Labor

Cultivating a Modern Workforce: How Ag Operations Can Become ‘Employers of Choice’

Thu, 12 Mar 2026 12:35:08 GMT

WESTMINSTER, Colo. — In today’s highly competitive ag labor market, attracting and retaining talent has never been more challenging. At the recent Colorado Fruit and Vegetable Growers Association Annual Conference, Teresa McQueen, corporate counsel for Western Growers Association, shared best practices for reducing turnover, elevating company culture and becoming an employer of choice.

McQueen defines an “employer of choice” as an organization that can say, “People choose to work here, choose to stay here and would recommend us because our day-to-day experiences match our promises.”

To understand the full value of being an employer of choice, it’s important to look at how the ag workplace has evolved. For one, McQueen says increased competition for a limited pool of reliable workers has created less tolerance for uncertainty.

“Historically, farms and ranches have operated on a more informal system, and that worked great when workers stayed around for years ... and those operational, procedural things — your company culture — were passed down informally, because ‘It’s just the way that we do things here,’ which was great when people stayed around for years and before things got really complicated,” she says. “It just doesn’t work in a modern workforce. In a modern workforce, uncertainty in employees creates turnover.”

The system of informality, in which employers rely on their employees to communicate expectations and policies, results in both uncertainty and informal decisions becoming expectations, McQueen says. “And that’s how your operations kind of get away from you.”

Another major morale killer rooted in the old way is the “we’ve always done it this way” mindset, McQueen says.

“It’s frustrating and demoralizing for employees, and it would be frustrating for all of you,” she says. “I’m sure if you came up with a great idea, an innovative way to do something, and you were told repeatedly, ‘Wow, this is a really great idea, but we’ve always done it this way,’” that mindset sends a message to employees that there’s no room for collaboration or inspiration.

Clarity, Consistency and Trust: The Path to Employer of Choice

Clarity in your purpose, consistency in your practices, trust and stability are a competitive advantage and the principal goals in becoming an employer of choice, McQueen says.

“When you have trust with your employees, they feel the work environment is stable,” she says.

Being an employer of choice is not only about being a place where people want to work but also a place employees refer others to work as well, says McQueen, who adds that reputations — good and bad — spread quickly among crews and communities. A bad reputation can fuel turnover and erode employer trust rapidly.

McQueen sees many benefits to being an employer of trust from low turnover to “fewer no-shows at critical moments in your operations.” Higher quality and consistency and “things being done right the first time, not the third time” also result in a stronger pipeline.

“Your operations already run on consistency from equipment maintenance, feeding routines, harvest timing, safety procedures — consistency with people management is exactly the same thing,” McQueen says.

At the recent Colorado Fruit and Vegetable Growers Association Annual Conference, Teresa McQueen, corporate counsel for Western Growers Association, shared best practices for reducing turnover, elevating company culture and becoming an employer of choice.

(Photo: Jennifer Strailey)

Successful Supervision

Supervisor consistency is critical. Every supervisor across locations and crews needs to coach, and not push, with consistency, says McQueen. All employees must be treated the same and with respect whether they are domestic or H-2A workers.

“Make sure that you’re training your supervisors because they’re the key for a lot of us,” says McQueen, adding that people don’t leave companies; they leave bad managers.

“Supervisors are also key when it comes to risk,” says McQueen, so be sure to have a system and train supervisors to listen for the “red-flag issues.”

McQueen also advises employers to limit who can terminate or send workers home and to ensure supervisors understand they are not responsible for making big decisions like whether harassment or discrimination has occurred. Their role is to assure the employee that they will take the matter to the appropriate decision-maker immediately, says McQueen, who emphasizes that critical situations must be addressed in a timely manner.

“Because if a supervisor thinks that those particular types of decisions, which are huge risk factors for an employer, if they feel that’s within their power, you are going to have inconsistency because they’re using their personal judgment, which isn’t always what you want,” she says. “You want those decisions made from an organizational standpoint. How will we as an organization want to manage this risk?”

The bottom line is consistency every time, says McQueen.

“You want to make sure that everyone knows exactly what they’re supposed to do, and they’re doing it the same way each and every time,” she says. “Consistency leads to making fewer mistakes and creating a safe work environment.”

Define Your Employee Value Proposition: The Promise You Can Keep

1. We start on time, and you know your schedule.
2. We explain pay clearly and fix issues fast.
3. We promote crew leaders from within and train you to get there.
4. Our housing/transport rules are clear, consistent and respectful.

Documentation is another critical component of consistency.

“Recordkeeping is huge,” she says. “It legally protects you. It also builds trust operationally with your employees. It’s one of the ways that you build trust, because you’re documenting things. You know what’s being done consistently, and you can show what’s being done consistently.”

Consistency with pay practice — another big risk zone — is also key. Whether it’s piece rate, minimum wage or overtime, this is one of the places you want to make sure you’re doing it correctly and you’re in compliance with state and federal laws, she says.

Ensure simple, consistent timekeeping is being used by every person who’s responsible, she says, and create a one-page pay policy sheet in English and whatever the second-most predominant language is among the crew.

Employers of choice offer:

Consistent pay practices.
Compliant hiring practices.
A safe working environment.
Rapid response to issues involving harassment, discrimination, retaliation.

Why They Stay Interviews

Retention is decided in the first seven days on the job, says McQueen. While many employers conduct exit interviews with employees when they decide to leave, far fewer conduct “stay interviews” with engaged employees in the company. These interviews can provide insights into what’s working and where improvements can be made that can aid with retention of new employees.

She recommends conducting 10-minute, five-question stay interviews once per season.

Stay interview questions:

What’s working well?
What’s making your job harder than it needs to be?
What would cause you to leave?
How is your supervisor doing?
What’s one change you would make this week?

What’s Ahead for the Team

Ask yourself this, says McQueen: If an employee left this week, what would they say about your organization? What would they say about you as an employer? What are they telling other people?

“Are you developing [employees] so they can see a path [forward] at a place they want to stay, which is going to aid you in retention, referrals and returns?” McQueen asks.

On the path to becoming an employer of choice, McQueen’s advice is to avoid feeling overwhelmed by the thought that everything needs to be tackled at once, and instead, pick one thing to improve each season.

“Take small steps to create practices that are easily repeatable, and they become the thing that you do; they become your culture,” she says.

McQueen’s 90-Day Employer of Choice Plan

Weeks 1-2 — Quick compliance and process audit (pay, timekeeping, hiring, safety)
Weeks 3-4 — Train supervisors on consistency, retaliation awareness, documentation
Weeks 5-6 — Launch first seven-days onboarding checklist and buddy system (who new employees can go to for help)
Weeks 7-8 — Publish an employee value proposition and a “How Pay Works Here” one-pager with translations
Weeks 9-10 — Start a scorecard and run stay interviews for your highest-risk crews

It’s Time to Break Up with the Bad Employee

Fri, 13 Feb 2026 18:02:00 GMT

Having the right employees on your team is essential to keeping the farm running smoothly. Yet in many cases, workers are hired to fill an urgent labor gap and aren’t given the training or resources they need to succeed. When that happens, even well‑intentioned employees may struggle to fit the role or the team—ultimately leading to a labor “breakup.”

Jorge Delgado, a training and talent development specialist with Alltech, says the reluctance to address these situations is often emotional and more costly than managers realize. In a recent conversation, he compared it to staying in a romantic relationship long after it is clear it is not working.

Why Do Farms Struggle to Let Go?

For many farm owners, the biggest barrier to firing a poor-fit employee is fear.

“One fear that many farmers have is that they are not going to be able to find another employee to replace the person they are letting go,” Delgado explains.

This fear intensifies in specialized roles where skills are harder to find.

“This can especially be true for middle management positions,” Delgado adds. “These are more technical positions, and it can be really hard to find people to fill that role. Sometimes, that makes management hesitate to get rid of that person, even though it’s hurting production and numbers at the farm.”

Family and social ties on the farm add another complication. Delgado says it’s not uncommon for employees to be related, or tightly connected, to others on the crew.

“Sometimes these guys, they have family involved,” he adds. “The owners or managers are afraid that if they let go of oner person, these guys will take their family or friends with them.”

The result is a kind of emotional hostage situation. Even when the employee clearly doesn’t fit the culture or role, management feels stuck, hoping the situation will somehow improve on its own.

Have Clear Expectations

Many employee challenges on farms can be traced back to what did or did not happen on the first day of work. Delgado says problems often begin long before performance issues show up, simply because expectations were never clearly laid out.

“You have to have rules and regulations really clear and established on a far,” Delgado says. “Most of the farmers hire people on the spot, get them trained and get them going. These people don’t necessarily go through a formal onboarding process where they go through the expectations, the rules and regulations, and so they don’t know anything about it.”

When those expectations are never clearly explained, performance conversations and eventual terminations can feel unfair on both sides. Employees feel blindsided, and managers feel frustrated. In many cases, the breakdown started on the first day the employee walked onto the farm.

He also stresses the value of doing basic reference checks before hiring, an often-skipped step in agriculture.

“Sometimes we just hire the individual that is right at the door, and we don’t do any research,” Delgado says. “But that research can be an early sign that this individual is not the right fit for my culture.”

The Three-Strike Approach

Before any tough decision is made, farmers need a clear framework for addressing performance issues. Delgado recommends a structured, professional process—one that gives employees fair warning while protecting the farm.

He suggests a simple three-strike policy:

Verbal warning - Delgado stresses that this first step should be a clear, calm and deliberate conversation. The manager needs to sit down with the employee and explain exactly what behavior or performance issue needs to change, why it matters to the operation and what improvement looks like.

He encourages farmers to avoid vague statements like “you need to do better” and instead focus on specific, measurable expectations. The employee should leave the conversation knowing precisely what needs to change and the timeframe to correct it.

Written warning - If the issue continues after the verbal warning, Delgado says it is time to move to formal documentation. This step should be more structured and intentional, signaling to the employee that the concern is serious and must be addressed.

“You need to sit down with the person and explain what’s going on,” Delgado says. “It becomes more structuralized, because the person and both parties should sign a document saying, ‘Look, this is the second time you did this, and these are going to be the consequences if you do it for the third time.’”

Termination -If the behavior does not change after verbal and written warnings, Delgado says it is time to part ways. By this point, the employee has been given clear expectations, opportunities to improve, and formal notice that the issue is serious.

Delgado encourages farmers to handle this step professionally and directly. The conversation should be private, respectful and brief. The manager should clearly state that the employee is being let go, reference the previous warnings, and avoid turning the meeting into a debate or long explanation.

Watch for Red Flags

Every farm has its own internal culture. Employees work closely together, talk with one another and often recognize problems long before management does.

“In this small circle, things travel fast, especially trouble,” Delgado says. “When there is a person who is not behaving properly or doing something wrong, the team will try to get rid of this person. And the first sign is they will communicate with management.”

Delgado adds that the mistake many managers make is brushing off those early comments or complaints. When multiple employees start raising concerns about the same person, it is often an early warning sign that something is not working and needs attention before it affects the whole crew.

“Many times, the managers avoid these signs,” Delgado say. “They think, ‘Just let it go. Everything’s fine. We’ll take care of this later’ and they totally avoid the problem. By the time they realize it is a big issue, it’s too late.”

Common red flags include chronic lateness, cutting corners, skipping protocols and poor communication. These patterns aren’t only unprofessional, but they can create extra work and frustration for the dependable employees.

“At some point you have to say, ‘What’s going on here?’” Delgado notes. “Don’t ignore the red flags and sweep them under the rug.”

When You Have to Fire on the Spot

Not every situation needs to follow a step-by-step process. Sometimes, inappropriate behavior or actions require immediate dismissal.

“Sometimes you have to get rid of somebody on the spot,” Delgado says. “For example, someone mistreating animals, damaging equipment, mistreating coworkers, stealing or causing serious disruption needs to be let go of immediately. When behavior like drugs, alcohol, sexual harassment or anything else begins to change the culture and environment of the farm, there are no second chances.”

In these cases, keeping the wrong person sends the wrong message to the rest of the team. It makes it look like serious issues can be overlooked or tolerated. It creates frustration for employees who follow the rules, do their jobs well and expect the same standards from others.

Check In, Listen and Make Employees Feel Valued

Preventing tough breakups with employees starts well before any termination talk. Regular check-ins—both formal and informal—can catch small issues before they grow into major problems.

“Formal reviews need to be mandatory,” Delgado says. “But they often aren’t regular. Also, survey your culture. Anonymous surveys usually get people to speak up, and you’ll learn a lot about the reality of your team and the culture.”

One simple question he likes to ask employees is: Would you recommend a friend or family member to work here?

“If the answer is no, something is off,” he adds. “You need to fix that now rather than dealing with the fallout later and having to let too many people go.”

Beyond systems and surveys, many farm employees simply don’t feel valued.

“Ask an employee what their role is, and they often say, ‘I just do ‘fill in the blank’” Delgado says. “They don’t see the big picture, and it’s our job to make them feel relevant.”

That means communicating mission, purpose and appreciation—much like in a healthy marriage.

“If you aren’t telling your spouse you appreciate them, you can’t be surprised when the relationship fails if you only point out the negatives,” he adds

Breaking Up the Right Way

Running a farm isn’t just about managing equipment, crops and livestock. It also means managing people. And while you can’t control every employee’s choice, you can:

Set clear expectations from day one
Document verbal and written warnings
Pay attention to the “inner community” of employees
Use reviews and surveys to monitor morale and culture
Communicate how valuable and relevant your team members are

And when it becomes clear that someone isn’t a fit, you owe it to your business and your team to act.

How An ICE Raid Cut This Dairy's Workforce By More Than Half

Wed, 21 Jan 2026 17:53:19 GMT

Like many of their fellow dairy farmers, Rodney and Dorothy Elliott, owners of Drumgoon Dairy, grapple with securing reliable labor. Nestled in the small town of Lake Norden, S.D., their labor headaches intensified this past spring when their 6,500-cow dairy operation experienced a federal Department of Homeland Security audit that led to the immediate termination of 38 employees. The Elliotts were left with 16 workers.

“We didn’t just lose employees — we lost years of experience, skills, knowledge and a team culture that we had built over the past 10 years or more,” Dorothy says.

The audit findings revealed several workers had inaccurate, outdated or incomplete documentation regarding their U.S. citizenship status or work permits. For the Elliotts, the raid brought to light a critical issue that many farms and ag businesses face today: The complexities of immigration policy impact workforce availability.

The Elliotts fear for the future, not only for their own dairy, but for the industry at large. Immigrant workers are critical to dairy operations, representing over half of all dairy farm labor and contributing to 79% of the U.S. milk supply, according to the National Milk Producers Federation.

“Basically, we’ve turned off the tap, but we’ve done nothing to create a solution to find employees for the dairy industry,” Dorothy says.

(Drumgoon Dairy)

The urgency for immigration reform is exacerbated by the fact Americans are typically unwilling to undertake these demanding jobs, says Rick Naerebout, CEO of the Idaho Dairymen’s Association.

“This is bigger than just a dairy issue, this is a feeding America issue, which is national security. Roughly half of all on-farm labor in America is unauthorized. We cannot feed ourselves as a country without these workers,” Naerebout says. “One of the lessons we learned from WWII is that a country that cannot feed itself without imports is at greater risk from their enemies.”

(Drumgoon Dairy)

A Sustainable Future Requires a Sustainable Workforce

The Elliotts’ journey began in northern Ireland, where they managed a small dairy farm restricted by stringent government regulations. Frustrated by the limitations and lured by an enticing marketing campaign from the South Dakota Department of Agriculture, the family took a leap of faith. They left Ireland, aspiring to transform their modest 140-head operation into a modern, sustainable dairy farm.

Their vision extended beyond business growth — they also set their sights on building an operation that offered future generations a chance to return to farming.

“We’ve achieved our goals that we set out for ourselves: Build a dairy, milk cows and grow the dairy industry in South Dakota,” Dorothy says. “Is it a sustainable goal if there’s nobody to work on these dairies? No. All the time, money, effort, investment and hard work that has gone into it will be null and void if there isn’t a workforce.”

With firsthand experience, Elliott empathizes with her workforce, many of whom are Hispanic immigrants. Elliott gained citizenship shortly after relocating to the U.S., and her husband followed suit, becoming a citizen eight years after they moved.

“We’re facing a reality where all our employees are doing is working. They’re filling positions that are, at present, not being claimed by American workers,” Dorothy reflects.

Her statement sheds light on the essential roles immigrant laborers play across the agricultural landscape, highlighting the gap between workforce demands and available labor supply.

“I want people to understand that dairy farms don’t choose to hire undocumented workers. We all have to hire following state and federal guidelines,” Dorothy says. “Everyone who was hired on our farm had to have a state or federally issued ID card and a Social Security number. Some of these employees had been working without any flags being raised for over 10 years. They were paying all the state and federal taxes we are required to collect.”

