Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 1 of 34 UNITED STATES DISTRICT COURT MIDDLE DISTRICT OF GEORGIA VALDOSTA DIVISION EQUAL EMPLOYMENT OPPORTUNITY COMMISSION, Plaintiff, and DEREK DAVIS, ASHLEY BANKS, MALEAH CALDWELL, JONATHAN DANIELS, QUINTIN DANIELS, FIONA DAWSON, MONICA EDWARDS, RACHEL FLEMMING, WILLIE LEE FREDERICK, MARY JO FULLER, DERRICK GREEN, KIRA HUNTLEY, TEKOY HUTTO, STEPHANIE JACKSON, DANNY KING, NAKIA MCCRAY, CHARLES MOORE, DOMARNIQUE MOORE, JAMAR MOORE, MARCUS MOORE, JOSEPH PHILLIPS, TOMIKA ROBERTS, KASHONDA WALKER, DANA SPRADLEY, ASHLEY TAYLOR, ANDREA WARE, Plaintiff-Intervenors, vs. JEROD BAKER and RODNEY BAKER, jointly d/b/a “J & R BAKER FARMS” and “J&R BAKER FARMS, LLC”; and J & R BAKER FARMS PARTNERSHIP, Defendants. : : : : : : : : : : : : : Civil Action No. 7:11-cv-136-HL : : : : : : : : : : : : : : : : : : : : COMPLAINT IN INTERVENTION 1 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 2 of 34 PRELIMINARY STATEMENT 1. Plaintiff-Intervenors are residents of South Georgia who worked for Defendants’ farm operations in and around Colquitt County, Georgia in 2010, 2011, 2012, or 2013. 2. Plaintiff-Intervenors join the Equal Employment Opportunity Commission (“EEOC”) in asserting claims under Title VII of the Civil Rights Act of 1964, alleging that Defendants intentionally engaged in a pattern or practice of discrimination against its AfricanAmerican workers of American nationality (“black American workers”). Defendants, who were legally bound to hire Plaintiff-Intervenors as a pre-requisite to Defendants’ participation in the H-2A guestworker program, routinely segregated their foreign and domestic workforces, subjecting the domestic workers to a series of discriminatory practices. Defendants systematically deprived Plaintiff-Intervenors of employment opportunities by offering them fewer hours of work, intentionally frustrating their production in the field, and imposing upon them terms and conditions which were neither disclosed to domestic workers nor applied to foreign workers. During each of the four years for which Plaintiff-Intervenors bring claims, Defendants fired nearly all of their domestic workers, including Plaintiff-Intervenors, while retaining their foreign workforce. 3. Plaintiff-Intervenors Ashley Banks, Jonathan Daniels, Quintin Daniels, Derek Davis, Monica Edwards, Willie Lee Frederick, Derrick Green, Kira Huntley, Tekoy Hutto, Nakia McCray, Charles Moore, Domarnique Moore, Jamar Moore, Joseph Phillips, Tomika Roberts and Ashley Taylor also assert claims under 42 U.S.C. § 1981 to correct Defendants’ discrimination in contract. 2 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 3 of 34 4. Plaintiff-Intervenors Ashley Banks, Jonathan Daniels, Quintin Daniels, Monica Edwards, Willie Lee Frederick, Derrick Green, Kira Huntley, Tekoy Hutto, Nakia McCray, Charles Moore, Domarnique Moore, Jamar Moore, Joseph Phillips, Tomika Roberts, and Ashley Taylor also assert claims under the federal Migrant and Seasonal Agricultural Worker Protection Act (“AWPA”), alleging that Defendants made false or misleading statements to these PlaintiffIntervenors, breached the terms of their working arrangements with these Plaintiff-Intervenors, and failed to pay wages owed when due to some of these Plaintiff-Intervenors. JURISDICTION AND VENUE 5. This Court has jurisdiction of this action pursuant to: a. 28 U.S.C. § 1331 (Federal Question); b. 28 U.S.C. § 1343 (Civil Rights); and c. 29 U.S.C. § 1854 (AWPA). 6. Venue is proper in this district pursuant to 28 U.S.C. § 1391(b) and M.D. Ga. Local Rule 3.4, because a substantial part of the claims arose in the Middle District of Georgia and because the Defendants reside there. I. 7. ADMINISTRATIVE PROCEEDINGS Within one hundred and eighty (180) days of the discriminatory action taken against them by Defendants, Plaintiff-Intervenors Ashley Banks, Maleah Caldwell, Jonathan Daniels, Fiona Dawson, Monica Edwards, Rachel Flemming, Mary Jo Fuller, Derrick Green, Kira Huntley, Tekoy Hutto, Stephanie Jackson, Danny King, Domarnique Moore, Jamar Moore, 3 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 4 of 34 Marcus Moore, Tomika Roberts, Kashonda Walker, Dana Spradley and Andrea Ware filed charges of discrimination with the EEOC. 8. For 2012, Plaintiff-Intervenors Quintin Daniels, Derek Davis, Willie Lee Frederick and Ashley Taylor assert claims based on the timely filing of a charge alleging classwide discrimination with the EEOC by Plaintiff-Intervenor Domarnique Moore. 9. For 2013, Plaintiff-Intervenors Jonathan Daniels, Charles Moore, Nakia McCray and Joseph Phillips assert claims based on the timely filing of a charge alleging class-wide discrimination with the EEOC by Plaintiff-Intervenor Monica Edwards. 10. The EEOC issued a letter of determination finding cause for Plaintiff-Intervenors’ discrimination allegations on August 15, 2013. 11. The EEOC attempted conciliation with the Defendants, and it was unsuccessful. II. 12. PARTIES Plaintiff EEOC is the federal agency charged with the administration, interpretation, and enforcement of Title VII of the Civil Rights Act of 1964. 13. Plaintiff-Intervenors Maleah Caldwell, Jonathan Daniels, Fiona Dawson, Rachel Flemming, Mary Jo Fuller, Danny King, Marcus Moore, Kashonda Walker (maiden name Sinclair), Dana Spradley and Andrea Ware were employed by Defendants in 2010. 14. Plaintiff-Intervenor Stephanie Jackson was employed by Defendants in 2011. 15. Plaintiff-Intervenors Ashley Banks, Quintin Daniels, Derek Davis, Willie Lee Frederick, Derrick Green, Kira Huntley, Tekoy Hutto, Domarnique Moore, Jamar Moore and Ashley Taylor were employed by Defendants in 2012. 4 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 5 of 34 16. Plaintiff-Intervenors Jonathan Daniels, Monica Edwards, Nakia McCray, Charles Moore, Joseph Phillips and Tomika Roberts were employed by Defendants in 2013. 17. Plaintiff-Intervenors are all African-American (“black”) and of United States national origin (“American”). 18. At all times relevant to this action, Plaintiff-Intervenors were United States workers as defined by 20 C.F.R. § 655.103(b) (H-2A Regulations). 19. Defendants Jerod Baker and Rodney Baker are day-to-day managers with operational control over the agricultural operations doing business as “J & R Baker Farms” and/or “J&R Baker Farms, LLC.” 20. Though Defendants Jerod Baker and Rodney Baker have done business as “J&R Baker Farms, LLC” since at least Fall 2010, no limited liability corporation of that name existed until one was registered with the Georgia Secretary of State in February 2014. 21. At all times relevant to this action, Defendants Jerod Baker and Rodney Baker had the power to hire and fire Plaintiff-Intervenors and had control over their conditions of employment, as indicated by their actions in directing termination of some of the PlaintiffIntervenors. 22. The “Employer’s Certification” sections of all of the job orders used to recruit Plaintiff-Intervenors were signed by Jerod Baker. 23. Upon information and belief, Defendant J&R Baker Farms Partnership is a general partnership with its principal place of business located at 561 Roundtree Bridge Road, Norman Park, Georgia 31771. 5 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 6 of 34 24. Defendants Jerod Baker and Rodney Baker are general partners in Defendant J&R Baker Farms Partnership. 25. Under Georgia law, Defendants Jerod Baker and Rodney Baker are agents of Defendant J&R Baker Farm Partnership and held actual authority to bind J&R Baker Farms Partnership with regard to all actions and omissions alleged in this Complaint. O.C.G.A. § 14-89. 26. To the extent that Defendants Jerod Baker and Rodney Baker took actions related to the allegations in this Complaint, those actions were taken for the purpose of carrying on the business of J&R Baker Farms Partnership in the usual way. 27. At all times relevant to this action, Jerod Baker, Rodney Baker, and J&R Baker Farms Partnership (“Defendants”) were engaged in the planting, harvesting, packing, and production of produce in and around Colquitt County, Georgia, for sale in interstate commerce. 28. At all times relevant to this action, Defendants were engaged in an industry affecting interstate commerce and employed fifteen (15) or more employees for each working day in each of twenty of more calendar weeks in 2010, 2011, 2012, and 2013. 29. Defendants constituted an integrated enterprise under Title VII as they have common management in the individual Bakers, common ownership in the individual Bakers, centralized control and operations so interrelated that they are indistinguishable. 30. For the reasons described in Paragraphs 19 through 29 above, Defendants were employers within the definition of Title VII of the Civil Rights Act of 1964. 6 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 7 of 34 31. All Plaintiff-Intervenors, with the exception of Stephanie Jackson, were seasonal agricultural workers as defined by 29 U.S.C. § 1802(10)(A) (AWPA) because they performed fieldwork of a seasonal nature for Defendants. 32. As a matter of economic reality, Plaintiff-Intervenors were economically dependent on Defendants for their wages. 33. For the reasons described in Paragraphs 19-27 and 31-32 above, Defendants were agricultural employers as that term is defined by 29 U.S.C. § 1802(2) (AWPA). 34. Jerod Baker and Rodney Baker are joint employers along with J&R Baker Farms Partnership and jointly liable under the AWPA for the violations alleged here because of their operational control and their day to day supervision of Plaintiff-Intervenors. III. 35. THE H-2A PROGRAM Agricultural employers in the United States may import H-2A workers if the United States Department of Labor (“U.S. DOL”) certifies that (1) there are not enough U.S. workers to perform the job and (2) the employment of H-2A workers will not adversely affect the wages and working conditions of U.S. workers who are similarly employed. 8 U.S.C. § 1101(a)(15)(H)(ii)(a); Id. § 1188(a)(1). These provisions, along with the implementing regulations, 20 C.F.R. § 655.100 et seq., are commonly referred to as the “H-2A program.” 36. An employer seeking H-2A workers must file an Application for Temporary Employment Certification with the U.S. DOL’s Employment and Training Administration (“ETA”). 20 C.F.R. § 655.130. 7 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 8 of 34 37. Before filing with the ETA, the employer must recruit U.S. workers by submitting a job order (Form ETA-790) to the State Workforce Agency (SWA) servicing the employer’s area. 20 C.F.R. § 655.121. SWAs are offices of the U.S. Employment Service. See generally 20 C.F.R. § 653.500. 38. The employer’s job order is circulated among nearby offices of the SWA, a process known as “intrastate clearance.” See 20 C.F.R. § 655.121. 39. The job order remains in circulation until the first fifty (50) percent of the work contract period elapses. During this time “the employer must provide employment to any qualified, eligible U.S. worker who applies” for the job. 20 C.F.R. § 655.135(d). 40. The job order contains the terms to be offered to both foreign H-2A workers and U.S. workers. See 20 C.F.R. § 655.122(a). These terms must comply with 20 C.F.R. part 653, subpart F and 20 C.F.R. § 655.122. Id. § 655.121(a)(3). 41. The job order must contain a signed statement by the employer that the terms listed therein constitute the actual terms and conditions of the employment and that all the material terms and conditions of the job have been included. 20 C.F.R. § 653.501(d)(3). 42. While an employer may pay workers on a piece-rate basis, all workers must be paid, each pay period, an average of at least the hourly wage specified by the regulations; where a worker’s piece-rate earnings would result in less than the applicable hourly wage, the employer must supplement that worker’s earnings to at least the level provided by the hourly wage. 20 C.F.R. § 655.122(l)(2)(i). 8 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 9 of 34 43. The employer may not give preferential treatment to the foreign H-2A workers: the job order must offer U.S. workers no less than the same benefits, wages, and working conditions that it offers to H-2A workers and must not impose any restrictions or obligations on U.S. workers that it does not impose on H-2A workers. 20 C.F.R. § 655.122(a). 44. As part of its application for foreign workers, the employer must certify to the U.S. DOL, under penalty of perjury, that the job positions are and have been open to U.S. workers. 20 C.F.R. § 655.135(a). IV. 45. STATEMENT OF FACTS In each season relevant to this complaint, Defendants imported at least 50 foreign Hispanic workers of Mexican national origin (“Mexican workers”) under the H-2A program, for planting and harvesting vegetables. 46. In each season relevant to this complaint, Defendants submitted job orders to the Georgia Department of Labor (“GDOL”) for intrastate clearance in connection with their H-2A applications. a. For the Fall 2010 season, Defendants filed job order number GA7868027 requesting eighty (80) workers for the period September 10, 2010, to January 15, 2011. A copy of the Fall 2010 job order is attached as Exhibit A. b. For the Spring 2011 season, Defendants filed job order number GA7923738 requesting one hundred thirty-five (135) workers for the period April 16, 2011, to July 15, 2011. A copy of the Spring 2011 job order is attached as Exhibit B. 9 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 10 of 34 c. For the Fall 2012 season, Defendants filed job order number GA8036058 requesting fifty-two (52) workers for the period September 1, 2012 to January 10, 2013. A copy of the Fall 2012 job order is attached as Exhibit C. d. For the Spring 2013 season, Defendants filed job order number GA8080542 requesting one hundred (100) workers for the period April 8, 2013 to July 14, 2013. A copy of the Spring 2013 job order is attached as Exhibit D. 47. Plaintiff-Intervenors were referred to Defendants’ farm by the Georgia Department of Labor (“GDOL”) under the terms of the job orders submitted by Defendants. 48. The job orders offered between forty (40) and forty-five (45) hours of work per week. See Ex. A at 1, Item 11 (Fall 2010) (40 hours); Ex. B at 1, Item 11 (Spring 2011) (45 hours); Ex. C at 1, Item 11 (Fall 2012) (40 hours); Ex. D at 1, Item 11 (Spring 2013) (45 hours). 49. The job orders provided for a two-day training period “to demonstrate proper harvest methods and other crop specific issues.” See Ex. A at 2, Item 15 (Fall 2010); Ex. B at 2, Item 15 (Spring 2011); Ex. C, Attachment 1 at 3, Item 15 (Fall 2012); Ex. D, Attachment 1 at 5, Item 15 (Spring 2013). 50. The job orders stated that Defendants would abide by the regulatory requirement of paying each worker at least the specified hourly rate, regardless of an individual worker’s production. See Ex. A at 4, Item 16 (Fall 2010) ($9.11); Ex. B at 3, Item 16 (Spring 2011) ($9.11) Ex. C, Attachment 1 at 4, Item 16 (Fall 2012) ($9.39); Ex. C, Attachment 1 at 4, Item 16 (Spring 2013) ($9.78). 10 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 11 of 34 51. The job orders stated that working conditions would comply with “applicable Federal and State minimum wage, child labor, social security, health and safety, farm labor contractor registration and other related laws.” Ex. A, Attachment at 1 (Fall 2010); Ex. B, Attachment at 1 (Spring 2011); Ex. C, Attachment 1 at 2 (Fall 2012); Ex. D, Attachment 1 at 4 (Spring 2013). 52. The Fall 2012 and Spring 2013 job orders expressly provided that Defendants would comply with the prohibition against preferential treatment of foreign workers contained in 20 C.F.R. § 655.122(a). Ex. C, Attachment 1 at 4 (Fall 2012); Ex. D, Attachment 1 at 6 (Spring 2013). 53. The Fall 2010, Spring 2011 and Fall 2012 job orders did not specify an hourly production requirement, only the vague aspirational statement that after a two-day training period “workers are to keep up with fellow worker[s.].” Ex. A at 2, Item 15 (Fall 2010); Ex. B at 2, Item 15 (Spring 2011); Ex. C, Attachment 1 at 3 (Fall 2012). 54. The Spring 2013 job order contained an hourly production requirement to fill seven ten-gallon buckets of cucumbers per hour. Ex. C, Attachment 1 at 5. 55. Before they began working, Plaintiff-Intervenors were required to attend an orientation at Defendants’ farm, where they watched a video and completed paperwork. 56. Plaintiff-Intervenors were given employee handbooks at the orientation. The handbooks included copies of that season’s job order and work rules. 57. For all times relevant to this Complaint, Sheila Booth was employed by Defendants as an office manager, and conducted Plaintiff-Intervenors’ hiring and orientation, 11 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 12 of 34 performed Plaintiff-Intervenors’ pay calculations, and distributed paychecks to PlaintiffIntervenors. 58. In an interview conducted on October 4, 2010, Ms. Booth expressed the animus she harbors toward the American workers employed by Defendants. An excerpt of the interview transcript is attached as Exhibit E. a. Describing how her feelings toward American workers have changed since she began working for Defendants, Ms. Booth stated: “I was one of the main Americans that used to raise Cain about internationals comin’ here and takin’ Americans’ jobs until I started workin’ for the boys. And when I started workin' here and see why, I don't know why the boys don't go postal. I'm almost to that point.” Exhibit E at 12. b. Describing her pronounced preference for foreign workers, Ms. Booth stated: “[i]f you could come out here and just watch, watch -- film the international workers, and you'll see how every one of them is around the tractors runnin’ to the trailers to put their buckets in. And then you go out there and you see the Americans on the other side workin’, they're scattered from hell to breakfast. Ain’t got a clue what's goin’ on…[i]t’s just—it’s a joke. It’s just a joke. That's the only way I know to put it.” Exhibit E at 10. c. Describing the American workers, Ms. Booth stated: “they don’t care. They want a position, not a job.” Exhibit E at 10. 12 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 13 of 34 d. Describing the farm’s obligations under the H-2A regulations, Ms. Booth stated: “[f]or every international worker you hire, you have to hire domestic workers, which means is Americans. And I think we hired, like, 136 so far. And I think every one of ‘em got booted today.” Exhibit E at 11. 59. Since at least Fall 2012, Tina Lowery was employed by Defendants to assist in managing Plaintiff-Intervenors’ employment at the farm. 60. Defendants Jerod Baker and Rodney Baker personally supervised Ms. Booth and Ms. Lowery and directed their actions regarding Plaintiff-Intervenors’ employment. Fall 2010 61. Plaintiff-Intervenors Maleah Caldwell, Jonathan Daniels, Fiona Dawson, Rachel Flemming, Mary Jo Fuller, Danny King, Marcus Moore, Kashonda Walker, Dana Spradley and Andrea Ware (“Fall 2010 Plaintiff-Intervenors”) were qualified for and employed under the terms of the Fall 2010 job order. 62. Fall 2010 Plaintiff-Intervenors began working on Tuesday, September 28, 2010, picking squash and zucchini. 63. Defendants enforced a policy of segregation between the American workers and the Mexican workers in the field. 64. Plaintiff-Intervenors Maleah Caldwell and Fiona Dawson requested to work with the Mexican workers, but were told that they were not allowed to do so. 65. Plaintiff-Intervenor Jonathan Daniels worked with the Mexican workers one morning but was later instructed to work with the American workers. 13 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 14 of 34 66. On Tuesday, September 28, 2010, the American workers, including Fall 2010 Plaintiff-Intervenors, were sent home at 11:00 A.M. 67. The American workers were not provided work on Wednesday, September 29 2010. 68. On Thursday, September 30, 2010, the American workers, including Fall 2010 Plaintiff-Intervenors, were sent home at 9:00 A.M. 69. On both September 28 and September 30, 2010, the Mexican workers continued to work after the American workers were sent home. 70. The American workers were not provided work on Friday, October 1, 2010. 71. Many of the Mexican workers were provided significantly longer hours including thirty or more hours for the work week ending September 30, 2010. 72. Fall 2010 Plaintiff-Intervenors were told to return to work on Saturday, October 2, 2010. 73. There was no work for Plaintiff-Intervenors on Saturday, October 2, 2010. 74. Sheila Booth told the Fall 2010 Plaintiff-Intervenors that if they did not pick nine buckets of squash within their first hour of work on Monday, October 4, 2010, they would be terminated. 75. On Monday, October 4, 2010, after working between one and two hours, Plaintiff- Intervenors Jonathan Daniels, Mary Jo Fuller, Danny King, Marcus Moore, Kashonda Walker, Dana Spradley and Andrea Ware were terminated for having picked less than nine buckets of squash. 14 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 15 of 34 76. Upon information and belief, no Mexican worker was subject to a productivity test on the morning of October 4, 2010, nor was any Mexican worker terminated for having picked less than nine buckets of squash on the morning of October 4, 2010. 77. Despite not being terminated on October 4, 2010, Plaintiff-Intervenor Rachel Flemming was subsequently terminated for a failure to meet unspecified job qualifications. 78. Upon information and belief, few if any of the Mexican workers were terminated during the Fall 2010 season. Spring 2011 79. Plaintiff-Intervenor Stephanie Jackson was qualified for and employed under the terms of the Spring 2011 job order. 80. Defendants assigned Plaintiff-Intervenor Stephanie Jackson the task of assembling boxes in the packing shed, while female Mexican workers in the shed were assigned the less difficult and more desirable task of washing vegetables. 81. On a regular basis, Defendants sent Ms. Jackson home after one or two hours of work. 82. On numerous days, Defendants told Ms. Jackson that there was no work for her, despite the fact that the Mexican workers were working in the shed. 83. In the Spring of 2011 the Mexican workers had regular, full work schedule and were not repeatedly sent home for the day without receiving work. 15 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 16 of 34 84. Defendants ended Ms. Jackson’s employment by repeatedly sending Ms. Jackson home and then telling Ms. Jackson that they would contact her when there was available work for her. 85. Ms. Jackson was not contacted to return to work. 86. Before the end of the Spring 2011 season, nearly all of Defendants’ American workers had been fired. 87. Upon information and belief, few if any of Defendants’ Mexican workers were terminated during the Spring 2011 season. Fall 2012 88. Plaintiff-Intervenors Ashley Banks, Quintin Daniels, Derek Davis, Willie Lee Frederick, Derrick Green, Kira Huntley, Tekoy Hutto, Domarnique Moore, Jamar Moore, and Ashley Taylor (“Fall 2012 Plaintiff-Intervenors”) were qualified for and employed under the terms of the Fall 2012 job order. 89. Defendants assigned Fall 2012 Plaintiff-Intervenors the task of picking cucumbers in the field. 90. Upon information and belief, in Fall 2012 only Mexican workers were assigned more desirable packing shed work. 91. Plaintiff-Intervenor Ashley Taylor asked Tina Lowery if she could work in the packing shed, but was told that she needed to stay in the field. 92. Defendants also enforced a policy of segregation between the American workers and the Mexican workers in the field. 16 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 17 of 34 93. Plaintiff-Intervenor Derek Davis worked with the Mexican workers for one day before being told that he could only work with the American workers. 94. Defendants assigned rows to the workers through a lottery system. Mexican and American workers were assigned rows in separate parts of the field, through separate lotteries. 95. Mexican workers were allowed to work in groups filling buckets together. 96. American workers were not allowed to work in groups. 97. The only training Fall 2012 Plaintiff-Intervenors received was being shown one good cucumber and one bad cucumber. 98. September 20, 2012 was the first day of work for Plaintiff-Intervenors Ashley Banks, Willie Lee Frederick, Kira Huntley, Domarnique Moore, Jamar Moore and Ashley Taylor. 99. On September 20, 2012, Plaintiff-Intervenor Kira Huntley became ill in the field and was instructed by her supervisor to sit on an overturned bucket. 100. On September 20, 2012, Plaintiff-Intervenors Ashley Banks, Quintin Daniels, Willie Lee Frederick, Derrick Green, Kira Huntley, Tekoy Hutto, Domarnique Moore, Jamar Moore and Ashley Taylor were called into Defendants’ office, where they were terminated as a group by Sheila Booth and another employee of Defendants. They were told that they were being terminated for not working hard enough and for work rule violations such as smoking and sitting on buckets. 101. The work rules provided to Plaintiffs and attached to the Fall 2012 job order did not prohibit smoking. See Ex. C, Attachment 2. 17 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 18 of 34 102. Upon information and belief, few if any of Defendants’ Mexican workers were terminated for not working hard enough or for violating work rules during the Fall 2012 season. 103. On or about September 21, 2012, Plaintiff-Intervenor Derek Davis was terminated for not keeping up with the Mexican workers. 104. Upon information and belief, few if any of Defendants’ Mexican workers were similarly terminated. 105. When Fall 2012 Plaintiff-Intervenors were working in the field, Defendants did not provide sufficient quantities of cool drinkable water and allowed hours to elapse before refilling the available drinking water containers. 106. When Fall 2012 Plaintiff-Intervenors were working in the field, Defendants did not provide sufficient cups for all workers to drink from the water coolers with individual cups. 107. Fall 2012 Plaintiff-Intervenors were not compensated for the time they spent at Defendants’ mandatory orientation. Spring 2013 108. Plaintiff-Intervenors Jonathan Daniels, Monica Edwards, Nakia McCray, Charles Moore, Joseph Phillips and Tomika Roberts (“Spring 2013 Plaintiff-Intervenors”) were qualified for and employed under the terms of the Spring 2013 job order. 109. Plaintiff-Intervenors Monica Edwards and Tomika Roberts began their work in the packing shed. 110. On or about May 9, 2013, Defendants replaced all of the American packing shed workers with Mexican workers and re-assigned the American workers less desirable fieldwork. 18 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 19 of 34 111. Plaintiff-Intervenor Monica Edwards was re-assigned staking work in the field. 112. Plaintiff-Intervenors Jonathan Daniels, Nakia McCray, Charles Moore and Joseph Phillips began their work in the field. 