5 certified Labor Condition Applications on file with the U.S. Department of Labor, FY2024–FY2024.
Since September 2025, DOL's Project Firewall opens H-1B investigations without waiting for a complaint. These checkpoints come from Hearts to Home LLC's own public LCA filings (FY2022–FY2024) — the same records an investigator pulls first.
Median offered wage is 0% above the DOL prevailing wage across 5 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: 2026-10-16. 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 — Hearts to Home LLC sponsors H-1B workers, with 5 certified LCAs on file (FY2024–FY2024), including 5 in FY2024. The median certified salary is $78,333 (P25 $78,333, P75 $116,979). 100% of its certified filings meet or exceed the prevailing wage.
Hearts to Home LLC H-1B sponsorship at a glance, from public U.S. DOL LCA disclosure data (FY2024–FY2024).
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; 0% of filings are senior-level (III–IV).
| Fiscal year | Certified | Denied | Withdrawn | Total |
|---|---|---|---|---|
| FY2024 | 5 | 0 | 0 | 5 |
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 Withdrawn are LCAs that were certified and later withdrawn by the employer; they still count toward Total.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 |
|---|---|---|---|---|---|
Care Services Staff Manager I-200-24151-051795 | $116,979/yr$56/hr as filed | II | Glendale, WI | May 30, 2024 | Certified |
Computer and Network Systems Administrator I-200-24141-015400 | $78,333/yr | II | Glendale, WI | May 20, 2024 | Certified |
Care Services Staff Manager I-200-24137-003257 | $116,979/yr | II | Glendale, WI | May 16, 2024 | Certified |
Nurse / Care Staff Manager I-200-23283-421644 | $116,979/yr$56/hr as filed | II | Glendale, WI | Oct 10, 2023 | Certified |
Accountant I-200-23272-395037 | $67,829/yr | II | Glendale, WI | Sep 29, 2023 | 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 FY2024–FY2024 disclosure records.
Most active filing months: May and Sep — 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
The same DOL data on this page is what every H-1B sponsor must track for each worker. ElevateStaffing.ai automates it end-to-end:
Get the private PAF / LCA gap check for your own filings — free, one business day — then let ElevateStaffing.ai keep every LCA, PAF, I-9 and I-983 deadline audit-ready.
Get my private gap check →