by Shelley Elkovich and Maud Powell

Agricultural workers in southern Oregon are typically Latino, either part-time seasonal workers, or on some farms, full-time and year-round.  Among the challenges in hiring these workers is the lack of a central hiring source. For instance some cities have specially designated hiring halls which can offer basic services such as Spanish language interpreters, lavatories and an agreed-uponstate wage.

Farmers in southern Oregon often struggle to find skilled workers and rely on word-of-mouth and networking with neighboring farms.  Skilled laborers vastly prefer year-round employment, which often exceed the financial resources of the farm operation.  Cooperation between farms in work-share arrangements often boosts retention of good workers by offering them the equivalent of full-time work spread between the two farms.

Another challenge in hiring is communication.  Farmers who take the time to learn a few phrases in Spanish have a much easier time communicating with their employees.  An excellent resource for agriculture-specific Spanish phrases is the out-of-print Spanish in the field: Practical Spanish for ranchers, farmers, or vintners. Check your public library for a copy.

Until recently, it was difficult to compete with the building boom when hiring workers.  Some experienced farmworkers shifted their employment focus to construction work because is generally pays better.  The economic downturn and decrease in housing construction has made it easier for farmers to compete with that sector.

Farmers who employ unionized workers have reported increased marketing opportunities for their products and higher satisfaction among their workers.  Wages are not necessarily higher for union employees, but these workers do enjoy collective bargaining protections.  While there is an active labor union in the Woodburn area, there is currently no organized labor among southern Oregon farmworkers. 

Internships

Many small specialty farms rely on intern or apprentice labor.  These interns are typically young North Americans, although apprentices come from all over the world.  The apprentices usually do not have the same work experience or skill level as farmworkers; in fact, some have never spent significant time on a farm.  Others may have worked on other farms and seek to broaden their experience.  Interns are typically housed at the farm, and in exchange for room, board and a small stipend, gain valuable farm skills and the chance to experience the farming lifestyle.

This exchange has been a valuable source of affordable labor for small producers, and an important “training ground” for next generations of farmers.  Despite the success of these programs, they are rarely in compliance with state wage law.  Recently, in the Willamette Valley, a former intern filed a wage claim against a farmer and won payment of back wages.  Wage law states that if an intern works independently and contributes to the profitability of the farm, that intern is an employee entitled to minimum wage compensation. 

One solution is to pay interns minimum wage for work performed and then charge the intern market rates for rent, contributions toward groceries, and fees for educational programs.  In order to comply with the law, all appropriate tax and employment forms must be filed, as well as a written work agreement between intern and farmer.

Successfully and legally managing employees, be it interns or farmworkers, represents a difficult and complicated aspect of running a business.  Through the two courses on labor management, the OSU Extension Small Farms Program will provide producers with knowledge and information to more successfully manage their workers.

Resources: Bureau of Labor and Industries, www.oregon.gov/BOLI/ The On-Farm Mentor’s Guide World Wide Opportunities, www.wwoofusa.org

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