Agricultural Equipment Operator/Non CDL Truck Driver

  • Pocatello, Idaho
  • Full Time

in County, ID

Job Description

Applicants must have a year experience as an Agricultural Equpment Operator .
Dates of need are 07/15/2025 - 11/30/2025. This order is for work in the Pocatello, Idaho area.

Drivers will be responsible for execution of all daily pre-trip and post-trip inspection and paperwork on trucks and trailers and will be responsible for ensuring trucks are fit for duty at all times. Drivers will maintain all maintenance records, and will be
responsible for completing a weekly timesheet timecard and submitting to the Operations Manager.
Employer, as required by law, ensures that employee complies with all applicable laws and regulations related to motor carrier safety, including those promulgated by the United States Department of Transportation. Using the services of a third party,
employer uniformly conducts a motor vehicle records check as part of the hiring process. The motor vehicle records check assesses whether the applicant has a clean driving record and whether he is legally entitled to operate commercial motor
vehicles in the United States.
Worker must be able to repeatedly push, pull, lift and/or carry up to 60 lbs.; must be physically able to sweep, shovel, rake, remove produce, produce debris, soil and plant debris from equipment on a daily basis; must be able to sit for long periods of
time; must be able to pressure wash out and sanitize trailers on a daily basis; must be able to work in adverse weather conditions without temperature or other environmental controls; must be able to understand and comply with all company policies
and procedures; must comply with all federal, state and local regulations regarding behavior, vehicle and equipment operation and safe work practices. Workers should be able to do the work required with or without reasonable accommodations.
Use, possession, transfer, offer, sale or manufacture of marijuana and/or controlled substances strictly prohibited. All work sites are alcohol and drug free work places. Employees must not report for work, enter the employers' property or perform
service while under the influence of or having used alcohol, marijuana, illegal controlled substances, or any other substance that may in any way adversely affect their alertness, coordination, reaction or safety. Employer-paid pre-employment, as well
as post-employment random, upon suspicion and post-accident drug testing required. Drug testing conducted uniformly for all employees, both foreign and domestic. Tests are conducted in accordance with USDOT standards after the initial
employment offer has been extended and accepted. Drug test not required for prospective applicants prior to hiring decision. Any worker who fails a mandatory drug test and is unable to obtain the required licensing as a result will be terminated.
Workers with a clean driving record (no major moving violations such as but not limited to Driving While Intoxicated or Reckless Driving) and possessing or able to obtain an insurable driver's license may drive company vehicles. Workers with
appropriate licenses may transport other workers to and from employer-provided housing directly to worksites each day and may transport workers around farms during the workday, may transport crops, supplies, tools and/or equipment/supplies
between employer's farm locations, on private or public roads. Workers do not deliver to customers. Workers may drive multi-purpose vehicles that have a capacity of less than 13 tons, require a standard driver's license to operate, and may be used on
or off farm by the workers (e.g., drive to the grocery store, bank, etc. at their discretion).

Workers are not required or expected to arrange for the routine pick-up of another worker or groups of workers on a regular schedule at other housing locations or centralized pick-up points.
Workers are required to work in fields when plants are wet with dew and rain, and may be required to work during light rain, moderate winds, direct sun, high humidity and extreme temperatures. Temperatures in fields during working hours can range from 30 to over 100 degrees. Allergies to goldenrod, insecticides, herbicides, fungicides or honey bees may affect a worker's ability to perform the job.
Workers should be able to do the work required with or without reasonable accommodations. Saturday work required. Must be able to lift/carry 60 lbs. Employer-paid post-hire drug testing is required upon reasonable suspicion of use and after a worker has an accident at work. Must be willing to work 1st, 2nd or 3rd shift hours.
Persons seeking employment in this position must be available for the entire period requested by the employer. Applicants must be able to furnish verifiable job reference(s) or comparable third party documentation from recent employer(s) establishing acceptable prior experience.
Employer may request, but not require, workers to work more than the stated daily hours and/or on a worker's Sabbath or federal holidays. Worker must report to work at designated time and place each day. Daily or weekly work schedule may vary due to weather, sunlight, temperature, crop conditions, and other factors. Employer will notify workers of any change to start time. Workers will have an
unpaid lunch break.
The employer will offer 3 shifts per 24 hours with an unpaid lunch break Monday throughFriday :
(Shift 1) 6:00 a.m. to 3:00 p.m.
(Shift 2) 2:00 p.m. to 11:00 p.m.
(Shift 3) 10:00 p.m. to 7:00a.m.
The employer will offer 3 shifts per 24 hours with an unpaid lunch break on Saturday:
Shift 1: 6:00 a.m. to 2:00 p.m.
Shift 2: 2:00 p.m. to 10:00 p.m.
Shift 3: 10:00 p.m. to 5:00 a.m.
Each worker will be assigned to a shift.
TERMINATION. Prior to any termination for cause, employer evaluates workers' performance of required tasks and compliance with Work Rules and other employer policies. Employer may terminate a worker for cause if the worker's performance consistently and/or substantially fails to satisfy the employer's reasonable expectations (in accordance with the criteria set forth herein), or otherwise
engages in serious or egregious misconduct that endangers health, safety, or property. In assessing whether workers' performance meets reasonable expectations, employer evaluates, among other reasonable criteria, whether the worker: (1) has adequately complied with the Work Rules and any other policies or procedures; (2) has complied with all health and safety guidelines, including the use of
tools or equipment in accordance with best practices to protect the employer's property, crops, and in a manner that avoids injury or damage; (3) has treated company property (tools, equipment, crops, fixtures, etc.)

Job ID: 477696711
Originally Posted on: 5/19/2025

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