Shire Jobs

Interstate H2A job order. 11 temporary/permanent Hatchery Workers needed for 01/09/2025 to 09/22/2025. All workers should have at least 3 months experience. Chicken hatchery production facility. Incubate chicken eggs, hatch the chicks, separate the chicks by gender, package customer chick orders, and ship chicks to customers. Employees will assist in all areas of the hatchery, including but not limited to: toe/wing/beak clipping, vaccinating, loading chicks into separator, receiving, loading, and unloading eggs and chicks in the hatchery, at farms, and at shipping locations, driving to farms and shipping locations using vans and/or loading and unloading eggs and chicks, placing eggs on trays, loading trays into incubators, transferring eggs from incubators to hatchers, dumping product waste, filling customer orders, cleaning and sanitizing the facility and equipment, and performing all other duties as assigned. Must be able to lift 75lbs. for 75 yards. Workers are subject to random drug testing at no cost to the employee. All drug testing will occur after the worker begins his or her employment and is not a part of the interview process. Failing or refusing a drug test will result in immediate termination. Pay period is Monday through Sunday, paid following Friday. Employer-paid drug testing required of foreign and domestic workers prior to commencing work and post-hire at random, upon suspicion of use, and post-accident. Post-hire background check and employment eligibility (e-Verify) check required of foreign and domestic workers. Post-hire background check and employment eligibility (e-Verify) check required of foreign and domestic workers. Employer-paid physical required prior to beginning work to ensure worker can safely perform the job. Drug & background testing pre hire paid by employer. Wage rate is no less than $17.20 per Hour. The standard workweek is 8 hours per day Mon-Fri. Employer makes all payroll deductions required by law. Employer does not envision other workforce-wide payroll deductions. Voluntary deductions must be pre-authorized in writing and may include the following: Voluntary advances and/or loans made to workers, if any, may be repaid by pre-authorized payroll deductions. Employer deducts reasonable fair market value cost of rent/utilities based on number of occupants for workers electing to reside in employer-arranged housing (cost TBD). Employer may deduct retirement/savings plan contributions and/or health insurance premiums for workers voluntarily participating in plan(s). All deductions from the worker's paycheck required by law will be made. Employer pays in advance or reimburses workers in the first workweek for all government-mandated and visa-related fees (excluding passport fees). For non-local workers (i.e., residing outside normal commuting distance), employer reimburses inbound travel costs at the 50% point in the contract (unless paid in advance). Inbound travel includes transportation costs from workers permanent residence or place of recruitment, a daily meal subsistence (based on rates required by law, currently $15.88 per day minimum or $59.00 per day maximum for workers with acceptable receipts), and reasonable lodging costs, if applicable. Travel reimbursements based on least-cost common carrier rate. Employer provides or pays outbound travel costs upon completion of the contract period or early dismissal, except where the worker has subsequent employment. Employer guarantees to offer hours equal to at least three-fourths of the workdays in each 12-week period of the total contract period, beginning with the workers first workday and ending on the contract end date or any extension thereof. Employer may count all hours worked, as well as any hours offered within the standard work schedule that a worker chooses to not work, up to the maximum number of daily hours on the job order. Workers who voluntarily abandon employment are not entitled to payment for outbound travel costs or th full three-fourths period guarantee described above. JOB Location: 266 E Paletown Road Quakertown, PA 18951 .............................................. Note: 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 Agency (SWA)s 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;