1. Can an undocumented immigrant or DACA recipient become a farm or ranch manager in the United States?

As an AI, I do not have personal opinions but I can provide information.

In the United States, being undocumented or a DACA (Deferred Action for Childhood Arrivals) recipient does not automatically prohibit someone from becoming a farm or ranch manager. However, there may be certain hurdles and limitations that could make it more difficult for an undocumented immigrant or DACA recipient to pursue this career.

1. Employment Eligibility

In order to become a farm or ranch manager, individuals must have legal authorization to work in the United States. This means having a valid work permit or visa. Undocumented immigrants and DACA recipients may face barriers in obtaining these documents, which could prevent them from applying for jobs as farm or ranch managers.

2. Education and Training Requirements

Many employers prefer candidates with a bachelor’s degree in agricultural science, business management, or related fields for management positions on farms and ranches. Undocumented immigrants and DACA recipients may face challenges in accessing education and training opportunities due to their immigration status. Additionally, some programs that provide certifications or licenses for farm or ranch management may require proof of work eligibility.

3. Discrimination in Hiring Practices

Despite laws prohibiting workplace discrimination based on immigration status, it still occurs in some industries. An undocumented immigrant or DACA recipient may face difficulties in finding employment as a farm or ranch manager due to discriminatory hiring practices.

4. Limited Opportunities for Advancement

Farm and ranch management positions often require experience working in the agriculture industry and progression through various levels of leadership roles. It may be challenging for an undocumented immigrant or DACA recipient to gain this experience and advance within the industry due to work eligibility restrictions.

Overall, while there are no specific regulations preventing undocumented immigrants or DACA recipients from becoming farm or ranch managers, their immigration status may create obstacles that complicate the process of obtaining education, training, work authorization, and job opportunities within the agriculture industry.

2. How do undocumented immigrants or DACA recipients obtain the necessary skills and knowledge to manage a farm or ranch?

Undocumented immigrants or DACA recipients can obtain the necessary skills and knowledge to manage a farm or ranch through various methods, such as:

1. On-the-job experience: Many undocumented immigrants or DACA recipients have grown up on farms or have worked on farms as laborers. This firsthand experience can provide them with practical knowledge about farming practices, animal husbandry, and other relevant skills.

2. Apprenticeships or internships: Some farming organizations offer apprenticeship programs or internships that provide hands-on training and education in farm management. This can be a valuable opportunity for undocumented immigrants or DACA recipients to learn from experienced farmers and gain practical skills.

3. Community colleges and vocational schools: Undocumented immigrants or DACA recipients may be able to enroll in community college programs or vocational schools that offer courses in agriculture, farming, and ranching. These programs can provide classroom instruction as well as hands-on learning opportunities.

4. Online resources: The internet offers a wealth of information on farming and ranching techniques, business management, and marketing strategies. Undocumented immigrants or DACA recipients can access online courses, webinars, and tutorials to learn about different aspects of farm management.

5. Local farming organizations: Immigrant and minority farm worker organizations often provide training programs for their members on topics such as financial management, crop rotation, soil conservation practices, and more. Joining these organizations can connect undocumented immigrants or DACA recipients with resources to further their farming knowledge.

6. Mentorship: Finding a mentor who has experience in managing a farm or ranch can be invaluable for undocumented immigrants or DACA recipients looking to enter the industry. They can learn directly from someone who has already faced similar challenges and is willing to share their expertise.

7. Government assistance programs: Some government agencies offer assistance programs specifically designed for immigrant farmers and ranchers, providing access to resources such as training workshops, financial support, technical assistance, marketing support, etc. It is worth exploring these programs to see if they can help with obtaining the necessary skills and knowledge.

Overall, undocumented immigrants or DACA recipients may need to be resourceful and creative in finding opportunities for learning and gaining experience in farm or ranch management. However, with determination and persistence, it is possible to acquire the necessary skills and knowledge to successfully manage a farm or ranch.

3. Are there any legal restrictions for undocumented immigrants or DACA recipients to work as farm or ranch managers?

Yes, there are legal restrictions for undocumented immigrants and DACA recipients to work as farm or ranch managers. Under current US immigration law, undocumented immigrants are not eligible to work legally in the United States. This means that they are generally not allowed to be employed as farm or ranch managers.

DACA recipients, on the other hand, may be eligible to work in the United States with a valid Employment Authorization Document (EAD). However, they must have obtained their EAD through the Deferred Action for Childhood Arrivals program and meet all other eligibility requirements. Additionally, certain states may also have restrictions on employment for DACA recipients.