113. On or about May 17, 2013, two American workers were involved in an altercation. As a result of that altercation, all of the American fieldworkers were taken to the office, where Tina Lowery instructed them to sign written warnings stating that if they were called back to the office again they would be fired. 114. Throughout their time working in the field, the 2013 American workers, including Spring 2013 Plaintiff-Intervenors, were regularly sent home while the Mexican workers continued to work. 115. During the Spring 2013 season, Tina Lowery told the American workers that the production requirement was either fifteen (15) or twenty-two (22) buckets per hour. 116. During the Spring 2013 season, one of the individual Baker Defendants told Plaintiff-Intervenor Charles Moore that the production requirement was twenty-two (22) buckets. 117. On May 30, 2013, all of the American workers were called into the office, where a posting listed workers who were not meeting the hourly production requirement. 118. The American workers were told that if they did not increase their production they would be fired. 119. Later on May 30, 2013, approximately five American workers, including Plaintiff-Intervenors Monica Edwards and Charles Moore, were called back into the office. They 19 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 20 of 34 were told by Tina Lowery and another employee of Defendants that they were being fired for not working hard enough. 120. Plaintiff-Intervenor Charles Moore and another American worker asked Defendants’ employee to call their supervisor in the field, which he did. After the call, the two of them were allowed to continue working. 121. On or about June 3, 2013, Tina Lowery terminated Plaintiff-Intervenors Jonathan Daniels, Charles Moore and Nakia McCray, along with approximately ten (10) American workers, for not making production. 122. Upon information and belief, no Mexican worker was terminated in the Spring 2013 season for not making a set amount of piece rate production per hour. COUNT I PATTERN OR PRACTICE OF DISCRIMINATION ON THE BASIS OF NATIONAL ORIGIN AND/OR RACE IN VIOLATION OF TITLE VII OF THE CIVIL RIGHTS ACT OF 1964 123. Plaintiff-Intervenors incorporate each of the allegations contained in Paragraphs 1 through 122 above by reference. 124. Plaintiff-Intervenors, members of a protected class, assert this claim in intervention against all Defendants for discrimination on the basis of national origin and/or race in violation of Title VII of the Civil Rights Act, as amended. 125. Defendants engaged in pattern or practice of unlawful employment practices in violation of 42 U.S.C. § 2000e-2(a) by intentionally and unlawfully subjecting Plaintiff20 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 21 of 34 Intervenors to disparate terms and conditions of employment based on their national origin and/or race, and by terminating Plaintiff-Intervenors based on their national origin and/or race as set forth below. Disparate Terms and Conditions 126. Defendants segregated their black American workers and their Mexican workers, as set forth in Paragraphs 63-65 and 92-94 above. 127. Defendants disciplined their black American workers as a group for the misconduct of individual workers, as set forth in Paragraph 113 above. 128. Defendants assigned work in a discriminatory fashion, assigning their black American workers less desirable work than their Mexican workers, as set forth in Paragraphs 80, 89-91 and 110-112 above. 129. Defendants provided their black American workers with little or no training, as set forth in Paragraphs 49 and 97 above. 130. Defendants provided their black American workers with far fewer hours of work than their Mexican workers; black American workers were regularly sent home or told there was no work while Mexican workers were given work, as set forth in Paragraphs 49, 66-71, 81-83 and 114 above. 131. Defendants purposely frustrated their black American workers’ productivity by imposing restrictions on their work which were not imposed on the Mexican workers, as set forth in Paragraphs 95 and 96 above. 21 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 22 of 34 132. Defendants threatened their black American workers with termination by fabricating productivity requirements which were neither disclosed in the relevant job order nor applied to their Mexican workers, as set forth in Paragraphs 53, 74-76 and 115-120 above. 133. Defendants subjected their black American workers to disparate terms and conditions such as those complained of in Paragraphs 126 through 132 above because of their national origin and/or race. Termination 134. Defendants terminated their black American workers based on unlawful production requirements which were neither disclosed in the relevant job order nor applied to Defendants’ Mexican workers, as set forth in Paragraphs 53, 74-78 and 115-122 above. 135. Defendants terminated their black American workers based on unlawful production requirements which were not applied to Defendant’s Mexican workers, as set forth in Paragraphs 53, 103 and 104 above. 136. Defendants terminated their black American workers based on work rules which were neither disclosed nor applied to Defendant’s Mexican workers, as set forth in Paragraphs 99 through 102 above. 137. Defendants terminated their black American workers for unlawful reasons, as set forth in Paragraphs 77 and 84 above. 138. Defendants unlawfully and disproportionately terminated their black American workers, as complained of in Paragraphs 134 through 137 above, because of their national origin and/or race. 22 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 23 of 34 139. The effect of the conduct complained of in Paragraphs 125 through 138 above has been to deprive Plaintiff-Intervenors of equal employment opportunities and otherwise adversely affect their status as employees. This unlawful conduct resulted in economic detriment to Plaintiff-Intervenors. 140. The unlawful employment practices complained of in Paragraphs 125 through 138 above were done with malice or with reckless indifference to the federally protected rights of Plaintiff-Intervenors. ALTERNATIVE COUNT I DISCRIMINATION ON THE BASIS OF NATIONAL ORIGIN AND/OR RACE IN VIOLATION OF TITLE VII OF THE CIVIL RIGHTS ACT OF 1964 141. Plaintiff-Intervenors incorporate each of the allegations contained in Paragraphs 1 through 122 above by reference. 142. Plaintiff-Intervenors assert this alternative Count for individual discrimination should the Court not find a pattern or practice of discrimination as pled in Count I. Fall 2010 Plaintiff-Intervenors 143. Fall 2010 Plaintiff-Intervenors, members of a protected class, assert the claim contained in paragraph 144 below. 144. Defendants engaged in unlawful employment practices in violation of 42 U.S.C. § 2000e-2(a) by subjecting Fall 2010 Plaintiff-Intervenors to disparate terms and conditions of 23 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 24 of 34 employment based on their national origin and/or race, as set forth in Paragraphs 53 and 63-76 above. 145. Plaintiff-Intervenors Jonathan Daniels, Rachel Flemming, Mary Jo Fuller, Danny King, Marcus Moore, Kashonda Walker, Dana Spradley and Andrea Ware, members of a protected class, assert the claim contained in Paragraph 1 below. 146. Defendants engaged in unlawful employment practices in violation of 42 U.S.C. § 2000e-2(a) by terminating the Plaintiff-Intervenors identified in Paragraph 145 above based on their national origin and/or race, as set forth in Paragraphs 53, 61 and 74-78 above. Spring 2011 Plaintiff-Intervenors 147. Stephanie Jackson, a member of a protected class, asserts the claims contained in Paragraphs 148 and 149 below. 148. Defendants engaged in unlawful employment practices in violation of 42 U.S.C. § 2000e-2(a) by subjecting Stephanie Jackson to disparate terms and conditions of employment based on her national origin and/or race, as set forth in Paragraphs 79 through 83 above. 149. Defendants engaged in unlawful employment practices in violation of 42 U.S.C. § 2000e-2(a) by terminating Stephanie Jackson based on her national origin and/or race, as set forth in Paragraphs 84, 85 and 87 above. Fall 2012 Plaintiff-Intervenors 150. Fall 2012 Plaintiff-Intervenors, members of a protected class, assert the claim contained in Paragraph 151 below. 24 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 25 of 34 151. Defendants engaged in unlawful employment practices in violation of 42 U.S.C. § 2000e-2(a) by subjecting Fall 2012 Plaintiff-Intervenors to disparate terms and conditions of employment based on their national origin and/or race, as set forth in Paragraphs 53 and 88-104 above. 152. Plaintiff-Intervenors Ashley Banks, Quintin Daniels, Derek Davis, Willie Lee Frederick, Derrick Green, Kira Huntley, Tekoy Hutto, Domarnique Moore, Jamar Moore and Ashley Taylor, members of a protected class, assert the claim contained in Paragraph 153 below. 153. Defendants engaged in unlawful employment practices in violation of 42 U.S.C. § 2000e-2(a) by terminating the Plaintiff-Intervenors identified in Paragraph 152 above based on their national origin and/or race, as set forth in Paragraphs 53, 88 and 98-104 above. Spring 2013 Plaintiff-Intervenors 154. Spring 2013 Plaintiff-Intervenors, members of a protected class, assert the claim contained in Paragraph 155 below. 155. Defendants engaged in unlawful employment practices in violation of 42 U.S.C. § 2000e-2(a) by subjecting Spring 2013 Plaintiff-Intervenors to disparate terms and conditions of employment based on their national origin and/or race, as set forth in Paragraphs 54 and 108-122 above. 156. Plaintiff-Intervenors Jonathan Daniels, Monica Edwards, Charles Moore and Nakia McCray, members of a protected class, assert the claim contained in Paragraph 157 below. 25 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 26 of 34 157. Defendants engaged in unlawful employment practices in violation of 42 U.S.C. § 2000e-2(a) by terminating the Plaintiff-Intervenors identified in Paragraph 156 above based on their national origin and/or race, as set forth in Paragraphs 54, 108 and 115-122 above. 158. The effect of the conduct complained of in Paragraphs 141 through 157 above has been to deprive Plaintiff-Intervenors of equal employment opportunities and otherwise adversely affect their status as employees. This unlawful conduct resulted in economic detriment to Plaintiff-Intervenors. 159. The unlawful employment practices complained of in Paragraphs 141 through 157 above were intentional. 160. The unlawful employment practices complained of in Paragraphs 141 through 157 above were done with malice or with reckless indifference to the federally protected rights of Plaintiff-Intervenors. COUNT II DISCRIMINATION IN CONTRACT 161. Plaintiff-Intervenors incorporate each of the allegations contained in Paragraphs 1 through 122 above by reference. 162. Fall 2012 Plaintiff-Intervenors and Spring 2013 Plaintiff-Intervenors, members of a protected class, assert the claim contained in Paragraph 163 below pursuant to 42 U.S.C. § 1981, as amended by the Civil Rights Act of 1991, against all Defendants. 26 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 27 of 34 163. Defendants intentionally discriminated against Fall 2012 Plaintiff-Intervenors and Spring 2013 Plaintiff-Intervenors in their employment contracts because of their race and/or lack of alienage, by imposing discriminatory working conditions and denying them the benefits, privileges, terms and conditions of the contractual relationship and by seeking to enforce employment standards against these Plaintiff-Intervenors which were not enforced against Defendants’ foreign Mexican workers, as set forth in Paragraphs 53, 54, 88-104 and 108-122 above. 164. Plaintiff-Intervenors Ashley Banks, Jonathan Daniels, Quintin Daniels, Derek Davis, Monica Edwards, Willie Lee Frederick, Kira Huntley, Tekoy Hutto, Derrick Green, Charles Moore, Domarnique Moore, Jamar Moore, Nakia McCray and Ashley Taylor assert the claim contained in Paragraph 165 below pursuant to 42 U.S.C. § 1981, as amended by the Civil Rights Act of 1991, against all Defendants. 165. Defendants intentionally discriminated against the Plaintiff-Intervenors identified in Paragraph 164 above by terminating them because of their race and/or lack of alienage in favor of Defendants’ foreign Mexican workers, as set forth in Paragraphs 53, 54, 88, 98-104, 108 and 115-122 above. 166. Defendants’ actions as complained of in Paragraphs 161 through 165 above violated Fall 2012 Plaintiff-Intervenors’ and Spring 2013 Plaintiff-Intervenors’ rights to make and enforce contracts and receive full and equal benefit of the law as guaranteed by 42 U.S.C. § 1981. 27 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 28 of 34 167. Fall 2012 Plaintiff-Intervenors’ and Spring 2013 Plaintiff-Intervenors’ rights under 42 U.S.C. § 1981 to make and enforce contracts were clearly established at the time Defendants discriminated against Fall 2012 Plaintiff-Intervenors and Spring 2013 PlaintiffIntervenors. 168. Defendants’ actions as complained of in Paragraphs 161 through 165 above intentionally and impermissiblyfavored Mexican workers over Fall 2012 Plaintiff-Intervenors and Spring 2013 Plaintiff-Intervenors in the making and enforcement of employment contracts in violation of 42 U.S.C. § 1981. 169. As a direct result of Defendants’ actions as complained of in Paragraphs 161 through 165 above, Fall 2012 Plaintiff-Intervenors and Spring 2013 Plaintiff-Intervenors have been subjected to discriminatory terms and conditions of employment and have suffered substantial damages. 170. As a direct result of Defendants’ actions as complained of in Paragraph 165 above, the Plaintiff-Intervenors identified in Paragraph 164 above have been terminated and have suffered substantial additional damages. 171. Defendants have exhibited oppression, malice, gross negligence, willful or wanton misconduct, or reckless disregard for Fall 2012 Plaintiff-Intervenors’ and Spring 2013 Plaintiff-Intervenors’ civil rights so as to entitle Fall 2012 Plaintiff-Intervenors and Spring 2013 Plaintiff-Intervenors to an award of punitive damages to punish Defendants for their conduct and to deter Defendants and others like them from such conduct in the future. 28 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 29 of 34 172. Fall 2012 Plaintiff-Intervenors and Spring 2013 Plaintiff-Intervenors seek all appropriate relief, including back pay, declaratory and injunctive relief, attorneys’ fees and costs of this action pursuant to 42 U.S.C. § 1988, and damages, including compensatory and punitive damages, in an amount to be determined at trial. COUNT III VIOLATIONS OF THE AGRICULTRAL WORKER PROTECTION ACT 173. Plaintiff-Intervenors incorporate each of the allegations contained in Paragraphs 1 through 122 above by reference. 174. This Count sets forth claims for money damages, declaratory relief, and injunctive relief by Fall 2012 Plaintiff-Intervenors and Spring 2013 Plaintiff-Intervenors, as identified below, against all Defendants for their violations of the Migrant and Seasonal Agricultural Worker Protection Act (“AWPA”), 29 U.S.C. § 1801 et seq. Fall 2012 175. The Fall 2012 job order as described in Paragraphs 46-53 and 101 above constituted the working arrangement between Fall 2012 Plaintiff-Intervenors and Defendants. 176. Fall 2012 Plaintiff-Intervenors assert the claims contained in Paragraphs 177 and 178 below. 177. As set forth in Paragraphs 88 through 107 above, Defendants violated the AWPA working arrangement, 29 U.S.C. § 1832(c), by: 29 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 30 of 34 a. giving preferential treatment to Defendants’ foreign workers, in violation of 20 C.F.R. § 655.122(a); b. failing to provide training to Fall 2012 Plaintiff-Intervenors; and c. failing to provide Fall 2012 Plaintiff-Intervenors with adequate drinking water and cups, in violation of 29 C.F.R. § 1928.110. 178. As set forth in Paragraphs 55 and 107 above, Defendants failed to pay wages owed when due, in violation of 29 U.S.C. § 1832(a). 179. Plaintiff-Intervenors Ashley Banks, Quintin Daniels, Willie Lee Frederick, Derrick Green, Kira Huntley, Tekoy Hutto, Domarnique Moore, Jamar Moore and Ashley Taylor assert the claim contained in Paragraph 180 below. 180. As set forth in Paragraphs 100 and 101 above, Defendants violated the AWPA working arrangement, 29 U.S.C. § 1832(c), by terminating the Plaintiff-Intervenors identified in Paragraph 179 above based on work rules which were not part of the working arrangement. 181. Plaintiff-Intervenor Derek Davis asserts the claims contained in Paragraph 182 below. 182. As set forth in Paragraphs 53 and 103 above, Defendants violated AWPA by: a. providing false and misleading information regarding production requirements, in violation of 29 U.S.C. § 1831(e); and b. violating the AWPA working arrangement, 29 U.S.C. § 1832(c), by terminating Plaintiff-Intervenor Derek Davis based on an unenforceable production requirement. 30 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 31 of 34 Spring 2013 183. The Spring 2013 job order as described in Paragraphs 46, 52 and 54 above constituted the working arrangement between Spring 2013 Plaintiff-Intervenors and Defendants. 184. Spring 2013 Plaintiff-Intervenors assert the claims contained in Paragraph 185 below. 185. As set forth in Paragraphs 108 through 122 above, the Defendants violated the AWPA working arrangement, 29 U.S.C. § 1832(c), by: a. giving preferential treatment to Defendant’s foreign workers, in violation of 20 C.F.R. § 655.122(a); and b. failing to provide training to Spring 2013 Plaintiff-Intervenors. 186. Plaintiff-Intervenors Jonathan Daniels, Monica Edwards, Charles Moore and Nakia McCray assert the claims contained in Paragraph 187 below. 187. As set forth in Paragraphs 54 and 116-122 above, Defendant violated AWPA by: a. providing false and misleading information concerning production requirements, in violation of 29 U.S.C. § 1831(e); and b. violating the AWPA working arrangement, 29 U.S.C. § 1832(c), by terminating the Plaintiff-Intervenors identified in Paragraph 186 based on an undisclosed production requirement. 188. Defendants’ violations of the AWPA working arrangement as set forth in this Count were without justification. 31 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 32 of 34 189. The violations of the AWPA and its attendant regulations set forth in this Count were the natural consequences of the conscious and deliberate actions of the Defendants and were intentional within the meaning of the AWPA. 190. As a result of Defendants’ violations of the AWPA and its attendant regulations as set forth in this Count, Fall 2012 Plaintiff-Intervenors and Spring 2013 Plaintiff-Intervenors have suffered damages in an amount to be determined at trial. PRAYER FOR RELIEF WHEREFORE, Plaintiff-Intervenors respectfully request that this Court grant them the following relief: (a) Under Count I (or Alternative Count I): 1. Judgment against all Defendants and in favor of each Plaintiff-Intervenor in the amount of his or her respective back wages as proved at trial, plus prejudgment interest; 2. Appropriate injunctive and declaratory relief, including a permanent injunction enjoining all Defendants, their officers, successors, assigns, and all persons in active concert or participation with them, from engaging in national origin discrimination or race discrimination and any other employment practice which discriminates on the basis of national origin or race; 3. Punitive damages in an amount to be determined at trial; 4. Court costs, including discretionary costs; 5. An award of reasonable attorneys’ fees pursuant to 42 U.S.C. § 1988; 32 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 33 of 34 (b) Under Count II 1. Judgment against all Defendants and in favor of each Plaintiff-Intervenor in the amount of his or her respective back wages as proved at trial, plus prejudgment interest; 2. Appropriate injunctive and declaratory relief, including a permanent injunction enjoining all Defendants, their officers, successors, assigns, and all persons in active concert or participation with them, from engaging in alienage discrimination or race discrimination and any other employment practice which discriminates on the basis of alienage or race; (c) 3. Punitive damages in an amount to be determined at trial; 4. Court costs, including discretionary costs; 5. An award of reasonable attorneys’ fees; Under Count III: 1. Declare that all Defendants have willfully violated the AWPA as specified above; 2. Award each Plaintiff-Intervenor the greater of his or her actual damages or statutory damages of $500 per violation for each violation of the AWPA; 3. Enjoin all Defendants from further violations of the AWPA; (d) Award Plaintiffs pre- and post-judgment interest as allowed by law; (e) Cast all costs upon Defendants; and (f) Award Plaintiffs such further relief, at law or in equity, as this Court deems just and proper. 33 Case 7:14-cv-00136-HL Document 39 Filed 07/27/15 Page 34 of 34 Respectfully submitted this 25th day of November, 2014, /s/ Dawson Morton Dawson Morton Georgia Bar No. 525985 Lisa J. Krisher Georgia Bar No. 429762 104 Marietta Street NW, Suite 250 Atlanta, GA 30303 Phone: (404) 463-1633 Fax: (404) 463-1623 Attorneys for Plaintiffs 34 Case 7:14-cv-00136-HL Document 39-1 Filed 07/27/15 Page 1 of 10 EXHIBIT A nt 39-1 Filed 07/27/15 Page 2 of 10 'Agrioultural and Food Processing Clearance Order i?edioiu de Empleados para Agriculture 5: Fmoesamionto do Alimentos LLB. Departmeni of Labor Employment and Training Administration 0M B. Approval No. mos-om. Expires 1 :raorzoiz l1, Employers Name and Address Number, Street, City, Siale? 3p Code, and - telephone numberlf Nom'ore Direccion del Empleador [NnnreroI cello, rinrtari coo?igo posts! - 41. industry Dooelcodigo do i JatR Baker Farms, LLC. 561 Roundiree Bridge Rd. Norman Parkr GA Intruders {5 'i 31?71 {229) 324-3834 52?. {Location and Direction to Work Site?ireccimgg?iiwg?arl? 5 Job O?ider r?lNo. Order: do Emphang 5. Occupational Title and Code more sweetener?;- Cddigo fern/1mm? xlquw?gg I: e02.653-olo Clearance Order issue Dale I'Feona o?e m4- ln Colquiit County 561 Re undhee Bridge Rd, Norman Earth Grit Swill - Framite Take 1-?5 exit 39 East. Follow Hwy. 3? rl 1111? .a?EEll might on to Enemies-Omega Road. Turn right on S?egg?g?r E?P?ml'c'? Dalapproximately 1-.5 miles to farm. in E?lB?Hi-il??il?l g?i 5319M. - . 1 -. Omega, go southweston G?CG?jioW??l? diuresis - .- Anticipated Period 0f Employment! Periods Antioipado do i fol low ones. Turn right at JP Ferry Rd. and rum right area-25s, . . ?Tl-Pm continue-{or approx. 1.8 miles to GA Hwy 255. in odes-sound 41392, Feet Desde: 0911032010 Toll-tests: our 5mm I R89 55(91' Rd. Adel? 5351011 GA 3710'Wal?d US ?11 r?j?ngmue :10. No. of Worker's Requested i No. de Train ajao'ores Pedidos . 1.9 miles. Turn slight leit onto GA 76 for 3.7 miles, Smith Rd. and right onto Register Rd. The orriootrotsall . ?.?kasites. - - . . i1..:AnticirJated Hours of Work perWeeleoras Anticipadas de ?llt additional space is neededL use separate sheet of quarter) - . Losalion and Description of Housing l? Direccidi} Hostile The enroioyerwiil provide housing at no cost toit-Eriworlrer?sen' hose. 5 workers in corresponding employmentwnoarenor reasonadtv..efoie'fro? i return to their residence wiih-in the same day.Employernrovidedhou?n is located at 561 Roundtree Bridge Rd .. 2d -: 4i], and 561 Roundiree Bridge "'i'rtofrfnanig- 5 I Park, GA: and BE) Sober Rat, Norman Park, sodas} 5 provided at no oosi to workers who are notreasonao ab same day to their place of residence. .85 . iirahaio'oor'Sernana.Total: d-emrmv ?Ea Sundaymomingowi? Monday;l Woesdayt ?tarteL?'?H Wednesday I 'fih?ursdagldueft?es Fridayl??emes Batordey'l'-anado' :3 . artists 'witi report to Work at the designated time and by the grmner each day. The standard . trlorIt-vreetr'ls hostsoerdayihlonday-Fridav and 5 'Wodrers may he offered more than Jih?er'so eci?edhours .o'f'woririnia single work day. volunteer to work additional hours when ere austere; -- . .r d: Fa rally housing is not available- l?tousingisrtotggrorided {or 3 Separate toilet facilities shall he provided byiheeni {to} 4 tern-ates. . .. - . orlrers mayglue'requestediolworkon federal holidays IEll: Igendiori'il-leSeboeln'bui will not toe-required to do so. Ee-deralirolidays are New?rea'r?s Day, de'ragary 1; Martin in mg; 4-1sz birthday, theithir'd Monday in January; Workers who reside in empioyer?provideri housing ogre . for maintaining the housing in a neat and oleart er - occupancy, housing shall he iv . - Workers residing in employer-providedhousi WBSEHQ Fabwam . their living quasars to Owe-standards oesiedijon. laStMonday in May; [agape-mam . . report problems to employer; Worker' Dal?) =1!er tire-lire: Mondayin September; i' workers assigned to the earns housingiin one Getaways Demos second Mdndayin October: bathroom and living areas rogo'suasenaa el'eregej?atn -hfloliembet' 'l Day? UTE I i' - - Cltl?iSimasDay; . Reasonable repai'roosis oid'arnages airless J39 miter-25..- - -v -: caused or normal d; -: - . I Tilt-ls shown cflit?aromo repairoosls from the employee?s powder-wire or other conditions -. eothatsuoh deductions will not resulting-ado neg memories centred These perio?scan mm federal minimum wage.Theternpiovesretaise .Heimuttheseason. the housing premises . -- i a . :i =tenrtso'fthisjoh order. shalls'allatej?lli .31 -- .- 'tp?'lteam - 'df?mpioym?nt. Workers residingin employs New? beoounted .l directedtothem attheemployerseddress st Breweries? fer-editor the pumose-oi the three; e?rsonaranreeu - - i i" .. . . .. . Case 7:14-cv-00136-HL Documeht 3 I y?q. 'if addi?mal space is needed. use separate sheet of heparin!I Si nocesita rn?s ospac?ro. utilise documenlo 1 aileron el-l 12. Collect Calls Accepted fromlSe Aoeptan Llamadas a Cobrar de: Employer] El Empieedor .Yes l3 No Local Of?ce La O?cina Local Yes ?21 No 13. Adagio deAlotarniento The employer will furnish free cooking and kitchen facilities to those workers who are entitled to live Inthe employer's housing and once a weak, the employer will offer free transportation to and from town to shop for groceries. The employerwiil furnish tree cooking and idiot-e1 facilities to those workers who are entitled to live in the employer?s housing so that the workers may prepare their own meals. Workers will buy their own groceries. The kitchen and other common areas will .be shared. Housing includes water and electric and is furnished with beds, mattresses, lockers for storing personal items, cooking and ea?ng'utenails, stove and refrigerator, table and chairs garbage can, cupboard or shelves for food sterage, smoke and ?re detectors. No charge will be made forbade and similar items furnished to workers to whom housing is provided unless unlawfuliy removed or damaged beyond normal Wear and tear. orkersvillhe provided a telephone they may be contacted in case of residing in the housing. it. Referral IHSWCUOHSI para er Rater-irritants de Candidates . 