Agricultural Equipment Operator

in Pulaski - Outside Little Rock County, AR

Job Description

Temporary/Seasonal Period 2/15/26 to 11/30/26.

Duties may vary from time to time. Crops to be harvested: rice, soybeans, corn. Workers will be required to operate agricultural equipment, especially tractors with GPS guidance and necessary implement attachments, (i.e., plow, disc, float, bedder, drill, etc.) for purposes of tillage and planting during the spring season. Throughout the season, workers will be required to operate custom application equipment such as self-propelled sprayers, four-wheelers or other UTV/ATVs as necessary for the maintenance and prevention of weeds and insects to ensure quality and integrity of the crop. They will also be required to operate tractors with the necessary farm implements (i.e., grain cart), as well as combines during the fall harvest season. Workers will also be expected to have a basic knowledge of farm implement maintenance. Grain will also be stored in bins, so a working
knowledge of operating bins is preferred. During the summer months, day-to-day responsibilities will include manual labor as required to install and maintain irrigation systems (i.e. poly pipe, levee gates, etc.), miscellaneous duties in and around the shop, which may require the operation of fork lifts, backhoes, skid steers, and other small industrial vehicles. A basic working knowledge of farm implement maintenance is preferred, with the ability to perform these duties as needed, in a field or
shop setting, with little to no supervision.  

No use of beer or liquor is permitted during work time or during any workday before work is completed for the day (such as during meals); workers may not report for work under the influence of beer, liquor or illegal drugs, which includes abuse of prescription drugs prescribed for either the worker or for another person. Employees may be terminated for excessive use of alcohol, drunk, and/or disorderly conduct in housing after hours. Illegal drugs may not be used, sold, manufactured, or kept on any employer premises, including housing. Prescription medication must be kept in its original container with the original pharmacy label attached. Employer will test for drug or alcohol use upon reasonable suspicion that the worker may be affected by drugs or alcohol that could adversely affect job performance or the work environment, including safety related performance of the worker or other persons. Excessive absences or tardiness will not be permitted. This is regular, everyday work for which employees are expected to be present, able and willing to perform every scheduled workday. This is not sporadic or "day work." Excessive or repeated tardiness is not acceptable. Excessive absences or tardiness includes three (3) unexcused absences and/or tardies in a two (2) week period and may result in termination. Less frequent rates of unexcused absence and tardiness that negatively impact operations and productivity, such as one unexcused absence or tardy per week for consecutive weeks, will result in less severe discipline such as a
written warning or suspension. Failure to correct such attendance issues will result in termination. Any absence and/or tardiness that is requested at least twenty-four (24) hours in advance of the work start day and time for which approval from the worker's supervisor is obtained will not count as an unexcused absence. Absences for verifiable medical reasons or other emergency reasons that can be substantiated with verification will also not count as unexcused absences. The employer reserves the right, however, to terminate workers absent for any reason if the number of absences materially affects operations and productivity if the absences are not subject to the Family Medical Leave Act, the Americans with Disabilities Act, or similar applicable provisions. Workers must maintain any living quarters provided to them clean and in good repair, given reasonable wear and tear, in compliance with applicable housing requirements as determined by regular inspections by the employer and government representatives. For example, eggs, meats, and other foods requiring refrigeration must remain refrigerated, dishes and other cooking utensils must be cleaned, and lids must be kept on all trash and waste receptacles. The Employer may inspect housing for compliance with these requirements at reasonable times, and workers must report any damage or maintenance issues, whether by normal wear and tear or by acts of an individual to their supervisor or the employer’s office. Workers shall cooperate in maintaining the common kitchen
and living areas. Reasonable repair costs of damage other than that caused by normal wear and tear will be charged to the workers found to have been responsible for the willful or reckless damage to the housing or furnishings as allowable by State and Federal law. Such conduct may result in termination.

Disclaimer: “In view of the statutorily established basic function of the ES as a no-fee labor exchange, that is, as a forum for bringing together employers and job seekers, neither the ETA nor the SWAs 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.”