(Drumgoon Dairy)

Automation Still Requires Human Touch

Despite adversity, the Elliotts push forward. Nearby farms offered temporary assistance following the raid, and they continue to heavily invest in both local and international workforce recruitment. Although automation seemed a promising alternative at one point, the prohibitive costs and disappointing results led to the sale of some equipment.

Drumgoon Dairy installed 20 robots in 2020. They hoped to recruit students and graduates from Lake Area Technical College’s robotics program to maintain the equipment. They’ve advertised maintenance positions, but the response has been disheartening. As of now, “no one,” according to Dorothy, has stepped forward to fill these roles.

Given the high costs associated with running and servicing the robots, the family decided to remove them.

(Drumgoon Dairy)

A National Security Crisis

Drumgoon Dairy’s challenges are not isolated. Since President Trump’s crackdown on immigration started a year ago, ICE Raids have happened all across the U.S. While numbers specific to the agriculture industry aren’t available, according to the U.S. Immigration and Customs Enforcement , the number of people in immigration detention in the U.S. hit an all-time high as of Dec. 14, 2025, at 68,400 people.

It’s been nine months since the ICE raid at Drumgoon Dairy. While the Elliotts now have a full workforce, they’re not operating with the same level of experience, skills and knowledge.

“I feel that the Republican Party has run on this promise of immigration reform and encouraging new businesses to come and set up businesses in the U.S.,” she says. “Since we started dairy farming in 2006, the only people coming to work on dairy farms have been from the Hispanic community. I now see local construction businesses, factories, landscaping businesses and other ag businesses all using Hispanic workers. Where is the reform? What has been done to facilitate a sustainable workforce?”

Your Next Read: What To Do If ICE Comes Knocking On Your Door

Will 2026 Finally Be the Year for Immigration and Ag Labor Reform?

Wed, 14 Jan 2026 21:44:57 GMT

Talk to any farm group across the country, and they will tell you that the agricultural labor shortage is one of the most limiting factors in the industry right now next to low grain profitability.

The Time is Now
The debate over immigration and ag labor reform has been a political hot potato for decades, which has led to inaction by Congress. However, there are some indications from the leadership of the Senate and House Agriculture Committees that 2026 might be the year a long- or short-term fix could finally be passed.

The chairs and ranking members of both committees joined American Farm Bureau president Zippy Duvall at their annual convention in Anaheim, Calif., this week to talk about a variety of ag topics, but the focus quickly turned to ag labor. There was consensus among all four that solving this crisis was a priority for 2026.

Senate Ag Committee Leadership Making Ag Labor a Priority
Senate Ag Ranking Member Amy Klobuchar, D-Minn., says the H-2A program is not working and there is pressure to find a solution.

“And I just think the time has come to get this done,” she says. “Michael Bennett has a bill that I am a co-sponsor of that would fix the H-2A visa program and make sure that we have year-round visas, that we are doing something on wage certainty protecting the existing workforce.”

Klobuchar says she has worked on immigration and agricultural labor reform over the course of several administrations, only to hit a brick wall in the end. However, she believes the need has become too great in the U.S. among industries like agriculture to ignore. To get this across the finish line farm groups like the American Farm Bureau will need to appeal to lawmakers about how refusing to solve this crisis could put more farmers out of business.

“You’ve got to make that economic case about how we want to feed the world,” she says. “We want to have strong businesses, and to do that we need a smart immigration system that allows for workers.”

Why is 2026 Different?
One change that has improved the political climate is the Trump administration’s beefed up efforts to protect the U.S. southern border says Senate Agriculture Committee Chairman John Boozman, R-Ark.

“We said we could not do reform because the border was not secure, and it wasn’t secure; it was just the opposite of that,” he says. “We’ve worked hard; it is secure now, then through Visa programs you control the flow, but it’s time to do that.”

Boozman adds that another important change is the consensus in agriculture about the importance of reforming immigration and ag labor.

“Every farm group I talk to say this is a top priority,” he says. “We need massive reform, and the good news is on both sides of the aisle, I think, that we are getting that message because of your hard work lobbying.”

House Ag Committee Leadership Has Already Laid the Groundwork
House Agriculture Committee Chair G.T. Thompson, R-Pa., agrees it is time to break the grid lock on ag labor reform in place since the 1980s.

“Because if you don’t have a work force you have food insecurity; if you have food insecurity you have national insecurity,” he says.

In the 118^th Congress Thompson laid the groundwork for legislation by assembling a 16-member bipartisan task force on ag labor that included a cross section of farmers and processors. He says the result was a thoughtful action plan that provided 21 recommendations for reform.

“Fifteen of those were unanimous, and so we have taken those to legislative council,” he says. “We’d probably be a little further ahead if we didn’t have that goofy shutdown. We are looking forward here in this first quarter of this year of getting that introduced.”

House Agriculture Committee Ranking Member Angie Craig, D-Minn., says it’s a good first step but warns the challenge for immigration reform is the ongoing ICE actions carried out by Homeland Security. She had heard from dairy farmers in her home state about the chilling effect its having on the work force.

“Whether they were legal immigrants or not, they don’t want to come to work because they fear this environment right now,” she says.

Craig says at times the administration has given the impression that they do not want immigrant labor in the U.S., and so that needs to change to be able to build enough support in Congress to pass this legislation.

How to Handle Tension Before it Becomes Conflict

Wed, 07 Jan 2026 22:37:46 GMT

Conflict on farms isn’t always obvious. It doesn’t have to show up as a dramatic argument or a big blow-up moment. Most of the time, it starts as frustration over a task, strain between coworkers or even just someone quietly checking out.

While conflict can feel messy, it’s not a sign something is broken. According to Hernando Duarte, farm labor outreach specialist at the University of Wisconsin-Madison, it’s a reality of farm work.

“In labor-intensive environments like farms and other agricultural operations, conflict between employees [and family] can happen,” Duarte explains. And on farms, that friction is hard to avoid.

Conflict Can Feel Personal

Duarte notes conflict feels uncomfortable for a reason. On a farm, long hours, physical work and constant pressure can make disagreements feel personal, even when they’re not. Sometimes, just a simple disagreement can feel like a personal attack.

“Our brains often perceive conflict as a threat, which makes it uncomfortable and leads many people to avoid it,” he says.

That instinct to avoid tough conversations is understandable, but avoiding conflict doesn’t make it disappear. According to Duarte, the difference between a farm that struggles and one that moves forward often comes down to how leaders respond when tension shows up.

Most Conflict Starts Below the Surface

Sometimes a disagreement looks like just part of the daily grind, but Duarte emphasizes that understanding what’s underneath the issue is the first step toward solving and preventing conflict in the future.

On farms, those underlying causes often include:

Misunderstandings about expectations or tasks
Different work styles and decision-making speeds
Unclear roles or responsibilities
Cultural or language barriers within diverse teams
Stress and fatigue during peak seasons
Generational differences in values and priorities

None of these are unusual in agriculture, they’re often just a natural part of running a farm. More hands and different perspectives can sometimes cause small misunderstandings, but that’s just a normal part of working together as a team.

Turning Conflict Into Progress

It can be tempting to hope tension works itself out. But Duarte warns that avoiding conflict usually makes the situation worse.

When conflict is ignored, Duarte says farms often see:

Lower morale and growing frustration
Reduced productivity and focus
Higher employee turnover
Declines in performance, quality and safety

Unresolved conflict doesn’t just go away. Left unaddressed, small tensions can grow and start affecting how the team works together.

“Conflict doesn’t have to be a negative thing,” Duarte says. “When handled properly, it can lead to stronger communication, better teamwork and long-term improvements and innovation.”

Handled well, conflict can actually move a team forward. Duarte encourages leaders to:

Create space for private, respectful conversations
Listen to all sides without interruption
Look beyond surface issues to understand the real concern
Refocus discussions on shared goals, including a safe, productive, respectful workplace
Agree on clear next steps, responsibilities and follow-up
Bring in additional support if issues repeat or escalate

Addressing conflict early helps keep small issues from turning into long-term setbacks and gives teams a chance to work better together.

Leadership Sets the Tone

At the end of the day, Duarte says resolving on-farm conflict starts with leadership. If managers ignore tension, people notice. If they step in and handle issues calmly and fairly, the whole team feels more confident.

Leading by example, communicating clearly and checking in regularly all help reduce future conflict. Training supervisors to handle small issues early can keep them from becoming bigger disruptions later.

Conflict isn’t fun, but it doesn’t have to be a bad thing. When it’s handled the right way, it can actually make the team stronger. It’s a chance to build trust, clear up expectations and keep everyone moving in the same direction.

What Does the Future Hold for Labor in an Ag Tech World?

Tue, 18 Nov 2025 21:59:26 GMT

Editor’s note: This is the latest story in a series exploring the current state of labor in the fresh produce industry. This is the second of two pieces exploring the role of technology and its relationship to ag labor.

Technology’s role in farming is nothing new.

From the advent of plowing to autonomous equipment, it’s easy to think of ag tech as human versus machine. But some in the fresh produce industry say the relationship between technology and labor is more nuanced.

“There is a well-established and well-founded focus on agricultural technology as labor-replacing,” says Peter O’Driscoll, executive director of the Equitable Food Initiative. “As workers were trying to improve their wages and conditions, they saw mechanization as a direct threat as a labor replacement.”

Now the circumstances are different; it’s easy to think automation is a threat to ag workers today, but that’s not the case, he says. There’s an ag labor shortage due to an aging workforce not being replaced by the next generation, and there’s more dependency on the H-2A guest worker program.

“Many growers are thinking, ‘If I get robots, I won’t have to hire workers,’” O’Driscoll says. “But when you get into the details, it’s never that simple.”

Instead, he sees the future of ag tech as more supporting of labor versus being an outright labor replacement.

“It’s inevitable, it’s obvious in a labor shortage, why the industry can and should be focusing on introducing new agricultural technologies,” he says. “But how often is that question asked around the difference between investing in labor-replacing versus labor-enhancing?”

And ag labor will play a very different role in the future of these new technologies, says Gabriel Youtsey, chief innovation officer for University of California Agriculture and Natural Resources.

“The question is, as new tech comes, who is going to pick the food?” he says. “It’ll be different than what it’s been, and what is the nature of the workers’ relationship to technology going to be on the farm?”

Different workforce

Tim Bucher, CEO and co-founder of agricultural technology company Agtonomy, says that while the future might look bleak for growers with a dwindling labor pool, there will be a significant shift in how the work will be done in the future and who will do the work.

Bucher says in lieu of advertising for tractor drivers, some of his customers who struggle to fill roles advertise for ag tech operators with video game experience.

“What automation is doing is bringing a new labor force into the picture that the technology now excites them,” he says. “It’s Farmville for real.”

And that’s exactly what Steve Mantle, founder and CEO of innov8.ag, an agricultural technology company providing data-driven solutions for growers, sees too. Mantle says he and innov8.ag have been working with a Ph.D. candidate from MIT on some really interesting predictive modeling for labor. But what’s interesting is this student didn’t grow up on a farm and is still interested in tackling the challenges facing agriculture. He says there’s a bright future in agriculture for a different type of workforce.

“I feel like there is so much of an opportunity to take your gaming type kids and your kids that came out of the womb with an iPad,” he says. “It comes back to how they think in data, even though they don’t necessarily think about it in these games and tactics and how many points do I have, and so on. How do we help them?”

Training

Tyler Niday, CEO and co-founder of Bonsai Robotics, says as more and more automation becomes available and accessible, so too does the question of the labor needed to run this equipment.

“A lot of growers actually say: ‘Hey, who do I need to hire to run these machines? Do I need a foreman with a college degree who knows a little more, who’s a little more tech savvy?’” Niday says.

And, O’Driscoll says, even if agriculture moves more toward labor replacement, there’s still going to be a strong need for human labor.

“Who’s going to train that robot? Who’s going to manage that robot?” O’Driscoll says. “So, the reality is, we’ve got a shrinking domestic workforce, we’ve got increasing demand for the product and so whatever we do in the form of automation, even if it’s labor replacing automation, you’re still going to need a workforce that has the skills to interface with this new technology.”

Youtsey says this is one of the goals of the newly formed California AgTech Alliance: to establish training and curriculum to educate the next generation of ag laborers with more of an emphasis on technology. He says it’s taking the form of drone training and general ag tech classes at different colleges in the state with the goal to offer certifications for different aspects of ag tech.

“As new skills like drone flying and robotic weeding and handling start to come online, and that gets added into the stackable certificate program, along with very basic things like English, mechanics, diesel mechanic, basic math proficiency, which are actually the three top things cited by ag employers as the things that they need from their workers,” he says. “They’ll be able to demonstrate higher-order skills that will translate into technology.”

Youtsey says, however, there’s a bit of an art to predicting the next emerging solutions and the skills needed to operate that technology.

“We’re sort of trying to skate to where the puck is going to be while we’re also supporting the now needs, which are English, basic math and mechanics,” he says.

And, Youtsey says, there’s also a focus on artificial intelligence and, therefore a greater need for AI-proficient workers.

“We’ll start to see the replacement of different kinds of workers with AI-based solutions, so we also actually need an AI-enabled workforce that knows how to use AI tools,” Youtsey explains. “We will have to learn how to harness those tools to be super producers. And if done right, they’ll create outsized productivity for one person.”

An AgSocio equipment operator is shown with a Farmwise Vulcan intrarow weeding machine.

(Photo courtesy of Equitable Food Initiative)

Easy Tasks

Mantle says a lot of what he sees in the immediate future with labor is the ability to streamline efficiencies throughout the farm with different types of automation. It’s not necessarily going to be the addition of a large piece of equipment, but more the ripple effect of smaller changes.

“A lot of the work that we’ve been doing, it’s useful and it’s not super sticky, is what are growers truly tossing and turning about at night, and it’s their finances,” Mantle says. “And what’s the biggest part of their finances? It’s their labor. There’s all this noise around tech and how it can help save the world for them. So, in a grower’s mind, what’s the role of human labor? How do we evolve it on the farm, given all this technology?”

He likens this to Maslow’s hierarchy of needs. He says it’s a little different for growers with bankers and payroll as the most basic need, working up to fertility and automation, but he says many growers can’t get to those higher needs because of the extreme cost of labor.

“I can think back to sitting down with some of these CFOs, where they literally have all these spreadsheets and looking at all these different data points and trying to connect the dots,” he says. “And they’re just trying to figure out how do I unlock efficiencies in this, and how do I use labor, including even their own labor, planning to improve or basically better manage their costs.”

And so, Mantle says innov8.ag has focused on bridging the skills gap in the C-suite as well as in the skills future workers will need.

“It comes back to the gains, the lower hanging fruit, meeting the growers where they are in that Maslow’s hierarchy, bringing that data into the actionable results, where they have the intrinsic pain points that are actually adoptable and then along the way it unlocks where they can start rising back up this pyramid,” he says. “What can I implement now for better labor management on things like labor planning for next year?”

O’Driscoll says labor management goes back to the ultimate question of labor assist versus labor replacement, with labor-supporting technology helping make the existing workforce more productive and efficient, which he says will be more beneficial in the short-to-medium term.

“Some of the really impressive new technologies are labor-supporting,” O’Driscoll says. “For example, in strawberries, having these mobile platforms means workers don’t have to run up and down the rows with their boxes. The robots will carry their boxes to the end of the row. They can be more productive, especially if they’re piece rate and there’s less risk of slip and fall injuries or time lost in running to the end of the row or anything else. So those kinds of efficiencies are good for everybody, right? They’re good for workers, and they’re good for the employer, and they’re much less sort of pie in the sky than when will we actually get the robot hand to learn to twist the berry before they pull it.”

With ag labor being such a tough job, investing in technologies that can reduce repetitive motion injuries benefits the whole of agriculture.

“That’s the perspective we bring based on innumerable conversations with workers who actually want to stay in the industry, but for whom it’s not going to be sustainable absent some sort of an investment,” he says. “That doesn’t mean we shouldn’t be investing in technological innovation in strawberries, but if it makes the folks who are doing the work now want to stay and makes their work easier and more productive, that’s better for the grower and better for the work, and that’s the win-win.

Involving Employees

Any addition of a new piece of technology is an interruption of existing work processes, O’Driscoll says.

“So, however efficient or effective this technology is, it’s still going to have to be integrated,” he says. “It’s going to create change in the work processes and systems change produces unintended consequences up and down the line. So, the simple introduction of technology that doesn’t account for the changes, that doesn’t integrate the workforce in the introduction of that in the design and introduction of the technology is probably destined to fail, even if it’s a really effective robot.”

O’Driscoll points to Semillero de Ideas, an organization that trains farmworkers as consultants to help in the creation and introduction of automation.

“Workers actually advise technologists and employers on the design of the technology,” he says.

O’Driscoll says involving the workforce in the design and introduction of technology maximizes the likelihood of success.

“Our experience in general is that people tend not to destroy things they helped to build,” he says. “Is this the 1960s battle between workers and mechanization, or is this a collaborative opportunity to integrate technologies that actually improve the productivity and the lives of workers, that introduce opportunities for skill development to workers that they feel actually helped to design?”