3 The employment service o?ica will be contacted periodically for reienals. Applicants can call ddR'BakerFanns, LLC and ask for Ms. Booth Resumes or applications may also be faxed to drift Baker Farms. LLC at (229} 324-42383. Applicants will be accepted from all . . sources. On?lt,r workers meeting all quali?cations; including availability to complete the work contract, on ihejob tome.- should bei-teten'ed by the Job Service Of?ce. in the event the employer receives phone calisorwalk-up workers interested in 3 the job offer, the employer will inform the workers of the job requirements and duties and will-consider the workerior the job based on the workersquali?cations. The order holding of?ce is asked to provide all referrals with a copy of the clearance orderor at a minimum, su mmary of wages, working conditions, and other material speci?cations. The employerwiil provide each worker with a copy of the . ETA 790 including any approved modi?cations, in English and/or Spanish, on the day work commences or assoon as practically possible. . . JObSpecl?cations i Descripcion del Trabaio - seammetastase- to plantcultivate, harvest, grade and pack cucumbers, squash, zucchini, street corn, eggplant and cabbage. tools'suoh asshouels, trowets', hoes, tempera, pruning hooks, shears and knives. Till soil, lay and remove plastic and drip . irrigation tape. Plant, transplant, weed, stake, string, thin, prune, and harvest crops by hand in ?elds. Bleep, grade, sort, pack and etackproducelhy size, weight, color or condition, and load harvested products in ?elds or at the packing shed. Make boxes. Operate -f_arrn._trehicies, tractors, .andior tractondtawn machinery. Must comply with any Good Agricultural Practices policies. llilostjob duties renaire?workers tc'wotkirrextrernely hot or wetweather. Work requires prolonged bending, lilting and reaching. Boxed produoe may weigh up workers must lift-and catty ED pounds. Workers must use care when grading and paelan not to damage or bruisepnodcceLiey'eoa cabs talaores plantar, .cuitivar, cosechar, ciasiticar empacar pepino, Calabacita, caiabaza verde, maiz, reniena'ygtepolio. starherram?ieritas .desrnancicomc..palas, palates, azadones. pisadores, tijerae para podar, tijeras de maoo eerie-.pcnergv y-tuhitos de irrigacidn. Plantar, trasplantar, d'eshierbar, eclecar, encordar, ralear, enflostcantpos..Limpiar, clasit?rcar, separar, empacaryarirdntonarproducto portamano, peso 'ottdic?? Igat-iosproductos? oos?chadOs-enlescempos en la empacadora. Hacer cajas. Operar los vehiculos, hectares, .- y-aladapcr'tractorgdefia greater fiche-.cumplir con todas las pdlizas de Buenas Practices Agricoias. La mayoria de los shares-deiinabajotequiere trustee-'trahajadoresjhabajan en clima extremamente caiiente omojado. Se requiere agacharse, levantat tee 5D libras. Los trabaiadores deben levantar- cargar libras. Los trabaiadores {label-1 lasi?ca empacario's'productosno dad-arias productos. deride with the first day of employment to acclimate the worker to the physical .klapd'toiyfamili'arize workers aiimjobspeci?ca?c?ons and to demonstrate proper harvest methods and other crop omjiqie?on' interfacing period, workers are to keep up with fellow workers; and not detrimentally affect other ht 39-1 Failed 07/27/15 Page Work?ere must adhere to ail safety rules as instructed contract with the buyer. di?erent days. - be included in SP-ANJSH) {if more space is needed, summary of Operational speci?cations can change during the season due to crop or market can speci?c instructions given for each day's work._ designated employee. Daily individual work ass supervisor as the needs of the operation dictate Material Job Speci?cations in ENGLISH can be included in 15. wage Rates. Sgeciel Fay information and Deductioasii?adia de Page informacirin More Details About the Pay! Mas. Earnings records will be maintained is access: statement on or before each paydaymeetirgtit paychecks as required by law. Works" eta-g the AEWR, or the Federal or s'ta'teiriirlistum it __,o_eid on a piece late basis, the piece'tate seall'b Details-assesses I . ebre Be as _s estates 0 rug; 1 Hourly? Wage . Piece Rate 1 1:3} Deductions i Saiario par P5110 POFPleml hDeducoiones Hora Uriidadfes) . - {39nd, etc.) Hawestcabbaoe 50'39139i5013-bmi. $9.11 $0.30 pe-i??lb box . Federal Tax Field pack cabbage impuesgos - - - - Federsles HarVest cucumber $9.11 $0.35Per59a1.3 - lBtateTsit bucket - Estpatales Field pack $9.11 $0.30951?36mudt Meals roomldas Cucumber 150x - Harvest squash $9.11 $1.06 peli?ilmal. -. .. . ether-{specifng pick,wash, wrap, bucket 01m grade. ?eld pack) Pack squash $9.11 $0.30 premise-she [zuochiniand yellow} .. Pull sweet corn $9.11 $0.22 per-sees;- _j crate "2 Field pack corn $9.11 crate Staking, stringing $9.1 1 . and unstlingiog slants . Harvest eggplant $9.11 bucket. Plant, c'ultivate, $9.11 . pull, hartmt, wash, grade and pack on line, and stack produoe [unless otherwise Operate farm $9.11 vehicles and ?uipment . git-?e} is assets will furnish each ejempioyerwili make dition. Workers will be ex nstruetionsahd general supervision be provided by the farm owr ignments; crew assignments and loo ation? of wade-ail he made by the . Worltelsmay be assigned a variety sf duties in any given day and the prevail in . by dissuperwsor. All operations must meet standards centained in the epsrate document, and may also Dedueoinn es Rebs?as NO Pay Period _51_ Periods tie Page pasted to coo'?orm to the tar, supervisor or a gmweror i??e rent tasks on Weekly 1 Santana] Eli-weeklyir cede 2 semanes Otnsr?l? Dtro worker-an ail deductions from the wsrkers I wage ior'titeeropracdtrity, . srs'wodtsd hi the [Jamil period. it the worker is to be I la forthe anew indie-area of intended r. Case 7:14-cv-00136-HL Document 3 employment. lithe piece rate does not result at the end of the pay period in average hourly earnings during the pay period at least i equal to the amount the worker would have earned had the worker been paid attire appropriate hourly rate, the worker?s pay shall be - supplemented at that time so that the workers earnings are at least as much as the worker would have earned during the pay period if the worker had been paid attire appropriate hourly wage rate for each hour worked. Workers are guaranteed a total number of work hours equal to at least three-fourths of the workdays otthe total period beginning with thet'r'rSt workday arterarrivai or ?rst date or need in thejob order, whichever is later, and ending on the expiration date in the job order and any-extensions. Should the employer be unable to ful?ll the obligations in the job order due to fine, weather or Act of God, the employer will-fulfill the three fourths guarantee up until the time of termination and return transportation and subsistence will be paid back to the place from which the worker has some to work for the employer or to subsequent employment with another employer. In the event of contract impossibility, the employer will notify the state employment service of the availability or workers in an effort to transfer the workers to other-comparable employment acceptable to the worker. The statute of limitations for this order will be two years. lithe-employer'pays or advances the employee?s - transportation and daily subsistence expenses to the place of employment, the employer may deduct those expenses from the worker?s . paycheck down to the FLSA minimum wage. Workers will be reimbursed the full amount or the deduction upon the worker?s completion . Hot 50 percent oithe work contract period. Visa application, border crossing fees imposed by government, currently $156.0il will be reimbursed visa holding workers in the ?rst week of employment. {If additional space is needed. use separate sheet of paper. 81 opposite rn?s especio, utilise documentn adieional.) .. . - Arrangements innegios de Transportacicn Workers that do not reside within commuting distance and who are eligible for employer provided housing are also eligible for transportation benefits. The employer-will reimburse the worker iorthe reasonable cost of transportation and subsistence from the . . -;place fromwhish the worker has come to work for the employer, whether in the LLS. or abroad to the place or employment, to the employer?s location upon completion of titty percent of the employment period, or-eariier; The amount of the transportation will be no . less than his most economical and reasonable common carrier transportation charges iorthe distances involved. inbound transportation in the form of bus fare from the point of recruitment to the workplace will be reimbursed on or before the ?rst payday?o . the extent necessary to ensure that employees are compensated at least the Federal minimum wage level forwodt performed during the ?rst work week. If his total amount of the reasonable transportation and subsistence expense is not reimbursed on or before the i ?rst payday, workers will be compensated upon completion oi ?fty percent of the employment period, or earlier, for any remaining expense not reimbursed on the ?rst payday. At the option of the employer, the entire reimbursement expense may be made on or before the ?rst payday. - . tlporr completion of the work contract period, or it the employee is terminated without cause, and the worker has no immediate . . subsequent H-ZA employment the employer will provide or pay for the worker?s transportation and daily subsistence from the place of employment to ?replace from which the worker, disregarding intervening employment, departed to work for the employer. When the two'rker'will not be retuming to the place of recruitment due to subsequent employment with another employer who agrees to pay such costs-the employer only pays for the transportation to the nextjob. The amount or such transportation payment will be equal to' the transportation costs not to exceed the most economical and reasonable common carrier transportation charges for the involved. IgEmployeeselig'ibietor reimbursement under the program will be provided subsistence reimbursement of a minimum of $10.64 per 24- I {hour travel ,p'eriodgorthe CONUS meal reimbursement rate when receipts are provided for travel within the United States. This is in i 'i dditionto'reimbursing or providing inbound and outbound transportation costs. 'i offer free transportation for workers from his employer's housing to the daily work site unless the of?ce where the report daily to clock in or the designated .?eld to report to is within walking distance. Transportation from the employer?s "housing to'the'daily worksite, from the silicate worksites, and between worirsites witl be provided where locations are more than a mile wayrrem east-rather. Transportation between worksites during the regular work day is compensabie. Once a week, the employer will wish topatticipate, tree transportation to and from town where there areshopping stores, a post ol?ce and pay use of the transportation by the'worker is voluntary, and no worker will be required as a condition of employment to utilisethe transpol't'ation offered ?by'tbe em pioyer. -. sga" separate-Shaman pagem?Si ?sit?nis swirls, utilise documents a-rlicisinehlI ?ackil'?'la prevailing .prao'ti'cetp, use Contractors to recruit. supervise, transport, house, or pay workers for this {threes} crop 'astivityliesj? Es'la costumers 211 .61' area tie user Goniratistas Agricolas para reclutar, supervisor, transporter, dar vivlenda, pagar?le a los coalition rte supporters}? :3 - ?tester . - 121 No 1' i . 2, . wageit'o'r each-activity? lSi contests coal es el saiario quo la page at Castratista Agricola por cada .. .. nt 39-1 . Filed 07/27/15 - argon79-. 20. 22? . Liel any strike, work stoppage, slowdown, or interceptian . Adiress of Order Holding Office {include Telephone tie-la; Name of Local Of?ce Representative (include direct dial telephone Uremployment Insurance provided? Seguro . Wurkere' compensation insurance provided? incontinent eminenceoa trabaio: Yes No El Workers Compensation lneurenceCarrieri Applied? f. 3- - Whom to otiltlr in Case of lnj'ury: Lisa-Baker fliele Report within 30 daye I- . NE 30015 PmVI'dati at no GhaTae 130 the Workers? Sieiepro'reen ias erramieetae cereban a iostreheiacioree sin cargo alouric? YeaX No Lis any arrangements which have been regente-ior the payment of a commission or other bene?ts for sales made to Workers. {If there are no such arrangements, conuenio con los propietaries del eetablecinriento osus re con reapccic al page do unaoomislon-tr?ohoe?hene?c as; per retires ire'ehae a Ios trabaj'srtores. [Si no hay ningun acuerclo convenio, inoique ?Ninguno?) None - . . - operation ythe attire piece where the workers will he empioyed. {if there are no such incidents. enier"None")J. En urnere rode huelga? paro interrupcion .cle [as operacionef en el iugar de empleo. {Si no hay. indique None . -- Of?ine donoe so Radico la Oferm {inctuya numero ole iei?torro) Georgi?a Department of Labor, ?148 International Bird" atlaote; number} i Hombre clel Representante cle la Dflcina Locai (lncluya -- numero 'de tel?iono) MS. Sherri {404 232-35UU Georgia 30303 (404 232-3500 - . - 25. Certi?cation: This describes the actual terms and conditions of the employment being ottereci by me and contains ail the material terms and conditions oiihejob. - . . Ceni?cacion c'el Empleadcr. Esta crden dc trabajo detraheio, contiene rodoe loe materiales, terminus, co ndiclones ofrecicloe. - - Errpioyer'e Signature 8: Title! Firma Titulo ciei Empieedo . Jerod Baker, {Jo-Owner 'u READ L?ARE'r'iJli?r'r in view of the statutorily eetehiisi ed acron'ctinn .ci'rhe Empioymeoz Seru'iceas 2: notes leper exchange, that is) as a forum for bringing together employers and Job seekers, neii. he ETA nor-the State-agencies are gear-enters oi the accorecy or truthfulness of information contained on job orders submitted by employers. Nor?oee or recruited upon hrthe One?Stop Career Center constitute a conlraclual job offer to which the Onestop Career Center, ETA or a Stereagency'ls teeny-way a party. Public Burden Statement .. - I - Pu biic reporting burden for the EFA Form T90 is estimated tohe approximately BB minutes per response. inciudingitirne for reviewing instructions. searching existing dam sources, gathering and reviewing the-'coliectiontiRespondents? obligation to reply to these requirements is obligatory by 20 CFR 853,500 and 44 U.S.C. 3501. Persons are not required to. respond to this collection otinr'onnation uniese it displays a cunentiy valid OMB Control Number. Public reporting burden r?crthie collection ieestirnated to average 8 minutes per response, including the time to review search existing data sources gather and maintain the-data complete and review the collection of information. Send comments regarding this burden estimate or any other aspect ofthis colieciinn. including suggestions for reducing this burden, to the 1.1.5. Department of Labor. Migrant and Seasonal Fannworkcr Program Room 84209. 200 Consttution?venoe, NW, Washincrtori. DC 20210. dill)! ZUUHJ Case 7:14-cv-00136-HL Document 3 This job order for intrastate clearance is in connection with a future application for .l . temporary employment certification for H-ZA workers. Working conditions will comply with applicable Federal and State minimum wage. child labor, social security, health and safety, farm labor contractor registration and other related laws. . Conditional access into the intrastate or interstate clearance system is requested on - behalf of Baker Farms, LLC whose housing has not been inspected and found in compliance with applicable regulations. This request is made with the express understanding that the employer assumes the obligation under the applicable regulations for timely compliance with applicable housing standards. Housing has been previously inspected using OSHA 1910.142 and found suitable for up to 177 workers. If said heusing is not ready on the applicable date, the workers will be housed in local i hotels and motels- The employer will expeditiously notify the State Workforce Agency immediately upon 1 learning that a crop is maturing earlier or laterI or that weather conditions, over? i recruitment or other factors have changed the terms and conditions of employment if the notification to the State Workforce Agency is by phone, the employer will follow up in I writing. . The employer will provide eligible workers referred through the clearance system work for the week beginning with the anticipated date of need at the specified hourly rate of i pay, unless the employer has amended the date of need at least 10 working days prior to the original date of need by so noti?ring the order-holding office. in the event of an amendment to the date of need, the employer requests that the state employment service attempt to inform refen'ed migrant workers of the change. Failure by the worker to contact the local job service of?ce 'or the order holding of?ce to verify the date of need no sooner than 9 working days and no later than 5 working days prior to the original date of need in the job order will disqualify the referred migrant worker from the asaurance provided in this section. if the employer fails to notify the order-holding of?ce at least 10 working days prior to the original date of need the employer shall pay eligible workers referred through the clearance system that report for work and have made the required notice of availability to the job service of?ce the speci?ed hourly rate of pay, or in the absence of a specified hourly rate of pay, the higher of the Federal or State minimum wage for the first week starting with the originally anticipated date of need. An extension of employment beyond the period of employment speci?ed in the job order shall not relieve the employer from paying the wages already earned, or providing transportation or paying transportation expenses to a worker?s home. .No bonus, work incentive payments or other expenses are conditional upon employment beyond the period of employment speci?ed in the job order. Outreach workers that are employees of the State Workforce Agency shall have i. reasonable access to the workers in the condor?! outreach activities{Hart/(goth it: 1i . Empl er?s sig?natiire Date Attachment to ETA 790 i Jim Baker Farms LLC . . i Page nt 39-1 Filed 07/27/15 Page 8 of-lO .. week RULES The toilowing rules are intended to protride standards of conduct expected of workers employed under this job order. Violations of these rules brother iawr?ul, job?related employer requirements will be considered grounds forltermination. in cases of less serious violations, penalties such as suspension without pay for up to three (3) days will be imposed. Workers are expected to comply with ALL rules related to discipline, attendance, work qualityfquantity and the oarehn'aintenance of all property. 1. Workers who perform traudulentisloppy work will be suspended without pay for the remainder of the workday or up to three (3) days based on the supervisor?s consideration of the degree of infraction, the worker?s prior record, and other relevant factors. Subsequent offenses may result in terminationidisoharge. . 2. No use or possession of alcohol or unlawful drugs is permitted during work time or during any workday or before work is completed for that day (such as during meal or break periods). Workers may not report for work under the influence of alcohol or illegal drugs. Illegal drugs may not be used nor kept on the employer?s premises. 3. Excessive absences or tardiness will not be permitted. Excessive absence is defined as three consecutive days of unexcused absence or ?ve unexcused absences within a 30?day period. 4. Workers are expected to maintain their living quarters to OSHA standards posted on the property and shall report problems to employer. Workers shall-"cooperate with other workers assigned to the same housing in maintaining kitchen, dining, bathroom and iiving areas to OSHA standards. - 5. Workers living in employer?provided housing that are assigned bunk beds may not separate nor move bunk beds- 6. Workers living in employeieprovided housing may not cook in sleeping rooms or any other non~kitchen areas. 7. Workers may not repeatedly drop paper, cans, bottles or other trash in fields, packinghouses or housing areas. Trash and waste receptacles must be used. 8. With the exception of the worker?s assigned housing andior work arear'fieid, workers may not enter employefs premises without authorization by the person in charge. 9. the exception of the worker?s assigned housing, workers may not enter the '-employei?s premises at times other than during hours the employee is scheduled to work. t0. Workers may not begin work prior to the scheduled starting time or conti-nue?working after stopping time unless authorized by the employer. i ll. Workers may not abuaelextend break periods which may be provided or takeunaut?horized breaks from work. 12. Workers may not engage in horseplay, scuiiling, throwing things, wasting time or [gearing during work hours. Attachment to ETA 790 Baker Farms, LLC Page2 Case 7:14-cv-00136-HL Document 3 13. Workers may not post nor remove any notices, signs or other instructions from the employer?s property. - 14. Workers may be discharged ifthey steal from fellow workers or from the employer. 15. Workers may not falsify personnel, medical, production or other worlerelated records. 16. Workers may not willfully abuse or destroy any machinery, equipment, tools or other property belonging to the employer or other employees. 17. After completion of the training period, workers are to keep up with fellow workers; and not detrirnentally affect other workers productivity. Workers may not deliberately restrict production 18. Workers may not commit acts of insubordination. 19. Workers may not interrupt other workers periods by excessive or unnecessary noise or commotion. - 20. Workers may not have guests in employer?provided housing past 10:00 pm, ekCept on Saturday, not past 12:00 midnight. Workers andlor their guests may not engage in indecent, immoral or illegal conduct at any time on the employer?s premises- 21. Repeated failure to follow instructions, obey safety requirements, and equipment and vehicle operation instructions may result in tennination- ii 22. Any worker who repeatedly impedes the progress of the group by tardiness, leaving early, lax adherence to picking standards, or rough handling of produce may be terminated, 23. No firearms or other weapons may be brought onto the employer?s premises AT ANY TIME. 24. Use of electronic devices, including cell phones, is not permitted at any time during work . hours and is grounds for immediate termination, - I '25. in the event that the employer issues electronic badges for timekeeping andior piece rate tabulation, workers must keep badges in their possession at all times during work hours. "Workers may be discharged tortighting on the employer?s premises. - dob-abandonment will be deem-ed to begin after ta worker'tails-to' r'epdrt for werk at the {regularly scheduled time for 5 consecutive working days without the c'O-ns'ent of the em?ploye r. I enthuse; To comm WITH THE asove WORK mav- RESULT EN lF you no not unoensmno nuv- or THE ABOVE RULES, FOR-AN EXPLANATION. . . itl39-1 Filed 07/27/15 Page 10 of 10 A. AgriculturaiWort: Agreement Employer: Baker Farms, Employee: The employee agrees to diligently and faithfully perform all the assigned duties within the job description under the direction otthe? employer?s supervisors; Employers are not obligated to meet the three quarters guarantee ?can '?l'?p'lDYee abandons this job or is terminated for cause. This employment shall be governed also by'the following terms and conditions: Name, Address, Telephorie Number and Piece of Work of Employer: Baker Farms, LLG. 561 Roundtree Bridge Rd, Norman 31771, (229) 324-8834 Name and Address of Employee soft Recruitment: Address: . Telephone: City, State, Zip . Place of Recruitment: - -. ItGgorgifa;-I_ Other: I Mexico Wages: $9.1'lfhour andlor pieceiraites - Area of Employment: Work will beperEDmHB?in Colqui-t-t, Cook Tii't Counties, GA Period of Employment: U?l?5l2oti Full Crop Commitment: full period of employment. The employee agrees to work Eaten hours-onMonday-Friday and ?ve hours on Saturday. The employee understands or is terminated for cause prior to the completion of the employmentperi Shel-heme}! not be eligible for re?n?lre in the future, unless the termination is-a mutual as're err'erwesn the employer and employee. Work Rules, Discipline and Emmett? order, including any approvedmodi?oati The work rules in the job of conduct expected of them. 'Vioratioo requirements will be consideredgroitnds workers maybe i expected to comply with sill-rule i quantity, and the care andmairi inst Department of Labor-andfo'r the .e termination of employment. his employer will provide a copy of the job 0 later't'nan on the day that work commences. roiride-guidance to workers or" the standards ease-rides .o-r-other lawful job-related employer tenn'inja?on. in cases of less serious violations, i? for Up-to three days. Workers are pl' attendance, work quality and I Employers are required to notify the abandonment or Date employee provideda copy; (SEGN) Employee (daisy; Attachment to ETAYBU Baker Farms, Page4 Case 7:14-cv-00136-HL Document 39-2 Filed 07/27/15 Page 1 of 14 EXHIBIT Case 7:14-cv-00136-HL Document 39-2 Filed 07/27/15 Page 2 of 14 U.S. Department of Labor Employment and Training Administration Agricultural and Food Processing Clearance Order Pedido de Empleados para Agrlcultura y Procesamiento de Alimentos 1. OM B. Approval No. 1205-0134, Expires 11130/2012 Employe~s Name and Address (Number, Street. City, State. Zip Code, and Numbers 4, 5, 6, 7 and 8 for State use only. telephone number)1 Nombre y Direcci6n del Empleador (Numero. calle, ciUdad"I--------~-5-. -Jo-:-b"":'O~rd:-er-:#:-::-/N:-o-::.O=-r7de-n""7- de c6digo postal ytelefono) J&R Baker Farms. LLC. 561 Roundtree Bridge Road, Norman Park, Empleo GA 31771 (PO Box 37, Ellenton. GA 31747) Phone: (229) 324-8834 Fax: (229) 324-2388 . Location and Direction to Work Site/Direcci6n dellugar de trabajo 7. Clearance Order Issue Date 1Fecha de In Colquitt County - 561 Roundtree Bridge Rd., Norman Park, GA 31771-t--Tr_am_it_e ---:------4_ Take 1-75 exit 39 East. Follow Hwy. 37 for 8 miles and tum right on to 8. Job Order Expir tion Date 1Fecha de Ellenton-Omega Road. Turn right on Roundtree Bridge Road. Go vencimiento __"___""'"""T ---. :5 approximately 1.5 miles to farm. Tift County - 7199 US Hwy 319 N. Omega, GA.; go southwest on GA-35 toward Maple St. and continue to follow GA-35. Tum right at JP Perry Rd. and tum right at GA-256, continue for approx. 