Furthermore, even if a farm or ranch is willing to employ an undocumented immigrant or DACA recipient as a manager, they may face legal consequences for hiring unauthorized workers. Employers can face fines and penalties for knowingly hiring or continuing to employ unauthorized workers.

Overall, both undocumented immigrants and DACA recipients may face legal obstacles in obtaining employment as farm or ranch managers due to their immigration status. It is important for individuals in these circumstances to seek guidance from an immigration lawyer before pursuing employment in this field.

4. What challenges do undocumented immigrants or DACA recipients face when working as farm or ranch managers?

One challenge that undocumented immigrants and DACA recipients face when working as farm or ranch managers is the fear of deportation. Undocumented immigrants are at risk of being detained and deported by immigration authorities, which can make it difficult for them to stay in one job for an extended period of time. This can also make it challenging to build relationships and establish a sense of job security.

Additionally, these individuals may face discrimination and exploitation due to their legal status. Employers may take advantage of their vulnerability, paying them lower wages or denying them basic rights and benefits.

Another challenge is access to resources and education. Undocumented immigrants and DACA recipients often have limited access to educational opportunities, making it difficult for them to gain the knowledge and skills necessary to succeed as farm or ranch managers. They may also face language barriers that could hinder their ability to communicate with other workers or understand important safety protocols.

Lack of legal status may also limit their ability to obtain loans or financial aid, making it harder for them to start their own farm or ranch operation.

Finally, these individuals may also face challenges with transportation and housing. Many farm and ranch managers live on-site, which can be difficult for undocumented immigrants who may not have reliable transportation or be able to rent or purchase housing without legal documentation.

5. Do they have access to government resources and support that are available to other farmers and ranchers?

In most cases, yes, Native American farmers and ranchers have access to the same government resources and support as other farmers and ranchers. However, there have been historical and ongoing challenges for Indigenous producers in accessing these resources, including discrimination and limited outreach from government agencies. The 1999 USDA Civil Rights Action Team Report found that Native American farmers faced discrimination in obtaining farm loans and assistance from the USDA. Since then, various initiatives have been put in place to address these issues, such as the creation of the Office of Tribal Relations within the USDA. Additionally, there are specific programs designed to provide support to Native American agricultural producers, such as the Intertribal Agricultural Council and the Native American Farming and Ranching Development Program. However, there is still work to be done to ensure equal access to resources for all farmers and ranchers.

6. How do they navigate the complex immigration laws while managing a farm or ranch?

Farm and ranch owners must navigate the complex immigration laws while managing their operations by carefully adhering to all applicable regulations and guidelines set forth by the United States Citizenship and Immigration Services (USCIS) and other government agencies.

Some ways in which they can do this include:

1. Educating themselves on immigration laws: Farm and ranch owners should make an effort to educate themselves on relevant immigration laws, especially those pertaining to hiring foreign workers. They can do this by consulting with an immigration lawyer or through online resources provided by USCIS.

2. Obtaining legal advice: Hiring a lawyer who specializes in immigration law can be helpful in navigating the complexities of the process. An experienced attorney can assist in completing necessary paperwork, ensuring compliance with regulations, and representing the employer during any legal proceedings.

3. Ensuring proper documentation: Employers must ensure that all their employees have proper documentation, including work visas and employment authorization documents. This helps avoid any potential legal issues down the road.

4. Adhering to labor laws: Employers must also comply with labor laws, including those related to minimum wage, working hours, and workplace safety standards for both U.S. citizens and foreign workers.

5. Utilizing guest worker programs: The H-2A visa program allows employers to hire temporary agricultural workers from other countries when there is a shortage of available U.S. workers. This program has specific requirements that must be followed, so it is essential to keep up-to-date on any changes or updates.

6. Staying informed about policy changes: Immigration policies are subject to change, so farm and ranch owners must stay informed about any new regulations or legislation that may impact their operations.

It is crucial for farm and ranch owners to prioritize compliance with immigration laws while managing their operations to avoid penalties or legal consequences. Seeking expert guidance from professionals familiar with these laws is recommended for successfully navigating this complex process.