He says he sees this as the latter, where this will help create new opportunities for workers and offer better quality jobs. Workers, too, feel respected as a part of the process and are more likely to stay at that operation.

“The introduction of new technologies creates all kinds of new opportunities for better quality jobs,” O’Driscoll says. “This ought to be a win-win opportunity, but it’s all going to depend on whether the willingness is there to formally recognize, not just say, ‘Workers are skilled.’ But let’s go beyond saying it’s skilled labor to actually documenting the different kinds of skills that are involved and giving workers a chance to demonstrate those skills and to progress professionally. And then let’s figure out how we formally integrate their perspective and their skill into the design and integration of these new technologies.”

As for the future, Youtsey says it’s going to take creativity and patience. He says a bright side to the ag labor crisis is the investment in ag tech being made by California and others to really seek solutions. And that’s exactly what will be needed in the future.

“It’s going to take a lot of actors with a lot of creative solutioning, working together to move these solutions forward,” he says. “[Venture capital] is not going to solve it. Startups alone aren’t going to solve it. We’ve got to work in a holistic, collaborative networked way to move it forward.”

And, he says, much like what Mantle says with small introductions, the future of technology and labor will likely be a combination of a lot of different ideas.

“We’re going to have to stack some of these solutions,” he says. “It’s just going to take time. It’s going to take continuous runs at it. It’s going to take the turn of innovation to solve these things. And it’s not going to be fast.”

Your next read in this series:

A Conversation With Ag Secretary Rollins on Labor, Disease and MAHA

Wed, 12 Nov 2025 19:59:30 GMT

U.S. Secretary of Agriculture Brooke Rollins stuck to streamlining the federal government labor rules to alleviate dairy’s worker crisis and said more aggressive measures are coming to prevent and contain disease, in an interview with Dairy Herd Management. Rollins this week was at the joint annual meeting hosted by National Milk Producers Federation, the United Dairy Board and the United Dairy Industry Association in Arlington, Texas.

While there, she said the H-2A visa program is particularly broken for dairy, which requires year-round support instead of seasonal workers. She also said measures, such as mandatory testing for lactating dairy cattle prior to interstate movement, are not aggressive enough to address modern biosecurity threats.

Below is a summary of Dairy Herd’s 20-minute conversation with Rollins, who discussed labor, disease prevention as well as her feelings on the “Make America Healthy Again” movement.

What Federal Efforts Are in the Works to Ensure Adequate Labor for U.S. Dairies?

One of the central concerns among dairy producers, and the entire industry, is comprehensive immigration reform. To put it in perspective, more than two-thirds of today’s 9.36 million dairy cows are milked by immigrant laborers in the U.S., according to the National Milk Producers Federation.

Currently, the H-2A visa applies strictly to seasonal or temporary labor. Dairy operations, however, require consistent, skilled workers every day of the year. Milking and caring for cows, managing processing facilities and ensuring food safety are daily tasks that don’t pause between seasons. This mismatch leaves dairy farmers and processors nationwide without a legal means to fulfill their guestworker needs.

In addition to the need for year-round help, Secretary Rollins notes farmers must interact with three different federal agencies to use the H-2A program. Moreover, the costs associated with securing labor have significantly increased, with reports from farmers in south Texas indicating average hourly costs, including transportation and housing, reaching $30 to $35 per hour. Comparatively, similar labor across the border is $2 per hour, Rollins says, illustrating a system that is both unsustainable and inherently unfair.

Ideally, any H-2A program changes will reduce costs and red tape, but comprehensive solutions ultimately require congressional action.

In addition to visa programs, Secretary Rollins says the current administration remains focused on sealing borders and mass deportations.

“Everyone understands the dynamics of an open border, and the millions and millions, we’re unable to count how many, that crossed during the last administration. The President’s No. 1 promise as a candidate in 2022 through 2024 was sealing the border and mass deportations,” she says. “Looking at this challenge through the lens of understanding labor is absolute when we can’t feed ourselves, combined with where we are in terms of immigration, those are the nuances.”

How is the Administration Addressing Threats to Animal Ag?
On day 1, after being sworn in as Secretary of Ag, Rollins was briefed on HPAI . She made it clear that while some measures, such as mandatory testing for lactating dairy cattle prior to interstate movement , had been enacted, a broader and more aggressive approach is necessary. Recognizing that maintaining the status quo was insufficient, a comprehensive strategy was essential — not just from USDA but across the entire federal government.

“I realize there are lots of opinions on my boss, President Trump, but I think the one thing that most people would agree on is that he leaves it all in the field. And, that we have to do everything we can for this moment that we were given to fix a very broken system, whatever that system may look like, in this case, which is animal disease,” Rollins says.

In February 2025, the Trump administration set forth a five-point plan to combat HPAI . Rollins notes the dairy sector, in particular, showcased remarkable adaptability to HPAI threats, demonstrating industry resilience and proactive measures.

Significant investments, such as a $100 million innovation grant , have been allocated to explore vaccines and therapeutic solutions. However, the complexities of viral mutations necessitate caution, especially regarding vaccination strategies, to prevent potentially more dangerous strains from emerging.

“I think we’re going to make more progress than perhaps has been made. Having said that, it’s a virus and the virus always wins,” she says, noting they are worried about New World screwworm and took aggressive actions to combat that by closing several ports.

“We’ve not imported new animals, which is one of the reasons beef prices are up, but we are looking now to figure out how to start reopening ports. I think we’ve gotten our arms around exactly what the problem is,” she says. “We’re building out new sterile fly facilities, which is the only way we eradicated it 30 to 40 years ago, but we have a really good system in place.”

Rollins shares collaborations with international counterparts are stronger, creating an unprecedented partnership with Mexican authorities to manage and preempt future animal agriculture outbreaks effectively. Enhanced border protocols, including disinfection and ivermectin treatments for imports, underscore a commitment to protecting livestock health.

“I feel confident that we are aggressively attacking all pieces of NWS,” she says.

What Does the MAHA Movement’s Mean for Dairy?
The “Make America Healthy Again” movement aims to revamp the nation’s food system, and Rollins offers reassurance dairy products at the forefront.

“Health care costs too much. We’re not getting the care we need, especially to vulnerable populations. How do we fix that?” she asks. “Over the last year, it is completely flipped to, what are Americans eating? What are we serving in our schools? What are we serving in our SNAP program, which 42 million Americans are on the food stamp program.”

While the current economic situation is troubling, Rollins is confident in the long-term potential for profitability and sustainability in the dairy industry.

“What milk, cheese and other dairy products mean as we completely and fundamentally shift our entire food system is our dairy industry is at the very front tip of the spear,” she says, noting the response markets are answering and the dairy industry, too, with the $11 billion in new processing plants, U.S. dairy is riding a wave of momentum that is fueled by consumer demand.

“In the long term, I’m not sure there is an agriculture industry that has more to gain and that will see more of a pivot toward real profitability and real sustainability than this [dairy] industry. I could not be more excited to help lead on that,” she says.

Your Next Read:
Beef-on-Dairy Silver Linings in the Current Margin Equation

Does Your Farm Team Need to Refocus or Reset?

Fri, 12 Sep 2025 19:05:24 GMT

Building a high-functioning team isn’t just a nice thing to do, experts say there is a strong business case to do it. Companies that cultivate strong, collaborative teams consistently outperform their competitors, driving innovation, engagement and results, according to the FranklinCovey Blog .

Studies have shown that high-performing teams are significantly more productive and creative than ineffective teams, making more-informed decisions and saving more time while producing better results. High-functioning teams also see higher employee engagement and job satisfaction, reducing turnover by 50%.

Joel DeRouchey, professor swine nutrition and state Extension leader at Kansas State University, says building a high-functioning ‘team’ is one of the most important things you can do to achieve success, whether it’s your team at work, a volunteer committee, or even your family. Though the size and dynamics of each of those teams varies greatly, what makes them high functioning doesn’t.

Shared Purpose
As an educator, DeRouchey has had the opportunity to be a part of many teams and see a lot of teams in action. From his perspective, teams must constantly evaluate if they need to refocus, recharge or reset. That starts with asking yourself some questions, he says.

“Are you engaged? Are you with people who truly believe in the purpose of the team?” DeRouchey asks.

He says high-functioning teams share the same goals.

“Whether you’re building a team of employees in the barn or in the boardroom, you have to start with the same goals of self-improvement,” DeRouchey adds. “This requires being open-minded, being a good listener and speaking up when needed.”

The most important trait high-functioning teams possess is horizontal accountability, he says.

“I’m accountable to my team members,” DeRouchey explains. “We all have some individual responsibilities that we have to be champions for, but we must realize how our role impacts the other team members.”

He says horizontal accountability builds trust, understanding and self-awareness that helps each individual improve while propelling the whole team forward.

“To me, that accountability to others is key,” DeRouchey says. “Teams that are always trying to one up each other get destroyed really fast.”

When is it Time to Move on?
One of the hardest parts of being a part of a team is recognizing when it’s time for the team to be done.

“All teams don’t have to stay in the same function and fashion for decades and decades,” DeRouchey says. “They need to evolve to those who can work together, have a common mission and trust each other.”

Teams that don’t work well together aren’t productive or fun. He says this is often due to selfishness among one or more members of the team.

“Sometimes people are concerned if others are getting credit, or if they feel the limelight is being taken away from them,” DeRouchey says.

Other times, the challenges arise when someone is doing a disproportionate amount of work because somebody else isn’t pulling their weight.

“There’s never an exact equal percentage of time spent on every little thing between members of a team,” he points out. “There’s never a equal percentage of who gets the credit.”

But he argues high-functioning teams don’t care who gets the credit. They just want to get it done right. When teams become unfunctional, or people lose interest, it’s important to be able to make hard decisions for the good of the bigger team, DeRouchey says.

“I don’t know what the right word is, but you’ve got to be happy on your team, and if you’re not, then you need to reflect on whether or not you should be part of this team,” he says.

It’s also good to look around to see if there is somebody on the team who’s causing unhappiness or if something the team is doing is causing it. If so, it may be time to hit the reset button.

“We can get into the blame game pretty fast on a team,” DeRouchey says. “That’s human nature. We need to instead look in the mirror and take a step back and say, ‘All right, if something’s not going right, what is it? Is it me? Is it the situation?’ Then, go figure out how to best go forward.”

DeRouchey shares more on The PORK Podcast. You can watch it here on YouTube or listen anywhere podcasts are found.

Watch more episodes here.

How Much Does It Cost to Run a High Horsepower Tractor?

Mon, 08 Sep 2025 12:20:49 GMT

Have you ever driven past a large tractor pulling a tillage tool and kicking up dust in a farm field and thought to yourself ‘I wonder how much money it’s costing that farmer in the driver’s seat to run that thing?’

If so, you might be a fellow machinery geek, and you also might want to check out The University of Illinois’ Farm Business Management “Machinery Costs Estimate: Tractors” report.

The study, published on Sept. 1, found that a high-horsepower, brand-new row crop tractor that puts out 640 hp costs a staggering $350 per engine hour in 2025.

At 590 hp, the same tractor would cost about $327 per engine hour. To get your hourly tractor spend down to a more reasonable level, under the $200 mark, you would have to trade down to a 240 hp tractor or lower, according to the data.

With its release at Farm Progress Show last week in Decatur, Ill., still fresh on the mind, it’s hard not to wonder how much it costs to run that new Case-IH Steiger 785 Quadtrac with 853 hp under the hood?

And then if you’re hauling a 12-row planter full of freshly treated, expensive traited seed as well, how much does that hourly rate go up?

The study considers several factors such as machine list price, labor and fuel costs, and “overhead” which includes asset depreciation, insurance, housing costs, interest and repair costs.

While the $350-per-hour figure sounds astronomical, it also makes sense, too. Literally everything seems like it costs more money these days — eggs , car insurance, a standard one-bedroom apartment in town — so why wouldn’t it cost more to run that shiny new tractor too?

It’s important we also keep in mind these figures from the University of Illinois are only estimated costs. The actual costs of running your farm equipment will depend on several factors that differ across the various ag production regions. The University of Illinois says the figures are “useful for determining machinery costs on farms, rental rates for machinery and custom rates for machinery operations.”

The report was prepared by Dale Lattz and Gary Schnitkey, department of agricultural and consumer economics, University of Illinois.

Head over to farmdoc.illinois.edu to check out the data for yourself

America's Farm Labor Crisis: Can Immigration Reform Save Agriculture?

Tue, 02 Sep 2025 19:24:01 GMT

Walking orchards in the Central Valley, is something Scott Peters’ family has done for four generations. With his great grandfather settling in the fertile valley in 1933, the family has been immersed with changes. From regulations and battles over water, to the fight for labor and immigration, Peters Fruit Farms is not only working to preserve the past, but also fighting for their future.

“Today, we primarily grow stone fruit. We’ve gone a little bit into the citrus just to diversify. We have the packing house, so we want to keep it running year round. Citrus is the winter commodity, and stone fruit is the summer commodity,” Peters says.

The Peters are unique. They don’t just grow and pick the fruit. They’re also packers and shippers — an operation that relies on hundreds of employees throughout the year.

“Labor prices are really difficult for us,” says the California peach grower. “As an example, our minimum wage is $16.50. When we compete against Georgia (known as the ‘Peach State’), their minimum wage $7.25. It’s just under half of what we have to pay people, which means we just don’t have a margin of error. If there’s something wrong with the crop — if we have a weather event — it stings us a lot harder.”

California’s Farm Labor is Skilled and Difficult to Replace

That’s the reality for farmers across California. Not only are regulations and water becoming expensive for growers across the state, but labor costs are also on the rise. And considering labor is the highest cost for fruit growers, it’s putting a severe strain on producers.

And while it’s expensive, labor is one of Peters’ most critical resources.

“They’re a very talented labor force. We can’t just go and get somebody off the street,” he says. “We can’t get an H-2A worker from another country who doesn’t know the industry. They can’t do the same job.”

From Arizona to California, to meat processing plants that span across the U.S. Peters says that’s one of the biggest misconceptions about migrant labor. People may think they aren’t talented or skilled, but Peters argues they’re both.

“The supervisors have these rings, and we’ll open them up to the size of fruit we want picked. They will pick a few samples off the tree, show them what sits on the ring and what goes through the ring. And the labor we have picking in the orchard, they will know — just by looking at the rings — which fruit to pick,” Peters explains. “They’ll just go from limb to limb, tree to tree, and they’ll pick the size that we’re requesting by the rings.”

Scott Peters shows U.S. Farm Report host Tyne Morgan rings they use to show individuals who are picking the fruit just what size of fruit they need to pick that day. With barely any difference in the size, it shows just how skilled the labor that works in Peters’ orchards are today.

(Matt Mormann, Farm Journal )

Peters says, to the untrained eye, the difference in the size of the rings is unnoticeable — making the labor this orchard employs irreplaceable.

“That’s how skilled they are,” he says. “So when people say they’re replaceable and you can get H-2A people or other people off the street, no, it doesn’t work that way. Those people will have no idea that small of a difference when we’re asking them to pick a certain size.”

The Broken U.S. Immigration System

The individuals Peters employs aren’t part of the H-2A system. Instead, his workers have been in California for generations, doing manual labor many Americans either don’t want to do, or physically can’t do, at a speed that’s needed today.

“The immigration system in the U.S. is absolutely broken today,” Peters tells U.S. Farm Report. “Why? Because they don’t have a simple, easy way to make immigrants legal. It’s complicated. It’s not very easily accessible for the people. If they find a way to do it, it takes them a long time. We have employees that have gone through the process and are legal. At the time, we did not know they were not. We had no idea. When they come to us, they show us a valid ID, and they show a valid social security card. As far as we’re concerned, we are hiring legal people. And then they come back to us down the road and they show other cards and say, ‘Well, now i need to change.’ Then we have to abide by the new name because of the standards.”

Results from Farm Journal’s Ag Economists’ Monthly Monitor

(Lindsey Pound )

Agricultural economists from across the U.S. agree. In the latest Farm Journal Ag Economists’ Monthly Monitor , 87% of economists said the U.S. immigration system is broken for agriculture. But on the flip side, 87% of economists also said there will be no movement on immigration reform in 2025.

Manuel Cunha, president of the Nisei Farmers Leagu e, has been fighting for a fix to the current immigration system for decades. He says the current 40-year-old immigration system doesn’t work for agriculture. He argues it’s dramatically impacting California’s agricultural landscape.

“It’s horribly broken, and you can’t band-aid it together anymore,” Cunha tells U.S. Farm Report.

H-2A Program Doesn’t Work for California Agriculture

The H-2A guest worker program may work for some sectors of agriculture, but it’s not a comprehensive “fix” for agriculture — especially industries that rely on a large number of seasonal labor.

While the program is vital for addressing domestic labor shortages, for labor-intensive specialty crops like fruits and vegetables, the H-2A program is designed to provide a cortical legal source of labor where domestic workers are often unwilling or unavailable.