1.8 miles to GA Hwy 256. Cook County -1392 Register Rd., Adel; East on GA 37 toward US 41, continue on GA 37 for 1.9 miles. Tum slight left onto GA 76 for 3.7 miles. then right on Lumby Smith Rd. and right onto Register Rd. The employer owns or controls all worksites. The employer owns or controls all worksites. If additional s ace is needed, use se arate sheet of a er . Location and Description of Housing 1Direcci6n y Descripci6n de la Vivienda The employer will provide housing at no cost to H-2A workers and those workers in corresponding employment who are not reasonably able to return to their residence within the same day. Employer provided housing is located at 561 Roundtree Bridge Road, Norman Park. GA 31771 and consists of 4 barrack type units with atotal occupant capacity of 136 From 1-75. go West 10 miles take right onto Ellenton Omega Road .go 1.5 miles to Roundtree Bridge Road take right go 1mile take another nght at J&R Baker Farms sign. 9. Anticipated Per dof mployment 1Periodo Anticipado de Empleo Froml Desde: 4/16/2011 To/Hasta: 7115/2011 h10~.~No-.--:of:-:-:W:-:-o-:-rk-e~":"'"'s-=R:-eq-u-es-:-te---;d--;/7;'No-.--:;de":"""':T:;::r-:-;:ab:-:-aj;-:-ad:;:o=re::-sr:\pe~dii:iidi::os:--1 135 1-11-.-An-ti-cip-a-te-d:-:-H-ou-rs-o""':"'f7':'":W:-or":"'"'k-pe-r7:'"W:-ee""7k7.""/H:-or-as-A7"""n-;:-tic-=-ip::-:a7da:-:-s-:;"de::-l Trabajo por Semana. Total: Sunday I Domingo_O_ Tuesday 1Martes_8_ Thursday 1Jueves_8_ Saturday 1Sabado_5_ _45_ Monday 1Lunes_8_ Wednesday I Miercoles_8_ Friday 1Viernes_8_ Workers will report to work at the designated time and place as directed by the grower each day. The standard work week is eight hours per day Monday-Friday and five hours on Saturday. Workers may be offered more than the specified hours of work in a single work day. Workers may volunteer to work additional hours when work is available. Workers may be requested to work on federal holidays and on the Sabbath but will not be required to do so. Federal holidays are New Year's Day, January 1; Martin Luther King, Jr.'s birthday, the third Monday in January; Washington's birthday, the third Monday in February; Workers who reside in employer-provided housing agree to be responsible Memorial Day, the last Monday in May; Independence for maintaining the housing in a neat and clean manner. Before Day. July 4; Labor Day, the first Monday in September; occupancy, housing shall be in compliance with OSHA housing standards. Columbus Day. the second Monday in October; Workers residing in employer-provided housing are expected to maintain Veteran's Day, November 11; Thanksgiving Day. the their living quarters to OSHA standards posted on the property and shall fourth Thursday in November; and Christmas Day. promptly report problems to employer. Workers shall cooperate with other December 25. workers assigned to the same housing in maintaining kitchen, dining, bathroom and living areas to OSHA standards. Workers should expect occasional periods of little or no work because of weather, crop or other conditions Reasonable repair costs of damages or loss of property, other than that beyond the employer's control. These periods can occur caused by normal wear and tear, will be deducted from the employee's pay anytime throughout the season. if it is shown that the individual did the damages. The employer will deduct repair costs from the employee's pay over whatever time period necessary All requests for leave of absence must be made to the so that such deductions will not result in a worker's wages going below the employer in writing. All absences will be counted federal minimum wage. The employer retains possession and control of towards hours offered for the purpose of the threethe housing premises at all times and workers provided housing under the uarters uarantee. terms of this 'ob order, shall vacate the housin rom tl u on termination ~::..:::.:..:.::..:....=..~::.:...=..:..:..:.::..:::..:......--------------, Family housing is not available. Housing is not provided to non-workers. Separate toilet facilities shall be provided by the employer for males and females. 1 Case 7:14-cv-00136-HL Document 39-2 Filed 07/27/15 Page 3 of 14 of employment. Workers residing in employe~s housing may have mail directed to them at the employe~s address in Block 1, above. If additional space is needed, use separate sheet of paper).1 Si necesita mas espacio, utilice documento adicional.) 12. Collect Calls Accepted from/Se Aceptan L1amadas a Cobrar de: Employer lEI Empleador Local Office I La Oficina Local Yes 0 No X Yes 0 No X 13. Board Arrangements I Arreglo de Alojamiento t.ee The employer will furnish COQkiRg and kitchen facilities to those workers who are entitled to live in the employe~s housing and once aweek, the employer will offer free transportation to and from town to shop for groceries. The employer will furnish free cooking and kitchen facilities to those workers whoare-entrtlecHo live in the employe~s housing so that the workers may prepare their own meals. Workers will buy their own groceries. The kitchen and other common areas will be shared. Housing includes water and electric and is furnished with beds, mattresses, lockers for storing personal ttems, cooking and eating utensils, stove and refrigerator, table and chairs, garbage can, cupboard or shelves for food storage, smoke and fire detectors. No charge will be made for beds and similar items furnished to workers to whom housing is provided unless unlawfully removed or damaged beyond normal wear and tear. Workers will be provided atelephone number where they may be contacted in case of emeraencv while residinQ in the housinQ. 14. Referral Instructions Iinstrucciones para el Referimiento de Candidates The employment service office will be contacted periodically for referrals. Applicants can call J&R Baker Farms, LLC at (229) 324-8834 and ask for Jarod Baker. Applications may also be faxed to J&R Baker Farms:LLC'at (229) 324-W8'. Applicants will be accepted from all sources. Only workers meeting all qualifications on the job order; including availability to complete the work contract, and repetitive bending, reaching, lifting and carrying 501bs; on the job order should be referred by the Job Service Office. In the event the employer receives phone calls or walk-up workers interested in the job offer, the employer will inform the workers of the job requirements and duties and will consider the worker for the job based on the worke~s qualifications. The order holding office is asked to provide all referrals with a copy of the clearance order or at a minimum, a summary of wages, working conditions, and other material specifications. The employer will provide each worker with acopy of the ETA 790 including any approved modifications, in English and/or Spanish, on the day work commences or as soon as practically possible. 15. Job Specifications I Descripci6n del Trabajo Perform manual labor to plant, cultivate, harvest, grade and pack cucumbers, squash, zucchini, sweet com and cabbage. Use hand tools such as shovels, trowels, hoes, tampers, pruning hooks, shears and knives. Till soil, lay and remove plastic and drip irrigation tape. Plant, transplant, weed, stake, string, thin, prune, and harvest crops by hand in fields. Clean, grade, sort, pack and stack produce by size, weight, color or condition, and load harvested products in fields or at the packing shed. Make boxes. Operate farm vehicles, tractors, and/or tractor-drawn machinery. Assist with Good Agricultural Practices policies. Most job duties require workers to work in extremely hot or wet weather. Work requires repetitive bending, reaching, lifting and carrying 50 pounds. Boxed produce may weigh up to 50 pounds. Workers must use care when grading and packing not to damage or bruise produce. ~ The training period for all crop activities is 2days starting with the first day of employment to acclimate the worker to the physical demands of farm work and to familiarize workers with job specifications and to demonstrate proper harvest methods and other crop specific issues. After completion of the training period, workers are to keep up with fellow workers; and not detrimentally affect other workers productivity. Most job duties require workers to work in extremely hot or wet weather. Workers must adhere to all safety rules as instructed by the supervisor. The work rules attached to this clearance order are the expected standards of conduct under this job order. All operations must meet standards contained in the employer's contract with the buyer. Operational specifications can change during the season due to crop or market condition. Workers will be expected to conform to the specific instructions given for each day's work. Instructions and general supervision will be provided by the farm owner, supervisor or a designated employee. Daily individual work assignments, crew assignments and location of work will be made by the grower or s~pervisor as the needs of the operation dictatq ~I "'1~!:~ ftlay ~ aftsl~d ~Vif] )f duties in any given day and different tasks on different days. D'...,:LS=--=\!:D:.-l£_--'< .lru .FEB 1.5 2011. I fI,GRIClJLTLrpE ~l,l\lJEN l.A.BOR .--~ ... _._._~ --,-.' . . .. . . . ------ Case 7:14-cv-00136-HL Document 39-2 Filed 07/27/15 Page 4 of 14 If ~ore space is needed, summary of Material Job Soecifications in ENGLISH can be included in separate document, and may also be included in SPANISH) 16. WaQe Rates, Special Pay Information and Deductions I Tarifa de PaQo, Informacion Sobre PaQos Especiales y Deducciones (Rebaias) Deductions I YES I NO Pay Period Hourly Wage Piece Rate I Unit(s) ~pecial Pay Crop Activities I "bonus, etc.) SI Periodo de Pago Cultivos Pago por Pieza I Pagos Especiales Deducciones Salario por Unidad(es) (Bono, etc.) Hora $9.11 lCucumber, picking Social Security I D< Weekly I Semanal $0.35 Per 5Gallon Seguro Social Bucket I!=ield pack Cucumber $9.11 $0.30 Per 36 Count Box Federal Tax D< P< Impuestos Federales Harvest Squash (pick, $9.11 $1.00 Per 10 Gallon State Tax Bi-weekly' P< Bucket wash, wrap, grade, Impuestos cada 2semanas ield pack) Estatales $9.11 $0.22 Per 48-Ears Sweet Corn, puller Meals' Comidas P< Crate $9.11 $0.15 Per 48-Ears Sweet Corn, packer Other (specify)' P< Other' Otro Crate Otro $9.11 $0.05 Per 48-Ears Box weet Corn, loader $0.05 Per 48-Ears Box weet Corn, box maker $9.11 $9.11 $0.04 Per 48-Ears Box weet Corn, push kjown, turn man $9.11 $0.05 Per 48-Ears Box Sweet Corn, tie man $9.11 $0.30 Per 50 Ib Box Cabbaae, field cut $9.11 $0.30 Per 50 Ib Box Cabbaae, pack !Plant, cultivate, $9.11 ~arvest, grade and oack crops $9.11 Till soil, lay and "emove plastic and drip rriaation tape $9.11 ifransplant, weed, stake, string, thin, prune and harvest crops $9.11 ~Iean, grade, sort, pack and stack oroduce $9.11 ~oad harvested oroduct $9.11 Make boxes Operate farm vehicles $9.11 and eauioment More Details About the Pay' Mas Detalles Sobre el Pago Earnings records will be maintained in accordance with 655.122 G) through (m). The employer will furnish each worker an earnings statement on or before each payday meeting the requirements at 655.122 (k). The employer will make all deductions from the workers paychecks as required by law. Workers will be paid the highest of the AEWR, the prevailing hourly wage or piece rate, the agreedupon collective bargaining wage, or the Federal or State minimum wage. If the worker is to be paid on a piece rate basis, the piece rate shall be no less than the piece rate prevailing for the activity in the area of intended employment. If the piece rate does not result at the end of the pay period in average hourly earnings during the pay period at least equal to the amount the worker would have earned had the worker been paid at the appropriate hourly rate, the worke~s pay shall be supplemented at that time so that the worke~s earnings are at least as much as the worker would have earned during the pay period if the worker had been paid at the appropriate hourly wage rate for each hour worked. The employer will abide by the regulations set forth at 20 CFR 653.501 (d){2)(v)(A) and 20 CFR 653.501 (d)(2)(v)(D). Workers are guaranteed a total number of work hours equal to at least three-fourths of the workdays of the total period beginning with the first workday after arrival or first date of need in the job order, wfiichever Is later, and ending on the expiration date in the job order and any extensions. Should the employer be unable to fulfill the obligations in the job order due to fire, we~er or Act of God, the employer will fulfill the three fourths guarantee up until the time of termination and return transportation and subsistence wmbe paid back to the place from which the worker has come to work for the employer or to subsequent employment with another employer. In the event of contract impossibility, the employer will notify the state employment service of the availability of workers in an effort to transfer the workers to other comparable employment acceptable to the worker. The statute of limitations for this order will be two years. If the employer pays or advances the employee's transportation and daily subsistence expenses to the place of 3 Case 7:14-cv-00136-HL Document 39-2 Filed 07/27/15 Page 5 of 14 employment, the employer may deduct those expenses from the worker's paycheck down to the FLSA minimum wage. Workers will be reimbursed the full amount of the deduction upon the worker's completion of 50 percent of the work contract period. Visa application, border crossing fees imposed by government, currently $156.00 will be reimbursed visa holding workers in the first week of employment. (If additional space is needed. use separate sheet of paper. lSi necesita mas espacio, utilice documento adicional.) 17. Transportation Arrangements I Arreglos de Transportaci6n Workers that do not reside within commuting distance and who are eligible for employer provided housing are also eligible for transportation benefits. The employer wilfr=efmburse the worker for the reasonable cost of transportation and subsistence from the plac~from which the worker has come to work for the employer, whether in the U.S. or abroad to the place of employment, to the employer's location upon completion of fifty percent of the employment period, or earlier. The amount of the transportation will be no less than the most economical and reasonable common carrier transportation charges for the distances involved. Inbound transportation in the form of bus fare from the point of recruitment to the workplace will be reimbursed on or before the first payday, to the extent necessary to ensure that employees are compensated at least the Federal minimum wage level for work performed during the first work week. If the total amount of the reasonable transportation and subsistence expense is not reimbursed on or before the first payday, workers will be compensated upon completion of fifty percent of the employment period, or earlier, for any remaining expense not reimbursed on the first payday. At the option of the employer, the entire reimbursement expense may be made on or before the first payday. Up'~e work contract period, or if the employee is terminated without cause, and the worker has no immediate subsequent H-2A employment, the employer will provide or pay for the worker's transportation and daily subsistence from the place of employment to the place from which the worker, disregarding intervening employment, departed to work for the employer. When the worker will not be returning to the place of recruitment due to subsequent employment with another employer who agrees to pay such costs, the employer only pays for the transportation to the next job. The amount of such transportation payment will be equal to the worker's actual transportation costs not to exceed the most economical and reasonable common carrier transportation charges for the distance involved. Employees eligible for reimbursement under the program will be provided subsistence reimbursement of a minimum of..$10.64 per 24hour travel period or the CONUS meal reimbursement rate when receipts are provided for travel within the United States. This is in addition to reimbursing or providing inbound and outbound transportation costs. The employer will offer free transportation for workers from the employer's housing to the daily work site unless the office where the workers report daily to clock in or ffieoesignated fterd to report to is within walking distance and less than one mile from the housing. Transportation between worksites during the regular work day is compensable. Once a week, the employer will offer to those workers who wish to participate, free transportation to and from town where there are shopping stores, a post office and pay telephone. The use of the transportation by the worker is voluntary, and no worker will be required as acondition of employment to utilize the transportation offered by the employer. (If additional space is needed. use separate sheet of paper. lSi necesila mas esoacio. ulilice documento adicional.) 18. Is it the prevailing practice to use Farm Labor Contractors (FLC) to recruit, supervise, transport, house, or pay workers for this (these) crop activity(ies)? Es la costumbre en el area de usar Contratistas Agricolas para reclutar, supervisar, transportar, dar vivienda, 0 pagarle a los trabajadores en estos tipos de cosecha(s)? Yes I Si 0 No X If you have checked yes, what is the FLC wage for each activity? lSi contesto "Si,' cual es el salario quo Ie paga al Contratista Agricola por cada actividad? 19. Unemployment Insurance provided? Seguro de Desempleo? 20. Workers' compensation insurance provided? Indemnizaci6n por accidence de trabajo: Yes X Yes X No 0 No 0 Workers Compensation Insurance Carrier: Bridgefield Casualty Insurance Whom to Notify In Case of Injury: Jerod Baker Telephone No.: (229) 324-8834 Report All Injuries within 30 days 21. Are tools provided at no charge to the workers? I Se Ie proveen las herramientas de trabaio a los trabajadores sin cargo alguno? YesX No 0 22. List any arrangements which have been made with establishment owners or agents for the payment of a commission or other benefits for sales made to workers. (If there are no such arrangements, enter 'None') Ilndique todo acuerdo 0 convenio con los propietarios del establecimiento 0 sus representantes can respecto al pago de una comisi6n u otros beneficios por ventas hechas a los trabajadores. (Si no hay ningOn acuerdo 0 convenio, indique 'Ninguno') None 23. List any strike. work stoppage, slowdown, or interruption of operation by the employees at the place where the workers will be employed. (If there are no such incidents, enter "None') I 4 Case 7:14-cv-00136-HL Document 39-2 Filed 07/27/15 Page 6 of 14 FAX TO:J&R Baker Farms, LLC @ (229) 324-2388 Name of Referring Agency: 0 _ Agency Representative: Phone/FAX: ----~/_----- REFERRAL FOR JOB ORDER NO. -----Applicant Name: _ Address: _ _ _ _ _ _ _ _ _ _ _(Zip Code) Telephone: _ (Message Phone) _ Social Security No: (optional) _ Job you are applying for: _ Job Order Number: Are you 16 years of age or older? Yes Can you lift and carry 50Ibs.? Yes No _ _ No_ _ Do you understand that this job is temporary? Yes Did the Job Service explain the job to you? Yes Date you can begin work: Signature of applicant: Date of Application: Attachment to ETA 790 J&R Baker Farms, LLC Page 5 No__ No _ _ Case 7:14-cv-00136-HL Document 39-2 Filed 07/27/15 Page 7 of 14 Enumere lada huelga, para a interrupci6n de las operaciones por parle de los empleados en ellugar de empleo. (Si no hay, indique 'Ninguno') None 24. Address of Order Holding Office (include Telephone number)!Direcci6n de la 25. Name of Local Office Representative (include direct dial telephone Georgia Department of Labor, 148 International Blvd., Rm. 450, Atlanta, Georgia 30303 (404 ) 232-3500 Oficina donde se Radico la Oferla (incluya numera de telefono) number)! Nombre del Representante de la Oficina Local (Incluya numero de lelefono) Ms. Shern Wilson, (404) 232-3500 26. Employer's Certification: This job order describes the acluallerms and conditions of Ihe employment being offered by me and contains all the material terms and conditions of the job. Certificaci6n del Empleador: Esla orden de trabajo describe los lerminos y condiciones de trabajo, y contiene todos los materiales, terminos, y condiciones ofrecidos. Employer's Signature & Title! Firma y Titulo del Emp2dPr ._-;tTf Jerod Baker, Co-owner .~ ~ b /I-/! est6{~ed READ CAREFULLY, In view of the stalulorily basic funclion of Ihe Employment Service as a no-fee labor exchange, that is, as a forum for bringing together employers and job seekers, neither the ETA nor Ihe State agencies are guaranlors of Ihe accuracy or truthfulness of information contained on job orders submilted by employers. Nor does any job order accepled or recruited upon by the One-Stop Career Center constitute a contraclual job oHer 10 which the One-Stop Career Center, ETA or a SIaie agency is in any way a party. Pubtic Burden Statement Public reporting burden for the ETA Form 790 is estimated to be approximately 60 minutes per response, including time for reviewing instructions. searching existing data sources, gathering and reviewing the collection. Respondents' obligation to reply to these requirements is obligatory by 20 CFR 653.500 and 44 U.S.C. 3501. Persons are not required to respond to this collection of information unless it displays a currently valid OMS Control Number. Public reporting burden for this collection is estimated to average 8 minutes per response, including the time to review instructions, search existing data sources, gather and maintain the data needed, and complete and review the collection of information. Send comments regarding this burden estimate or any other aspect of this collection, including suggestions for reducing this burden, to the U.S. Department of Labor, Migrant and Seasonal Farmworker ProQram, Room 54209, 200 Constitution Avenue, NW, Washinqton, DC 20210. , 5 I:lU \I'\ev. JU y £UU:lj Case 7:14-cv-00136-HL Document 39-2 Filed 07/27/15 Page 8 of 14 This job order for intrastate clearance is in connection with a future application for temporary employment certification for H-2A workers. Working--eondilioRS-WilJ.-comply with applicable Federal and State minimum wage, child labor, social security, health and safety, farm labor contractor registration and other related laws. Conditional access into the intrastate or interstate clearance system is requested on behalf of J&R Baker Farms, LLC whose housing has not been inspected. This request is made with the express understanding that the employer assumes the obligation under the applicable regulations for timely compliance with applicable housing standards. Housing has been previously inspected using OSHA 1910.142 and found suitable for up to 136 workers. Housing will be in full compliance with the requirements of the applicable housing standards at least 20 calendar days March 26, 2011 before the housing is to be occupied. If said housing is not ready on the applicable date, the workers will be housed in local hotels and motels that comply with local, State, or Federal housing standards. The employer will expeditiously notify the State Workforce Agency immediately upon .Iearning that a crop is maturing earlier or later, or that weather conditions, overrecruitment or other factors have changed the terms and conditions of employment. If the notification is by phone, the employer will follow up in writing. The employer will provide eligible workers referred through the clearance system work for the week beginning with the anticipated date of need at the specified hourly rate of pay, unless the employer has amended the date of need at least 10 working days prior to the original date of need by so notifying the order-holding office. In the event of an amendment to the date of need, the employer requests that the state employment service attempt to inform referred migrant workers of the change. Failure by the worker to contact the local job service office or the order holding office to verify the date of need no sooner than 9 working days and no later than 5 working days prior to the original date of need in the job order will disqualify the referred migrant worker from the assurance provided in this section. If the employer fails to notify the order-holding office at least 10 working days prior to the original date of need the employer shall pay eligible workers referred through the clearance system that report for work and have made the required notice of availability to the job service office the specified hourly rate of pay, or in the absence of a specified hourly rate of pay, the higher of the Federal or State minimum wage for the first week starting with the originally anticipated date of need. An extension of employment beyond the period of employment specified in the job order shall not relieve the employer from paying the wages already earned, or providing transportation or paying transportation expenses to a worker's home. No bonus, work incentive payments or other expenses are conditional upon employment beyond the period of employment specified in the job order. Outreach workers that are employees of the State Workforce Agency shall have reasonable access to the workers in the conduc f outreach activities. - /- / Em oyer's signature Attachment to ETA 790 J&R Baker Farms, LLC Page 1 Date Case 7:14-cv-00136-HL Document 39-2 Filed 07/27/15 Page 9 of 14 WORK RULES The following rules are intended to provide standards of conduct expected of workers employed under this job order. Violations of these rules or other lawful, job-related employer requirements will be considered grounds for termination. In cases of less serious violations, penalties such as suspension without pay for up to three (3) days will be imposed. Workers are expected to comply with ALL rules related to discipline, attendance, work quality/quantity and the care/maintenance of all property. 1. Workers who perform fraudulent/sloppy work will be suspended without pay for the remainder of the workday or up to three (3) days based on the supervisor's consideration of the degree of infraction, the worker's prior record, and other relevant factors. Subsequent offenses may result in termination/discharge. 2. No use or possession of alcohol or unlawful drugs is permitted during work time or during any workday or before work is completed for that day (such as during meal or break periods). Workers may not report for work under the influence of alcohol or illegal drugs. Illegal drugs may not be used nor kept on the employer's premises. 3. Excessive absences or tardiness during the employment period will not be permitted. Excessive absence is defined as five consecutive days of unexcused absence or five unexcused absences within a 3D-day period. 4. Workers are expected to maintain their living quarters to OSHA standards posted on the property and shall promptly report problems to employer. Workers shall cooperate with other workers assigned to the same housing in maintaining kitchen, dining, bathroom and living areas to OSHA standards. 