7. What types of farms or ranches are commonly managed by undocumented immigrants or DACA recipients?

Undocumented immigrants and DACA recipients commonly work on a variety of types of farms and ranches, including:
– Dairy farms: Many dairy farms hire undocumented workers to help with milking cows, feeding and caring for animals, and maintaining the farm.
– Crop farms: Undocumented workers may work on crop farms across the country, helping to plant, harvest, and process fruits and vegetables.
– Livestock ranches: Ranches that raise cattle, pigs, sheep, or other livestock often hire undocumented workers for tasks such as herding animals, cleaning pens or coops, and administering medication.
– Poultry farms: Chicken or turkey farms frequently employ undocumented workers to help with breeding, raising and caring for birds, and processing poultry products.
– Nursery or greenhouse operations: Immigrants without legal documents may also work on nurseries where plants are grown or greenhouses where flowers are grown for sale.
– Vineyards and wineries: Many vineyards rely on immigrant labor to tend to grapes during growing season and assist with harvesting grapes for wine production.
– Tree fruit orchards: Orchards producing apples, peaches, cherries or other tree fruits typically employ large numbers of migrant workers during peak picking season.

8. Are there any additional risks for employers who hire undocumented immigrants or DACA recipients as farm or ranch managers?

Yes, there are several additional risks for employers who hire undocumented immigrants or DACA recipients as farm or ranch managers:

1. Legal Consequences: Employers who hire undocumented immigrants or DACA recipients could face legal consequences if it is discovered that they knowingly hired individuals without proper work authorization. This can include fines, penalties, and even criminal charges.

2. Financial Costs: Employers could face financial costs if they are found to have violated labor laws by hiring undocumented workers. This may include back pay, overtime pay, and other benefits that the employees were entitled to but did not receive.

3. Negative Public Perception: Some customers and members of the community may view companies that employ undocumented immigrants in a negative light, which could harm their reputation and affect business.

4. Increased Scrutiny from Immigration Authorities: In recent years, there has been an increase in enforcement actions by immigration authorities against companies that employ undocumented workers. This could result in workplace raids or investigations, leading to disruption of business operations and potential legal consequences for the employer.

5. Difficulty with Compliance: Undocumented immigrants or DACA recipients may have limited language skills and knowledge of U.S. labor laws, making it challenging for employers to ensure compliance with regulations such as minimum wage and safety standards.

6. High Turnover Rates: Hiring undocumented workers may lead to high turnover rates due to fear of being caught and deported. This can result in additional recruitment costs for employers in finding replacements.

7. Limited Availability of Benefits: Undocumented workers are not eligible for many government-provided benefits such as Social Security and Medicare, which can limit their access to healthcare and retirement benefits.

8. Risk of Unfair Treatment and Exploitation: Undocumented workers may be more vulnerable to exploitation due to their limited options for employment. They may also be subject to unfair treatment or discrimination in the workplace.

In summary, employers who hire undocumented immigrants or DACA recipients as farm or ranch managers face multiple risks, including legal consequences, financial costs, negative public perception, increased scrutiny from immigration authorities, compliance challenges, high turnover rates, limited benefits for employees, and risk of unfair treatment or exploitation.

9. How do they handle employment contracts and liability issues without proper legal documentation?

Without proper legal documentation, employment contracts and liability issues may be handled on a case-by-case basis. Employers may use verbal agreements or informal written agreements to outline the terms of employment. However, this can lead to misunderstandings and disputes down the line.

In terms of liability issues, employers may attempt to mitigate their risk by implementing workplace policies and procedures that outline their expectations for employees and potential consequences for violating those expectations. This can serve as a form of protection in the event of a liability claim.

However, without proper legal documentation such as employment contracts, employers are leaving themselves vulnerable to potential legal action. Having employment contracts in place provides clarity for both parties and can protect the employer from allegations of unfair treatment or breach of contract.

In cases where there is no legal documentation, it may be more difficult to prove specific details of the employment agreement, which can make it difficult to enforce certain rights or obligations. Employers without proper legal documentation also run the risk of being non-compliant with labor laws or regulations, which could result in penalties or fines.

To ensure that they are properly handling employment contracts and liability issues without proper legal documentation, employers should consult with a lawyer to understand their rights and responsibilities under applicable laws. They should also regularly review and update their workplace policies and procedures to ensure compliance with current regulations.

10. What options do these individuals have if they encounter difficulties with their employer as a result of their status?

Individuals who encounter difficulties with their employer as a result of their status have several options, including:

1. File a complaint with the Equal Employment Opportunity Commission (EEOC): The EEOC is responsible for enforcing federal laws that prohibit employment discrimination based on race, color, religion, sex, national origin, age, disability, or genetic information. This includes discrimination based on immigration status.