However, Cunha says what the H-2A guest worker program is designed to do, and how it actually works, are two different things.

“The cost is prohibitive. It’s a broken program. A guest worker program should be what it is. You go to the border, get a card and come into California or Arizona or wherever, work for 10 months and then leave,” Cunha says. “The system today requires people to through a process in the countries where you have recruiters that control the workers. They, in turn, kind of manipulate those workers where to go and how much you’re going to pay me, then the person comes here. On top of that, to provide required housing, transportation and meals is very costly. In this state, at $23 an hour, no farmer can afford that.”

Cunha says these are all reasons why the H-2A program must be reformed.

“We also must have a guest worker program for hotels, restaurants and construction to where those workers can come in here, they work for 10 months in a rotation, they go back and then they come back again,” Cunha says. “But it’s a guest worker program and not allowing the country to select and choose who you want. There has to be a great working relationship on a guest worker program that works for my industry and agriculture and the other industries as well.”

40-Year-Old Program

The last major immigration reform in the United States was the Immigration Reform and Control Act of 1986 (IRCA), which granted legal status to millions of undocumented immigrants and increased penalties for employers hiring them.

The legislation, now 40 years old, is something Cunha argues is out of date.

Efforts to pass new immigration legislation have frequently failed due to partisan disagreements and an inability to find common ground between parties and administrations.

“They use it so they can get re-elected every time. And it’s so sad that our legislators have that type of mentality. Let’s not fix it, because if we say we’re going fix it, that’s how we’ll get elected. That’s how we’ll get re-elected,” Cunha says. “It’s been broken, and it’s been a facade.”

Dignity Act of 2025

Cunha says the only solution on the table that would work today is the Dignity Act of 2025. The bill was introduced on July 15 by Representatives Maria Elvira Salazar (R-FL) and Veronica Escobar (D-TX).

The bill not only focuses on securing the border, but it provides legal status to qualifying undocumented immigrants. It also imposes higher penalties for illegal border crossings and human and child sex trafficking. Not only would it address America’s farm labor crisis, but Cunha says it could help save agricultural industries that rely heavily on migrant labor across the U.S.

“This is the first real immigration bill that has addressed industries. The Farm Worker Modernization Act was just ag, and it really didn’t do all of ag. It only did the field and not the packing houses or the processing,” Cunha explains. “But being that we’re in the year 2025, many industries like agriculture have the same problem. Those workers have been there for years. And so somehow, we need to give them that opportunity to have a legal means to work here and to travel home.

Cunha says the U.S. has to do something new when it comes to immigration reform, and the Dignity Act of 2025 gives that life.

“The president continually gives off positive vibes: ‘I want the workers to stay here. They are important for the industries, agriculture, the restaurants, the hotels, the construction.’ So, those people need to be here. The bill absolutely deals with that. It makes them have dignity, respect and the fear of not being apprehended any part of the day, going to church or going to the hospital or whatever. They would have a legal card, and the bill’s doing that,” Cunha says.

For now, there’s a nervousness among workers in California — essential labor that supports California’s multi-billion-dollar farming community.

“The workers that are here are more than any H-2A worker that could ever come into the unit. We have 1.6 million. The Department of Labor couldn’t even handle that number if they wanted to bring in H-2A people. The system would blow up,” Cunha says.

California Farmers Are Hopeful

In June, President Donald Trump said he would issue an order soon to address the effects of his immigration crackdown on the country’s farm and hotel industries, which rely heavily on migrant labor.

Trump continues to send mixed signals on immigration policies — even with his hints of a fix for agriculture. According to preliminary Census Bureau data, analyzed by the Pew Research Center , the number of immigrant workers in the U.S. has declined by 1.2 million from January through the end of July. That figure includes people who are in the country illegally, as well as legal residents.

Peters says, considering the Trump administration continues to focus on agriculture, he is hanging onto hope. The hope is that Washington will finally find a long-term fix that helps farmers and protects the precious labor they can’t do without.

“They’re very talented workers,” Peters says. “They have skills, and they’re very hard to replace. You have to train the new person, and it’s how fast they pick up on the training. We’ve looked at robots that do pick fruit. The technology is coming, but it’s not there yet. It’s got a ways to go.”

Americans’ View on Immigration

Americans seem to be growing more positive toward immigration over the past year. According to a Gallup poll released in June, a record-high 79% of U.S. adults say immigration is a good thing for the country.

According to Gallup, these shifts reverse a four-year trend of rising concern about immigration that began in 2021. And with illegal border crossings down sharply this year, the Gallup poll found fewer Americans back hard-line border enforcement measures, while more favor offering pathways to citizenship for undocumented immigrants already in the U.S.

BREAKING: John Deere Confirms 238 Layoffs Across 3 Plants

Fri, 15 Aug 2025 20:56:26 GMT

Following its earnings announcement for the third quarter and rumors of layoffs, ag bellweather John Deere confirmed layoffs at three sites in Illinois and Iowa. The company says a struggling ag economy continues to impact orders for its equipment.

On Friday, the equipment manufacturer issued a statement detailing workforce adjustments across sites in East Moline, Ill., Moline, Ill., and Waterloo, Iowa.

Here is the full, unedited statement from John Deere:

As stated on our most recent earnings call , the struggling ag economy continues to impact orders for John Deere equipment. This is a challenging time for many farmers, growers and producers, and directly impacts our business in the near term.

As the entire ag sector navigates these challenges, John Deere continues to provide customers the high-quality equipment they deserve while strengthening the foundations of U.S. manufacturing.

We remain committed to keeping our U.S. manufacturing footprint strong, viable and competitive. We are investing nearly $20 billion over the next decade to upgrade and enhance manufacturing facilities across the country. This is on top of recent U.S. investments to open new facilities and expand/modernize others.

Due to decreased demand and lower order volumes, the following factories will be implementing workforce reductions in the coming weeks. Affected employees were informed today.

Facilities involved include:

Harvester Works in East Moline, Ill.: 115 (last day of work Aug. 29)
Seeding and Cylinder in Moline, Ill.: 52 (last day of work Sept. 26)
Foundry in Waterloo, Iowa: 71 (last day of work Sept. 19)

Deere adds affected employees are eligible to be recalled to their home factory for a period equal to their length of service, and those laid off are automatically placed in seniority order for openings “they are qualified to perform at the factory.”

Laid off employees will also receive a handful of financial and health benefits that include supplemental income payments and continuing healthcare coverage for up to six months.

This follows earlier pushback from John Deere about erroneous reports that it was laying off over 800 employees in the Quad Cities, Ill., area. Illinois WARN has since issued an apology, pointing to an internal error as the culprit.

Increased I-9 Audits Forcing Dairies to Fire Employees, Exposing Immigration Flaws; There is a Short-Term Fix

Wed, 16 Jul 2025 11:08:31 GMT

Nervousness and frustrations are spreading across the dairy industry. It’s not U.S. Immigration and Customers Enforcement (ICE) raids causing the uneasiness. There’s now an increase in I-9 audits targeting dairies.

At least nine dairies were targeted with I-9 audits over the weekend, according a source in the dairy industry. That follows a South Dakota dairy who was surprised by an audit earlier this month. With reported flaws in the E-Verify system, the audits are resulting in dairies being forced to fire employees who are found to have illegal documents and only given 10 days to do so.

“I’ve heard it from both Texas and South Dakota dairy producers that they are having I-9 audits,” says Rick Naerebout, CEO of the Idaho Dairymen’s Association. “Uncertain as to the timing if these audits were triggered before Trump came out and said he was going to pause enforcement on farms. Really, we haven’t seen the same level of enforcement on farms since he came out a few weeks ago and made those public statements. You’ve had some other public statements that have somewhat conflicted that, but it does feel like there’s a different posture from this administration right now.”

There have been reports of ICE raids in other areas, but the increase in I-9 audits is isolated to mainly two states: South Dakota and Texas so far.

“Honestly, what’s a little bit curious about that is those are both red states, and there seems to have been a focus more on blue states and red states. And you, one of those states seems to be the [Secretary Noem’s] home state,” he adds. “So, there’s some curiousness to it all. I’m really not sure what’s triggering these I-9 audits. Typically, our experience in Idaho when we’ve had a dairy producer go through an I-9, it’s usually triggered by a former employee complaining after they’ve been let go. That’s been kind of the trigger is somebody complaining and then DHS coming in and and conducting an I-9 audit after there’s been an accusation of employment of unauthorized individuals, but really not sure, you know, what triggered these in those two states.”

What the Dairy Industry is Pushing to Change

Even though it seems to be isolated to South Dakota and Texas, it’s creating a nervousness on dairies across the country. And that’s because of the increased issues it’s causing with labor.

The dairy industry seems to be on an island when it comes to finding a legal workforce. Dairies aren’t seasonal, therefore they can’t utilize H-2A , and that’s something the dairy industry is pushing to change.

John Boelts, an Arizona farmer who’s also president of Arizona Farm Bureau, says the farther you get from the border, the more challenging it is to find enough labor within agriculture.

“We need programs that really address what we need in agriculture as far as on a labor basis,” Boelts says. “Many will point to H-2A and say, ‘Well, you have an uncapped H-2A guest worker program,’ and that’s a valid point. However, I’d like to point out that H-2A was designed very keenly not to work very well, to be cumbersome, challenging, expensive, all of the things that don’t fit very well into an agricultural model. That said, it’s the lifeline that American agriculture has today.”

H-2A is a program widely used in agriculture, but one that has drawn criticism for not only the rising cost, but also how complex it is. Those in agriculture argue the system, as it exists today, doesn’t do enough to cover the vastness of American agriculture. That includes dairy farms, dairy processors and produce processors.

And while H-2A is far from perfect, the dairy industry can’t use H-2A today, the one guest worker program that does exist, according to Donald Grady, the senior director of legislative affairs at the international dairy foods association.

“The H-2A program, while it works for large swaths of agriculture doesn’t work for dairy. And because of the fact that dairy is a 365-day-a-year operation, it doesn’t matter — Christmas, New Year’s, your birthday — cows must get milked. And that milk needs to get processed for Americans to safely consume it,” Grady says. “So we are looking to be able to expand the H-2A program so that dairy operations on-farm and in the plant can have another tool in their toolbox to meet their labor needs.”

Changes Are Needed to H-2A to Include Dairies

Grady says for dairy to be able to use the H-2A program in the U.S., the seasonality requirements in the program would need to change to year round. That’s one fix.

“But for processors, we need another specific change, and that is a change to the definition of agriculture, labor and services,” Grady says. “Right now, it does not include processing that does not happen on the farm. So, if you’re on a farm like a packing house for a fruit and vegetable operation, you can still use H-2A workers in that packing plant. But if that packing plan were just across the street and not on the farm, you couldn’t use those workers there. Dairy, obviously, the processing is largely located away from the farm. And so for us to be able to access H-2A, we need to change the definition of ag labor and services so that processing can be included.”

It’s a short-term fix, for what the dairy industry calls a long-term problem. Labor issues have plagued the dairy industry for decades, and it’s a situation that’s only getting worse.

“We need to figure out how we can simply improve our labor pool so that we can meet the needs that we have,” Grady says. “I think as we hear from our IDFA members across the board, we are down about 10% on our labor needs. That accounts to thousands and thousands and thousands of workers. When you look at the fact that we are over 3 million in the dairy manufacturing, retail and marketing side. So when you’re looking at just in the plant, that’s thousands of workers that we need. And this is a tool that would be able to help us in the immediacy.”

There is Momentum for Change

Even though there’s an increase in I-9 audits on dairies, leaders within the dairy industry say for the first time in nearly two decades, there does seem to be momentum for changes to the H-2A program and address the pain points with the current immigration system.

“You do hear some really good things coming from the administration right now about trying to solve the farm labor crisis, and it’s never had this amount of focus from any president, serious amount of focus, and it feels like there’s a serious amount of focus and an earnest desire to try and do something to solve our problem for us, which is a blessing,” Naerebout says. “We’ve been rebuffed by both Republican and Democrat presidencies in the past. We’ve been rebuffed by Republican and Democratic controlled Congresses, and to have a president take this issue on and begin to try and address it, and he and some of his secretaries have taken some pretty strong heat for for trying to solve this problem from his base, but he seems to be really, you know, earnest in trying to find a solution for us.”

E-Verify System is Also Exposing Flaws

One dairy operation was forced to fire nearly 40 employees, as they still scramble to find employees to back fill those jobs. That’s creating a new concern: Are the labor shortages a matter of animal welfare?

“I don’t think we’re quite there,” Naerebout says. “That’s always a concern, especially if you have a number of these audits that happen in a given area, and if you see a response like we saw in New Mexico a month or two ago where the response to that I-9 audit seemed to be DHS showing up and, you know, hauling workers away. That’s new.”

It’s not like these dairies are knowingly hiring individuals with false records. All dairy farms are required to use the E-Verify system, but the recent focus on finding illegal immigrants has exposed another issue: The E-Verify system is also flawed.

It’s a system that’s been used for more than two decades. For employers to make sure they are hiring legal immigrants, they use E-Verify, which is a government program that verifies those employees are authorized to work in the U.S.

In other words, these dairy operations are hiring employees who have been vetted through the E-Verify system. Yet, once an I-9 audit happens, it’s exposing that some of those employees submitted either illegal paperwork, or forms that weren’t theirs. And there’s no way for a dairy to know. That’s what the E-Verify system is meant to do.

It’s a long-standing frustration for dairies who’ve always been exposed to I-9 audits. It’s just until recently, the I-9 audits haven’t been as frequent.

“I definitely feel it’s flawed,” Naerebout says. “We also feel very strongly that it should not be on the employer to determine legal status of people in the country. That should be the job of the federal government. They shouldn’t be putting that on any employer, whether it’s agriculture or any other sector of the economy. That’s an unfair burden to put on the employer.”

What Needs to Happen Long-Term to Fix the Immigration System for Agriculture?

What needs to happen in the long-term? That solution lies with Congress. In order for the U.S. to address immigration laws that were written in 1986, it will take an act of Congress.

“We need to figure out how we can create a system that benefits our farmers by giving them access to workers and benefits the workers so that they can be able to cross the border legally and safely without having to feel like they’re going to get trapped in their home country and not be able to come back and work or feel as though they have to use different means to try and get into this country,” Grady says.

“We need a system that would benefit workers just as much as employers, but it’s the employers who need the workers for sure,” Boelts says.

The reality for growers like Boelts is no matter how high of wages producers pay, they are having more trouble finding the labor needed to fuel the U.S. with fresh produce and food.

“The challenge is for the American consumers, they need to look at it from a fairness standpoint,” Boelts says. “A worker working in Mexico harvesting broccoli or lettuce that then is shipped into the United States, might make $20 a day. Where we’re often offering around $20 plus an hour to work here in the United States. So it just doesn’t make sense. There’s really no reason why we shouldn’t be producing for the U.S. market right here in the U.S.”

Agriculture argues Congress needs to step in. Boelts says he is appreciative for an administration that is listening to farmers. So, what would Boelts tell the Trump administration when it comes to immigration? It’s this:

“I would ask the president and Secretary Rollins to take on a position of leadership, speak to both Republicans and Democrats in the House and Senate, and say, ‘Look, you’ve been hearing about this for years from farmers and ranchers all over the country. We all know what needs to happen. We need to reform agricultural workers, the public policy governing folks coming into the country, both temporarily and permanently. We need options for agricultural producers.’”

Boelts says the solution can’t just be the argument that there is a temporary guest worker program that exists today, because that system is been broken.

“We have cows that need to be milked, livestock that needs to be tended day in and day out, sometimes year round, sometimes temporarily. We needed a program that’s designed to work for American agriculture, period,” Boelts says.

Naerebout agrees that even with the headlines focused on ICE raids, and now increased audits, President Donald Trump is listening to farmers and fixing what many argue is a broken immigration system, and we might finally see some solutions.

“We’ve not had this kind of traction with an administration ever on this issue,” he says. “Maybe Reagan, but I was 7 years old when Ronald Reagan worked on this issue back in 1986, so I can’t really speak to what the mood was then, but we’re cautiously optimistic here in Idaho. We’re watching what the president’s saying, we’re continuing to stay in close contact with our Senate and congressional offices to continue to make sure that when they get the opportunities to put a bug in the president’s ear, and anybody in the administration’s ear about our needs, that that’s happening.”

Naerebout says after 20 plus years, he thinks agriculture finally has a legitimate chance on solving a problem that’s been plaguing the industry. And that solution needs to not only come from the White House, but the long-term fix needs to be addressed by Congress.

Rural America is Facing a Mounting Labor Crisis

Fri, 11 Jul 2025 21:01:26 GMT

The American labor market is reaching a critical turning point that could tighten labor availability in rural industries and slow growth across the U.S. economy. A new quarterly report from CoBank’s Knowledge Exchange warns that demographic shifts and recent policy changes may start impacting businesses as soon as late 2025.