5. Workers living in employer-provided housing that are assigned bunk beds may not separate nor move bunk beds. 6. Workers living in employer-provided housing may not cook in sleeping rooms or any other non-kitchen areas. 7. Workers may not repeatedly drop paper, cans, bottles or other trash in fields, packinghouses or housing areas. Trash and waste receptacles must be used. 8. With the exception of the worker's assigned housing and/or work area/field, workers may not enter employer's premises without authorization by the person in charge. 9. With the exception of the worker's assigned housing, workers may not enter the employer's premises at times other than during hours the employee is scheduled to work. 10. Workers may not begin work prior to the scheduled starting time or continue working after stopping time unless authorized by the employer. 11. Workers may not abuse/extend break periods which may be provided or take unauthorized breaks from work. Attachment to ETA 790 J&R Baker Farms, LLC Page 2 Case 7:14-cv-00136-HL Document 39-2 Filed 07/27/15 Page 10 of 14 12. Workers may not engage in horseplay, scuffling, throwing things, wasting time or loitering during work hours. 13. Workers may not post nor remove any notices, signs or other instructions from the employer's property. 14. Workers may be discharged if they steal from fellow workers or from the employer. 15. Workers may not falsify personnel, medical, production or other work-related records. 16. Workers may not willfully abuse or destroy any machinery, equipment, tools or other property belonging to the employer or other employees. 17. After completion of the training period, workers are to keep up with fellow workers; and not detrimentally affect other workers productivity. Workers may not deliberately restrict production 18. Workers may not commit acts of insubordination. 19. Workers may not interrupt other workers rest/sleep periods by excessive or unnecessary noise or commotion. 20. Workers may not have guests in employer-provided housing past 10:00 pm, except on Saturday, not past 12:00 midnight. Workers and/or their guests may not engage in indecent, immoral or illegal conduct at any time on the employer's premises. 21. Repeated failure to follow instructions, obey safety requirements, and equipment and vehicle operation instructions may result in termination. 22. Any worker who repeatedly impedes the progress of the group by tardiness, leaving early, lax adherence to picking standards, or rough handling of produce may be terminated. 23. No firearms or other weapons may be brought onto the employer's premises AT ANY TIME. 24. Use of electronic devices, including cell phones, is not permitted at any time during work hours and is grounds for immediate termination. 25. In the event that the employer issues electronic badges for timekeeping and/or piece rate tabulation, workers must keep badges in their possession at all times during work hours. 26. Workers may be discharged for fighting on the employer's premises. 27. The employer must consider the job abandoned after a worker fails to report for work at the regularly scheduled time for 5 consecutive working days without the consent of the employer. FAILURE TO COMPLY WITH THE ABOVE WORK RULES MAY RESULT IN TERMINATION/DISCHARGE. IF YOU DO NOT UNDERSTAND ANY OF THE ABOVE RULES, ASK YOUR SUPERVISOR FOR AN EXPLANATION. Attachment to ETA 790 J&R Baker Farms, LLC Page 3 Case 7:14-cv-00136-HL Document 39-2 Filed 07/27/15 Page 11 of 14 Agricultural Work Agreement Employer: Employee: J&R Baker Farms, LLC The employee agrees to diligently and faithfully perform all the assigned duties within the job description under the direction of the employer's supervisors. Employers are not obligated to meet the three quarters guarantee if an employee abandons this job or is terminated for cause. This employment shall be governed also by the following terms and conditions: Name, Address, Telephone Number and Place of Work of Employer: J&R Baker Farms, LLC 561 Roundtree Bridge Road Norman Park, GA 31771 (229) 324-8834 Name and Address of Employee at Time of Recruitment: Address: Telephone: City, State, Zip Place of Recruitment: _ _ _ _ _,GA; _ _ _ _ _ _ Other; ______, Mexico Wages: $9.11/hour and/or piece rates Area of Employment: Work will be performed in Colquitt, Tift and Cook Counties Period of Employment: Begins: 4/16/2011 Ends: 7/15/2011 Full Crop Commitment: This is regular work for the full period of employment. The employee agrees to work for the employer eight hours on Monday-Friday and five hours on Saturday. The employee understands that if she/he quits or is terminated for cause prior to the completion of the employment period, she/he may not be eligible for rehire in the future, unless the termination is a mutual agreement between the employer and employee. Work Rules, Discipline and Termination: The employer will pn:lVide a copy of the job order, including any approved modifications, no later than on the day that work commences. The work rules in the job order are intended to provide guidance to workers of the standards of conduct expected of them. Violation of these rules or other lawful job-related employer requirements will be considered grounds for termination. In cases of less serious violations, workers may be suspended from work without pay for up to three days. Workers are expected to comply with all rules relating to discipline, attendance, work quality and quantity, and the care and maintenance of property. Employers are required to notify the Department of Labor and/or the Department of Homeland Security of job abandonment or termination of employment. Date employee provided a copy of the job order and attachments: , 2011. (SIGN) Employee Attachment to ETA 790 J&R Baker Farms, LLC Page 4 (date) Employer (date) " . Case 7:14-cv-00136-HL Document 39-2 Filed 07/27/15 Page 12 of 14 AGENT AGREEMENT J&R Baker Farms, LLC PO Box 37 Ellenton, GA 31747 Re: H2A Program TO WHOM IT MAY CONCERN: I, the Undersigned, name and appoint AgWorks, Inc., P.O. Box 580, Lake Park, Georgia, 31636, my agent in my H2A application. AgWorks, Inc. is authorized to act on my behalf. I assume full responsibility for the accuracy of the application and for all representations made to my agent, and to indemnify and hold AgWorks, Inc. harmless for any judgments, attorney's fees and costs as a result of my failure or alleged failure to follow the law pertaining to my employment of workers hereunder. All information is to be released to my agent hereunder. My agent will file the application, publish the advertisements, prepare my petition to obtain the benefit being sought, and administer my paperwork to qualify me for the H2A program. My agent will cooperate with the government in all matters. My agent will not solicit, recruit, hire, furnish, house or transport workers on my behalf. A copy of this agreement shall be as effective for all purposes as an original. Send all correspondence on all matters to: AgWorks, Inc. P.O. Box 580 408 West Marian Ave. Lake Park, Georgia 31636 (229/559-6879) J&R Baker Farms, LLC By:t1cl-;1'~ (Signat~ Attachment to ETA 790 J&R Baker Farms, LLC Page 6 2 (Date) 1/ 'I! Case 7:14-cv-00136-HL Document 39-2 Filed 07/27/15 Page 13 of 14 AGRICULTURE J&R Baker Farms, LLC, Norman Park, GA now hiring 135 temporary farm workers to work in Colquitt, Tift and Cook Counties from 4/16/11 to 7/15/11. Hourly wage of $9.11 and piece rates ranging from $0.04 per 48-ears box to push down (turn man) sweet corn to $1.00 per 10 gallon bucket to harvest squash (pick, wash, wrap, grade, field pack), whichever is higher. Perform manual labor to plant, cultivate, harvest, grade and pack cucumbers, squash, zucchini, sweet corn and cabbage. Lay and remove plastic and drip irrigation tape. Operate farm vehicles and equipment. Three quarters of an average of 45 hrs.lwk guaranteed. Tools, supplies and equipment provided at no cost. Housing provided at no cost if outside commuting area. If applicable, transportation and subsistence expense to the job will be paid upon completion of 500/0 of the employment period, or earlier. To apply for this job, report to the nearest Georgia Department of Labor Career Center and refer to - - - - - - - Case 7:14-cv-00136-HL Document 39-2 Filed 07/27/15 Page 14 of 14 Post DUiee Box 58D-lake Park. GA 31636 Phone 1229] 559·6819-Fax (229] 559-8493 February 8, 2011 Ms. Sherri Wilson Georgia Department of Labor 148 International Blvd., Room 450 Atlanta, Georgia 30303 RE: Agricultural and Food Processing Clearance Order J&R Baker Farms, LLC Dear Ms. Wilson: Enclosed is a job order for intrastate clearance to be placed in connection with a future Application for Temporary Employment Certification for H-2A workers for your consideration. Upon clearance, we will appreciate a copy of the job order placed. The employer's housing is ready to be inspected. If you need anything please let us know. Thank you. Dan Bremer, Agen J&R Baker Farms, LLC DB/dcr Enclosures: 1. Form ETA 790 2. Request for Conditional Access and Assurances 3. Work Rules 4. Work Agreement 5. Referral Form 6. Agent Agreement 7. Proposed Advertisement Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 1 of 22 EXHIBIT Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 2 of 22 U.s. Department Labor Employment and Training Administration OMB Control No. 1205-0134 Expiration Date: November 30, 2012 Agricultural and Food Processing Clearance Order ETA Form 790 Pedldo de Empleadol para Agrlcultura y Procelamlento de Allment08 Nos. 4· 8 for STATE USE ONLY 1. Employer's Narne an d Address ( Number, Street, City, S tate, and Zip Code)/ Nombre y Direcci6n del Empleador (Numero, Calle, Ciudad, Estado y C6digo Numeros 4 a 8 para USO ESTATAL PostaQ 5. Job Order No.lNum. 4. Industry Code/C6digo Industrial de Orden de Empleo AyO-sGCr Mailing Address: P.O. Box 37 Ellenton, GA 31747 6. Occupational Title and Code 1T1t~1o Ocupa9io,!al y C6dlgo f2 ·-;1c.~ey-!W,x;~(JLK:Ovet!J_ ~ - , etA. ()~ Crr..r-' 7. Clearance Order Issue Date I Fecha de Tramite Physical Address: 561 Roundtree Bridge Road Norman Park, GA 31771 8. Job Order Expiration Dale I Fecha de Expiracl6n 9. Anticipated Period of Employment / Perlodo Anticipado de Empleo Tele hone numberlTel€!fono: (229) 324·8834 Fax: (229) 324·2388 2. Location and Direction to Work Sltel Ubicaci6n y Direccl6n al Lugar de Trabajo The employer owns or controls the following worksite(s) In Cook. Tift and Colquitt Counties 561 Roundtree Bridge Rd., Norman Park, GA 31771 • Take 1-75 exit 39 East. Follow Hwy. 37 for 8 miles and turn right on to Ellenton·Omega Road. Tum right on Roundtree Bridge Road. Go approximately 1.5 miles to farm. EI empleador posee 0 controla los slguentes sitios de trabajo en los condados de Cook, Tift y Colquitt 561 Roundtree Bridge Rd .• Norman Park. GA 31771 • Tome la 1·75 salida 39 East. Siga la Hwy 37 par 8 millas y doble a la derecha en Ellenton Omega-Road. Doble a la derecha en la Roundtree Bridge Road. Siga aproximadamente 1.5 millas hasta la granja. Froml Desde: 9/1/2012 10. No. of Workers Requested f Num. de Trabajadores Sollcitados S~ 11. Anticipated Hours of Work per Week/Haras Anticipadas de Trabajo por Semana. Total: EI empleador proporciona la vivienda sin costo alguno a los trabajadores con H-2A y a aquellos con un empleo correspondiente que no puedan regresar a su residencia en el mismo dia. 561 Roundtree Bridge Road. Norman Park, GA 31771 4 unldades de tipo barraca con una capacldad total de 136· Desde la 1·75, vaya al oeste 10 millas. doble ala derecha en Ellenton Omega Road, vaya 1.5 millas hasta Roundtree Bridge Rd .• doble a la derecha, siga 1 milia, doble a la derecha en el aviso de J & RFarms Baker. See "AIIlIchmenl110 ETA 790" Item 3 lor complele IistNer"Adjunclo a ETA 790· articulo 3para una lista comple!a If additional space is needed, use separate sheet of paper (SI necesitas mas s aclo ulilices olra ho a de a el 4.0..-0_ \ 0 , '. . . . Sunday / Domingo . 0 . Monday / Lunes ....7:....-_ Tuesday I Maries. 7 . Wednesday I MI€!rcoles .LThursday / Jueves ._7_ _. Friday / Viernes:..,7:....--,Sat~rday / Sflbado ._5_ _ 12. Collect Calls Accepted froml Aceptan Uamadas por Cobrar de: See "Attachmenl1 to ETA 790"Uam 2 lor complete UstNer"Adjunc:to a ETA 790' articulo 2 para una IIsta complela Employer I Empleador (If additional space is needed, use separate sheet of paper/ Si necesitas mas es acio ulilices otra ho a de a el Local Office I Oficina Local 3. Location and Description of Housing / Direcci6n y Descripci6n de la Vivienda The employer will provide housing at no cost to H·2A workers and those workers In corresponding employment who are not reasonably able to return to their residence within the same day. 561 Roundtree Bridge Road. Norman Park, GA 31771 4 barrack type units with a total occupant capacity of 136 - From 1·75, go West 10 miles take right onto Ellenton Omega Road go 1.5 miles to Roundtree Bridge Road take right go 1 mile take another right at J&R Baker Farms sign. To/Hasta: 1110/2013 See "AlIlIchmenl 1 10 ETA 790"ttem 9lver"Adjunc:to a ETA 790" articulo 9 Yes/Si 0 No IXJ Yes/SI CJ No IiJ Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 3 of 22 ~3. Board Arrangements I Arreglo de AlojamJento The employer will fumlsh free cooking and kItchen facllllies to those workers who are entitled to live In the employer's housing so that the workers may prepare their own meala. Workers wiD buy their own groceries. The kitchen andlor other common areas will be shared. Housing Includes water and electric and la furnished with beda, matlnlues, lockers for storing personal Items, cooking and eating utensils, stove and refrigerator, table and chairs, garbage can, cupboard or shelves for food amg&, smoke and fire de1llctors. No charge will be made for beds and similar ltema fumlshed to workers to whom housing Is provided unleaa unlawfully removed or damaged beyond normal W8IU' and tear. Workers will be provided atelephone number where they may be contacted In case of emergency while residing In the housing. EI emp/eador propon:ionari Inttalaclones de coclna gratis a los trabajadores que tangan derecho de ¥Mr en la ¥Menda del empleador, aal puaden preparar aus • ,PI'ClPIu comld~. Los trabajadorea compran au propio mercado. La cocIna y otraa 6reas comunes Ie compartlr6n. La vlv/enda Incluye agua y electrlcldad e InclUye /aa camaa, colchones, armarlos para guardar COSII personalas, utBnsllloa de coc/na, estufa y refrigeradora, maea y sUlas, baeurerG, gabinellls para guardar Ia comlda, y detecIorea de humo y fuego. No ae cobra" nlngCln cargo por camas y artlculos slmlJares proporclonados a /os trabsjadores a los que ae lea otorgue vlv/enda bajo contrato a menos que saan reUredos sin parmlso 0 danados m6s aliA del uso y desgaste normal Los trabajadores ae proporclonani un nClmero de teI6fono donde puede SIr contactado en caso de emergencls, mlentraa que resldlan en la ¥Menda. 14. ReferrallnstrucUons Iinstrucciones sobre c6mo Referlr Candldatos AppUcants can call J &R Baker Fanns at (229) 324-8834 and ask for Tina LoweJ')'. Applications may also be faxed to Tina Lowery at (229) 324-2388. Applicants will be accepted from all sources. Only workers meeting all qualifications on the job order should be referred by the Job Service OffIca Including availability to complete the work contract, repetitive bending, reachlng,llftIng and carrying 50 pounds. Most job duties require workers to work In extremely hot or wet weather. Drug testing Is conducted post-hlre at the employer's expense and is not part of the Interview process. Negative results are required before starting work. Requleres one month farm work experlenca. In the event the employer receives phone calis or walk...p workers Interested In the job offer, the employerwlllinfonn the workers of the job requirements and duties and will consider the worker for the job based on the worker's qualifications. The order holding office Is asked to provide all referrals with a copy of the clearance order or at a minimum, a summary of wages, working conditions, and other material specifications. The employer will provide each worker with a copy of the ETA 790 Including any approved modifications,ln english andIor Spanish, as required In 20 CFR 655.122(q}. Los candldatos pueden IJamar al J & R Baker Fanns a (229) 324-8834 Ypreguntar por Tina Lowery. Las solicitudes tamblin pueden envlarse por fax a Tina lowery al (229) 324-2388. Se aceptan candldatos de toda procedencla. 8610 los trabajadores que cumplan los raqulsltos en los terminos de empleo debe"'n ser referldos por la OfIcIna de Serviclo de Empleo, Incluyendo su dlsponlbllidad para cumpllr el contrato de trabaJo, agacharse, estirarse,levantar y cargar 50 Ilbras repetidamente. La mayorfa de las labores requleren que los trabajadores trabajen en un c1lma demaslado caliente 0 h6medo. Se requlere pruebas de dregas aI costo del ampleador despues que el empleado ha aceptado el trabajo, las cuales no son parte del proceso de Ia entravIsta. Se requlere resultados negatlvos antes que comlenza eI trabajo. Se requlere un mes de experIencia de trabajo de la granja. SI eI patr6n recIbe IJamadas 0 trabajadores que lIegan aI lugar de trabajo Intaresados en eI trabajo, eI patrOn les Informara sobre los requlsltos del trabajo y los deberes y eI trabajador sera conslderado para el trabajo segun sus capacldades. La Oticlna de Servlclo de Empleo debe proporclonartes a los referldos una copJa de la orden de trabajo 0 al manos, un resumen de los s alarlos, condiciones de trabaJo y otras especlflcaclones del trabajo. EI empleador proveer6a cada trabajador una copla de la ETA 790 Incluldas las modlficaclones aprobadas, en Ingles y I 0 espanol, segun el requlslto en 20 CFR 655.122(q). see "AUlchment 1 to ETA 790" Item 14 I var "Adjunto a ETA 790" articulo 14 15. Job Specifications I EspeClflcacJones del TrabaJo Perform manual Iaborto plant, cultivate, harvest, grade and pack cucumbers, squash, zucchini, sweet com, eggplant and cabbage; cut, box, Ice and load greens. RealizartrabaJo manual para pJ8ntar, cultlvar, cosechar, clasificar y empacar peplnos, calabaza, zucinl, berenjena, malz dulce y repollo. see "AUacltment 1 to ETA 790" Item 141 var"AdJunto a ETA 790" articulo 14 If more BDace Is needed. SUmmary of Malarial Job Specifications In ENGUSH can be Included In 88l18rel8 document. and may also be Included In SPANISHI Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 4 of 22 16. Wage Rales Sll8CIai Pay Information and Deductions I Tarlfa de Paao. Infonnacl6n Sobre Paoos EsDeclaJes y Deducclones (Reba/as) • .. ." ... , . . Special Pay Pay Period Crop AcIivItIeS.; Hourly Wage . Piece Rate I U~It(s) (bonus eti) Deductions Perlodo de Pago Pago.PGr Pleza I Pagos Especlales Yestsl No Salario por Hora CUItivos Unldad(es . (Bono elc.) Deducclones Social Security I Weekly I Semanal Fann work: squash, $9.39 0 II Seguro Social zucchln~ sweet com, Federal Tax eggplant, cabbage & [] Impueslos II 0 greens Federales Trabajo agrfcola: BI-weeklyl Slate Tax peplnos, caJabazas, Impuestos Qulncenal ILl 0 iZuCln~ berenjenu, EstataJes mall dulce, repoUo y Meals' Comldas Ii] 0 ;verduras Other (speclfy)/ OthE Otro See"AttacIunenl1 to ETA 790-ltem 16 IVer-AdJunto a ETA 790" articulo 16 til 0 .. Otro (esDeclflca) . 0 ... - More DetaIls About the Pav I Mas DetaIIes Sobre eI Paao earnings records wiD be maintained In accordance with 655.122(1) through (m). The employer will fumlsh each worker an eamlngs statement on or before each payday meeting the requirements at 655.122(k). I Los archlvos de gananclas seran mantenldos de acuerdo con 655.122 por (m). EI empleador Ie dart a cada empleado una deciaracJ6n de Ingreses el dla de pago 0 antes para cumpllr con los requlsltos de 655.122 (k). " additional sDlcels needed use separate sheet of paper. 'SI necesltas m. espaclo utillce otra hola de pa~) m 17. Transportation Arrangements' Arreglos de Transportacl6n Workers who do not reside within commuting distance and who are eligible for employer provided housing are also eligible for transportation benefits. The employer will reimburse the worker In full In the first workweek for the reasonable cost of transportation and subsistence from the place from which the worker has come to work for the employer, whether In the U.S. or abroad, to the place of employment. The amount of the transportation will be calculated on the worker's actual cost but no more than the most economical and reasonable common carrier transportation charges for the distances Involved. Los trabajadores que no reslden dentro de una dlstancia razonable y que callfican para lener vlvienda por parte del empleador tamb/en callf1can para beneflcJos de transporte. EI empleador reembolsari al trabaJador por gastos razonables de transporte y subslstencla desde ellugar del que vlane para trabaJar con 61, ya sea en EEUU 0 el exterior, hasta ellugar del trabajo, en la primers semana completa de trabajo, La cantldad del transporte 58 calculari segun el coste real que pag6 el trabajador, pero no mis que el mb econ6mlco y razonable transportador cornUn para esa dlstancla. See MAttachment 1to ETA 79lI-1tem 17 I Ver"AdJuntoa ETA 790· articulo 17 If additional ~ace Is needed use seoarate sheet of Daoer. lSI necesltas m. eSDacio uUllces otra hola de Dapeh 18. Is It the prevaHing practice to use Farm Labor Contractors (FLC) to recruit, supervise, transport, house, andlor pay workers for this (these) crop activity (las)? L Es la prtctlca habitual de usar ContraUstas de Traba)o Agricola para recJutar, supervlsar, transportar, dar vlvlenda, y/o pagarle a los trabajadores para este(os) tlpo(s) de cosecha(s)? Yes I SI 0 No II If you have checked yes, whalls the FLC wage for each activity? I SI conteslo 'SI,' cual es el salarlo que Ie pagas al Contratista de Traba)o Agricola por cada acUvidad? NoneJNlnguno 19. Unemployment Insurance provided? Seguro de Desempleo? Yes/SIIB No 0 20. Workers' compensation Insurance provided? Se Ie provee seguro de compensacJ6n11ndemnlzacJ6n altrabajador: Yes/SIB No a See -Attachment 1to ETA 790-ltem 20 I Ver 'AdJunto a ETA 790ft articulo 20 21. Ate tools DrOVlded al no charae to the workers? I Se las OIOVftn herramlentas sin costa akluno a los trabaladores? Yes/SIIB No a 22. Ust any arrangements which have been made with establishment owners or agenls for the payment of a commission or other benefits for sales made to workers. (If there are no such arrangements, enter 'None') I Enumere todos los acuerdos 0 convenlos hechos con los propietarlos del estableclmlento 0 sus &gentes para eI pago de una comlsl6n u otros beneflclos por ventas hachas a los trabajadores. (SI no hay nlngun acuerdo 0 convenlo, Indlque 'Nlnguno') NoneINlnguno Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 5 of 22 23•.ust any stoppage. at the . (If there are no such Incidents. enter 'None') I Enumere toda huelga. paro 0 Interrupcl6n de operaciones de trabajo par parte de empleo. (Si no hay incidents de este tipo. ioolque "Ninguno') empieados en ellugar de NonelNinguno la Oflclna donde se radico la oferta (Jncluva el nilmero de telefonol Georgia Department of Labor 148 Andrew Young International Blvd Ste 450 Atlanta. GA 30303-1751 (404) 232·3566 number) I Nombre del Representante de la Oficina Local (Incluya el nilmero de tel6fono de su linea directa) Ms. Wilson (404) 232·3500 describe los terminos y condiciones del empleo que se Ie ofrece. y contlene todos los termlnos y READ • In view as a n as a bringing log ether employers and job seekers. neither the ETA nor the State agencies 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 One-Stop Career Center constitute a contractual Job offer to which the One-Stop Career Center, ETA or a State agency Is In any way a party. LEA CON CUIDADO. En vista de la funci6n baslca del Serviclo de Empleo estableclda por ley. como una entidad de Intercambio laboral sin comlslones. es decir. como un foro para reunlr a los empleadores y los sollcitantes de empleo. nl ETA nllas agencias del eslado pueden garantizar Ia exaclilud 0 veracidad de la Informaci6n contenlda en las 6rdenes de trabajo sometidas par los empleadores. Ni ninguna orden de trabaJo aceplado 0 contratado en eI Centro de Carreras (One-Stop Career elan ETA 790 (Revised Oct. 2010) Previous versions not usable Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 6 of 22 EN GUSH Item 2: Location and Direction to Work Site (continued from ETA 790, page 1, item 2) Workslte Address Workslte County 561 Roundtree Bridge Rd., Norman Park, GA 31771 Colquitt 7199 US Hwy 319 N. Tift Omega, GA 31775 1392 Register Rd. Adel, GA 31620 Cook Directions to Workslte Take 1-75 exit 39 East. Follow Hwy. 37 for 8 miles and turn right on to Ellenton-Omega Road. Turn right on Roundtree Bridge Road. Go approximately 1.5 miles to farm. Go southwest on GA-35 toward Maple St. and continue to follow GA-35. Turn right at JP Perry Rd. and turn right at GA256, continue for approx. 