2. Seek legal assistance: These individuals may also choose to seek legal assistance from an attorney who specializes in employment law. An attorney can help assess the situation and advise on the best course of action.

3. Contact their state’s labor department: Each state has its own labor department or agency that enforces state-specific employment laws. They can help investigate complaints and may provide resources for mediation or other forms of resolution.

4. Join a workers’ rights organization: There are many organizations that advocate for the rights of immigrant workers. These groups can provide support and resources for those facing discrimination in the workplace.

5. Look into local anti-discrimination laws: Some cities and counties have their own laws prohibiting discrimination based on immigration status. These ordinances may provide additional protections for affected individuals.

6. Keep detailed records: It is important for these individuals to keep detailed records of any incidents or interactions that may be considered discriminatory. This includes dates, times, names of involved parties, and any relevant evidence such as emails or memos.

7. Seek protection under labor laws: Regardless of immigration status, all employees are protected under federal and state labor laws governing minimum wage, overtime pay, workplace safety, and other aspects of employment.

8. Communicate with HR or management: In some cases, discussing concerns with HR or management may lead to a resolution without needing to take more formal action.

9.Collect evidence and document negative treatment: If an individual believes they are being discriminated against because of their immigration status, it is crucial to document any negative treatment and gather evidence to support their claim.

10. Consult with an immigration attorney: An immigration attorney can provide guidance on how an individual’s status may impact their employment rights and what steps they can take to protect themselves. They can also assist with obtaining work visas or other legal protections for immigrant workers.

11. Do they receive fair wages and benefits compared to non-immigrant farm and ranch managers?

There is no clear answer to this question as wages and benefits for farm and ranch managers can vary greatly depending on location, industry, and individual employer practices. However, there have been reports of wage and labor violations in the agriculture industry which may disproportionately affect immigrant workers, including farm and ranch managers. The National Agricultural Workers Survey found that foreign-born Hispanic workers in agriculture earn significantly less than non-Hispanic white workers. Additionally, many undocumented immigrant workers are not eligible for certain benefits such as health insurance or paid time off.

12. Are there specific regulations and laws that pertain to hiring and managing undocumented immigrant or DACA recipient workers on a farm or ranch?

Yes, there are specific regulations and laws that pertain to hiring and managing undocumented immigrant or DACA recipient workers on a farm or ranch. These include the Immigration and Nationality Act (INA), which regulates immigration and naturalization in the United States, and the Fair Labor Standards Act (FLSA), which sets standards for minimum wage, overtime pay, record-keeping, and child labor.

Additionally, the Department of Homeland Security’s (DHS) Employment Eligibility Verification Form I-9 must be completed for all employees, including undocumented immigrants or DACA recipients. This form is used to verify an employee’s identity and employment authorization.

Employers must also comply with any state-specific labor laws pertaining to immigrant workers. Some states have additional requirements or protections for immigrant workers, such as mandatory E-Verify programs or sanctions against employers who knowingly hire undocumented workers.

It is important for employers to educate themselves on these laws and regulations and seek legal advice when necessary to ensure compliance. Failure to follow these regulations may result in fines, penalties, or legal consequences.

13. Is cultural sensitivity an important factor in successfully managing a diverse team of workers, including undocumented immigrants and DACA recipients?

Yes, cultural sensitivity is a critical factor in successfully managing a diverse team of workers, including undocumented immigrants and DACA recipients. It is important to recognize and respect the cultural backgrounds, customs, and beliefs of all team members in order to create a harmonious and inclusive work environment. This can help foster trust, collaboration, and productivity among team members. Additionally, it is vital to understand the unique challenges and barriers that undocumented immigrants and DACA recipients may face in the workplace, such as language barriers or fears of deportation. By being culturally sensitive and accommodating their needs, managers can ensure that all team members feel valued, supported, and included in the workplace.

14. Do these individuals face discrimination in the workplace due to their immigration status?

Yes, undocumented immigrants often face discrimination in the workplace due to their immigration status. Employers may take advantage of their vulnerable status by not providing fair wages, denying benefits, or subjecting them to unsafe working conditions. They may also face harassment, intimidation, and threats of deportation from employers who exploit their fear of being reported to authorities. This discrimination can greatly hinder their ability to find and maintain steady employment, leading to further economic insecurity and exploitation.