From livestock and crop operations to food processors and rural cooperatives, this labor shortage is becoming especially noticeable in the heart of America’s farmland. Many producers are already struggling to fill roles, and the challenge is expected to intensify in the coming months.

“Barring an unforeseen change in labor force participation rates or immigration policies, the pool of available workers is set to shrink sharply in the next few years,” says Rob Fox, director of CoBank’s Knowledge Exchange. “The problem will be even more serious in states with slower population growth in the Upper Midwest, Corn Belt and Central Plains.”

Demographic Pressures Mount

Fox says the warning signs have been building for years. Labor force participation has steadily declined, birth rates have dropped and immigration policy has become more restrictive.

Between 2022 and 2024, nearly 9 million immigrants arrived in the U.S., driven by global humanitarian crises and relaxed federal rules. While that influx temporarily eased labor constraints, Fox says it only masked deeper, long-term trends.

U.S. fertility rates have fallen from 2.12 children per woman in 2007 to 1.62 in 2023, meaning fewer young people are entering the workforce just as the last of the baby boomers retire. In addition, labor force participation has slipped from a peak of 67% in 2000 to 62% today. Nearly 2.5 million working-age Americans have left the labor force in the past eight months alone.

“There is no single reason people are stepping away,” Fox explains. “It’s a combination of rising caregiving responsibilities, job skill mismatches, mental health challenges and higher disability rates. These are complex issues that won’t be resolved overnight.”

Shrinking Workforce Hits Agriculture Hard

The effects are already being felt across rural America. Farms, food processors, equipment dealers and cooperatives are struggling to find and keep the workers they need to maintain daily operations. Seasonal labor has become harder to find and full-time positions, especially those requiring specialized skills or long hours, are increasingly difficult to fill.

In regions with slower population growth, such as the upper Midwest and central Plains, the challenge is even more acute. These areas often lack the population inflows that help offset workforce losses elsewhere in the country.

While labor has been tight for several years, Fox warns that conditions are poised to deteriorate further.

“What we are facing is not just a cyclical labor issue; it’s a structural one,” he says.

Border encounters have dropped sharply since August 2024, signaling a steep decline in immigration. Combined with rising political pressure to increase deportations, the agricultural labor pool could shrink even more in the months ahead.

“Immigration has long been a key pillar supporting the rural workforce,” Fox notes. “Without a steady flow of new workers, farms and agribusinesses will have to get creative, either by increasing wages, automating tasks or changing how they manage production.”

Technology Offers a Path Forward

In response, more agricultural businesses are turning to technology to help offset the labor gap.

“The key to addressing labor scarcity always lies in innovation,” Fox says. “AI and robotics are no longer limited to the factory floor. They are increasingly being used in fields, dairies and food plants.”

A recent Gallup poll found that nearly one in five workers already uses artificial intelligence in some form each week. At the same time, the cost of robotics has dropped by nearly half in the past decade, making automation more accessible for a broader range of farms and agribusinesses.

CoBank’s report notes that many farm supply customers are using new tools to increase efficiency, improve decision-making and free up time for employees to focus on higher-value responsibilities.

Planning for What Comes Next

As producers look toward 2026, a combination of labor constraints, volatile input costs and shifting policy landscapes will continue to shape decision-making. Fox thinks adaptability will be essential.

“Technology will be critical to agriculture’s future,” he says. “AI and robotics can help farmers do more with fewer workers, boosting efficiency and margins. But investment decisions must be made carefully, especially in this uncertain economic environment.”

Until clearer policies emerge on trade, labor and energy, rural America will need to prepare for continued pressure.

“This is a pivotal moment,” Fox concludes. “Farms that plan ahead, embrace innovation and stay flexible will be best positioned to succeed.”

Rollins Says H-2A Reforms Likely Soon

Tue, 24 Jun 2025 19:52:59 GMT

USDA Secretary Brooke Rollins says the administration is looking at ways to improve the efficiency of the H-2A guestworker program and make it easier for growers to use. Rollins made the announcement during a meeting of the Western Governors’ Association held in Santa Fe, N.M.

The administration will have more details coming soon as well as announcements from the Department of Labor and the Department of Homeland Security.

“We have all been directed by the president to come up with solutions to fix and solve this problem immediately,” Rolins says.

Rollins acknowledges Congress will play a key role in larger H-2A visa reform.

“It’s a congressional act,” she says. “Significant changes can’t occur without our partners on the Hill.”

But she also adds H-2A reform is a bipartisan issue, and while long-term fixes are on the table, there’s an opportunity in the short term to alleviate the burden of the application process.

“The idea that the farm I visited this morning, here in New Mexico, Silver Leaf Farms, they provide 250,000 heads of lettuce to local schools and communities here in New Mexico,” she says. “They don’t have the capability when they need to hire a couple more workers for their harvest to hire and spend tens of thousands, if not more, on legal help to get them through.”

Rollins says the administration seeks to improve the processes to ensure growers have the workforce needed.

“How we can streamline the current process, obviously within current law, to make sure it is much more efficient, that those we are bringing in from Mexico or from wherever, from around the world, to work the fields, to ensure we have the labor force we need, that they’re able to do that efficiently, effectively and not cost prohibitively,” she says.

Agriculture in the Bull's-Eye: Raids Reportedly Resume on Farms, Meatpacking Plants

Fri, 20 Jun 2025 18:40:22 GMT

After President Donald Trump reportedly ordered Immigration and Customs Enforcement (ICE ) to pause raids on farms and meatpacking plants last week, new reports say the administration is reversing course again. The on-again, off-again reports regarding ICE raids is sowing confusion for those who rely on immigrant labor and already causing labor shortages due to employees not showing up for work.

There was an update again late Friday, with President Trump saying he’s looking at new immigration policy steps that would allow farms to take responsibility for people they hire.

The Washington Post first reported Monday that ICE officials told leaders representing field offices across the country they must continue to conduct raids at worksite locations, which is a reversal from guidance issued just days earlier.

Officials with the Department of Homeland Security (DHS) wouldn’t confirm the Washington Post’s report, but an agricultural association told Farm Journal the article is accurate based on their discussions with the administration.

Instead, DHS told us this:

“The president has been incredibly clear. There will be no safe spaces for industries who harbor violent criminals or purposely try to undermine ICE’s efforts,” says DHS assistant secretary Tricia McLaughlin. “Worksite enforcement remains a cornerstone of our efforts to safe guard public safety, national security and economic stability. These operations target illegal employment networks that undermine American workers, destabilize labor markets and expose critical infrastructure to exploitation.”

By Friday, there was another update. Reuters reported President Trump said he was looking at immigration policy steps that would allow farms to take responsibility for people they hire.

“We’re looking at doing something where, in the case of good, reputable farmers, they can take responsibility for the people that they hire and let them have responsibility, because we can’t put the farms out of business,” Trump told reporters. “And at the same time we don’t want to hurt people that aren’t criminals.”

According to Farm Journal’s Michelle Rook, the recent ICE raids are already creating absenteeism and labor shortages that could severally disrupt the U.S. food supply. Ag groups are again calling for immigration reform with hopes the issue will finally come to a head.

Ripple Effect of Immigration Crackdown

Joe Del Bosque, owner of Del Bosque Farms in Firebaugh, Calif., is experiencing the rollercoaster with labor, saying the shifting policy strikes fear in farmers and workers.

“There’s so much uncertainty as to what the administration’s going to do,” Del Bosque told Rook on AgriTalk this week.

Del Bosque says the raids on California produce farms are disrupting the harvest of perishable produce.

“They haven’t been really huge sweeps. They’re usually picking up a few people. But it creates a lot of fear, and people don’t show up to work. That’s just as bad as if they were taken away,” he says.

According to an exclusive report by Farm Journal’s The Packer , the ripple effect of Trump’s immigration crackdown on agriculture could be far-reaching — if the administration revives its focus on ag.

Kevin Kelly is the CEO of Emerald Packaging — the largest flexible packaging supplier to the leafy greens industry. Based in Union City, Calif., the company has been in the packaging business for 62 years. Kelly says the immigrant workforce in California is feeling uncertain and afraid.

“We’ve certainly heard folks aren’t turning up to work in the fields, and we’ve seen it in our facility. We verify everybody, so we know everybody in our facility is documented and can legally work in the United States,” Kelly tells Jennifer Strailey, editor of The Packer. “In our case, it’s brothers and sisters being deported, and other family members being afraid. Our employees are staying home to help their family members move, to take care of them or to take them to see an attorney — that kind of thing.”

Dairy operations in several states have also been raided recently. Dairy producers say they rely on immigrant labor to provide a stable year-round work force and to keep the U.S. food supply stable.

“We need these people to take care of our animals so we can produce food. Without animal care, we won’t have milk, cheese, butter — nothing,” Greg Moes, MoDak Dairy in Goodwin, S.D., told Rook.

The recent ICE arrests at Glenn Valley Foods of Omaha, Neb. have also led to absenteeism at meat processing plants.

“At the beginning of the Trump administration, we had this same worry with the crackdown — whether this was going to impact absenteeism and things like that,” says Brad Kooima, Kooima Kooima Varilek in Sioux Center, Iowa. “So, hopefully we can put that in our rearview mirror.”

By the Numbers: A Heavy Reliance on Immigrant Labor
The news this week of the Trump administration putting a pause on raids of farms and meat processors is welcome news for those in agriculture. From dairies and produce farms, to meatpacking plants across the U.S., these sectors rely heavily on immigrant labor.

Immigrant labor makes up a substantial portion of the meat processing workforce, with estimates ranging from 37% to over 50%. However, states like South Dakota and Nebraska have even higher concentrations of immigrant workers in meat processing — reaching 58% and 66%, according to the nonprofit Migration Policy Institute.

And a large portion of U.S. dairy farms rely on immigrant labor, with estimates indicating that over half of all dairy workers are immigrants. Specifically, these workers account for 51% of the total dairy workforce and are responsible for producing 79% of the U.S. milk supply.

Farmworker Justice estimates 70% of the produce industry’s farmworkers are immigrants. USDA’s estimates are lower — closer to 60%.

Specialty Crop Organizations Push for AEWR Transparency

Fri, 20 Jun 2025 13:19:04 GMT

Specialty crop groups in five states have come together to file a freedom of information request with the USDA to better understand how the agency calculates the Adverse Effect Wage Rate (AEWR) that determines the minimum wages in each state for the H-2A guestworker program.

The effort is led by the North Carolina Sweetpotato Commission (NCSC) and the Georgia Fruit and Vegetable Growers Association (GFVGA), whose members have faced sharp increases in AEWR in the last few years.

Chris Butts, executive vice president of GFVGA, says Georgia growers have seen a total of 31% in increases in AEWR during the last three years. And Michelle Grainger, executive director of NCSC, says growers in her state have seen an 18% rise in AEWR in the last three years.

“Any way you look at it and slice it, this has been a very challenging situation, and as our growers are continually faced with economic pressures for all their other input costs, to have over 40% of their balance sheets tied up in labor and not be able to know what that labor cost is going to be until mid-November, it’s hard to run a business that way as their first workers typically arrive in early February to the farm,” she says. “To not have transparency of how the [AEWR] algorithm is utilized to create a budget on what feels like very arbitrary rates that are sprinkled across the nation at different regions that don’t even make sense. Enough is enough.”

Butts says changes to Georgia’s immigration policy in the 2010s means specialty crop growers in the state utilize the H-2A program exclusively to meet labor needs.

“In the southeast, there is no fruit and vegetable production without the H-2A program because there is no other labor pool there,” he says. “A Vidalia onion is touched by hand six times during the planting through the harvest — the same for blueberry production, citrus production. Our growing industries are reliant on [H-2A labor], and until we develop technology for mechanization and automation to help our workers become efficient, we’re relying on this program.”

Granger agrees, noting sweetpotatoes are a labor-intensive crop, so mechanization is not a possibility for her growers.

“Any sweetpotato grower cannot have fresh sweetpotatoes on the market without hand-harvesting,” she says. “We also utilize labor to transplant. The crop that we have is labor-intensive from the moment we start growing seed, whether that be in the greenhouse or in a bedding field, to the moment it almost hits the truck on a case that’s going retail, food service, a consumer’s plate, etc.”

So far, the organizations that have signed on to the coalition include:

Alabama Farmers Federation
Alabama Fruit and Vegetable Growers Association
Alabama Nursery and Landscape Association
Blue Ridge Apple Growers Association
Georgia Agribusiness Council
Georgia Berry Exchange
Georgia Farm Bureau
Georgia Fruit & Vegetable Growers Association
Georgia Green Industry Association
Georgia Peach Council
Georgia Pecan Growers Association
Georgia Watermelon Association
International Fresh Produce Association
National Council of Agricultural Employers
North Carolina Apple Growers Association
North Carolina Chamber
North Carolina Christmas Tree Association
North Carolina Farm Bureau
North Carolina Growers Association
North Carolina Nursery & Landscape Association
North Carolina Strawberry Association
North Carolina Sweetpotato Commission
North Carolina Tomato Growers Association
North Carolina Vegetable Growers Association
North Carolina Watermelon Association
Michigan Asparagus Association
South Carolina Farm Bureau
South Carolina Peach Council
South Carolina Small Fruit Growers Association
Tobacco Growers Association of North Carolina

Granger and Butts say the coalition has communicated with representatives in Washington, D.C., to voice concerns about the rising AEWR rate and possibilities for ag labor reform. Granger says the diversity of the specialty crops helps drive home the need for changes.

“Our elected officials, regardless of what side of the aisle they may sit on, appreciate the value of agriculture and they appreciate that North Carolina is a state that has a lot of specialty crops,” she says. “Our coalition, when we filed — it has since grown — it was 30 organizations representing five states and 13 unique different crops, as well as eight different state and national member advocacy groups. That diversity really excited our representatives in Congress, because it gave them something more to talk about.”

Granger says a great way for those in the fresh produce industry to help communicate the coalition’s concerns is quite simple. Communicate with elected officials and community members about the vital role that agriculture has in this country.

“There’s a lot of people that we interact with, who don’t quite grasp how reliant we are on labor,” she says. “Not all of these people are not that terribly far removed from agriculture. I’m constantly amazed, but I patiently provide information and education on how uneducated the American consumer is today about what it takes to have fresh food, quality food, safe food and affordable food on their plate. It doesn’t magically just show up at the grocery store.”

Butts says another way for those in the fresh produce industry can help elevate this cause is to get involved.

“If they’re not a member of that state or local organization that signs on the support coalition, join your organization and support them,” he says. “Then ask your regional organization, ‘What are you doing for these efforts, and how can we participate?’”

A Sigh of Relief? Trump Orders Pause on ICE Raids of Farms, Meatpacking Plants

Mon, 16 Jun 2025 15:58:50 GMT

President Donald Trump is reportedly ordering Immigration and Customs Enforcement (ICE ) to pause raids on farms and meatpacking plants, softening the potential blow to industries that rely heavily on immigrant labor. The news comes after a week of ICE seemingly targeting dairy farms, California produce farms and a meat packing plant in Nebraska.

New York Times first reported on Thursday Trump said he would issue an order soon to address the effects of his immigration crackdown on the country’s farm and hotel industries, which rely heavily on immigrant labor. According to reports, the new directive still allows for investigations into serious crimes such as human trafficking.

“We will follow the president’s direction and continue to work to get the worst of the worst criminal illegal aliens off of America’s streets,” Department of Homeland Security Assistant Secretary Tricia McLaughlin told “U.S. Farm Report” in a statement.

The Department of Homeland Security and top White House officials continue to say that ICE is targeting “criminals” and “criminal illegal aliens.” However, as more dairy farms and a meat production plant were targeted, that called into question if it’s just criminals ICE was targeting.

Recent Raids on Farms and Meatpacking Plants

The raid on Glenn Valley Foods, a meat production plant in Omaha, Neb., drew national attention. That raid is what the Department of Homeland Security called the “largest worksite enforcement operation” in the state during the Trump presidency.

Glenn Valley Foods was founded in 2009 by Gary Rohwer, and according to their website they sell steak, chicken and corned beef products to restaurants and grocery stores. Rohwer said he was surprised by the raid and had followed the rules regarding immigration status. The plant used E-Verify, a federal database used for checking employees’ immigration status. But the warrant by ICE officials that said they had identified 107-people who they believed were using fraudulent documents.

Congressman Don Bacon, R-Neb., told local media 75 to 80 people were detained, but four people were also arrested for assaulting ICE agents during the operation. Officials say an investigation is ongoing and additional arrests could be forthcoming, authorities said.

“While carrying out an enforcement operation in Omaha, Nebraska an illegal alien from Honduras threatened federal officers and agents with a box cutter. These are the type of threats and assaults our brave law enforcement face every day as they put their lives on the line to protect and defend the lives of American citizens,” McLauglin also said in a statement to Farm Journal. “Our ICE enforcement officers and agents are facing a 413% increase in assaults against them. Thankfully, no ICE law enforcement was hurt in this operation. The operation was successful and resulted in the arrest of 76 illegal aliens. This was the largest worksite enforcement operation in Nebraska under the Trump administration.”