1.8 miles to GA Hwy 256 East on GA 37 toward US 41, continue on GA 37 for 1.9 miles. Turn slight left onto GA 76 for 3.7 miles, then right on Lumby Smith Rd. and right onto Register Rd. Item 3: Location and DeScription of Housing (continued from ETA 790, page 1, Item 3) Housing Address Housing Description, Directions, and Occupancy 561 Roundtree Bridge Road 4 barrack type units with a total occupant capacity of 136 - From 1-75, go West 10 miles take right onto Ellenton Omega Road go 1.5 miles to Roundtree Bridge Road take right go 1 mile take another right at J&R Baker Farms sign. Norman Park, GA 31771 Family housing is not available. Housing is not provided to non-workers. Separate toilet facilities shall be provided by the employer for males and females. Workers who reside in employer-provided housing agree to be responsible for maintaining the housing in a neat and clean manner. Before occupancy, housing shall be in compliance with OSHA housing standards. Workers residing in employer-provided housing are expected to maintain their living quarters to OSHA standards posted on the property and shall promptly report problems to employer. Workers shall cooperate with other workers assigned to the same housing in maintaining kitchen, dining, bathroom and living areas to OSHA standards. Reasonable repair costs of damages or loss of property, other than that caused by normal wear and tear, will be deducted from the employee's pay if it Is shown that the individual did the damages. The employer will deduct repair costs from the employee's pay over whatever time period necessary so that such deductions will not result in a worker's wages going below the federal minimum wage. The employer retains possession and control of the housing premises at all times and workers provided housing under the terms of this job order, shall vacate the housing promptly upon termination of employment. Workers residing in employer's housing may have mail directed to them at the employer's address in Item 1. Conditional access into the intrastate or interstate clearance system is requested on behalf of J & R Baker Farms whose housing has not been inspected. This request Is made with the express understanding that the employer assumes the obligation under the applicable regulations for timely compliance with applicable housing standards. Housing will be in full compliance with the requirements of the applicable housing standards at least 30 calendar days before the housing is to be occupied. If said housing is not ready on the applicable date, the workers will be housed in local hotels and motels that comply with local, State, or Federal housing standards. Attachment 1 to ETA 790 J & R Baker Farms Page 1 of 11 Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 7 of 22 Item 9: Anticipated Period of Employment (continued from ETA 790, page 1, item 9) An extension of employment beyond the period of employment specified in the job order shall not relieve the employer from paying the wages already earned, or providing transportation or paying transportation expenses to a worker's home. No bonus, work incentive payments or other expenses are conditional upon employment beyond the period of employment specified in the job order. Item 11: Anticipated Hours of Work per Week (continued from ETA 790, page 1, Item 11) Workers will report to work at the designated time and place as directed by the grower each day. The standard work week is 7 hours per day Monday-Friday and 5 hours on Saturday. Workers may be offered more than the specified hours of work In a single work day. Workers may volunteer to work additional hours when work Is available. Workers may be requested to work on federal holidays and on the Sabbath but will not be required to do so. Federal holidays are New Year's Day, January 1; Martin Luther King, Jr.'s birthday, the third Monday in January; Washington's birthday, the third Monday in February; Memorial Day, the last Monday In May; Independence Day, July 4; Labor Day, the first Monday in September; Columbus Day, the second Monday in October; Veteran's Day, November 11; Thanksgiving Day, the fourth Thursday In November; and Christmas Day, December 25. Workers should expect occasional periods of little or no work because of weather, crop or other conditions beyond the employer's control. These periods can occur anytime throughout the season. All requests for leave of absence must be made to the employer in writing. All absences will be counted towards hours offered for the purpose of the three-quarters guarantee. Item 14: Referral Instructions (continued from ETA 790, page 2, item 14) The employer will provide eligible workers referred through the clearance system work for the week beginning with the anticipated date of need at the specified hourly rate of pay, unless the employer has amended the date of need at least 10 working days prior to the original date of need by so notifying the order-holding office. In the event of an amendment to the date of need, the employer requests that the state employment service attempt to inform referred migrant workers of the change. Failure by the worker to contact the local job service office or the order holding office to verify the date of need no sooner than 9 working days and no later than 5 working days prior to the original date of need In the job order will disqualify the referred migrant worker from the assurance provided in this section. If the employer fails to notify the order-holding office at least 10 working days prior to the original date of need the employer shall pay eligible workers referred through the clearance system that report for work and have made the required notice of availability to the job service office the specified hourly rate of pay, or in the absence of a specified hourly rate of pay, the higher of the Federal or State minimum wage for the first week starting with the originally anticipated date of need. The employer will expeditiously notify the State Workforce Agency upon learning that a crop Is maturing earlier or later, or that weather conditions, over-recruitment or other factors have changed the terms and conditions of employment. If the notification is by phone, the employer will follow up in writing. This Job order for Intrastate clearance is in connection with a future application for temporary employment certification for H-2A workers. Working conditions will comply with applicable Federal and State minimum wage, child labor, social security, health and safety, farm labor contractor registration and other related laws. Outreach workers that are employees of the State Workforce Agency shall have reasonable access to the workers in the conduct of outreach activities. Attachment 1 to ETA 790 J & R Baker Farms Page 2 of 11 Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 8 of 22 '. From the time the foreign workers depart for the employer's place of employment, the employer will provide employment to any qualified, eligible U.S. worker who applies to the employer until SO percent of the period of the work contract has elapsed. Item 15: Job Specifications (continued from ETA 790, page 2, item 15): Use hand tools such as shovels, trowels, hoes, tampers, pruning hooks, shears and knives. Till soli, lay and remove plastic and drip Irrigation tape. Count and check, plant, transplant, weed, stake, string, thin, prune, and harvest crops by hand in fields. Clean, grade, sort, pack and stack produce by size, weight, color or condition, and load harvested products In fields or at the packing shed. Make boxes. Operate farm vehicles, tractors, and/or tractordrawn machinery. Must comply with any Good Agricultural Practices policies. Most job duties require workers to work in extremely hot or wet weather. Work requires prolonged bending, lifting and reaching. Workers are also responsible for farm, field and shed sanitation including picking up trash, cleaning bathrooms, sweeping floors and other farm and shed sanitation duties. Boxed produce may weigh up to SO pounds. Workers must lift and carQl_ 50 pounds. Workers must use care when grading and packing not to damage or bruise produce. Reguieres one month farmwork experience. Work requires repetitive bending, reaching, lifting and carrying SO pounds. Most job dubesrequire workers to work in extremely hot or wet weather. Drug testing is conducted post-hire at the employer's expense and is not part of the interview process. Negative results are required before starting work. The training period for ali crop activities Is 2 days starting with the first day of employment to acclimate the worker to the physical demands of farm work and to familiarize workers with job specifications and to demonstrate proper harvest methods and other crop specific issues. After completion of the training period, workers are to keep up with fellow workers; and not detrimentally affect other workers productivity. Workers must adhere to all safety rules as instructed by the supervisor. The work rules attached to this clearance order are the expected standards of conduct under this job order. Operational speCifications can change during the season due to crop or market condition. Workers will be expected to conform to the specific Instructions given for each day's work. Instructions and general supervision will be provided by the owner, supervisor or a designated employee. Dally Individual work assignments, crew assignments and location of work will be made by the grower or supervisor as the needs of the operation dictate. Workers may be assigned a variety of duties in any given day and different tasks on different days. Item 16: Wage Rates. Special Pay Information and Deductions (continued from ETA 790, page 3, item 16) Crop ActIvIties Hourly Rate Piece Rate Harvest cabbage $9.39 $0.30 per 50 Ib box Pack cabbage $9.39 $0.30 per SO Ib box Harvest cucumber $9.39 $0.65 perlO gal. bucket Harvest squash $9.39 $1.00 per 10 gal. bucket Pack squash $9.39 $0.30 per 25 lb. box Harvest eggplant $9.39 $0.50 per 7 gal. bucket Pack eggplant $9.39 $0.45 per 11/9 bushel Attachment 1 to ETA 790 J & RBaker Farms Page 3 of 11 Special Pay Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 9 of 22 Harvest com $9.39 $0.40 per 48 ear crate Pack corn $9.39 $0.40 per 48 ear crate Pick greens $9.39 $1.00 per 1.35 bushel More Details About the Pay (continued from ETA 790, page 3, item 16) The employer will make all deductions from the workers paychecks as required by law. Workers will be paid the highest of the AEWR, the prevailing hourly wage or piece rate, the agreed- upon collective bargaining wage, or the Federal or State minimum wage. In the event the Department of Labor promulgates a new AEWR applicable to any portion of the period of employment covered by this job order which is higher or lower than the AEWR herein, the employer will pay the higher AEWR, and may, at the employer's discretion, pay the lower AEWR, beginning with the effective date. If the worker is to be paid on a piece rate basis, the piece rate shall be no less than the piece rate prevaili ng for the activity In the area of Intended employment. If the piece rate does not result at the end of the pay period in average hourly earnings during the pay period at least equal to the amount the worker would have earned had the worker been paid at the appropriate hourly rate, the worker's pay shall be supplemented at that time so that the worker's earnings are at least as much as the worker would have earned during the pay period if the worker had been paid at the appropriate hourly wage rate for each hour worked. The employer will abide by the regulations set forth at 20 CFR 653.501 (d)(2)(v)(A), 20 CFR 653.501 (d)(2)(v)(D), 20 CFR 655.135, 20 CFR 655.122. Workers are guaranteed a total number of work hours equal to at least thr~e-fourths of the workdays of the total period beginning with the first workday after arrival or first date of need in the job order, whichever is later, and ending on the expiration date in the job order and any extensions. In determining whether the guarantee of employment has been met, any hours which the worker fails to work during a workday when the employer offers the opportunity to work and all hours of work actually performed shall be counted toward meeting this guarantee. Workers who voluntarily abandon employment or are terminated for cause, and where the employer provides timely notification to the National Processing Center and Department of Homeland Security, will relieve the employer for subsequent transportation and subsistence costs and the three-quarters guarantee. If, before the expiration date specified in the work contract, the services of the worker are no longer required for reasons beyond the control of the employer due to fire, weather, or other Act of God that makes the fulfillment of the contract Impossible, the employer may terminate the work contract. Whether such an event constitutes a contract impossibility will be determined by the CO. In the event of such termination of a contract, the employer must fulfill a three-fourths guarantee for the time that has elapsed from the start of the work contract to the time of Its termination, as described in paragraph (1)(1) of this section. The employer must make efforts to transfer the worker to other comparable employment acceptable to the worker, consistent with existing immigration law, as app/fcable. If such transfer Is not affected, the employer must: (1) Return the worker, at the employer's expense, to the place from which the worker (disregarding intervening employment) came to work for the employer, or transport the worker to the worker's next certified H-2A employer, whichever the worker prefers; (2) Reimburse the worker the full amount of any deductions made from the worker's pay by the employer for transportation and subsistence expenses to the place of employment; and Attachment 1 to ETA 790 J & R Baker Farms Page 4 of 11 Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 10 of 22 (3) Pay the worker for any costs Incurred by the worker for transportation and daiiy subsistence to that employer's place of employment. Dally subsistence must be computed as set forth in paragraph (h) of this section. The amount of the transportation payment must not be less (and Is not required to be more) than the most economical and reasonable common carrier transportation charges for the distances Involved. 17. Transportation Arrangements (continued from ETA 790, page 3, item 17) Upon completion of the work contract period, or If the employee is terminated without cause, and the worker has no immediate subsequent H-2A employment, the employer will provide or pay for the worker's transportation and daily subsistence from the place of employment to the place from which the worker, disregarding intervening employment, departed to work for the employer. When the worker will not be returning to the place of recruitment due to subsequent employment with another employer who agrees to pay such costs, the employer only pays for the transportation to the next Job. The amount of such transportation payment will be equal to the worker's actual transportation costs not to exceed the most economical and reasonable common carrier transportation charges for the distance Involved. Employees eligible for reimbursement under the program will be provided subsistence reimbursement of a minimum of $12:.13 ~r 24-hour travel period or the CONUS meal reimbursement rate when receipts are provided for travel within the United States. This is In addition to reimbursing or providing inbound and outbound transportation costs. The employer will offer free transportation for workers from the employer's housing to the daily work site unless the office where the workers report daily to clock in or the designated field to report to is within walking distance and less than one mile from the housing. Transportation between worksites during the regular work day is compensable. Once a week, the employer will offer to those workers who wish to participate, free transportation to and from town where there are shopping stores, a post office and pay telephone. The use of the transportation by the worker Is voluntary, and no worker will be required as a condition of employment to utilize the transportation offered by the employer. 20. Workers' Compensation Insurance Provided (continued from ETA 790, Page 3, item 20) Workers Compensation Insurance carrier: The Zenith Whom to Notify in case of Injury: Jerod Baker, (229) 324-8834 Deadline to File a Claim: 24 hours Attachment 1 to ETA 790 J & R Baker Farms PageS of 11 Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 11 of 22 SPANISH Item 2: Dlreccl6n dellugar de trabalo (continuaci6n del ETA 790, pagina 1, artfculo 2) Dlrecci6n Condado Instrucclones para lIegar al sltlo de trabaJo 561 Roundtree Bridge Rd. Colquitt Tome la 1-75 salida 39 East. Siga la Hwy 37 por 8 mlllas y doble a la derecha en Ellenton Omega-Road. Doble a la derecha en la Roundtree Bridge Road. Siga aproximadamente 1.5 millas hasta la granja. Tift Vaya al Este en la GA 37 hacia US. 41, continue en la GA 37 por 1.9 mlllas. Doble a la Izqulerda en GA 76 por 3.7 mlllas, iuego ala derecha en Lumby Smith Rd. V a la derecha en Register Rd. Cook Tome la 1-75 salida 39 East. Siga la Hwy 37 por 8 millas y dobiea la derecha en Ellenton Omega-Road. Doble a la derecha en la Roundtree Bridge Road. Siga aproximadamente 1.5 millas hasta la granja. Norman Park, GA 31771 7199 US Hwy 319 N. Omega, GA 31775 1392 Register Rd. Adel, GA 31620 Item 3. Dlreccl6n V Descripcl6n de la Vivlenda (continuacl6n del ETA 790, paglna 1, artIculo 3) Dlreccl6n Descripcl6n de la vlvlenda, Instrucclones para lIegar a las vlvendas, y capacidad 561 Roundtree Bridge Rd. 4 unldades de tipo barraca con una capacidad total de 136 - Desde la 1-75, vaya al oeste 10 millas, doble a la derecha en Ellenton Omega Road, vaya 1.5 millas hasta Roundtree Bridge Rd., doble a ia derecha, siga 1 milia, doble a la derecha en el aviso de J & R Farms Baker. Norman Park, GA 31771 No se proporcionara vivienda para familias. No se proporcionara vivienda a qulenes no sean trabajadores. Las instalaciones de bano separadas para hombres y mujeres las proporcionara el patron. Los trabaJadores que reslden en tales viviendas proporcionadas por el empleador aceptan hacerse responsables de mantener las instalaciones en una manera pulera V limpia. Antes de ocuparse, las habitaciones deberan cumplir con los estilndares de habitaci6n de OSHA. Los trabaJadores residentes en las habitaciones seran responsables de mantener estos estandares requeridos. Los trabaJadores residentes en las habitaciones seran responsables de mantener estos estandares requeridos que estan puestos en ias habitaciones. Si hay un problema con la habitaci6n, es responsabilidad del trabajador mencionarselo al patron. Los trabajadores cooperan con los otros trabajadores asignados a la misma vivienda en mantener la cocina, el comedor, el bano y areas de vivir a los estandares de OSHA. Los costos razonables de reparaci6n 0 perdida de propiedad, aparte del usa y desgaste normal, seran deducidos del salario del empleado si se demuestra que el individuo hizo los danos. EI patr6n deducira costos de reparaci6n del salario del trabajador durante el periodo de tiempo necesario de tal manera que estas deducciones no resulten en que el salario del trabajador bajara mas que el salario mlnimo federal. EI patron retiene posesion V control de las instalaciones de la vlvienda durante todo el tiempo y a los trabajadores, 51 se les provee de vlvienda bajo los terminos del contrato de trabajo, deberan desalojar la casa de Inmedlato al termlno del empleo. Los trabajadores residentes en viviendas del patr6n pueden reclblr correo dirigido directamente a ell os a la direccl6n del patr6n que esta en el artIculo 1. Attachment 1 to ETA 790 J & R Baker Farms Page60fll Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 12 of 22 . EI acceso condiclonado al sistema de autorizaci6n Intra e Inter estatal se petlciona por parte de J & R Baker Farms cuyas vlviendas no han sido inspecclonadas y cumplen las normas aplicables y se hace entendlendo que los patrones asumen la obllgaci6n bajo las leyes vlgentes para cumplir oportunamente las normas aplicables de vivienda. EI alojamlento estari en pleno cumplimiento de los requlsitos de las normas aplicables de vlvienda al menos 30 dfas antes de ser ocupada. Si tal vivlenda no esta lista para la fecha prevista, se les IIevari a los trabajadores a hoteles 0 moteles locales que cumplan con los estandares locales, estatales y federales. Item 9: Perlodo Antlclpado de Empleo (contlnuacl6n del ETA 790, pagina 1, artfculo 9) Una extensi6n del empleo despues del perfodo de trabajo especificado en el acuerdo no Ie evitara al empleador pagar los salarlos ya ganados, 0 suminlstrar transporte 0 pagar gastos por este hasta la vlvlenda del jomalero. Que no haya bonos, pagos por Incentivos de t:rabajo u otros gastos quedim condlcionaclos al emplearse despuesdelperiodo especificado en la orden de trabajo. Item 11. Hora Antlclpadas de Trabalo por Semana (continuacl6n del ETA 790, pagina 1, artIculo 11) los trabajadores se reportarin a trabajar cad a dra al tiempo y lugar designado por el granjero. EI trabajo normal es de 7 horas por dfa lunes a viernes y S horas los sabados, A los trabajadores se les puede ofrecer mas que las horas especiticadas por un dla de trabajo. Los trabajadores pueden ofrecerse voluntariamente para trabajar horas adiclonales cuando haya trabajo disponlble. A los trabajadores se les puede sollcltar trabajar en dlas festivos federales y durante los domingos, pero no estaran obligados a hacerlo. A los trabajadores se les puede pedir que trabajen los domingos 0 los dras festlvos federales pero no se les obliga. Los dfas festivos federales son el Ailo Nuevo, enero 10.; Aniversarlo del nacimiento de Martin Luther King Jr., el tercer lunes de enero; Anlversarlo del nacimiento de George Washington, el tercer lunes de febrero; Memorial Day, el ultImo lunes de mayo; elOra de la Independencia, 4 de julio; ora del Trabajo, el primer lunes de septlembre; ora de Crlst6bal Co16n, el segundo lunes de octubre; Dia del Veterano, el11 de novlembrei Dia de Acci6n de Gracias, el cuarto jueves de noviembre; y el Dla de Navidad, el 2S de dlciembre. Los trabajadores deben esperar perlodos ocasionales de poco a no trabajo debldo al clima, cosecha u otras condiciones fuera del control de patr6n. Estos perfodos pueden ocurrlr en cualquier momento durante la temporada. Todas las petlciones para pedir permiso de licencia se deben entregar al empleador escrito. Todas las ausencias contaran hacia las horas ofrecidas para el prop6slto de la garantra de los tres cuartos. Item 14. Instrucclones pa@ el Referlmlento de candldatos (continuaci6n del ETA 790, pagina 2 artrculo 14) EI empleador proveera a los jornaleros calificados referidos por el sistema de autorizacl6n empleo por la semana que comienza con la fecha de inlcio anticlpada con el pago por hora especificado, al menDs que el empleador haya camblado dicha fecha al menos 10 dlas antes de la fecha original notlficando a la oficina donde se radic6 la oferta. En eI caso de un camblo a la fecha de inicio, el empleador pide que el servicio de empleo estatallntente informar a los jomaleros referidos de dlcho cambio. Si el jornalero no contacta a la oficina de servicios de empleo local 0 a la oticina de contratos para verlficar la fecha de Inlcio, no antes de 9 dlas habiles y no mas de S dlas habiles antes de la fecha original de inicio en la orden de trabajo, esto descalificara al jomalero referido de la promesa estlpulada en esta seccl6n. SI eJ empleador no notlfica a la oflcina don de se radlc6 la oferta al menos 10 dlas hablles antes de la fecha de Inlcio original el empleador pagara a los jornaleros caJificados, referldos por el sistema de autorlzacl6n, que se reporten a trabajar y que han hecho la nota de disponibilidad requerlda a la oficina de servicios de empleo el pago por hora especlficado, 0 en su ausencia, el salario mrnlmo mas alto entre el Federal y el Estatal por la primera semana, comenzando con la fecha de InIclo orIginal mente anticipada. Attachment 1 to ETA 790 J & R Baker Farms Page 7 of 11 Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 13 of 22 EI empleador notificali inmediatamente a la agencia estatal de empleo una vez sepa que la cosecha esta madurando mas temprano 0 mas tarde, 0 que las condiciones del tiempo, de sobre reclutamiento u otros factores han cambiado los terminos y condiciones del empleo. Slla notlficacl6n a la agencia estatal de empleo se hace por telefono, el empleador proseguili por escrlto. Esta orden de trabajo para autorizaci6n Intra-statal esta relacionada con una tutura solicltud por certificaci6n de empleo temporal para trabajadores de H2A. Las condiciones de trabajo cumpliran con las leyes relaclonadas aplicables de salario mlnimo federal y estatal, empleo de menores de edad, seguro social, salud y segurldad, registro del contratlsta de trabajo de la granja y otras leyes relacionadas. los trabajadores de los servicios soclales del Departamento de Trabajo pod ran tener acceso razonable a los trabajadores de conformidad en la direcci6n de actividades de servicios sOciales. Desde el momento en que los trabajadores internacionales parten para ellugar del empleo, el empleador Ie dara empleo a cualquler trabajador estadounldense callficado y eligible que solicite un trabajo al empleado hasta elsO por ciento del perlodo del contrato de trabajo haya transcurrldo. Item 15. DescrlPcl6n del Trabalo (continuaci6n del ETA 790, pagina 2, articulo 15) Usar herramientas de mana como pal as, pal etas, azadas, plsones, podaderas, tijeras y cuchillos. Preparar el suelo, colocar y retirar el plastico y la clnta de rlego. Plantar, trasplantar, deshierbar, estacar, estacar, encordelar, ralear, podar y cosechar los cultivos a mana en los campos. Umplar, clasificar, separar, empacar y apilar los productos por por su tamano, peso, color 0 condici6n, y cargar los productos cosechados en los campos 0 a la empacadora. Armar las cajas. Operar los vehlculos agrlcolas, tractores, maquinarla y I 0 tirados por tractor. los trabajadores deben tener cuidado al clasificacar y empacar de no danar el producto. Ayudar con las pollticas de buenas practicas agricolas. La mayo ria de las labores requleren que los trabajadores trabajen en un dima demasiado caliente 0 hUmedo. las pruebas de drogas se reallzan despues de contratarse por cuenta del empleador y no son parte del proceso de la entrevista. Se requleren resultados negatlvos antes de comenzar el trabajo. Es un lugar de trabajo IIbre de drogas. Se requiere un mes de experlencia de trabajo de granja. EI trabajo requlere agacharse, estlrarse, levantar y cargar 50 IIbras repetidamente. la mayorla de las labores requieren que los trabajadores trabajen en un clima demasiado caliente 0 humedo. Se requiere pruebas de drogas al costo del empleador despues que el empleado ha aceptado el trabajo, las cuales no son parte del proceso de la entrevlsta. Se requlere resultados negativos antes que comlenza el trabajo. EI periodo de entrenamlento para todas las actividades de cosecha es de dos dlas comenzando con el primer dra de empleo para acllmatar al trabajador a las demandas rlsicas del trabajo de granja y famlliarizar a los trabajadores con las especificaclones del trabajo y a demostrar los metodos adecuados de cosecha y otros asuntos especlficos de la cosecha. Despues de completar el perrodo de entrenamlento, los trabajadores deben trabajar tan rapido como los companeros de trabajo y no deben perturbar la labor de los otros trabajadores. los trabajadores deben apegarse a las instrucciones dadas por el supervisor. Las reglas de trabajo incluidas en esta orden son las normas de conducta que se esperan de ellos. las especlficaclones de operaci6n pueden camblar durante la temporada debido a la condici6n del cultivo 0 a la condici6n del mercado. los trabajadores deb en seguir las instrucciones y supervisi6n especlficas para el trabajo de cada dra. Las instrucciones y supervisi6n general seran proporclonadas por el duef'io, el supervisor 0 un empleado designado. las tareas diarlas de trabajo Individual, tareas de equipo y localizaci6n de trabajo las asignara el granjero 0 supervisor segun 10 dlcten las necesldades de operacl6n de la granja. A los trabajadores se les puede encargar una variedad de labores en cualquler dra y dlferentes tareas para diferentes dlas. Attachment 1 to ETA 790 J & R Baker Farms Page80fll Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 14 of 22 '. Item 16. Tarifa de Pago. Informacl6n Sabre Pagos Especlales V Deducclones (Reba las) (continuacl6n del ETA 790, pagina 3, artIculo 16) Activldades de Cu/tivos Tarlfa par Hora Tarifa por Pleza Cosecharrepollo $9.39 $0.30 por caja de 50 Ib Empacar repollo $9.39 $0.30 por caja de 50 Ib Cosechar peplnos Empacar peplnos $9.39 $0.65 por cubeta de 10 gal. $0.30 por caja de 36 unldades $1.00 por cubeta de 10 gal. $0.30 por caja de 25 libras $0.50 por cubeta de 7 gal. $9.39 Cosechar calabacita Empacar ca/abacita Cosechar berenjena Empacar berenJena Cortar elote $9.39 Empacar elote $9.39 $9.39 $9.39 $9.39 $9.39 Pago Especial $0.45 por cada 11/9 celemin $0.40 por cada caJa $0.40 por cada caja de 48 elotes Mas Detalles Sobre el Pago (continuacl6n del ETA 790, pagina 3, artIculo 16) EI empleador deduclra de los cheques de pago de los trabaJadores como 10 estlpula la ley. EI empleador deducira de los cheques de pago de los trabajadores como 10 estipula la ley. Los trabajadores reclblran el pago mas alto entre el AEWR, e/ pago por hora prevalente a pago por pieza (contrato), el pago aceptado en un acuerdo colectivo, 0 el pago mfnlmo federal 0 estatal. En el caso de que el Departamento de Trabajo promulga un nuevo salario AEWR aplicable a cualquier parte del perlodo de empleo cublerto por esta orden de trabajo que sea mas alto 0 mas bajo que el AEWR, el empleador pagara el AEWR superior, y puede, a discrecl6n del empleador, pagar la AEWR menor, a partir de la fecha de vlgencla. SI al trabajador se Ie paga por pleza, el valor por pleza no debera ser menor que el salario mfnlmo prevalente, no menos que el valor por pieza prevalente por la actividad en el area de empleo indicada. 