6 certified Labor Condition Applications on file with the U.S. Department of Labor, FY2021–FY2024.
Since September 2025, DOL's Project Firewall opens H-1B investigations without waiting for a complaint. These checkpoints come from Deaf Smith County Hospital District's own public LCA filings (FY2022–FY2024) — the same records an investigator pulls first.
Next end date: 2027-02-28. 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%.
Median offered wage is 14% 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.
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.
No additional recruitment or non-displacement attestations apply.
Public DOL disclosure data can lag actual filings by a quarter. Descriptive only — not legal advice.
Yes — Deaf Smith County Hospital District sponsors H-1B workers, with 6 certified LCAs on file (FY2021–FY2024), including 3 in FY2024. The median certified salary is — (P25 $47,580, P75 $51,620). 100% of its certified filings meet or exceed the prevailing wage.
Deaf Smith County Hospital District H-1B sponsorship at a glance, from public U.S. DOL LCA disclosure data (FY2021–FY2024).
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; 0% of filings are senior-level (III–IV).
| Fiscal year | Certified | Denied | Withdrawn | Total |
|---|---|---|---|---|
| FY2021 | 2 | 0 | 0 | 2 |
| FY2022 | 1 | 0 | 0 | 1 |
| FY2024 | 3 | 0 | 0 | 3 |
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 Withdrawn are LCAs that were certified and later withdrawn by the employer; they still count toward Total.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 |
|---|---|---|---|---|---|
Medical Technologist I-200-24121-940131 | $52,956/yr$25/hr as filed | II | Hereford, TX | Apr 30, 2024 | Certified |
Medical Technologist I-200-24037-697219 | $49,920/yr$24/hr as filed | II | Hereford, TX | Feb 06, 2024 | Certified |
Medical Technologist I-200-23291-440121 | $52,187/yr$25/hr as filed | II | Hereford, TX | Oct 18, 2023 | Certified |
Medical Technologist I-200-21281-634088 | $49,920/yr$24/hr as filed | II | Hereford, TX | Oct 08, 2021 | Certified |
Medical Technologist I-200-21030-044443 | $46,800/yr$22/hr as filed | II | Hereford, TX | Jan 30, 2021 | 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 FY2021–FY2024 disclosure records.
Most active filing months: Jan 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 · 1 city
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