It’s not just meatpacking plants that saw increased ICE presence last week. Immigration officials also continue to visit dairy farms across the country. There were reports of raids from South Dakota to New Mexico.

@HSIElPaso executed a search warrant at Outlook Dairy Farms in NM & arrested 11 illegal aliens for violations of fraud & misuse of visas, permits & other documents. 1 was previously removed from the US, 9 banned from the US. LeaCountySO HSILasCruces HSI Roswell #EROElPaso #WSE pic.twitter.com/PzLKBJIdQE
— HSI El Paso (@HSIElPaso) June 4, 2025

ICE shared a photo on X saying it executed a search warrant at “Outlook Dairy Farms” in Lovington, N.M. Officials say they arrested 11 people for violations of fraud and misuse of visas, permits and other documents, including nine who investigators say were already banned from the U.S.

The owner of the dairy farm told the Albuquerque Journal that the people arrested supplied him with false paperwork and that following an audit before the raid he’d been required to fire 24 other workers on the farm.

Worries were starting to mount as ICE raids ramped up on dairy farms, according to DairyHerd.com .

By the Numbers: A Heavy Reliance on Immigrant Labor

The news this week of the Trump administration putting a pause on raids of farms and meat processors is welcome news for those in agriculture. From dairies and produce farms, to meatpacking plants across the U.S., those are sectors that rely heavily on immigrant labor.

Immigrant labor makes up a substantial portion of the meat processing workforce, with estimates ranging from 37% to over 50%; however, states like South Dakota and Nebraska have even higher concentrations of immigrant workers in meat processing, reaching 58% and 66%, according to the nonprofit Migration Policy Institute

And a large portion of U.S. dairy farms rely on immigrant labor, with estimates indicating that over half of all dairy workers are immigrants. Specifically, these workers account for 51% of the total dairy workforce and are responsible for producing 79% of the U.S. milk supply.

Farmworker Justice estimates 70% of the produce industry’s farmworkers are immigrants. USDA’s estimates are lower, estimating that number is closer to 60%.

Ripple Effect of Immigration Crackdown

No matter the exact number, it’s clear agriculture- and the produce industry- relies on an immigrant workforce. According to an exclusive report by Farm Journal’s The Packer , the ripple effect of Trump’s immigration crackdown on agriculture could be far-reaching, if the administration revives its focus on ag.

Kevin Kelly is CEO of Emerald Packaging, which is the largest flexible packaging supplier to the leafy greens industry and based in Union City, Calif. The company has been in the packaging business for 62 years, and says the immigrant workforce in California is feeling uncertain and afraid.

“We’ve certainly heard that folks aren’t turning up to work in the fields, and we’ve seen it in our facility. And we verify everybody, so we know everybody in our facility is documented and can legally work in the United States,” Kelly tells Jennifer Strailey, editor of The Packer. “In our case, it’s brothers and sisters being deported, and other family members being afraid, and our employees staying home to help their family members move, to take care of them or to take them to see an attorney, that kind of thing.”

In an early morning raid, ICE agents are seen chasing farmworkers through an Oxnard field. The raids coming as the federal gov't ramps up immigration enforcement in SoCal. Continuing coverage of the ICE raids, protests and unrest - Tonight at 11 from ABC7. https://t.co/bSJpCk8byb pic.twitter.com/oQQismAu2j
— ABC7 Eyewitness News (@ABC7) June 11, 2025

He says there’s an irony taking place, as some of their employees voted for the current administration with the assumption only criminals would be targeted in an immigration crackdown. But he says “that’s clearly not what’s happening.” He says harvesting lettuce is back-breaking work, and it’s work that they can only find immigrant labor to do.

“We should be handing them gold stars, not throwing them out of the country,” Kelly says.

Kelly adds that half of the nation’s farm labor is undocumented. That includes electricians, plumbers and welders that the U.S. all relies on.

“And now it’s suddenly occurring to us that we rely on them?” he says.

The National Council of Agricultural Employers (NCAE), a national association focusing on agricultural labor issues from the employer’s viewpoint, recently sent a letter to the Trump administratio n.

“The Council and our members are encouraged by President Trump’s recent comments recognizing the critical importance of the agricultural workforce. His comments are spot on. After years of being subjected to pejorative policies that ignored the realities of rural America and often demonized those living and working in those communities, the President’s comments are a welcome change of pace: we must protect our Farmers,” NCAE stated in the letter.

NCAE also said “he success or failure of America’s hardworking farmers and ranchers largely depends upon their ability to find ready, willing, able, and qualified labor to help them complete the countless tasks it takes to grow food to feed the nation and the world.”

Why Can’t Congress Pass Comprehensive Immigration Reform

It’s evident immigration reform is a major issue for agriculture. No matter who you talk to in agriculture, if they use any part of the immigration system, they will tell you it’s broken.

With an inadequate immigration system in the U.S., why can’t it be fixed? According to agricultural economists surveyed in Farm Journal’s Ag Economists’ Monthly Monitor , it’s too political.

One economist said, “Immigration reform is a huge issue for the U.S. economy and must be addressed. However, it is so politically sensitive that very few Senators or Congressmen are willing to push the issue.”

“Congress has a vested interest in keeping this issue unresolved in the current partisan environment,” said another economist.

“Getting anything started and passed in an election year will be tough, let alone something as confrontational as immigration,” was another economists’ response.

Greater border enforcement and mass deportations were two major pledges made by Trump as he campaigned to reclaim the White House. But as Congress continues to debate Trump’s “Big Beautiful Bill,” immigration reform doesn’t seem to be on Congress’ near-term agenda.

Your Next Reads:

Bracing for Significant Disruption: Q&A with Emerald Packaging CEO Kevin Kelly in Wake of ICE Raids

Worries Mount as ICE Raids Ramp Up On Dairy Farms

The Kids Aren’t Coming Back to the Farm – Now What?

Wed, 11 Jun 2025 19:38:03 GMT

“Grandpa and Grandma passed the farm down to my parents, then my parents passed it down to me. We’re hopeful the next generation will take over in the next few years.”

Sound familiar? It’s the story shared on countless family farms across the country — an unspoken hope that the torch will pass naturally. No formal plan, just a quiet assumption: Our kids will come back.

But here’s the tough question no one wants to ask:

What if they don’t?

What if they have other dreams?
What if they’re not cut out for the job?
What if you’ve spent your life building something worth continuing, and no one is waiting to carry it forward?

Who runs the farm then?

It’s a question more farmers are grappling with as rural demographics shift, career choices broaden and fewer children return home after college. While it might not be the path you envisioned for your operation, the absence of a next-generation successor doesn’t mean the end of your farm. But it does mean it’s time to think differently.

Whether it’s transitioning to a trusted employee, partnering with a young beginning farmer, exploring lease-to-own arrangements or even selling to a like-minded producer, there are more options than you might realize. The key is being proactive, not reactive.
Long story short, waiting and hoping isn’t a succession plan.

Know Your Options
When a family successor isn’t in the cards, it doesn’t mean the legacy of your farm has to end. Whether your kids aren’t interested, aren’t able, or just aren’t the right fit, there are still ways to ensure the operation you’ve built continues to thrive.

1. Long-Time Employees
Sometimes your successor is already part of your team. A trusted employee who understands your operation, shares your values and has a strong work ethic might be the ideal candidate.

“It involves identifying the right person, mentoring them over time and gradually transferring responsibility,” says Jessica Groskopf, agricultural economist and extension educator at the University of Nebraska. “When done well, it’s incredibly rewarding for both parties. But it does take time, trust and careful legal planning.”

Don’t wait until retirement to start the conversation. Begin involving them in decision-making, management and financial discussions early. Let them see what it takes to run the business. Not just the day-to-day labor, but the big-picture strategy.

Formalizing their involvement with clear expectations, written agreements and timelines can also protect both parties. Work to create a succession roadmap that includes phased ownership, buy-in options or profit-sharing models to help them build equity over time.

2. Beginning Farmers
There are many young, aspiring farmers ready to work hard, but they lack land or capital. Connecting with young producers through farm incubator programs, state-level beginning farmer initiatives or land-linking platforms can lead to meaningful partnerships.

“These agreements between non-relatives are actually very common,” says Julia Valliant, a research scientist at Indiana University. “According to USDA data, land is most often accessed through a non-relative, either through rental or purchase.”

Programs across the country are designed to help match landowners with beginning farmers and even offer incentives for transitions to socially disadvantaged or beginning producers. Some states also provide tax benefits to landowners who sell or lease to a qualified beginning farmer, helping reduce the financial risk of transition while encouraging generational renewal.

3. Business Partners or Co-Ownership Models
If your kids aren’t coming back, co-ownership might be another way to ensure the farm’s legacy lives on while bringing new energy and ideas into the operation.

“That might mean forming a formal business entity, like an LLC or corporation, where ownership is shared,” says Kelly Wilfert, farm management outreach specialist at the University of Wisconsin-Madison.

However, these arrangements are not one-size-fits-all.

“Multiple owners may divide ownership of individual assets such as land, equipment or livestock, or simply share ownership of the entity that holds those assets,” Wilfert says. “This flexibility allows outgoing owners to structure transitions in stages, working alongside future owners to gradually shift responsibility.”

It’s Still Your Legacy
A non-family transition doesn’t mean your farm’s story ends; it simply turns a new page. What matters most is that it continues in a way that honors your work, your values and the community it supports.

“Have open and honest conversations with your family about this,” Groskopf says. “Understand each other’s values and goals. That emotional clarity paves the way for good business decisions.”

And don’t go it alone. Extension educators, ag consultants and estate planning attorneys can help you sort through the legal, tax and emotional complexities of transitioning your farm. But you have to take the first step.

In the end, waiting isn’t a plan. And doing nothing is still a decision.

Your Next Read: Growing Pains and Big Gains: A Wisconsin Dairy’s Fast-Paced Journey From 70 Cows to 700

Quiet Crisis, Unfolding Rapidly: Big Questions Remain For Next Gen Farmers

Tue, 10 Jun 2025 20:14:59 GMT

Florida fresh produce grower Jim Alderman says one thing is his biggest worry.

“Who is coming behind us? That’s the part that keeps me up at night. It’s not just about growing crops, it also passing down knowledge, discipline and our way of life,” he said during a recent congressional hearing on the aging workforce in agriculture.

Earlier this year, Sen. Rick Scott (R-Fla.) spearheaded a special committee report on America’s Aging Farm Workforce.

Four drivers were highlighted:

Aging demographics
Declining farm numbers
Barriers for new farmers
Regulatory and economic pressures

As a follow up, on June 4, the senate special committee he oversees had a hearing “America’s Vanishing Family Farms.”

“Unfortunately, the farming and agricultural workforce is aging and nearing retirement, and fewer and fewer young people are looking to take over their family’s farms or enter the agriculture industry,” Sen. Scott said. “We face significant challenges to agricultural production, rural community sustainability, and U.S. food security. Here’s why this matters: U.S. food security is national security.”

Recent stats he points to include:

1/3 of farmers and ranchers are over the age of 65
This same group owns more than 40% of U.S. farmland
More than 80% of farmers work a second job
Since 2007, 200,000 farms have disappeared
The 2022 census showed the loss of over 140,000 farms in 5 years. That’s an average of 77 farms per day. 
Since 2007, more than 40 million acres of farmland is now used for commercial, residential or industrial purposes
Farmland prices have increased 7% in three years

Sen. Kirsten Gillibrand (D-New York) is ranking member on the special committee for aging and said, “To encourage younger generation to returning to Farmer we farming, we must invest in our rural communities.”

Witnesses shared testimony highlighting the pain points, overall trends and discussed potential policy solutions.

“As I travel the country and see farms across our great country, I see a lot of gray hair, and while the wisdom of older generations is critical, we must ensure that we make a way for young and beginning farmers to fill our boots,” said Zippy Duvall, president of the American Farm Bureau Federation.

What are those policy provisions that could assist with the farm labor issues?

1. The Farm Bill
In his testimony, Duvall shared a getting a farm bill passed by congress is critical to signal stability and predictability in agriculture.

“We need a modernized 5 year farm bill,” he said. “Rising interest rates, higher energy prices, supply costs that have gone unchecked, farmers will plant the most expensive crop ever planted this year, and many have faced a tough decision of whether or not to even plant that crop. This is why the farm bill and its Title One safety net is so critical.”

2. Estate tax provisions

Duvall also highlighted the importance of the estate tax exemption for farmers for transitioning the farm business from one generation to the next. He applauded the House for its consideration of in the One Big Beautiful Bill it recently passed, and encouraged the senate to follow.

3. Farm worker programs, specifically H-2A

“It’s time to modernize our outdated system, and only Congress can meaningfully do that,” Duvall said.

Alderman uses H-2A labor and says reform is a must.

“We are now dependent on H-2A labor from Mexico,” he said. “Without them, we can’t harvest our crops.”

For Alderman in Florida, whereas minimum wage is $12.50/hour, H-2A labor is compensated at $26/hour plus the expense of housing, transportation and visas.

Duvall adds the federal government needs to revisit its wage structure for H-2A labor, citing the wage rates were set by a study done 60 years ago intended to calculate on-farm employment totals, not compensation.

“We’re going to price ourselves out of farming,” he says. Duvall is advocating for an updated program and one that includes year-round provisions for dairy farmers, and other parts of the industry that need full-time labor not just seasonal help.

“How can a young farmer come back to the farm and bring his expertise that he learned in college, expand that farm without having a labor force to do that. It’s one of the biggest limiting factors we have,” Duvall says.

4. Economic stability, risk management and trade.

“The incentive to make a profit isn’t there,” Alderman says. “If the farmer isn’t going to make money, he’s not able to expand his operation.”

Aaron Locker, Managing Director, Kincannon & Reed calls this a quietly unfolding crisis that is rapidly cutting across the agriculture.

“And the consequences for our food supply, our rural communities, and our national security are serious,” he said. “The 1980s farm crisis didn’t just damage balance sheets. It’s changed the interest of being involved in agriculture. That gap is being realized today in board rooms, field office, agronomy teams and more.”

The witnesses answered questions about President Trump’s trade policy and tariffs, with Duvall saying farmers have supported the president’s long-term vision to bring a “level playing field,” but he also says this fall will be a critical time for some progress when farmers are slated to harvest and sell commodities at low prices with high input costs.

5. Regulatory considerations.

Alderman says there are areas of his fresh produce business being over-regulated, which has put extra financial pressure when competing with imported crops. As an example, he points to multiple food safety inspections which could be replaced with a one-time inspection.

And in conjunction with the regulation on his business, he has seen how a lapse in regulatory authority over imported produce inspected at the borders has negatively effected the industry.

“For example, the citrus industry with citrus greening, it’s devastated the cirtrus industry. We have gone from 240 million boxes of oranges in production to around 40 million boxes today,” he said, and added Florida produce growers are introduced with a new thirp or weevil every growing season, which takes months to contain and identify proper controls.

6. Provide mental health resources

Christopher A. Wolf, Ph.D. from Cornell University says its New York FarmNet receives 700 calls a year. Financial stress include price uncertainty, labor cost and availability, capital costs, land access, and estate and succession planning. Family-related farm stressors include health insurance, childcare, eldercare, and drug and alcohol abuse.

“Male farmers have a suicide rate 3.5 times higher than the national,” he said. “Financial stress is one of the primary contributors to the depression and suicide rate. Additionally, mental health stigma and lack of access to care are major barriers.”

Op-Ed: Secretary Rollins Announces Policy Proposals to Enhance Support for Family Farmers

Mon, 19 May 2025 15:11:36 GMT

Small family farms are the backbone of our nation. Throughout our history, they have secured the promise of liberty made by our Founders. And they are the indispensable foundation of democratic civics and republican virtues. As Thomas Jefferson wrote to James Madison in 1785, “small landholders are the most precious part of a state.”

Today, with my friend Governor Jim Pillen, we kicked off the Make Agriculture Great Again Initiative at Ohnoutka Family Farm in eastern Nebraska. This new policy initiative at USDA will address a series of issues within food, agriculture, and rural America but will specifically focus on challenges faced by small family farms.

We know these challenges, such as labor costs and availability, are not easy ones to address. But we are committed to focusing on the needs of Americans who operate small farms because of their patriotism and commitment to their land.

USDA Steps Up to Address Obstacles
During my time as Secretary of Agriculture, I’ve met with family farmers who have faced too many obstacles as they work to maintain or start new operations.

For example, many small farms lack reliable access to capital. At USDA, we are reforming the Farm Service Agency loan program to streamline delivery and increase program efficiency.

The acquisition of land for new farmers has also become increasingly difficult amid high costs and real estate development. That’s why we’re using prioritization points and regulatory action to disincentivize the use of federal funding for solar panels to be used on productive farmland. And we’re expanding permitting of unused or underused federal land for long-term leases to small farms and streamlining the federal land leasing process so the program works better for farmers and adjacent landowners.