5i el valor por pieza no resulta al final del periodo de pago, en promedio por horas, las ganancias durante el periodo de pago al menos se Igualan a la cantldad que el trabajador ganaria si se Ie hubiera pagado al precio por hora apropiado, el pago del trabajador se complementara en este momenta para que sus ganancias sean al menos tanto como si las hubiera ganado durante el periodo de pago, 51 se Ie hubiera pagado el salarlo por hora aproplado por cada hora de trabajo. EI empleador se atendra a las normas establecidas en 20 CFR 653.501 (d) (2) (v) (A) V 20 CFR 653.501 (d) (2) (v) (D), 20 CFR 655.135 Y20 CFR 655.122. Se Ie garantlza al trabaJador un numero de horas de trabajo por 10 menDs las tres cuartas partes de los dras de trabajo durante el perlodo completo del contrato desde el primer dia de trabajo despul!s de la negada del trabajador o primer dla de necesldad en la orden de trabajo, 10 cual sea mas tarde hasta la fecha de terminaci6n del contrato de trabajo 0 cualquier extensl6n de l!ste. Para determlnar sl la garantia del empleo se ha cumplldo, las horas que el trabajador no puede trabajar durante una jornada de trabajo cuando el empleador Ie ofrezca la oportunldad de Attachment 1 to ETA 790 J & R Baker Farms Page90f11 Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 15 of 22 .. trabajar V todas las horas de trabajo efectivamente reallzado se computaran en el cumplimiento de esta garantfa. Los trabajadores que voluntariamente abandonan su empleo 0 a quienes se les termlna el empleo por alguna causa, si el empleador 10 notifica a tiempo al National Processing Center val Department of Homeland Security, hara que se alivien asi los costas subsecuentes de transporte V gastos de manutenci6n, como tambien la garantfa de los tres cuartos. SI antes de la fecha de expiracl6n especificada en el contrato de trabajo, los serviclos de los trabajadores va no son necesarios por razones ajenas a la voluntad de la empresa debido a un incendio, el tlempo, 0 accl6n divina que haga que el cumplimiento del contrato sea imposlble, el empleador podra dar por terminado el contra to de trabajo. SI dicho evento constltuve una imposibilldad el contrato sera determinado por el CO. En tal caso de termlnacl6n de un contrato, el empleador debera cumplir con una garantla de tres cuartas partes por el tiempo que ha franscurrido desde el iniclo del contrato de trabajo hasta su terminaci6n, como se describe en el p.krafo (I) (1) de esta secci6n. EI empleador debera esforzarse para transferir al trabajador a otro empleo comparable V aceptable para el trabajador, de conformidad con las leves de inmigraci6n existentes, segun corresponda. Si dicha transferencia no se afecta, el empleador debera: (1) Regresar al trabajador, cubriendo los gastos, allugar desde el cual este (sin tener en cuenta el empleo de intervenci6n) Ueg6 a trabajar para el empleador, 0 transportarlo al siguiente empleador certificado de H-2A, 10 que prefiera el trabajador; (2) Reintegrar al trabajador el importe total de las deducciones efectuadas de su pago por concepto de transporte V gastos de subslstencia hasta ellugar de trabajo, V (3) Pagar al trabajador por los costos incurridos por el para su transporte V subslstencla dlarla hasta ellugar de trabajo del patr6n. La subslstencla dlarla debe ser calculada como se establece en el parrafo (h) de esta secci6n. EI monto del pago de transporte no debe ser menor (V no se requiere que sea mas) que el cobro mas econ6mlco V razonable por el transporte normal para las distanclas en cuesti6n. Item 17. Arreglos de Transportacl6n (contlnuacl6n del ETA 790, pagina 3, articulo 17) AI termlno de la vigencia del contrato de trabajo, 0 si el empleado es despedido sin causa, V el trabajador no tiene empleo Inmediato posterior H-2A, el empleador Ie proporcionara 0 pagara et transporte y su subsistencia desde el lugar del trabajo hasta ellugar del cual el trabajador, sin tener en cuenta que intervienen el empleo, se fue a trabajar para el empleador. Cuando el trabajador no va a regresar allugar de reclutamlento debido a su posterior contrataci6n con otro empresario que se compromete a pagar dichos costos, el empleador 5610 paga por el transporte hasta dicho trabajo. La cantidad de pago de transporte se hara igual a los costos del transporte del trabajador reales que no superen los gastos comunes de transporte mas econ6mico V razonable de esa distancia. A los empleados que califican para el reembolso bajo el programa se les reembolsara por subslstencia con un mfnimo de 11.13 d61ares por periodo de viaje de 24 horas 0 el promedlo de reembolso de co midas CONUS cuando se traen los recibos de los viajes dentro de los Estados Unidos. Esto se suma al reembolso 0 la prestacl6n de los costos de transporte de lIegada y salida. EI empleador ofrecera transporte gratuito para los trabajadores de la vivienda del empresario al sitio de trabajo todos los dfas, a menos que la oficina donde los trabajadores marcan diariamente el reloj 0 el campo designado para reportarse este a poca distancia. EI transporte entre lugares de trabajo durante la jornada diarla regular es compensable. Una vez a la semana, el empleador ofrece a los trabajadores que deseen participar, transporte gratuito desde y hacia la c1udad, don de hay tiendas de compras, una oficina de correos y telefono publico. EI uso del Attachment 1 to ETA 790 J & R Baker Farms Page 10 of 11 Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 16 of 22 '. transporte para el trabajador es voluntario y no se requiere como condici6n de empleo que utilice el transporte ofrecido por el empleador. Item 20: Indemnizacl6n por accidente de trabalo (continuacl6n del ETA 790, pagina 3, artIculo 20) Portador: The Zenith A quien notificar en caso de una lesi6n: Jerod Baker, (229) 324-8834 Plazo para tramitar un reclamo: 24 horas Attachment 1 to ETA 790 J & R Baker Farms Page 11 of 11 Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 17 of 22 WORK RULES The following rules are intended to provide standards of conduct expected of workers employed under this job order. Violations of these rules or other lawful, job-related employer requirements will be considered grounds for termination. In cases of less serious violations, penalties such as suspension without pay for up to three (3) days will be imposed. Workers are expected to comply with ALL rules related to discipline, attendance, work quality/quantity and the care/maintenance of all property. 1. Workers who perform fraudulent/sloppy work will be suspended without pay for the remainder of the workday or up to three (3) days based on the supervisor's conSideration of the degree of infraction, the worker's prior record, and other relevant factors. Subsequent offenses may result in termination/discharge. 2. No use or possession of alcohol or unlawful drugs is permitted during work time or during any workday or before work is completed for that day (such as during meal or break periods). Workers may not report for work under the influence of alcohol or Illegal drugs. Illegal drugs may not be used nor kept on the employer's premises. 3. Excessive absences or tardiness is not permitted. Excessive absence is defined as three consecutive days of unexcused absence or five unexcused absences within a 3D-day period. Excessive tardiness is defined as unexcused arrival for work after the regularly scheduled time for three consecutive days or late for five unexcused days within a 30-day period. 4. Workers are expected to maintain their living quarters to OSHA standards posted on the property and shall promptly report problems to employer. Workers shall cooperate with other workers assigned to the same housing in maintaining kitchen, dining, bathroom and living areas to OSHA standards. 5. Workers living in employer-provided housing that are assigned bunk beds may not separate nor move bunk beds. 6. Workers living in employer-provided housing may not cook in sleeping rooms or any other non-kitchen areas. 7. Workers may not repeatedly drop paper, cans, bottles or other trash in fields, packinghouses or housing areas. Trash and waste receptacles must be used. 8. With the exception of the worker's assigned housing and/or work area/field, workers may not enter employer's premises without authorization by the person in charge. 9. With the exception of the worker's assigned housing, workers may not enter the employer's premises at times other than during hours the employee is scheduled to work. 10. workers may not begin work prior to the scheduled starting time or continue working after stopping time unless authorized by the employer. 11. Workers may not abuse/extend break periods which may be provided or take unauthorized breaks from work. 12. Workers may not engage in horseplay, scuffling, throwing things, wasting time or loitering during work hours. Attachment 2 to ETA 790 J & R Baker Farms Page 1 of4 • Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 18 of 22 13. Workers may not post nor remove any notices, signs or other instructions from the employer's property. 14. Workers may be discharged if they steal from fellow workers or from the employer. 15. Workers may not falsify personnel, medical, production or other work-related records. 16. Workers may not willfully abuse or destroy any machinery, equipment, tools or other property belonging to the employer or other employees. 17. After completion of the training period, workers are to keep up with fellow workers; and not detrimentally affect other workers productivity. Workers may not deliberately restrict production. 18. Workers may not commit acts of insubordination. 19. Workers may not interrupt other workers rest/sleep periods by excessive or unnecessary noise or commotion. 20. Workers may not have guests in employer-provided housing past 10:00 pm, except on Saturday, not past 12:00 midnight. Workers and/or their guests may not engage in indecent, immoral or illegal conduct at any time on the employer's premises. 21. Repeated failure to follow instructions, obey safety requirements, and equipment and vehicle operation instructions may result in termination. 22. Any worker who repeatedly impedes the progress of the group by tardiness, leaving early, lax adherence to picking standards, or rough handling of produce may be terminated. 23. No firearms or other weapons may be brought onto the employer's premises AT ANY TIME. 24. Use of electronic devices, including cell phones, is not permitted at any time during work hours and is grounds for immediate termination. 25. In the event that the employer issues electronic badges for timekeeping and/or piece rate tabulation, workers must keep badges in their possession at all times during work hours. 26. Workers may be discharged for fighting on the employer's premises. 27. Job abandonment will be deemed to begin after a worker fails to report for work at the regularly scheduled time for five consecutive working days without the consent of the employer. 28. Harassing behavior or actions that create a work environment that is intimidating, hostile, abusive, or offensive will subject an employee to diSciplinary action, up to and including immediate discharge. FAILURE TO COMPLY WITH THE ABOVE WORK RULES MAY RESULT IN TERMINATION/DISCHARGE. IF YOU DO NOT UNDERSTAND ANY OF THE ABOVE RULES, ASK YOUR SUPERVISOR FOR AN EXPLANATION. Attachment 2 to ETA 790 & R Baker Farms Page 2 of4 j Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 19 of 22 REGlAS DE TRABAJO Las siguientes reglas se hicieron can el proposito de proporcionar estandares de la conducta esperada de los trabajadares empleados bajo este contrato. La violacion de estas reglas u otros requerimientos legales del potron que esten relacionadas 01 trabajo seran determinantes para su terminacion. En casos de menor violacion, los trabajadores seran penalizodos con una suspension de su trabajo hasta por tres (3) dias. Se espero que los trabajadores cumplan con todas las reglas relacionadas con 10 disciplina, atencion, calidad/cantidad de trabajo, asi como el cuidodo/mantenimiento de 10 propiedad. 1. Los trabajadores que realicen trabajo fraudulento 0 descuidado senin suspendidos sin pago, por el resto del dia de trabajo 0 suspension de trabajo por hasta tres (3) dras, segun la consideracion del supervisor del nivel de la infraci:ioni el historial del trabajador y otros factores relevantes. Las ofensas subsecuentes pueden resultar en terminacion/despido. ! I I ! II I!. f 2. 3. 4. I No se permite el usa 0 la posesion de alcohol 0 drogas ilegales durante el tiempo de trabajo 0 durante cualquier dfa antes de completar el trabajo por el dfa de trabajo (asr como durante sus comidas 0 descansos). Los trabajadores no debenin presentarse bajo la influencia del alcohol 0 drogas ilegales. No puede usar 0 guardar drogas ilegales en la propiedad del patron. J Ausencias excesivas 0 lIegadas tarde no se permitiran. Se define "ausencias excesivas" como tres dras consecutivos sin excusa 0 cinco dfas consecutivos sin excusa en un periodo de treinta dias. Uegadas tardes escesivas se define como lIegar al trabajo sin permiso despues el horario regular planeado por tres dfas cosecutivos 0 lIegar tarde por cinco dias sin excusa en un periodo de treinta dias. I Los trabajadores deberan mantener sus viviendas segun los estandares del OSHA colocados en la propiedad y reportaran inmediatamente cualquier problema al patron. Los trabajadores deberan cooperar con otros trabajadores asignados a la misma vivienda, y deberan trabajar juntos para mantener la cocina com partida, el comedor, el bano, y la sala segun los estandares de OSHA. i 5. Los trabajadores que vivan en casas del patron, se les aSignaran literas, las cuales no deberan separar 0 mover. 6. los trabajadores que vivan en viviendas del patron no podran cocinar ni en los dormitorios ni en otras areas que no correspondan a la cocina. 7. Los trabajadores no deberan tirar papeles, latas, botellas u otra basura en los campos, en la empacadora 0 en areas de vivienda. Deberran usar los botes de basura. 8. Los trabajadores no deberan entrar en la propiedad del patron sin autorizacion (excepto en sus viviendas asignadas y areas de trabajo). 9. los trabajadores no deberan entrar en la propiedad del patron (excepto en sus propias viviendas) durante las horas que no trabajen. 10. Los trabajadores no deberan empezar su trabajo antes de io planeado ni continuar su trabajo despues de la hora de terminar a menos que el patron 10 autorice. 11. Los trabajadores no deberan abusar de sus period os de descanso. No se tomaran descansos que no sean autorizados. 12. Los trabajadores no deberan jugar, pelear, tirar cosas, perder el tiempo Attachment 2 to ETA 790 J & R Baker Farms Page 3 of4 0 vagar durante las horas de trabajo. t i t t !f Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 20 of 22 13. Los trabajadores no podran pegar 0 quitar alguna nota, letrero u otras instrucdones de la propiedad del patron sin alguna autorizacion especifica del patron. 14. Los trabajadores podran ser despedidos si roban a sus compaiieros de trabajo 0 al patron. 15. Los trabajadores no pod ran falsificar ningun documento personal, medico, de produccion u otro documento relacionado con su empleo. 16. Los trabajadores no deberan abusar 0 destruir a proposito alguna maquinaria, equipo, herramientas u otra propiedad que Ie pertenezca al patron 0 a otros empleados. 17. Despues del periodo de entrenamiento, los trabajadores deberan ir a la par con sus compaiieros, y no perturbar 0 interrumpir la produetividad de los otros trabajadores. Los trabajadores no pueden restringir la produccion deliberadamente. 18. Los trabajadores no pueden cometer aetos de insubordinacion. 19. Los trabajadores no pond ran interrumpir los period os de descanso/sueiio con excesivo ruido 0 alboroto. 20. Los trabajadores no podran recibir visitas despues de las 10:00 de la noche (las 12:00 de la noche los sabados) en la vivienda del patron. Los trabajadores y sus visitantes no deberan realizar aetividades indecentes, inmorales 0 ilegales dentro de las instalaciones del patron. 21. Dejar de seguir las instrucciones constantemente, obedecer requerimientos de seguridad, e instrucciones para operar equipo 0 vehiculos puede resultar en despido. 22. Cualquier trabajador que constantemente impida el progreso del grupo por estar atrasado, salir temprano, no adherirse a los estandares de la cosecha, 0 maltrato de los productos naturales puede ser despedido. 23. No se permite traer armas de fuego 0 de otro tipo a la propiedad del patron, NUNCA. 24. No se permite usar aparatos electronicos, incluyendo telefonos celulares, durante las horas de trabajo y se puede ser despedido. 25. En el caso que el empleador les entregue a los trabajadores una plaque para mantener sus horas y/o recordar las tarifas por pieza (contrato), los trabajadores deben guardar las placas en su posesion todo el tiempo durante las horas de trabajo. 26. Los trabajadores pueden ser despedidos por pelear en la propiedad del empleador. 27. Abandonar el trabajo comienza despues de un trabajador no se presenta al trabajo a su hora de horario por 5 dias de trabajo consecutivos sin permiso del empleador. 28. Comportamiento de acoso 0 acciones que creen un ambiente de trabajo intimidante, hostil, ofensivo 0 abusivo someteran a un empleado a una accion disciplinaria, hasta el punto de incluir su despido inmediato. LOS QUE NO SIGAN LAS REGLAS DE TRABAJO VA MENCIONADAS PUEDEN SER DESPEDIDOS. SI NO ENTIENDE CUALQUIERA DE LAS REGLAS VA MENCIONADAS, PIDALE A SU SUPERVISOR UNA EXPLICACI6N. Attachment 2 to ETA 790 J & R Baker Farms Page 4 of4 Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 21 of 22 AGRICULTURAL WORK AGREEMENT The employee agrees to diligently and faithfully perform a" the assigned duties within the job description under the direction of the employer's supervisors. Employers are not obligated to meet the three quarters guarantee if an employee abandons this job or is terminated for cause. This employment shall be governed also by the following terms and conditions: Name, Address, and Telephone Number of Employer: J & R Baker Farms 561 Roundtree Bridge Road Norman Park, GA 31771 (229) 324-8834 Name, Address, and Telephone Number of Employee at Time of Recruitment: Name:_______________________________________________________________ Address: ______________________________________________________ City, State, Zip:______________________________ Telephone: ( Place of Recruitment: ) GA: _ _ _ _ _ _ _ _ _ _ _ _ __ ) Mexico: _ _ _ _ _ _ _ _ _ _ _ _ _ __ ) Other: _ _ _ _ _ _ _ _ _ _ _ _ __ Wages: $9.39/hour and/or piece rates Area of Employment: Work will be performed in Cook, Tift and Colquitt counties, GA Period of Employment: Begins: 9/1/2012 Ends: 1/10/2013 Full Crop Commitment: This is regular work for the full period of employment. The employee agrees to work for the employer 7 hours on Monday-Friday and 5 hours on Saturday. The employee understands that if she/he quits or is terminated for cause prior to the completion of the employment period, she/he may not be eligible for rehire in the future, unless the termination is a mutual agreement between the employer and employee. Work Rules, DiSCipline and Termination: The employer will provide a c,?py of the job order, including any approved modifications, no later than on the day that work commences. The work rules in the job order are intended to provide guidance to workers of the standards of conduct expected of them. Violation of these rules or other lawful job-related employer requirements will be considered grounds for termination. In cases of less serious violations, workers may be suspended from work without pay for up to three days. Workers are expected to comply with all rules relating to discipline, attendance, work quality and quantity, and the care and maintenance of property. Employers are required to notify the Department of Labor and/or the Department of Homeland Security of job abandonment or termination of employment. Date employee provided a copy of the job order and attachments: _______________________-', 20___, Employee Attachment 3 to ETA 790 J & R Baker Farms Pagelof2 (date) Employer (date) Case 7:14-cv-00136-HL Document 39-3 Filed 07/27/15 Page 22 of 22 ACUERDO DE TRABAJO AGRICOLA EI trabajador acuerda diligente y firmemente Uevar a cabo cualquiera de las tareas asignadas dentro de la descripcion del trabajo bajo la direccion de los supervisores del patron. Los empleadores no son obJigados completar la garantra de tres cuartos sl un empleado abandona este trabajo 0 es despedido por causas legales. Este trabajo sera regido por los siguientes termlnos y condiciones. Nombre, Directi6n, Teh!fono de Casa y Trabajo del Empleador: J & R Baker Farms 561 Roundtree Bridge Road Norman Park, GA 31771 (229) 324-8834 Nombre, dlreccl6n y telefono del trabajador al momenta del reclutamlento: Nombre: __________________ ~ _______________ Dlreccl6n: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Cludad, Estado, C6digo: _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ __ Tetefono: ( Lugar del Reclutamlento: ) GA: _ _ _ _ _ _ _ _ _ _ __ ) Mexico: _________________ ) Otro: _ _ _ _ _ _ _ _ _ _ _ _ _ ___ Salario: $9.391 hora y/o por pieza Area de Empleo: EI trabajo se realizara en los condados de Cook, Tift y Colquitt, GA Periodo de Trabajo: La fecha de inicio del trabajo es: 1 de septiembre 2012 Termina: 10 de enero 2013 Compromlso de Cosecha: Esto es un trabajo regular por el periodo completo de trabajo. EI empleado acuerda trabajar para el patron 7 horas de lunes a viernes y 5 horas los sabados. EI empleado entiende que sl renuncia 0 es despedido por causas anteriores al cumplimiento del periodo de trabajo, no podra caJificar para ser contratado de nuevo en un futuro, a menos que la terminacion haya sido por mutuo acuerdo entre el patron y el empleado. Reglas de trabajo, Disciplina y Despldo: EI patron entregara una copia de las reglas de trabajo a los trabajadores a mas tardar un dia despues de que el trabajo comience. Las reglas de trabajo intentan ser una guia para los trabajadores sobre los estandares de conducta que se espera de ellos. La violacion de estas reglas u otros requerimientos legales del patron relacionados con el trabajo, sera considerada base para un despido. En caso de violaciones menores, los trabajadores seran penalizados con suspension del trabajo sin paga hasta por tres dias. Se espera que los trabajadores cumplan con las reglas relacionadas con disciplina, asistencia, cantidad y calidad de trabajo, y cuidado y mantenimiento de toda la propiedad. Se espera que los patrones notifiquen al Departamento de Trabajo y/o el Departamento de la Seguridad del PaTs (Inmigracion) de abandono 0 despido de empleo. Una copia de las reglas de trabajo y acuerdo laboral fueron proporcionados al empleado p~r el patron en la fecha: _________________ Firma del empleado Attachment 3 to ETA 790 J & R Baker Farms Page 2 of2 ____. ~,20 (fecha) Firma del patron (fecha) Case 7:14-cv-00136-HL Document 39-4 Filed 07/27/15 Page 1 of 27 EXHIBIT Case 7:14-cv-00136-HL Document 39-4 Filed 07/27/15 Page 2 of 27 U.S. Department Labor Employment and Training Administration OMS Control No. 1205-0134 Expiration Date: November 30, 2012 Agricultural and Food Processing Clearance Order ETA Form 790 Pedldo de Empleados para Agricultura y Procesamlento de Allmentos Nos. 4· 8 for STATE USE ONLY Numeros 4 a 8 para usa ESTATAL 1. Employer's Name an d Address (Number, Street, City, S lale, and Zip Code)1 Nombre y Direccl6n del Empleador (Numero. Calle, Cludad, Eslado y C6dlgo Postal) 4. Industry Code/C6digo Industrial /cIC;1 J &R Baker Farms 7. Clearance Order Issue Date I Fecha de Tramlte 8. Job Order Expiration Date / Fecha de ExpIracI6n 9. Anlicipated Period of Employment I Periodo Anticlpado de Empleo Froml Oesde: 4118/2013 TolHasta: 7/1412013 See • AlUehment 1 to ETA 790" Item fiver *Adjunclo a ETA 790'" artkulo 9 Tele hone numberfTelefono: (229) 324·8834 Fax: (229) 324·2388 2. location and Direction to Work Sitel Ubicaci6n y Direccion al Lugar de Trabajo The employer owns or controls the following worksite(s) in Colquitt, Cook and Tift Counties 561 Roundtree Bridge Rd., Norman Park, GA 31n1 Take 1·75 exit 39 East FollOW Hwy.37 for 8 miles and tum right on to Ellenton-Omega Road. Tum right on Roundtree Bridge Road. Go approximately 1.5 miles to farm. 10. No. of Workers Requested I Num. de Trabajadores Solicilados 100 11. Anticipated Hours of Work per WeekIHoras Antlcipadas de Trabajo por Semana. Total: ......;.;:45;....._ Sunday I Domingo . 0 . Monday I Lunes .~8~_, Tuesday I Martes. 8 . Wednesday JMll.!rcoies .!.-Thursday I Jueves _8 . Friday I Viernes".;.8~_ Sal~rday / Si1Ibado_,:,:;:.5=~ EI empleador posee 0 controla los siguentes sitios de trabajo en los condados de Colquitt, Cook y Tift 561 Roundtree Bridge Rd., Norman Park. GA 31771 Tome Ia 1-15 salida 39 East Siga la Hwy 31 por 8 mlllas y doble II la derecha en Ellenton Omega-Road. Doble ala derecha en la Roundtree Bridge Road. Vaya aproxlmadamente 1.5 millas a la granja, 12. Collect Calls Accepted froml Aceplan Uamadas per Cobrar de: Set "AlUehmen1110 ETA 790· item 2 lor complete IlsWer "AdjUntto a ETA 790" articulo 2 para un.lista complet (If addiUonal space is needed, use separate sheet of paperl Si necesilas mas es aclo utnlces otra ho a de a el 3. Location and Description of Housing / Direccion y Oeseripeion de la Vivienda The employer will provide housing at no cost to H·2A workers and those workers in corresponding employment who are not reasonably able to return to their residence within the same day. Employer I Empleador Yes/SID No Ii] Local Office I Oficina Local Yes/SI Q No Ii] 561 Roundtree Bridge Road, Norman Park, GA 31771 3 barrack type units with a total occupant capacity of 100 - From 1·75, exit 39 go West 10 miles take right onto Ellenton Omega Road go 1.5 miles to Roundtree Bridge Road take right go 1 mile take another right at J&R Bakcr Farms sign. EI empleador proporciona la vivlenda sin costo alguno a los trabajadores con H·2A y a aquellos con un empleo correspondiente que no puedan regresar a su residencia en el mlsmo dia. 561 Roundtree Bridge Road, Norman Park. GA 31771 3 unldades de tipo barraca con una capacidad total de 100· Desde la 1·75, vaya al oeste a 10 millas, doble a la derecha en Ellenton Omega Road, vaya 1.5 millas a Roundtree Bridge Rd., doble a la derecha, vaya 1 milia, doble a la derecha al aviso de J & RFarms Baker. I Set "Altachment 1 to ETA 190' item 3 for complete fisWer • Adiuncto a ETA 790" artitulo lpara una lisla complela' If additional space is needed. use separate shea I of paper (SI nacesitas mas s aclo ullllces otra ho a de a al ------------.