6 certified Labor Condition Applications on file with the U.S. Department of Labor, FY2022–FY2025.
Since September 2025, DOL's Project Firewall opens H-1B investigations without waiting for a complaint. These checkpoints come from Aspire HR, Inc.'s own public LCA filings (FY2023–FY2025) — the same records an investigator pulls first.
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.
Frequent amendments usually mean worksite or role changes; each one must be covered by a new LCA before the change takes effect.
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%.
Median offered wage is 19% above the DOL prevailing wage across 3 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 — Aspire HR, Inc. sponsors H-1B workers, with 6 certified LCAs on file (FY2022–FY2025), including 1 in FY2025. The median certified salary is $132,175 (P25 $125,293, P75 $145,543). With a 57% transfer share, this employer actively accepts H-1B transfers. 100% of its certified filings meet or exceed the prevailing wage.
Aspire HR, Inc. H-1B sponsorship at a glance, from public U.S. DOL LCA disclosure data (FY2022–FY2025).
Certified LCAs are a prerequisite to H-1B petitions, not visa approvals; one LCA can cover multiple workers. Descriptive only — not legal advice.
The shaded band is the middle half of certified salaries (P25–P75); the bar spans the lowest to highest certified salary.
Levels I–IV are DOL prevailing-wage experience tiers; 100% of filings are senior-level (III–IV).
| Fiscal year | Certified | Denied | Withdrawn | Total |
|---|---|---|---|---|
| FY2022 | 3 | 0 | 1 | 4 |
| FY2023 | 2 | 0 | 0 | 2 |
| FY2025 | 1 | 0 | 0 | 1 |
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 Withdrawn are LCAs that were certified and later withdrawn by the employer; they still count toward Total.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 |
|---|---|---|---|---|---|
CPI Integrations Consultant I-200-25254-303111 | $150,000/yr | IV | Irving, Tx, TX | Sep 11, 2025 | Certified |
Sr. Consultant I-200-23068-836572 | $130,000/yr | IV | Tampa, FL | Mar 09, 2023 | Certified |
CPI Integrations Consultant I-200-23067-830564 | $150,000/yr | IV | Dallas, TX | Mar 07, 2023 | Certified |
Principal Payroll Consultant I-200-22167-286345 | $120,000/yr | IV | Dallas, TX | Jun 16, 2022 | Certified |
Principal Payroll Consultant I-200-22166-285038 | $140,000/yr | IV | Dallas, TX | Jun 15, 2022 | Withdrawn |
Senior SAP Payroll Consultant I-200-22056-930249 | $132,175/yr | IV | Irving, TX | Feb 24, 2022 | Certified |
SAP HR Development Lead I-200-22056-930243 | $123,724/yr | IV | Frisco, TX | Feb 24, 2022 | Certified |
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 FY2022–FY2025 disclosure records.
Most active filing months: Feb and Mar — useful for timing transfer conversations.
Attestations from the employer's own LCA filings (Form ETA-9035), as disclosed by the U.S. DOL.
2 states · 5 cities
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