We are also aware many new farmers lack access to infrastructure such as cold storage and processing facilities. To address this disparity, we are working to provide state-level grants for infrastructure tied to the needs of new farmers. And by the end of the year, we will ensure applications for every farmer-focused program are available for electronic submission.

And finally, we are working with governors and state legislators around the country to find solutions to the challenges small farms face. We recently signed a memorandum of understanding with the National Association of State Departments of Agriculture to find areas of collaboration between USDA and the states, which are the laboratories of democracy.

State and Federal Governments Must Work Together
Earlier this month, we hosted a roundtable at USDA’s headquarters in Washington, D.C., with small-farm operators from around the country. We had the privilege of welcoming hog farmers from Ohio, third-generation local producers from Virginia, first-generation dairy farmers from Mississippi, Amish and Mennonite farmers from Pennsylvania, and many others who have devoted much of their lives to the land and their customers.

The Founders did not chart the path of our nation so USDA bureaucrats in Washington can look over the shoulders of law-abiding American citizens.

As I was reminded by the witness of those who visited USDA, the Department of Agriculture was founded so every farming mother and father can raise their children, work their land, and spend time with their families and their God.

This is the mission of USDA, and now, under the leadership of President Trump, is the time to return to the fundamental work that will restore rural prosperity in forgotten communities across the nation.

Based on feedback from the hundreds of small family farmers I have met and talked to over the last 90 days, USDA is now making tangible changes to our policies to ensure family farmers can continue to work their land and new farmers can take on this way of life without obstruction.

While USDA has many programs to assist farmers, we know it takes government entities, non-profits, and the private sector focusing their efforts together to improve the viability and longevity of small family farms.

We were honored to announce this new policy initiative in Nebraska today. The existence and work of small farms are too central to our nation’s history, cultural heritage, and food supply to allow them to slowly disappear from our landscape. To steer clear of a problem that every American wants to avoid, it is imperative that federal and state governments provide proactive intervention so these small operations can preserve their inheritance for generations to come.

An Incredible Bird's-Eye Look at the State of the Dairy Industry

Mon, 19 May 2025 14:15:39 GMT

Editor’s Note: This is one article in a series that is included in the 2025 Farm Journal’s State of the Dairy Industry report. The full 16-page report will appear in the May/June issues of Dairy Herd Management and Milk Business Quarterly and will be published in this space over the next several weeks. To download the full report for free click here.
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The dairy industry is undergoing rapid transformation and innovation at an unprecedented pace. As part of its ongoing efforts to understand these shifts, Farm Journal recently conducted a comprehensive survey involving 400 dairy producers across the U.S.

These producers, representing herds ranging from 100 to 20,000 cows, provided valuable insights into their current operations and future outlooks.

Technology Integration

In an era where technology permeates nearly every aspect of life, the dairy industry stands at the forefront of this transformative wave. The integration of technology is no longer just an option; it has become a crucial step toward creating a more efficient and sustainable dairy industry. From feeding systems to health monitoring devices, technology helps dairy farmers optimize operations and ensure animal welfare.

A recent survey highlights a significant shift in the adoption of technology within the dairy sector. Remarkably, two-thirds of dairies now use at least one form of feeding technology. These innovations are designed to streamline the feeding process, providing precise nutrient delivery to livestock and reducing waste. The result is a noticeable improvement in both efficiency and sustainability.

Diversifying Revenue Streams

In today’s changing economic landscape, many dairy producers are finding innovative ways to sustain and grow their businesses. The key to survival during these turbulent times seems to be diversification.

Farm Journal’s recent survey reveals approximately one-quarter of dairy producers have embraced alternative land or dairy add-on revenue streams. This shift underscores the industry’s agility and adaptability as producers look for various avenues to boost profitability.

One strategy gaining traction is the beef-on-dairy operation. An impressive three-quarters of operators are now involved in at least one beef-on-dairy practice, with breeding and raising being the most common methods. Though there has been a decline in the number of producers raising animals under their beef-on-dairy operations over the past year, there is a notable increase in the sale of branded beef products. This shift highlights the evolving dynamics within the industry as producers adapt to market demands.

Next-Gen Transfers

A significant concern facing the industry today is the impending wave of retirements among dairy operators, many of whom have not established formal succession plans. This situation is becoming increasingly urgent, with surveys indicating that a quarter of these operators intend to retire within the next five years.

Contrary to the retirement trend, there is also a strong movement toward growth and expansion within the industry. Almost half of the operators express a desire to expand their operations in the near future. Such ambition suggests confidence in the industry’s potential and reflects a proactive approach to ensuring a sustainable future. At the same time, an equivalent number of operators are planning to maintain their current herd sizes, indicating a focus on maximizing efficiency and resource management.

Sustainability Program Awareness

Farm Journal’s recent survey reveals an array of insights regarding current sustainability practices and the prevailing awareness surrounding them. While the inclination toward adopting sustainable practices is reassuring, a deficiency in program awareness raises concerns that need to be addressed.

Encouragingly, over half of survey respondents (63%) reported participating in at least one sustainable practice. This trend is indicative of a growing societal shift toward environmental responsibility. Interestingly, larger operations, particularly those with substantial herd sizes and extensive acreage, tend to embrace sustainability more comprehensively. This trend is most pronounced in the Western region.

Reality of Workforce Shortages

A recent survey highlights the growing dependency of the dairy industry on non-family labor. For many respondents, non-family members consist of at least 50% of their workforce. This shift is indicative of broader changes within the industry as traditional family-run farms adapt to meet growing demands. However, hiring and retaining workers continues to be significant challenges. With evolving labor-related aspects indicating enduring challenges, the industry must explore viable solutions to continue thriving.

Despite the adoption of new technologies, the challenges of hiring and retaining a reliable workforce remain. Farmers must continue to balance the integration of technology with human labor, ensuring that both aspects work in harmony to drive growth and productivity. These changes suggest a long-term shift in how labor is approached, maintaining traditional farming values while embracing modern advancements.

Optimistic Horizon

The dairy sector is witnessing renewed confidence, energized by innovative strategies and fueled by a younger generation of forward-thinking dairy operators ready to embrace change. Their willingness to adopt advanced technologies and improved herd management techniques is reshaping the landscape of dairy farming. By integrating strategic solutions, these operators are setting a new standard that promises to uplift the entire industry.

According to surveys, 44% of producers plan to expand their operations in the next five years. This drive to scale indicates a strong belief in the trajectory of the dairy industry and its ability to thrive amid changing global dynamics.

The 2025 Farm Journal State of the Dairy Industry Report is available for download here .

Where Will Farmworkers Come From in the Future?

Mon, 07 Apr 2025 15:04:22 GMT

As the dynamics of the global workforce continue to evolve, so too must the strategies to hire and retain an adequate on-farm labor force in the U.S.

The shrinking pool of workers in rural areas is a real concern for farmers, says Richard Stup, senior Extension associate and agricultural workforce specialist with Cornell Cooperative Extension. One striking example is the declining birth rate in countries, such as Mexico, that historically have been sources of agricultural labor for the U.S.

“[The population in] Mexico, going forward, will begin to actually shrink,” he shared at the 2025 Western Dairy Management Conference. “It’s not just Mexico. There are a lot of countries in this situation.”

In addition to a smaller pool of workers willing to fill on-farm vacancies, economic opportunities in these countries, such as an increase in Mexico’s inflation-adjusted dollars, are reducing the push factor for migration.

“It means there’s more economic activity, there’s more job opportunity and there’s less push to leave Mexico and go to the U.S. for dollars,” he says. “There’s still a lot of push to come up here, but it’s not what it used to be.”

When looking at the data, Stup notes fewer young people are looking for work.

“The average age of foreign-born employees is about 42 years,” he says. For comparison, the average age of U.S. born employees on farms is 36 years old.

Two Employment Solutions
Despite these dynamics, immigration will still play a significant role in sustaining the on-farm workforce. To address workforce challenges, Stup says a couple programs exist:

One is the H-2A visa program, which allows an unlimited number of agricultural workers to enter the U.S., provided the work is temporary or seasonal.
Another viable option is the TN Visa, born from agreements such as NAFTA, enabling skilled professionals from Canada and Mexico to enter the U.S. for professional endeavors.

Navigating these pathways requires producers to have their paperwork, such as I-9 forms, in order, especially with current enforcement trends focusing on individuals with criminal backgrounds.

“It seems pretty consistent that most of the enforcement from ICE is in pursuit of individuals that have some kind of criminal background,” he shares.

With an estimated 11 million undocumented immigrants in the U.S., producers are advised to stay vigilant and prepared. It’s important to keep necessary documentation, such as I-9 forms, social security copies and identification such as driver’s licenses, well-organized and readily accessible, encourages Jamie Castaneda, executive vice president of policy development and strategy for the National Milk Producers Federation. Ensuring all paperwork is in compliance with federal and state laws is paramount if faced with an Immigration and Customs Enforcement inspection.

Embrace Technology and Workforce Development
Technology offers solutions to improve on-farm efficiency. Artificial intelligence (AI), for instance, can optimize tasks, allowing human workers to focus on animals requiring attention.

“Technology is going to be used in places where the work is repetitive and where it’s kind of heavy manual labor,” Stup says.

Workforce development is crucial as well. Supup underscores the need for retention programs and attracting a diverse pool of workers. Skills such as critical and systems thinking, data savviness and comfort with animals will be essential for future dairy workers. Education, whether formal or through on-the-job training, is equally important.

Build a Supportive Work Environment
To attract and maintain a robust workforce, it’s essential to create a positive work environment. Stup highlights the role of supervisors in leading effectively by setting clear expectations, providing necessary training and development, and giving constructive feedback on performance.

“We need to do what we can to retain and create a great place to work,” he says, noting supervisors need to lead effectively.

Supervisors need to spell out three main factors for employees:
1. Expectations. Clearly communicate what is expected of employees, including job descriptions, SOPs and onboarding.

2. Training and Development. Train, coach and use other efforts to teach knowledge, skills and attitudes.

3. Feedback. Give employees information about their performance to help them improve.

The future of the on-farm workforce will be diverse, comprising immigrants and individuals from various backgrounds, including those from urban environments new to agriculture. Balancing the need for manual and mental labor remains appealing, drawing in those uninterested in traditional office roles. The key is to retain and foster talent in the agriculture sector, giving rise to a dynamic and inclusive workforce that will carry the industry forward.

By adopting these strategies, farms can adapt to the shifting landscape, ensuring productivity and sustainability in the face of workforce changes.

Your Next Read: Rethinking the Term ‘Cheap Labor’ in the Dairy Industry

2025 Top Producer of the Year Marc Arnusch Looks for Success Beyond Commodity Farming

Wed, 19 Feb 2025 21:50:46 GMT

As he checks last year’s crops and thinks about the future, Colorado farmer Marc Arnusch and his team are excited about what’s ahead.

“At the end of the day, this is about family,” stresses Arnusch. “It’s about growing an operation. It’s about growing a community. It’s about helping others lead and that’s been the greatest reward.”

Getting to those rewards has been a journey for this operation located in Prospect Valley about 35 miles northeast of Denver.

“My family immigrated to the United States in 1952 from Austria,” he explains.

It was the sugar beet that lured them to the Colorado climate and it was a key part of the farm until the late 2010s.

“I couldn’t control my market and I couldn’t control my destiny. There were so many variables that I had no impact on,” Arnusch says.

His wife Jill remembers, “I was doing all the finances and telling him we just we can’t do this anymore. I was telling him that this is uncomfortable for me, but I don’t feel right about this. We’ve got to change. We’ve got to move.”

Ultimately, Jill’s warnings won out and Marc broke the news.

“That was hard when I had to tell my dad that I grew my last sugar beet crop,” he said. “You can imagine he wasn’t very happy about that.”

Like so many others, it was one of the family decisions Marc and Jill made together. Early on, there were plenty of thin margins.

“I wanted to raise our son at home and we made it work,” Jill says. “You can make a pound of hamburger stretch for three meals for three people if you really try hard.”

Diversification Becomes Key
Today, they grow seed wheat, seed barley, grains for the craft beer and spirits industries, black-eye peas, alfalfa and food grade corn.

“We grow a lot of things that my grandparents and my father would never even consider,” Arnusch says. “Growing a grain for a distillery or taking on a new crop like a black-eyed pea that had never even been grown in this region of Colorado, there’s certainly some risk but there’s also the reward.”

It’s a way to control their own destiny and de-commodititze a commodity. Diversification has been the key to weathering the challenges of Colorado.

“We don’t always get along with Mother Nature,” Arnusch says. “Hailstorms are frequent here in this area, and we’re a very dry climate.”

Which is why they’re constantly looking for other ways to de-risk their business. It’s a lesson they learned a few years back while growing onions.

“We were growing 600 to 700 acres a year, and we acquired a packing shed where we shipped our crop to over 30 different states and four foreign countries,” Arnusch says.

However, he soon found access to steady labor was a constant challenge.

“There was a morning where I came out into the field and I had 250 workers helping transplant a crop out of Arizona into a field here in Colorado,” Arnusch says. “The following day I had nine.”

Join Them, But Do It Better
Despite the investments and the market, he walked away from the onion business because he couldn’t control those variables. Instead, he found other ways to supplement the farm beyond the field. Good snow melt and a good aquifer means excess water is available for other uses during certain times of year.

“Weld County has more oil and gas wells in it than all of Saudi Arabia combined and part of that development process requires a large amount of water,” Arnusch says. “We had it in the right place, in the right time, in close proximity to where it needed to be delivered and so Ag Water Alliance was born.”

It was a collection of farmers selling water together to the oil and gas industry and that helped bulletproof the Arnusch balance sheet. They also started a captive insurance company to help take catastrophic risk off the table. Soon, they’ll continue to expand on their family motto, “We Grow Things,” as they look to grow their community.

“We’re getting ready to develop my grandfather’s farm,” Arnusch says. “I would imagine you’ve not heard too many farmers say they plan to build on top of their family’s legacy.”

Jill adds, “When New York investors and people from overseas start calling you every day and asking if your farm is for sale because it is the most prized piece of property in town, we decided if you can’t beat them, maybe you join them and do it better.”

The goal is to bring resources, services and amenities back to their small town that were common just 50 years ago. Things like healthcare, assisted living and a place for new businesses.

“Rather than just selling the property and letting somebody else develop that farm, we’re doing something that’s very hard,” Arnusch says. “We’re going to do this ourselves. We’re going to do it with a purpose and it’s about putting people and our community first.”

With their son and his new family by their side along with a newly hired farm manager, the future is bright for the Arnusch operation.

“Farming goes beyond just the seed that you plant in the field, the crop that you grow, the equipment that you have,” Arnusch says. “It’s about investing in tomorrow. Our future at this farm is one built on tomorrow.”

They recognize all of it is a gift for them to steward.

“If you don’t know your numbers, you don’t really know your business and you can make good decisions on bad numbers and bad advice,” Jill says. “It can all go away very quickly.”

This Colorado operation may have faced adversity, but the willingness to reinvent the farm is why they’ve been named the 2025 Top Producer of the Year.

30 Minutes With Secretary of Agriculture Brooke Rollins In Her First Week On the Job

Wed, 19 Feb 2025 21:12:47 GMT

Since Saturday, Nov. 23, 2024 , Brooke Rollins has been focused on how to build the teams and the plans that impact the trajectory of agriculture and rural America. On that day, while en route with her husband and four teenagers in their motor home to Auburn, Ala., for the Texas A&M football game, she got a call from now President Donald Trump. The purpose of his call: She was his top choice to fill his final significant cabinet position, Secretary of Agriculture.

Obviously, she had to wait for confirmation, which came last week on Feb.13 when the Senate overwhelmingly confirmed her as the 33^rd Secretary of Agriculture , but since that Saturday before Thanksgiving, she’s been on the go with an accelerated enthusiasm to understand the significant challenges facing rural communities that lost 147,000 family farms between 2017 and 2022 and why the cost of inputs are up 30% as exports are down $37 billion this year and likely to fall further in the months to come.

“This is a crisis, and this is something that I understand inherently,” Rollins said to kick off Top Producer Summit in Kansas City on Tuesday. “My promise to you is this, and my commitment will never waver, that every minute of every day for the next four years I will do everything within my power, with hopefully God’s hand on all of us and our work, to ensure we are not just entering the golden age for America, as my boss, President Trump, likes to say, but we are entering the golden age for agriculture.”

What Has Rollins Been Up to the Past Four Years?
Secretary Rollins and President Trump have worked together for almost eight years. She was in the West Wing with him for years two, three and four of his first term running his domestic policy agenda.

“This real estate guy from New York City brought that vision to life, and then in the last term, was able to really do some remarkable things,” Rollins said in regard to President Trump returning power to the people who just want a chance at the American dream. “I call it the great pause, the four years in between term one and term two. But I think the great pause allowed very intentional planning. It allowed a courageous and bold leader in President Trump to become a fearless leader and to do everything he can to bring America back to greatness.”

