July 31, 2019

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In order to protect the interest of US citizens and residents, the H-1B requires a Labor Condition Application (LCA) which is set in place to ensure equal opportunity, pay, and working conditions for foreign workers and US citizens and residents.

One step in this process is the LCA Notice of Posting. Essentially, this is a requirement that the employer formally informed their employees and the public in writing that the LCA is being filed.

The notice of posting can come in two forms – a hard copy notice or an electronic notice. To post a hard copy notice, after the LCA attestation is accepted, the employer must print and sign the LCA. Then, they must post it in two conspicuous places in the work area where the beneficiary would be working.

An electronic notice should be given on or within 30 days before the labor certification is filed. It should be made available for viewing by affected employees for at least 10 days. The employer may make the notice available using any means it normally uses to communicate with workers such as a “home page” or “electronic bulletin board”.

Rules for the notice of posting vary slightly depending on if there is a bargaining representative or not.

According to the Code of Federal Regulation, if there is not a bargaining representative, the notice should include:

  • that H-1B nonimmigrants are sought;
  • the number of such nonimmigrants the employer is seeking;
  • the occupational classification; the wages offered;
  • the period of employment;
  • the location(s) at which the H-1B nonimmigrants will be employed;
  • and that the LCA is available for public inspection at the H-1B employer’s principal place of business in the U.S. or at the worksite.

The notice should also include the statement:

“Complaints alleging misrepresentation of material facts in the labor condition application and/or failure to comply with the terms of the labor condition application may be filed with any office of the Wage and Hour Division of the United States Department of Labor.”

If there is collective bargaining representative for the occupational classification in which the beneficiary will be employed, the notice should pinpoint:

  • the number of H-1B nonimmigrants the employer is seeking to employ;
  • the occupational classification in which the H-1B nonimmigrants will be employed;
  • the wages offered;
  • the period of employment;
  • and the location(s) at which the H-1B nonimmigrants will be employed.

In addition to posting the labor certification, the employer must develop and maintain documentation to support the statements made in the notice of posting.

The Code of Federal Regulation States that the employer should retain records for one year beyond the period which the H-1B nonimmigrant was employed under the labor condition application or, if no beneficiary was employed, one year after the date the LCA expired. Moreover, the documentation must be made available for public and Department of Labor examination upon request.

About the author 

Jon Velie

About the author: Jon Velie has practiced immigration law since 1993. He is CEO of OnlineVisas.com., the Intelligent Immigration Platform. Jon is an Amazon number one best-selling author of H-1B Visa: Application & Approval that is regularly covered by major media and has won a number of international awards. Jon can be contacted at jon@onlinevisas.com or 405-310-4333 office.

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