registered sex offender that employer reasonably believes, consistent with current law, will impair the safety and living conditions of other workers, the employer may terminate the worker (foreign and/or domestic) with notification to OFLC and DHS in accordance with 20 CFR CFR 655.122(n). Workers who are reasonably able to return to their residence within the same day will not be provided with housing, subsistence and transportation. Employer will only complete the hiring process with workers who possess original identity and employment eligibility documents sufficient to complete USCIS Form I-9, as required by the Immigration Reform and Control Act. This is to ensure that the employer is only hiring workers legally entitled to work in the United States. All new hires must complete the Form I-9, as required by IRCA, prior to their first day of work. Workers that cannot provide this documentation will not be allowed to work until it is provided.