15. How do they handle potential language barriers with other workers, clients, and suppliers?

The company should have policies and procedures in place to handle potential language barriers with workers, clients, and suppliers. This may include providing language training for employees, hiring bilingual staff or interpreters, using translation services when necessary, and implementing clear communication methods and tools such as bilingual signage and written materials. It is important that the company also promotes a supportive and inclusive workplace culture to encourage effective communication and collaboration among diverse teams.

16. Are there any programs available specifically designed to assist undocumented immigrant or DACA recipient farm and ranch managers?

There are several programs available that can assist undocumented immigrant or DACA recipient farm and ranch managers. These include:

1) United States Department of Agriculture (USDA) Farm Service Agency (FSA) loans: The USDA FSA offers direct and guaranteed loans for farmers and ranchers who have been denied credit from other lenders because of their status as undocumented immigrants or DACA recipients.

2) United States Department of Agriculture (USDA) Farm Service Agency (FSA) Non-Insured Crop Disaster Assistance Program (NAP): This program provides financial assistance to producers who suffer crop losses due to a natural disaster. Eligible producers include those who are unable to purchase creditworthy federal crop insurance, including undocumented immigrants and DACA recipients.

3) United States Small Business Administration (SBA) Microloans: The SBA offers microloans up to $50,000 for small businesses, including farms and ranches. While the borrower must be a legal resident or citizen, the SBA does not require a Social Security number to apply for a microloan.

4) Credit unions and community development financial institutions: Some credit unions and community development financial institutions offer loans to small businesses regardless of immigration status. These organizations may have more flexible lending criteria than traditional banks.

5) Local and state government programs: Some local and state governments offer grant programs or loans specifically for immigrant entrepreneurs. These may include grants for farm equipment or business start-up costs.

It is important to note that eligibility requirements for these programs may vary depending on location and specific circumstances. It is recommended to research the eligibility requirements thoroughly before applying for any program. Additionally, it is advisable to seek guidance from an immigration attorney or local advocacy organization for individuals seeking financial assistance as an undocumented immigrant or DACA recipient.

17. How does the lack of legal documentation affect their ability to expand their business ventures in the agricultural industry?

The lack of legal documentation can greatly hinder their ability to expand their business ventures in the agricultural industry. Without proper legal documentation, they may not be recognized as legitimate business owners and may face challenges in obtaining loans, licenses, and permits needed for expansion. This can also make it difficult for them to enter into contracts with suppliers or buyers, limiting their access to resources and markets.

Furthermore, without legal documentation, these individuals may face difficulties in protecting their assets and intellectual property rights. This can leave them vulnerable to exploitation by larger companies or individuals who have the means to take advantage of their lack of legal protection.

In addition, the lack of legal documentation can also limit opportunities for training and education that could help these individuals improve their skills and knowledge necessary for expanding their business ventures.

Overall, the absence of legal documentation creates barriers and uncertainties that can impede the growth and success of small agricultural businesses owned by marginalized individuals.

18. Are there any unique challenges related to land ownership for undocumented immigrant or DACA recipient farm and ranch managers?

Yes, undocumented immigrants and DACA recipients may face unique challenges related to land ownership as farm and ranch managers. Some potential challenges include:

1. Limited access to financing: Many lenders require proof of legal status in order to provide loans or mortgages for land purchase. This can make it difficult for undocumented immigrants or DACA recipients to obtain the necessary funding to purchase or maintain their own land.

2. Uncertainty about future immigration status: DACA (Deferred Action for Childhood Arrivals) is a temporary program that provides protection from deportation for certain eligible individuals brought to the US as children. This means that recipients may not have long-term certainty about their immigration status and ability to continue managing the land as a career.

3. Restrictions on government programs: Some government programs, such as federal farm programs, may have eligibility requirements that exclude undocumented immigrants or DACA recipients from receiving financial assistance or support for land management.

4. Fear of detection and deportation: Undocumented immigrants may be hesitant to publicly identify themselves as farm and ranch managers due to fear of being reported to immigration authorities and facing deportation.

5. Lack of legal protections: As undocumented immigrants do not have legal status in the US, they may not have access to certain legal protections, such as property rights or contractual agreements related to land ownership.

6. Language barriers: For non-English speaking undocumented immigrant farm and ranch managers, language barriers may make it difficult to understand contracts, access resources, and communicate with other stakeholders involved in land ownership.

These challenges can create significant barriers for undocumented immigrant and DACA recipient farm and ranch managers who are seeking opportunities for land ownership. It is important for policymakers and stakeholders to address these challenges in order to promote diversity and inclusivity in the agriculture industry.