In the “dark days of January 2021,” as she described, Secretary Rollins helped launch the America First Policy Institute, a think tank established by former Trump officials to promote conservative policies. The idea was that those policies that made America great in Trump’s first term would continue indefinitely, not just for a second term, but for four years, eight years or 36 years, Rollins described.

First Week On the Job
Since being confirmed last week, Secretary Rollins has been in the Washington, D.C., USDA office for a few hours, but most of her time has been spent in Kentucky at National Farm Machinery Show in Louisville and Gallrein Farms and in Kansas visiting Finney’s County Feeder, High Plains Ponderosa Dairy and the National Beef Packing Plant .

Describing herself as “a reader and a studier,” Rollins seems adamant to hear firsthand from farmers and ranchers. She referenced her visits to the dairy farm and National Beef facility as inspiring, in a good way but also in a way that helps her understand the real challenges at hand.

Speaking to the crowd at Top Producer Summit, she shared her appreciation for the “entrepreneurial American game changers” who are doing their part to feed the world.

“It is so inspiring and a reminder of the very beginning of our country.” Rollins said. “Our revolution was fought by farmers, our Founding Fathers, like Thomas Jefferson and George Washington. The backbone of the great American experiment is this community.”

Thank you @topproducermag for hosting @RogerMarshallMD and me in Kansas City, Missouri, with 1,000 of the Top Producers from across the US to talk about issues like expanding trade access and cutting regulatory red tape for farmers.

Biden’s ZERO trade deals and inflationary… pic.twitter.com/ejMxKxkRMG
— Secretary Brooke Rollins (@SecRollins) February 19, 2025

Farmer Q&A
Watch and listen to what Secretary Rollins, as well as Sen. Roger Marshall of Kansas, had to say on stage at Top Producer Summit about these 7 topics:

Trade and tariffs — “ Let’s go barnstorm the world , and let’s go find some more trade partners and access [to market opportunities],” Rollins said.
Department of Government Efficiency (DOGE) efforts and modernizing USDA — “DOGE is a very valid and important effort across all government. The stories of waste and abuse were really just, not USDA specific but across government, beginning,” Rollins said.
Federal programs, such as CSP and EQIP — “Our commitment is that if there have been commitments made, those will be honored. Getting our arms around all of that right now is really, really, important. Again, going back to the President’s heart and commitment to our farmers, I feel confident we will be able to solve any issues that are in front of our ag community, that are potentially being compromised by the DOGE effort, while at the same time recognizing how very, very important it is,” Rollins said.
Future of USDA — “There’s no question USDA needs some modernization. I’m just beginning to lean into that as well,” Rollins said. USDA has 106,000 employees and 29 departments. “The Secretary is taking over a department where only 6% of the [D.C.] people work in the office,” Marshall added.
Renewable fuels — Prior to President Trump’s first term, he was “the first major candidate to support biofuels, and I think that carried him through Iowa in many ways. … We’ve got E15 year-round. I think that gives us some certainty as well. … The President is supporting that. I think we’re trying to figure out how to save 45Z, but we can’t let China benefit from it. Right now, China is benefiting more from [45Z] than my farmers and ranchers are, so we’ve got to fix that,” Marshall says.
Immigration policies and availability of long-term labor — “I have a full-bodied understanding of the challenges within the labor market, and I believe the President does too. … I believe that we will very soon be talking about it again. Clearly, the H-2A program needs significant reform, and Lori Chavez-DeRemer, she’s going through the [confirmation] process right now. … Hopefully she’ll get her vote very soon. We’ve got a lot of work to do,” Rollins said.
Trump’s cabinet members — “Our cabinet is comprised of people that have been working together and have been friends and colleagues for years, with a few exceptions. Bobby Kennedy is a new friend, but Lee Zeldin and I worked together in America First Works and America First Policy Institute for the last almost four years, Linda McMahon in education and John Brooks — these are our people,” Rollins said.

The True Cost of What Farmers Argue is a Broken Immigration System in the U.S.

Tue, 11 Feb 2025 17:38:46 GMT

Situated on the west side of the San Joaquin Valley, Joe Del Bosque is a first-generation farmer in central California . The son of migrant workers, he conquered the American dream by starting his own farming operation in California in 1985.

“My father was a farm manager, so I grew up on a farm doing exactly what I’m doing today,” Del Bosque says.

He grows organic melons, including cantaloupes, honey dew and watermelons. He also grows organic processing tomatoes, as well as almonds and cherries. Del Bosque is one of the largest, if not the largest, melon grower for Whole Foods.

A Crop That Must Be Hand-Picked

Del Bosque says a lot has changed in his 40 years of running his own farm, but what hasn’t changed is the fact that most of what he produces on his operation has to be hand-picked.

“Melons are highly perishable,” he says. “When they’re ready, they’ve got to be picked.”

Del Bosque says if their crew would miss even a couple days of work, the farm would be at risk of losing a crop.

“The produce has to be picked by hand by people who can see the fruit. And these people are skilled and seeing ripe fruit and how to pick it,” he explains.

The Need for Seasonal Labor

Del Bosque and other California growers rely heavily on seasonal labor. His produce is ready to be harvested between June and October, and during those crucial months. Del Bosque relies on 150 seasonal employees to help pick the fruit.

“We have scaled back,” Del Bosque says. “I would say 6 or 8 years ago; we were at probably 300 to 350 employees.

Between water issues and the switch from conventional farming to organic, which reduced their acres, Del Bosque now employs half of what he did eight years ago. And still, one of his biggest challenges is finding enough labor.

“It’s not been easy, but we have found enough labor,” Del Bosque adds. “We try to focus mostly on local labor. That doesn’t mean they’re not immigrant labor; they are immigrants who just live locally.”

Mass Deportation Concerns

They also have crews that come from Arizona for just the season, but one thing they’re no longer able to do is find seasonal labor from Mexico that work for a few months and then return back home.

“During the Obama years, he tightened the border tremendously. And sometimes both people couldn’t come anymore. So that’s why we tried to focus more on getting people that were living permanently here in this country,” Del Bosque says.

That’s when the struggles with labor shortages started for Del Bosque and other farmers, with mass deportations in his own community.

“He tightened the border a tremendous amount,” he adds. “He deported more people than Trump and Biden put together. He departed almost 3 million people, which is a lot of people, during his two terms. I’ve heard that it was an average of 1,000 people per day. So, yes, labor got very tight then. That was when we felt probably the most of labor shortages and we lost fruit sometimes during those terms.”

As the Trump Administration took office, promises of immigration crackdown and mass deportations are back in the focus again.

According to the latest data from Statista, as of Feb. 5, the Trump administration had deported a total of 4,745 Latin American undocumented immigrants. Those individuals were returned to their country of origin and 4,094 of those deported were Mexican citizens.

With mass deportation back in focus again, Del Bosque says there’s a nervousness on farms, and in their rural communities, not felt since the Obama administration.

“There are no big cities. There are small towns of anywhere from 7 to 14,000 people. And those small towns are mostly farmworkers,” Del Bosque says. “And we would not be able to farm out here without these people.”

White House Says Ag Isn’t the Target

Stephen Miller, who serves as Deputy Chief of Staff for Policy and as Homeland Security, appeared on CNN, defending the President’s mass deportation plan and said the target isn’t agriculture.

“Only 1% of alien workers in the entire country work in agriculture. The top destination for illegal aliens is large cities like New York, Los Angeles and small industrial towns, of course, all across the heartland. None of those illegal aliens are doing farm work,” Miller says.

Bureau of Labor Statistics

(Mike Byers )

According to the Bureau of Labor Statistics, immigrant workers comprise nearly 20% of the U.S. workforce, contributing more than $80 billion in taxes annually.

And with shortages of labor already, the concern is mass deportation of those immigrants who follow the law, could make that shortage worse and drive inflation.

Labor Shortages

Not having enough ag labor is problem farmers are dealing with all across the country. Just ask Marc Arnusch, who used to be one of the largest onion growers in the U.S.

“There was a morning where I came out into the field and I had 250 workers helping transplant a crop out of Arizona into a field here in Colorado. And the following day I had nine employees. You just can’t control a variable like that,” the Keenesburg, Colorado farmer told AgDay’s Clinton Griffiths.

At the time, Arnusch was one of the largest growers of onions, a crop that used as Blooming Onions in popular restaurants. But when labor become too lucrative, he decided to completely walk away from growing onions.

A Broken Immigration System

Grower after grower will tell you the immigration system in the U.S. doesn’t work for agriculture.

“It’s definitely broken,” Del Bosque says.

“We’re up at 40 years from not having passed comprehensive immigration reform in this country. And it sure doesn’t look like it’s going to happen in the next year,” says Mary Kay Thatcher, senior lead for federal government relations at Syngenta.

Thatcher says even if the U.S. doesn’t pass immigration reform, H-2A is becoming too expensive for many growers to even use.

“I have been hearing story after story in the hallways here about really good producers and strong competitors having to go out of business because they just can’t afford the new effective minimum wage rate along with the other mandates that get put on them, be it transportation cost or housing cost or whatever for H-2A,” she adds.

Del Bosque says they’ve never used H-2A, and one reason is because of the cost and all the other requirements involved.

“H-2A is very expensive to use. The minimum wage for H-2A is like $3 or $4 higher than our state. Minimum wage and our state minimum wage are $16. And the H-2A minimum wage is over 19. Think about that. The guest workers have to be paid more,” he adds

With required housing and food, Del Bosque says it’s becoming too expensive to even utilize H-2A in the U.S. today.

“Fruits and vegetables that we grow here are all handpicked. And if we can’t grow the produce here, then they’re going to have to be imported from somewhere else, maybe Mexico, maybe Chile” he says. “They’re going to have to be grown where there is labor. I don’t think Americans want that. I don’t think they want to have imported food, to be relying on other countries for their food supply.”

If you want your food grown in America, Del Bosque says you have to have the workforce to grow your food and harvest.
And he says that’s why all of agriculture, no matter where you live or what you grow, must be united.

“We’re a little minority as farmers,” Del Bosque adds. “We farmers don’t have an any political clout, neither here in California or anywhere else in the United States. We need to stick together.”

Your Next Reads:
Much work remains to solve ag labor issues

How one small farm expanded melon sales to major retailers

5 Things You Need To Know About The H-2 Programs

Thu, 06 Feb 2025 21:56:14 GMT

As labor shortages persist in the ag industry, many farms might be looking at using the H-2A and H-2B programs. Megan Wright, senior director of business expansion at másLabor, recently joined an Ag Retailers Association (ARA) webinar to explain the key aspects you need to understand to be successful.

1. Know the Specific Type of Labor You Need
While it might seem obvious farmers would need seasonal, agricultural labor, it’s important to think through exactly what tasks those employees will be completing. This determines if you need to hire H-2A or H-2B labor.

“The H-2A program is designed for all temporary or seasonal agricultural labor needs. On the flip side of that coin, we have the H-2B program — that’s also temporary and/or seasonal but for non-agricultural labor needs,” Wright explains. “Maybe some of the job duties that you have labor needs for take place on on the farm, but heavy tractor trailer drivers would be construction workers, or maybe you need to build a new farm building. What if you have manufacturing-style job duties?”

The H-2A program is uncapped because agriculture is considered a matter of national security, but the H-2B program does have a finite number of visas available each fiscal year.

2. Start the Process Early
Once you’ve decided whether you need H-2A or H-2B workers, the legal process can start. Wright recommends beginning these conversations 180 days before labor is needed for the H-2B program and 120 days for the H-2A program.

“There are an infinite number of H-2A visas, and the filing process itself is also just shorter,” she says. “The true nuts and bolts again of the process takes 75 days in a normal scenario, and I say normal because first-time program users can actually qualify for what’s called an emergency filing at no extra cost. That allows us to shrink that down and have workers arrive in as little as 45 days.”

3. Prepare for Housing and Transportation Requirements
The H-2A program does require employers to provide free housing.

“We always recommend to think of housing solutions as the the first thing you do when considering the H-2A program,” Wright says.

And though the H-2B program doesn’t require housing, it can still be an opportunity to ease the process.

“We still have folks coming into the country, potentially for the first time, who wouldn’t know the first place to look for housing. As an employer, if you wanted to take that extra step to provide a housing solution for the H-2B workers, you would then be allowed to deduct rent. So, we actually do find that a lot of our employers go ahead and do that knowing that they can recoup funds spent again through those payroll deductions.”

Travel expenses are another area some employers might be surprised by. That’s because it encompasses more than just the gas or plane fees.

“Both H-2A and H-2B employers are responsible for inbound and outbound travel, aka getting them from their front door to your front door and then back home again at the end of the contract period. I think what some folks tend to forget is that this isn’t just the literal transportation itself. It also includes a daily sustenance. It also includes potential motel stays,” Wright explains.

4. Be Willing to Hire Domestic Labor Also
If you want to hire international employees, you must be open to hiring domestic ones as well, according to the U.S. Department of Labor.

“The U.S. Department of Labor is in charge of the certifying process, and they’re clearly going to want to make sure that we’re not discriminating against U.S. workers by participating in these programs. You have to engage in positive U.S. recruitment,” Wright says. “As an employer, you need to be willing to hire a qualified, willing, available and able U.S. or domestic worker.”

The U.S. worker would need to have your minimum skill requirements and agree to the terms of the H-2 contract.

“If they come to you and they meet those requirements during this overall approval process, you absolutely have to interview them, and in that case, you would have to hire them on as well,” Wright says.

5. Stay Informed on President Donald Trump’s Immigration Reform Policies
Because H-2 workers have a lawful presence in the U.S., Trump’s deportation policies should not apply to them.

“It’s always important to note that Trump himself participates in both H-2 programs at Mar-a-Lago and at the Trump winery in Virginia,” Wright says. “But there might be misunderstandings, and there might be miscommunications. We might need to keep in mind that law enforcement may not be familiar with the H-2 programs overall.”

She recommends these best practices for avoiding any discrepancies with H-2 employees and law enforcement:

1. Your workers should have possession of copies of their legal documents, their passport, their visa, and are carrying those copies with them — especially if they leave the work site.
2. Make sure they have an emergency contact who can be reached at all times.
3. Create a document explaining the employee’s legal status in the U.S. and their rights (másLabor has these available).

3 Ways To Stop The Threat Of Complacency In 2025

Wed, 22 Jan 2025 19:36:43 GMT

In a world full of threats to our livelihood in agriculture, what is the biggest danger we face in 2025?

Is it election hangover, continued low prices or issues with the new farm bill? All concerning, yes, but I’ll argue the biggest threat to businesses of all sizes is actually internal. It’s one word: complacency. It’s that tendency toward thinking deep issues will go away. Complacency happens to our operations when we decide we are simply too busy working in the business to work on the business.

Fortunately, there are a couple quick call outs you can consider.

Three Ways to Stop Complacency in 2025

Hire right.
Have you taken an honest look at how you are building your bench for the future? How far from retirement are you right now? Have you begun that new CEO search?

Besides your own successor, what does hiring look like for your team in 2025 and into the next two to three years. Most importantly, is this topic getting the attention it deserves? While many top producers don’t enjoy the process of hiring and firing, avoiding it means not being prepared for changes, emergencies and long-term growth.
Solve the problem even if you inherited it.
I’ve heard many times from second- or third-generation producers that they just “have to live with” some problems because they inherited them. Just because you didn’t initiate the problem doesn’t mean you shouldn’t try to solve it. In the past two columns we even talked about culture change and how to shift culture, so you might take a re-read of those if this topic hits home.

Complacency really takes root with the attitude of: “Well, I didn’t create this mess, why should I clean it up?” Instead, look at ways to become proactive and take the necessary steps to rectify long-term problems. What aspect of your business is messy and requires the necessary clean up this year? What have you been avoiding in the operation that must be resolved to grow and thrive?
Build anew.
Radical change is sometimes the easiest fix. While that seems ridiculous in light of what we just covered in number two, often, when it’s time to change, it’s time to change big. Take a look at all aspects of your business and marketing model. Is the process of change already happening to you while you’ve not yet begun to shift with it? For example, new markets, such as programs in sustainability, are becoming mainstream. Does is make sense to wait until full adaptation of these initiatives or is there a fit for your business in the near term?

“Fix it, close it or sell it’’ was a favorite slogan credited to former General Electric CEO, Jack Welch. What this means is that there are diminishing returns by being in a business where you are not the market leader. Maybe a new diversified business line that supports your more traditional production system is the way to build anew. Either way, looking at where the future of your business could be at least once a year is essential and keeps you ahead of the complacency trap.

Dear Reader: After 10 years and nearly 40 editions, it’s time to retire The Farm CEO Coach column from Top Producer Magazine. The Farm Journal brands are trusted, reliable sources of information and commentary, and it is an honor to engage with this organization and readers. I am still writing, coaching and consulting in agriculture and look forward to continued occasions to work with the portfolio of magazines when the opportunity presents. Stay in touch by connecting on LinkedIn or Instagram.