6 certified Labor Condition Applications on file with the U.S. Department of Labor, FY2021–FY2025.
Since September 2025, DOL's Project Firewall opens H-1B investigations without waiting for a complaint. These checkpoints come from Amheart Solutions's own public LCA filings (FY2023–FY2025) — the same records an investigator pulls first.
Level I is the entry-level prevailing-wage tier and the band DOL's Project Firewall reviews first for misclassification (senior duties filed at an entry-level wage). The national share is 17%.
Next end date: 2026-12-03. Employing an H-1B worker past the LCA end date without a new certified LCA is a strict-liability violation — the replacement LCA must be certified before the I-129 extension is filed.
Each worksite needs its own 10-business-day LCA notice and a PAF record of that posting; a move to a new area of intended employment needs a new LCA before the worker starts there.
Median offered wage is 10% above the DOL prevailing wage across 4 recent certified LCAs. Paying at the floor is lawful, but it invites the question of whether the wage level itself is right.
Public DOL disclosure data can lag actual filings by a quarter. Descriptive only — not legal advice.
Yes — Amheart Solutions sponsors H-1B workers, with 6 certified LCAs on file (FY2021–FY2025), including 2 in FY2025. The median certified salary is — (P25 $74,490, P75 $121,680). With a 38% transfer share, this employer actively accepts H-1B transfers. 100% of its certified filings meet or exceed the prevailing wage.
Amheart Solutions H-1B sponsorship at a glance, from public U.S. DOL LCA disclosure data (FY2021–FY2025).
Certified LCAs are a prerequisite to H-1B petitions, not visa approvals; one LCA can cover multiple workers. Descriptive only — not legal advice.
Levels I–IV are DOL prevailing-wage experience tiers; 17% of filings are senior-level (III–IV).
| Fiscal year | Certified | Denied | Withdrawn | Total |
|---|---|---|---|---|
| FY2021 | 2 | 1 | 1 | 4 |
| FY2023 | 1 | 0 | 0 | 1 |
| FY2024 | 1 | 0 | 0 | 1 |
| FY2025 | 2 | 0 | 0 | 2 |
Case dispositions from the U.S. DOL OFLC disclosure files. Withdrawn are LCAs that were certified and later withdrawn by the employer; they still count toward Total.
| Job title | Salary | Level | Location | Filed | Status |
|---|---|---|---|---|---|
Electrical Engineer I-200-25261-320057 | $124,800/yr$60/hr as filed | II | Pomona, CA | Sep 18, 2025 | Certified |
Electrical Engineer I-200-25251-294845 | $124,800/yr$60/hr as filed | II | Los Angeles, CA | Sep 08, 2025 | Certified |
Civil Engineer I-200-23304-466403 | $112,320/yr$54/hr as filed | III | Long Beach, CA | Oct 30, 2023 | Certified |
Construction Engineer I-200-23235-290247 | $98,280/yr$47/hr as filed | II | Los Angeles, CA | Aug 23, 2023 | Certified |
Construction Engineer I-200-21238-548157 | $66,560/yr$32/hr as filed | I | Los Angeles, CA | Aug 26, 2021 | Withdrawn |
One row per LCA case (its latest version), from U.S. DOL OFLC disclosure data. Salaries are the offered wage, converted to a yearly figure. Certified LCAs are not visa approvals.
Worker positions by LCA filing purpose, summed across FY2021–FY2025 disclosure records.
Most active filing months: Sep and Aug — useful for timing transfer conversations.
Attestations from the employer's own LCA filings (Form ETA-9035), as disclosed by the U.S. DOL.
1 state · 4 cities
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