- ..J - .... - . . L - - -_ _ _ _ _ _ _ _ _ _ _ _ _ _ _ ~ Case 7:14-cv-00136-HL Document 39-4 Filed 07/27/15 Page 3 of 27 ~3. 80aId Arrangements I Arreglo de Alojamiento The employar wru fumlsh free cooking and kitchen facilities to those workers who are entitled to live In the employer's housing so that the workers lIIalr own meals. Workers will buy their own gro~erles. The kilchen andlor other common areas wm be shared. Housing Includes water and electricm:cr:,are furnished wfth beds, matlressel, lockers for Btonng petSonalltems, COOking and eaUng utensils stove and refrigerator table Ind chal Irbag boa or~eJvesforfood storage, smoke and fire detectors. No charge will be made for beds and Similar Items furnished to ~rkers to wbo~:uslnge:;:;lecl rd un lSI unlawfully removed or damaged beyond normal wear and tear. Workers wRl be provided a telepllone number wIIere they may be contacted In CI f ~.rg~CY.whlle ..,Idlng In the housing. 58 0 =: EI empleador proporclonara Instaladones de coc!na gratis a los traba~dores que teng~n derecllo de vIvIr en la vlvlenda del ~mpleldor, lsi pueden . ~ . r sus eI.!t.:= :Idn. Los trabajadores compran su proplo mercado. La cocrna y otras areas comunes 58 compartlrin. La vtvlendllncluye agua y e camu, colchones, armarlos para guardar cosas personales, utensillos de codna. astufa y refrlgeradora, mesa y sOfas, basurero gablnetes para guardar la comlda, y detectores de humo y fuego. No se cobrara nlngun cargo por camas y artlculol slmilires proporclonades a 101 traba~dores lias que .. les otorgue vlvlenda balD contrato a menos que sean retirados sin permlso 0 daftados mas aU, del usa y desgute normal. Los trabajadores sa proporcfonari un n6mero de tel6fono dend. pUide sar contactado en caso de emergencla, mlentras que resldlan en la vlvIendL 14. ReferrallnstNctions Iinstrucciones sobre romo Referlr Candldatos Applkallts can call J &R Baker Farms at (229) 324-8834 and ask for Tina Lowery. Applications may also be faxed to TIna Lowery at (229) 324-2388. ApplIcants will be accepted from all sources. Only workers meeting all qualifications on the job order should be nfemKI by the Job Service OffIce Including availability to complete the work contract, requires repetitive bending, reachlng,lIft1ng and canyl~ounds. Most job duties require workers to work In extremely hot or wet weather. No smoking or use of tobacco products allowed outside of designated areas. Employees must wash hands after smoking or use of tobacco products. Requires Q!1.e month of fann..work experience. In the event the employer receives phone calls or walk.up workers Interested In the job offer, the employer will Inform the workers of the job requirements and duties and will consider the worker for the job based on the WOrker'1 quallffcatlons. The order holding office Is asked to provide all referrals with a copy of the clearance order or at a mlnbnum, a lummary of wages, working conditions, and other material specifications. The employer will provide each worker with I copy of the ETA no including any approved modifications, In English andlor Spanish, as required In 20 CFR 655.122(q). .. ..-' ' ..... ,," Los candldatal pueden ltamar al J & R Baker Farms a (229) 324-8834 Ypreguntar porTIna Lowery. Las solicitudes tambltn pueclen envlane porfax a Tina Lowery al (229) 324-2388. Se aceptan candldatos de toda procedenda. 5610 los trabajadores que cumplan 101 reqUislto1 en los tannlnos de empleo deberin ser referldos por la Oficlna de Servlclo de Empleo, Incluyendo su dilponlbilldad para cumpllr eI contrato de trabajo, requlere agacharse, estfrarse,levantar y cargar 50 libral repetldamente. La maycrfa de las Ilbores requleren que los trabaJadons tnIbljen en un cllma demaslado caliente 0 mojado. No se permlte fumar 0 usar productos de tablco fuera de las lIrelS deslgnadas. Los empleadol deben IlVIrse In rnanos despues de fumar 0 usar productos de tabaco. Se requlere un mes de experlencla. SI el patrOn reclbe llamadas 0 trabajadom que llegan allugar de trabajo Interesados en el trabajo, el patr6n les Informali sobre los requlsltos del trabalo y los debem y eI trabafador Ie'" conslderado para el trabajo segun IUS capacldades. La Oficlna de Servlclo de Empleo debe proporclonarfel a los referidos una copls de Ia orden de trabajo 0 al menos, un resumen de los s alarlos, condiciones de !rabajo y otras especlficaclones del trabajo. EI empleador provee'" a cada trabajador una copla de la ETA 790 Incluldas las modlflcaclones aprobadas, en Ingles y I 0 espanol, segun el requlslto en 20 CFR 655.122(q). sae "Attacllment 1 to ETA 790" Item 141var -Adjunto a ETA 79Ir articulo 14 15. Job SpecIfications I Especlncaciones del TrabaJo Perform manual labor to plant, cultivate, harvest, grade and pack sweet com, cabbage, sqUish, zucchini, bell pepper, cucumber, greens, eggplant and turnip roots. Reallzartrabajo manual para plantar, cultlvar, cosechar, claslficar y empacar maiz dulce, repollo, callbaza, calabaza verde, chile dulce, peplno, verduras, berenjena y ralces de nabo. I ! t see -Attacllmant 110 ETA 790'" 111m 141fti' -Adjunlo a ETA 790'" artfculo 14 If more SDice Is needed summalY of Material Job Spedncatlons In ENGLISH can be Included In seDirate document. end may also be Included In SPANISHl !I~ Case 7:14-cv-00136-HL Document 39-4 Filed 07/27/15 Page 4 of 27 16. Waa. Rales S )8CfaJ Pay Informat/on and DeducUons I Tarffa de Paao InformaciOn Sobre Paaos EsDeciaies y Deducclones (Rebalas) Crop Activities Hourly Wage Piece Rate I Unit(s) .~peclal Pay Deductions Pay Period .bonus elc:' Yes/SI No Perfodo de pago Culllvos Film WGIIc SWIll com. cabbage, aqua"', zuccIIlrd, bell pepper, CIICIImber, sr-.. eggplant IIId turnip l1IOII Salario por Hora Pago por Pieza I Unidad(es Pagos Especiales {Bono etc.l $9.78 Deducclones Social Security I Seouro Social Federal Tax Impuestos Federales Slale Tax Impuestos Estatales Meals I Comldas Tnllljo 19IkaII: IIIIz dulce, rapoI/o, caIabIu, caIIbIza venit, chile llulct, pepIno, venlurn, bennjella y ralCII de nabo See -Attac:hmtnt 1 to ETA 790-ltem 161 Ver "Adjunto a ETA 790" articulo 16 Other (specify)! Olro (esPecifical c II o IiJ o o 0 = ILl Weekly I Semanal BI.weeklyl Qulncenal o Othe.!l 0110 0 More Details About the Pav I Mas OelaJles Sabre el Paoo Earnings records wiD be maintained In accordance with 655.1220) through (m). The employer wiD furnish each worker an earnings statement on or before each payday meeting the requirements at 655.122(k). I Los archlvos de gananclas serin mantenldos de acuerdo con 655.122 (J) por (m~ EI empleador Ie danII a cada empleado una declaracion de Ingresos el dla de pago 0 antes para cumpllrcon los requlsltos de 655.122 (II). If addltionalsDlce is needed use separate sheel of paper. lSI necesllas m~s eSDaclo utnlca otra hola de DaDel) • 17. Transportation Arrangements I Arreglos de Transportacl6n Workers who do not reside within commuting distance and who are eligible for employer provided housing are also eligible for transportation benefits. The employer wID reimburse the worker in full In the first workweek for the reasonable cost of transportation and subsistence from the place from which the worker hu come to work for the employer, whether In the U.S. or abroad, to the place of employment. The amount of the transportation will be calculated on the worker's Ictual cost but no more than the most economical and reasonable common canter transportation charges for the distances Involved. Los trabajadores que no reslden dentro de una dlstancla razonable y que caUfican para tener vMenda por parte del empleador tamblin calillcall para beneflclos de transporte. EI empleador reembolsara al trabajador por gastos razonables de transporte y aubslstencla desde elluglr del que viene para trabajar con 61, ya sea en EEUU 0 el exterior, hasta ellugar del trabajo, en la prlmera semana completa de trabaJo, La canlidad del transporte se calculara segun el costa real que pag6 eI trabajador, pero no mas que el mis econ6mlco y razonabte transportador comun para esa dlstancla. See -Attachment 1 to ETA 190· item 171 Ver '''d;u~lo a ETA 790' articulo 17 Hadcfllional sDlcels needed use seoar ~te sheet of paper. lSI necesltas mAs eSDaclo uUllces atra hola de papal) 18.1a It the prevailing practice 10 use Fa! rn Labor Conlractors (FLC) to recruit, supervise, transport, house, and/or pay workers for this (these) crop activity (Ies)? L Es la p~cUca habitual de usar Conlratlstas de Trabajo Agricola para reclutar, superv\sar, transportar, dar vlvlanda, y/o pagade a los trabajadores para este(os) tipo(s) de cosecha(s)? Yes I SI 0 No ail If you have checked yes, whalls the FLC wage for each activity? I SI contesto 'SI,' cual es el sal aria que Ie pagas aI Contrallsts de Trabajo Agricola par cada acUvldad? NoneJNlnguno 19. Unemployment Insurance provided? Seguro de Oesempleo? YeslS11B No C 20. Workers' compensation Insurance provided? Sa Ie provee seguro de compensacl6nlindemnlzaciOn aI trabajador: Yes/SIB No 0 See -Attacbment 1 to ETA 790" !tem 20 I Vel "Adjunto lETA 790" articulo 20 21. Are tools arovldad at no cI181'1le to the wc~t'r, ? I Se les proveen herramlentas sin cosio &launo a los Irabalaclores7 YealSIS No 0 22. USI any arrangements which have been mada wilh establishment owners or agentl for the payment of a commission or other benefits for sales made to workers. (If there are no such arrangements, enter 'None") I Enumere todos los acuerdos 0 convenios hechos con los propletarios del eslableclmlento 0 sus agentes para el p,; J1 de una cornlslOn u olros beneflclos par venlas hechas a los trabajadores, (SI no hay nlngOn acuerdo 0 convenlo, Indlque "Nlnguno') NonelNlngullO Case 7:14-cv-00136-HL Document 39-4 Filed 07/27/15 Page 5 of 27 23. Us{ any strike, wOlt stoppage, slowdown, or i;;:~rrvption of operation by the employees attha place Where the wor1' )f er:iployment beyond the period of employment specified in the job order shall not relieve the employer [;,1 pa'/ing the wnges already earned, or providing transportation or paying transportation expenses to a worker's hc,~~e, No bonus, work incentive payments or other expenses are conditional upon employment beyond the peric;.:i of c,np:oyment sprcified in the job order, Item 11: Antici Dated Hours of Work per Week (continued from ETA 790, page 1, item 11) Workers will r"I'nrt to work at the designated time and place as directed by the grower each day. The standard work week is 8 11 ".1" :wr dey Monday-Friday and 5 hours on Saturday. Workers may be offered more than the specified hours of werl.: h a :.'ngle work day. Workers may volunteer to work additional hours when work Is available. :juc,,~ed to work on federal holidays and on the Sabbath but will not be required to do so. Federal hcJid Case 7:14-cv-00136-HL Document 39-4 Filed 07/27/15 Page 10 of 27 The trJir~' , Pli' jod for ,11! cop ;1ctivities is 2 days starting with the first day of employment to acclimate the worker to the ph\ .ic,d dl'lmnds of far,:1 work and to familiarize workers with job specifications and to demonstrate proper harvest '.hods ,lOd other ere;) specific issues. After completion of the training period, workers are to keep up with Ii' fe!low wu ,'rs;,., j not del" Workers Jc::".re to 11:: li,[ ,"ntally affect other workers productivity, ,,!:,~12ty rules as instructed by the supervisor. The work rules attached to this clearance order are t· "'xpr.:lc:i stal:< .dds of conduct under this job order, All operations must meet standards contained in -. (("tract wit, ',e buyer. the enipl,y Cpcra~ic: pi'Ovickd c;:~lons "1',( to con fern ! :,1 , of and local be assigner c.. change during the season due to crop or market condition. Workers will be expected thl 'IJei:ific instructions given for each day's work. Instructions and general supervision will be 'J I. I, 5U[J"fv;sor or a designated employee. Daily individual work assignments, crew assignments e,rk wil' b mi,ue by the grower or supervisor as the needs of the operation dictate. Workers may '.'il ''( of (I. 'cs in any given day and different tasks on different days. Production standards apply. Iteml§..;. I.·w" Pl.!S.'?, Sl'~r'l' Pay Information and Deductions (continued from ETA 790, page 3, item 16) - Crop Ac .... Ho' rly flate $9 - , -- ! $0.- , Pack C2';: Piece Rate Special Pay $0.30 Per 50 lb. box ProduetioA staAdard of 32.S aSHes of eabaage (group rate of 8) harvested per hour $0.30 Per 50 lb. box Production standard of 24 boxes packed per hour I __ .-. .(~9.7~ $0.65 per 10 gallon Production standard of 7 buckets harvested per bucket {eguivalent to hour {eguivalent to 14 5-galion buckets} ~0.45 ger 7 gallon bucket) I Harvest s (yellow "-hini) 0 Pac l; s( c. Harvest ( -'''> I l- h \ye"u'" .i) ~'~ $9 .) 8 $1.00 per 10 gallon Production standard of 5 buckets harvested per bucket hour {eguivalent to 7.14 7-gallon buckets} $0.30 per Y, bushel box Production standard of 32 boxes packed per hour $0.40 per 48 ear crate Prndu€tioA s~aAeaFd of 24 ao)Cos haPw'ostee ~er (group rate of 8) Aoof $0040 per 48 ear crate PrnauetieA staAear9 of 24 BOlles ",aelEod ",Of (group rate) Aoof $0.50 per 10 gallon Production standard of ~ 10 buckets harvested bucket per hour {eguivalent to 14 7-gallon buckets} --- P2ck ("'- $9 1---'- Harv('c,'. r,,-· . ,d l Harvest 1',' I:. ,- ~ 'I \ S :'1."18 " i;; (Cut, Ban $1.00 per 20 lb. box PreduetieA 5taAaar9 ef 9 ao)Ces haF'JOstod por fteUf Box Zinc! . _ .... _...._.... I\ttachmel't l to ET!\ 790 J & R [Jake Inns ['11ge 5 cf' .. Amended 2/25/2013 \~~~~\"'1 Case 7:14-cv-00136-HL Document 39-4 Filed 07/27/15 Page 11 of 27 $0.50 per 10 gallon pepper bucket '----__ . __ L~_~_-,--___ More Details I\i;r t l'1e Pay (continued from ETA 790, page 3, item 16) The e:iiployer wi" "lake all deductions from the workers paychecks as required by law. Workers will be paid the highest of the AE'v\'il, the prevailing hourly wage or piece rate, the agreed- upon collective bargaining wage, or the Federal or State 1~linimum wage. In the event the Department of Labor promulgates a new AEWR applicable to any portion of the pellod of employment covered by this job order which is higher or lower than the AEWR herein, the employer will pav U.e higher AEWR, and may, at the employer's discretion, pay the lower AEWR, beginning with the effective date. The employer will abide by the regulations set forth at 20 CFR 653.501 (d)(2)(v)(A), 20 CFR 653.501 (d)(2)(v)(D), 20 GR G5S.135. 20 CFR 655.122. Workers are guardnteed a tot:l<;onable common carrier transportation charges for the distances involved. 17. Tr'lflsport ..!,,"1 :\rrang"l~nts Upon cornpiL" ·.he WQ, immediate su' (continued from ETA 790, page 3, item 17) 'ontract period, or if the employee is terminated without cause, and the worker has no ";llront H-2J\ ("Y1ployment, the employer will provide or pay for the worker's transportation and daily subsistence hm '.11, place of 'mployment to the place from which the worker, disregarding intervening employment. dCi At tac/)ment 1 to J & R Gaker Farrm PJge Gof 15 ""d to '''' . /, 790 for the employer. When the worker will not be returning to the place of recruitment Amended 2/25/2013 t~~~~ Case 7:14-cv-00136-HL Document 39-4 Filed 07/27/15 Page 12 of 27 due to subsequent employment with another employer who agrees to pay such costs, the employer only pays for the transportation to :h'! next jc~). The amount of such transportation payment will be equal to the worker's actual transportation costs not to f',ceed the most economical and reasonable common carrier transportation charges for the distance invo"'ed. Employees eligib!,' for reimbursement under the program will be provided subsistence reimbursement of a minimum of $11.13 per 2';-~·.0LIr travel period or the CONUS meal reimbursement rate when receipts are provided for travel within the Unitf'ci St'1tes. This ;s in addition to reimbursing or providing inbound and outbound transportation costs. The employer wi!1 dfer free transportation for workers from the employer's housing to the daily work site unless the office where the '.':c'l.(ers repo' t daily to clock in or the designated field to report to is within walking distance and less than one mile frelm the ho"sing. Transportation between worksites during the regular work day Is compensable. Once a week, the employer will offer to those workers who wish to participate, free transportation to and from town where there are shopping stores, a post office and pay telephone. The use of the transportation by the worker is voluntary, and no worker will be required as a condition of employment to utilize the transportation offered by the e;~lpl:;yer. 2.0,JNorkers' ComJ)~nsation Itlsurance Provided (continued from ETA 790, Page 3, item 20) Workers Compen:;i1lion Insur,mce Carrier: The Zenith Vihom to Not'fy i-; CC<1dline to ri!c.1 ~~lse of In'ury: Jerod Baker, (229) 324-8834 C:!~im: Att<1chment 1 lc; ETA 790 J & R Baker Fa rms Page 7 of 15 No:"(',' employer of injury within 30 days Case 7:14-cv-00136-HL Document 39-4 Filed 07/27/15 Page 13 of 27 SPANISH Item 2: Direccion dellugar de tr~baio (continuaci6n del ETA 790, pagina 1, artfculo 2) Direccl6n Condado Instrucciones para lIegar al sltlo de trabajo 561 Roundtree Bridge Road Colquitt Tome la 1-75 salida 39 East. Siga la Hwy 37 por 8 millas y doble ala Norman Park, GA 31771 derecha en Ellenton Omega-Road. Doble a la derecha en la Roundtree Bridge Road. Siga aproximadamente 1.5 millas hasta la granja. 7199 US Hwy 319 N. Omega, Gil 31775 Tift Vaya hada el Sudoeste por la GA-35 hada el Maple St. y siga por la 1392 Register Rd Adnl, GA3Hi20 Cook AI Este por la GA 37 hada la US 41, continue en la GA 37 por 1.9 millas. Doble ligeramente a la izquierda en la GA 76 por 3.7 millas, luega a la derecha en Lumby Smith Rd. y ala derecha en Register Rd. Colquitt 31.148843-83.625827 GA-35. Doble a la derecha en JP Perry Road. y doble a la derecha en la GA-256, continue por aprox. 1.8 mil1as hasta la Hwy GA 256. Lodge Fir",l Canon Rd. Moultrie, GA 31768 Braggs Field Colquitt Rd. Perry Batts fv1oultrie, GA 31.232179-83.661833 31768 Colquitt Alvin Field Stanfill Rd. G/\ 31768 31.147208-83.607824 Moultrie, Benny North Field Colquitt Benny Baker Rd. Norman I'".~, GA 31.1769763-83.56419 31771 Benny $ol,th Field Colquitt Benny B"rZer Rd. Norman P:lrk, GA 31.176963-83.565767 31771 bpsir!e Grass Field Rd. Norman Park, GA 31771 Colquitt Evans Fif'ld Colquitt Cason Flienton-~!orman 31.237903-83.631449 Ellenton-~~orman Rd. Norman f'rrO(lO del contrato de trabajo haya transcurrido. Itl',n 15. Dcscripcion delTrabajo (ccntinuacion del ETA 790, pagina 2, articulo 15) M,lr1cjar ,-,,:;jellios y equipos agricol<1s como tractores, aradores, rociadores, escaleras, tijeras y barcos para las lanr,ostas de rro. Hacer mantenirniento continuo del huerto inctuyendo podar y ralear los arboles como se instruya. Ut;~i7Jr f p(1 .. 11· . 'al~'i~1tas de mana [a"", palas, [ucharas, palas, pisones, hoces, tijeras, cuchillos, podadoras y bolsas de Case 7:14-cv-00136-HL Document 39-4 Filed 07/27/15 Page 17 of 27 r, rn'cci I trabajo incluye labr,'" la tierra V cavar hovos con profundidades adecuadas, trasplantar, limpiar, empacar ;aductos cosechildoo,; (antar y revisar. Detcrminar que los cftricos se han de dejar 0 retirar y podar como V "',af I se i 1(iiqu, ,us trabajadores deben tener cuidado al elegir, clasificar y empacar frutas de no danar 0 maltratar la fruta 0 los {Jrboll"je f ruta, tambien debcn tener cuidado de no quebrar las ramas 0 pelar completamente los arboles. Prolangadar ~ente agacharse, estar l:e pie, caminar, hacer movimientos repetitivas de las manos, mientras se clasifica 0 se riega fertiliz'lIlte. Manejar vehicu:os y equipos agrfcolas como tractores, aradores, rociadores, escaleras, tijeras y barcos para las langostas de ria. Los Jctividades de recoger langosta de rio incluye cortar cebo, armar trampas para atrapar Ciln~rejos, cargar y descilrc~r barcos y trampas, echar las cangrejos en bolsas, retirar las trampas, pesar y embalsar el per-fod" I<1S langostas. EI empleador es un lugar de trabajo libre de drogas. Se hacen pruebas de drogas al azar durante "C cmpleo por cuent~ del empleador y no son parte del proceso de la entrevista. EI trabajo es afuera en calor 0 frio extremo. Sostener hasta 30 libras por encima de la cabeza y 3Slibras por encima de los hombros, rep,~i:Jai; '1t~ agacharse, estar:! ;:0, caminar, usar repetidamamente movimientos de mano. Utilizar un taburete 0 una escalNil de dos pies de altura, e,tirarse sobre la cabeza por perfodos prolongados mientras se pod a y levantar y C of alcohol or illegal drugs. Illegal drugs may not be used nor kept on the employer's premises. 3. Exec'" ',(, absence's cor tarc:1c's is not permitted. Excessive absence is defined as three consecutive days of un'" ;' d absence or five L;;;excused absences within a une c'd arrival for work af: 3~-day period. Excessive tardiness is defined as the regularly scheduled time for three consecutive days or late for five unexcused days INI:hin a 30-dav :;eriod. 4. Workrrs are exprr'''~ t() report nroblems to mairtC1in their living quarters to standards posted on the property and shall promptly ClV"C main!" nlng kitchen, n'1g, ''Vorkers shall cooperate with other workers assigned to the same housing in ''lroom and living areas in the same general condition the unit was in prior to occupallcy. S. Workers living in elT'iJ1Clyer-provided housing that are assigned bunk beds may not separate nor move bunk beds. 6. Workers living in employer-provided housing may not cook in sleeping rooms or any other non-kitchen areas. 7. Wor(w' may not r'r>ated1v Tr:'," (j,'JP paper, cans, bottles or other trash in fields, packinghouses or housing areas. 'waste rec"ptlcles 1 ' t be used. 8. With tile exception c; the war :er's assigned housing and/or work area/field, workers may not enter employer's prrmisrs without all' ''''''rizC1ti(l'1 "Jy the person in charge. 9. WiUI : ',' "xcept:Cltl c the IN othe' "1 during hou c; the v"r's assigned housing, workers may not enter the employer's premises at times C 1 loyee is scheduled to work. 10. Workers may not lwoin work arior to the scheduled starting time or continue working after stopping time unless authorized by the employer. 11. Workers may not abuse/extend break periods which may be provided or take unauthorized breaks from work. 12. \'l: " may not (''''l[':e iCl 13. \' 'no Attac;:' I J & R f', <'''S .: , Page l Jf may not 2 to ETA 'l'ms ~. :;n·' ~rneplay, scuffling, throwing things, wasting time or loitering during work hours. n"lr r''''':JVe any notices, signs or other instructions from the employer's property. Case 7:14-cv-00136-HL Document 39-4 Filed 07/27/15 Page 22 of 27 14. W:1' 'S may be CI i' t"ey steal from fellow workers or from the employer. i' 15. Work;" may not fa'ify PC"",';;'lel, medical, production or other work-related records. 16. Workers may not wi"fully abur~:v i~lpedes the progress of the group by tardiness, leaving early, lax adherence to rough har"!ling of produce may be terminated. 0: 23. No '. 'Clrms or othrr weapons ,nnay be brought onto the employer's premises AT ANY TIME. 24. Uce c' electronic rres, inc"~ing cell phones, is not permitted at any time during work hours and is grounds for ir 'i;>,e termini]' 'lr(, 25. In the event that the employer issues electronic badges for timekeeping and/or piece rate tabulation, workers must keep badges in their possession at all times during work hours. 26. Work"s may be died "?,l'ri for fighting on the employer's premises. 27. Job a:· 'naonmr'lt \" il rn r"cred to begin after a worker fails to report for work at the regularly scheduled time fo' , 28. H~' "nsec' , 'S without the consent of the employer. 'lG behaviw nc ilCcio((' ''lat create a work environment that is intimidating, hostile, abusive, or offensive wili sioject an 29. N' 'c'cki'lg ai' emp~ ""lking or usr sr,c. ,g or use of lyCC to cisciplinary action, up to and including immediate discharge. f' asif~ni1das y areas 9. '''ivw 0n casas del patron, se les asignaran literas, las cuales no deberan separar Jujadoll::, 1 'C,bl:I,,:: 'ar papeles, latas, botellas u otra basura en los campos, en la empacadora 0 en , \ ;vier'a. ~ c los botes de basura. H' u J C:(' La',: ,:ajadores r . .. ntrar en la propiedad del patron sin autorizacion (excepto en sus viviendas t';]biljO). ,~ ,l:' Icrar en la propiedad del patron (excepto en sus propias viviendas) durante las 10. Los trc,bajadores no c:cbcran empezar su trabajo antes de 10 planeado ni continuar su trabajo despues de la hora dc' : 11. Los .l: ,adc' 5 a 12. Lo Attach, J & R [j", Page 3 , C e' ;)atron 10 autorice. :.;,. i1busar de sus periodos de descanso. .Jr, : 2 to E1 \ 7 ~arms '1 pelear, tirar casas, perder el tiempo No se tomaran descansos que no sean 0 vagar durante las horas de trabajo. Case 7:14-cv-00136-HL Document 39-4 Filed 07/27/15 Page 24 of 27 "; n " 13. Lc)' t ,'(an ir () quitar alguna nota, letrero u otras instrucciones de la propiedad del patron del patron. en ' spec Si,l a 1 , , scr c,:c,pedidos si roban a sus compafieros de trabajo 0 al patron. 15. Los t','1miento: G!. _____________ M c'x i co: __________________________________ Otro: ___________________________________ Area de Empleo: EI trabajo se realizara en los condados de Colquitt, Cook V Tift, GA Periodo de Trabajo: La feella de inicio del '.rabajo es: 18 de abril de 2013 Compromi,,() d, para el r':: .a (OSl" '. causas "n:er. menos C'! ,! , al : l1tJ "1 • IC ::; 14 de julio de 2013 JjD regular por el periodo completo de trabajo. EI empleado acuerda trabajar C s Z' ,: nora' Termina: '1" '5 horas los sabados. EI empleado entiende que si renuncia 0 es despedido por del periado de trabajo, no podra calificar para ser contratado de nuevo en un futuro, a haya sida por mutuo acuerdo entre el patron vel empleado. Reglas de trabaja, Disciplina V DLspido: ~! iJatron entregara una copia de las reglas de trabajo a los trabajadores a mas tardar un dfa d('c"UC' :\, ::;ue el t'?b?iD c')~icnce. Las reglas de trabajo intentan ser una gufa para los trabajadores sobre los estandares de conducta que se espera de ellos. La violacion de estas reglas u otros requerimientos legales del patron relacionados con cl tr:lb2;a, sera considC'rada base para un despido. En caso de violaciones menores, los trabajadores seran penClliz?rns con '!./