OneMain Financial Jobs

Worker will be required to perform a variety of duties found in SOC Code 45-2092

Farmworkers and Laborers, Crop, Nursery, and Greenhouse such as: Clean, repair and maintain farm vehicles, implements, and mechanical equipment; Set up, repair, maintain, and operate irrigation equipment; Operate tractors, tractor-drawn machinery, and self-propelled machinery (much of which is equipped with GPS) to plow, harrow and fertilize soil, or to plant, cultivate, spray and harvest crops; Load agricultural products into trucks without over or underfilling bed or trailer, and drive to market or storage facilities; Clean work areas and maintain grounds and landscaping; Regulate conditions; Haul and spread topsoil, fertilizer, and other materials to condition soil; Repair farm buildings, fences, and other structures; Mix materials, dump solutions or seeds into planter or sprayer machinery; Speak and understand English.

Three (3) months recent and verifiable experience required for the job duties listed. Must be able to obtain appropriate drivers license following hire and obtain clean driving record. Be able to lift up to 75 lbs. Once hired, worker may be required to take a drug test at no cost to the worker and be subject to the employers drug free and alcohol free workplace policy including testing protocols. Testing positive for an illegal/controlled substance or failure to comply may result in immediate termination from employment.

Minimum Performance/Work/Housing Requirements

-Workers must comply with local, state, and federal laws at all times

-Workers may not carry, possess, or use any dangerous or deadly weapon on employers premises or vehicles, growers premises or vehicles, employer provided housing or while on the clock without consent from the employer.

-Workers must conduct themselves professionally at all times. This includes no fighting, no stealing, no lying, no harassing, amongst other actions that any reasonable person would view as unprofessional. These actions extend to displaying professional conduct when dealing with the employer, other workers, growers, vendors, customers, or any persons related to the employer's operations.

-Workers may not deface, destroy, misuse, relocate without permission, operate without permission, or damage any equipment, vehicles, tools, machinery, housing, property associated with the employer, growers or other workers.

-Workers must immediately report any damage that occurs to machinery, vehicles, equipment tools, or other property belonging to the employer, growers or other workers.

-Workers must keep housing, living quarters, common areas, work premises, vehicles, employer and grower properties orderly, neat, clean, free of trash, and in good working order.

-Workers living in employer provided housing must follow standard housing practices such as but not limited to the following: ensuring doors and windows are shut and locked when not present, adjust heat and air to conserve energy, keep doors and windows shut and secured during adverse weather conditions, report any housing issues to employer in a timely manner, leave furniture in designated areas unless permitted by employer. The employer reserves the right to enter the housing at any time and is able to perform inspections at random to ensure housing meets applicable standards.

-Workers must honor quiet hours at employer provided housing if designated by employer. Workers may not disrupt other workers sleep/rest periods by excessive or unnecessary noise. No persons, other than workers assigned by employer, may sleep in the housing without employer consent.

-Workers must adhere to standard safety practices such as wearing seat belts, taking appropriate water breaks on hot days as directed by supervisor or company policy, wearing personal protective equipment appropriate for the tasks being performed, complete and obey all safety trainings provided by the employer, and report any injuries, accidents, or safety concerns immediately to the supervisor.

-Workers must perform quality and timely work, must follow supervisor's instructions, must follow good hygiene practices, must be present, able, and willing to perform assigned duties every scheduled workday at the scheduled time unless excused by the employer, whereas excessive tardiness and absences are not permitted and workers must report any absence from work prior to the scheduled start time. Employer may terminate any worker who abandons employment (five consecutive workdays of unexcused absence).

H-2A workers must leave the United States at the end of the period certified by the Department or separation from the employer, whichever is earlier, unless the H-2A worker is being sponsored by another subsequent H-2A employer.

Should the Employers worker's compensation insurance policy expire during the work contract period in which workers are employed under the H-2A program, the worker's compensation insurance policy will be renewed so that workers are covered for the entire duration of the contract. The Employer may terminate a worker if a worker: refuses without justified cause to perform work for which the worker was recruited and hired; or commits a serious act of misconduct; or fails to be able to perform all of the tasks described in

the job order. If the worker voluntarily abandons employment before the end of the contract period, or is terminated for cause, and the employer notifies the SWA, DOL, and USCIS in the case of an H2A worker, the employer will not be responsible for providing or paying for the subsequent transportation and subsistence expenses of that worker, and the worker is not entitled to the three-fourths guarantee.

Operating tools and equipment as applicable and noted in the job description as well as operating a motor vehicle under the influence of drugs and/or alcohol is dangerous. Operator manuals have label warnings -- Do Not Operate Under the Influence of Drugs or Alcohol. Work Comp Insurance as well as vehicle insurance companies require safety compliance.

Poor judgment, improper driving, etc. can result in serious and fatal accidents. Employer has a strict policy prohibiting drug use. Any drug testing will be post hire and at the employer's expense. Assisting with the employers farming operation includes lifting agricultural tools and equipment that weigh up to the lifting requirement listed at B.4.e. Employer may request but cannot require workers to work on their Sabbath. The nature of farm work may require workers to work after dark and possibly weekends depending on weather conditions. Hours offered may vary based on factors such as weather or other unpredictable variables that impact the farm's operation. (as applicable and per the job description) Employer may, at the

company's sole discretion, pay workers at a rate above the minimum required and/or provide additional compensation such as bonuses, fixed salaries, PTO, insurance, incentive pay, or other benefits to any worker employed under this job order based on lawful, non-discriminatory factors including skill, performance, tenure with the employer, licensing, training, punctuality, or prior related experience. Workers will be required to report to the worksite(s) listed at the beginning of the work day and may perform the job duties listed at various fields, patches, parcels, etc. All work performed at any location will result in the worker being able to return to the housing listed on the job order at the end of each work day. The employer may have multiple job opportunities and reserves the right to present other job opportunities to workers already employed under this job order as well as possible applicants for their consideration. All workers must have proper work authorization to be employed under any of the employer's job opportunities. While the employer's frequency of pay is defined in the job order, the frequency may chan