19. What steps can be taken to increase opportunities and support for undocumented immigrant or DACA recipient farm and ranch managers in the agricultural industry?

1. Increase access to education and training programs: Providing opportunities for undocumented immigrants or DACA recipients to gain necessary skills and knowledge in farm and ranch management can increase their chances of securing employment in the industry. This could include expanding vocational training programs, workshops, and apprenticeships specifically designed for this population.

2. Expand employer incentives: Implementing tax credits or other financial incentives for employers who hire undocumented immigrants or DACA recipients as farm and ranch managers can encourage more companies to hire individuals from these communities.

3. Advocate for immigration reform: One of the main barriers facing undocumented immigrants and DACA recipients is their legal status. Advocating for comprehensive immigration reform that creates a pathway to citizenship can significantly increase opportunities for them in the agricultural sector.

4. Increase awareness among employers: Many employers may be unaware of the benefits of hiring undocumented immigrants or DACA recipients as farm and ranch managers, such as their strong work ethic, language skills, and cultural diversity. Educating employers about these advantages can help break down barriers and create more job opportunities.

5. Facilitate networking opportunities: Connecting undocumented immigrants or DACA recipients with established professionals in the agricultural industry through mentorship programs, job fairs, and networking events can provide valuable support and guidance for career advancement.

6. Provide assistance with obtaining necessary licenses and permits: Some states have restrictions on licensing or permitting certain occupations to undocumented immigrants. Providing resources and support to navigate these requirements can open up more job opportunities for them in farm management roles.

7. Offer financial aid: Undocumented immigrants or DACA recipients may face financial barriers when pursuing education or training programs related to farm management. Providing scholarships or grants specifically targeted towards this population can help alleviate some of these challenges.

8. Establish language assistance programs: Many undocumented immigrants or DACA recipients may not be proficient in English, which can hinder their ability to secure employment in farm management roles where effective communication is crucial. Offering language assistance programs or resources can help bridge this language gap and increase their employability.

9. Develop partnerships with community organizations: Working with local community-based organizations that serve undocumented immigrants or DACA recipients can help identify and connect potential candidates with job opportunities in the agricultural industry.

10. Address discrimination and stigma against undocumented immigrants: Unfortunately, undocumented immigrants or DACA recipients may face discrimination and stigma in the workplace due to their legal status. Taking steps to address and combat these negative attitudes can create a more inclusive and welcoming environment for them in the agricultural industry.

20. Are there any success stories of undocumented immigrant or DACA recipient farm and ranch managers who have overcome obstacles and achieved recognition in the industry?

Yes, there are several success stories of undocumented immigrant or DACA recipient farm and ranch managers who have overcome obstacles and achieved recognition in the industry. Here are a few examples:

1. Doroteo Garcia: Garcia was brought to the US from Mexico at the age of 11 and began working in the fields in California’s Central Valley. He eventually worked his way up to becoming a foreman, but with no formal education or legal status, he faced constant challenges. However, he persisted and eventually became a successful farm manager for one of the largest farming conglomerates in the country.

2. Valentin Lopez: Lopez came to the US from Mexico as a teenager and started working as a farm laborer in North Carolina. Despite facing discrimination and obstacles due to his immigration status, Lopez obtained an associate degree in agricultural business management and went on to become an operations manager for one of the largest berry farms in the state.

3. Faviola Flores: Flores came to the US from Mexico at the age of 18 and began working on dairy farms in Wisconsin. She worked her way up through various roles, eventually becoming an assistant herd manager at one of the largest dairies in Vermont. She now advocates for immigrant rights and mentors other undocumented youth.

4. Julio Rivera: Rivera is a DACA recipient who came to the US from Honduras when he was three years old. He grew up on a crop farm in Georgia where he learned about farming and developed a passion for it. Despite facing challenges due to his immigration status, Rivera has successfully managed multiple farms in Georgia and South Carolina.

5. Ana Santos: Santos is an undocumented immigrant who came to the US from Guatemala as a teenager. She started working on dairy farms in California but always dreamed of managing her own dairy operation someday. Through hard work and dedication, she saved enough money to start her own goat dairy business which has now expanded into other livestock operations as well.

These are just a few of the many success stories of undocumented immigrant or DACA recipient farm and ranch managers who have overcome obstacles to make a name for themselves in the agriculture industry. They serve as inspiring examples of resilience, determination, and the valuable contributions that immigrants make to our country’s economy and communities.