8 certified Labor Condition Applications on file with the U.S. Department of Labor, FY2023–FY2023.
Since September 2025, DOL's Project Firewall opens H-1B investigations without waiting for a complaint. These checkpoints come from Corewell Health (formerly, BHSH System)'s own public LCA filings (FY2021–FY2023) — the same records an investigator pulls first.
Median offered wage is 0% above the DOL prevailing wage across 8 recent certified LCAs. Paying at the floor is lawful, but it invites the question of whether the wage level itself is right.
Next end date: 2026-10-26. 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.
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%.
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.
Public DOL disclosure data can lag actual filings by a quarter. Descriptive only — not legal advice.
Yes — Corewell Health (formerly, BHSH System) sponsors H-1B workers, with 8 certified LCAs on file (FY2023–FY2023), including 8 in FY2023. The median certified salary is $106,808 (P25 $67,844, P75 $107,926). 100% of its certified filings meet or exceed the prevailing wage.
Corewell Health (formerly, BHSH System) H-1B sponsorship at a glance, from public U.S. DOL LCA disclosure data (FY2023–FY2023).
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; 50% of filings are senior-level (III–IV).
| Fiscal year | Certified | Denied | Withdrawn | Total |
|---|---|---|---|---|
| FY2023 | 8 | 0 | 0 | 8 |
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 Withdrawn are LCAs that were certified and later withdrawn by the employer; they still count toward Total.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 |
|---|---|---|---|---|---|
Sr. Data Engineer I-200-23124-991683 | $111,280/yr | IV | Grand Rapids, MI | May 04, 2023 | Certified |
Lead Data Engineer I-200-23111-956156 | $111,280/yr | IV | Grand Rapids, MI | Apr 21, 2023 | Certified |
Lead Application Development Analyst I-200-22326-601119 | $106,808/yr | IV | Kentwood, MI | Nov 22, 2022 | Certified |
Application Development Analyst I-200-22326-601779 | $76,336/yr | II | Grand Rapids, MI | Nov 22, 2022 | Certified |
Medical Lab Technologist I-200-22300-554880 | $42,369/yr$20/hr as filed | II | St. Joseph, MI | Oct 27, 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 FY2023–FY2023 disclosure records.
Most active filing months: Nov and Oct — 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 · 3 cities
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