7 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 HomeCall, Inc.'s own public LCA filings (FY2022–FY2024) — the same records an investigator pulls first.
Next end date: 2026-11-05. 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.
Withdrawn or denied LCAs are normal in isolation; a high share suggests workers were moved between filings and the paper trail needs checking.
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 15% 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.
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 — HomeCall, Inc. sponsors H-1B workers, with 7 certified LCAs on file (FY2021–FY2024), including 3 in FY2024. The median certified salary is $95,000 (P25 $95,000, P75 $106,945). With a 82% transfer share, this employer actively accepts H-1B transfers. 100% of its certified filings meet or exceed the prevailing wage.
HomeCall, Inc. 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.
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; 70% of filings are senior-level (III–IV).
| Fiscal year | Certified | Denied | Withdrawn | Total |
|---|---|---|---|---|
| FY2021 | 3 | 0 | 3 | 6 |
| FY2022 | 1 | 0 | 0 | 1 |
| FY2024 | 3 | 0 | 1 | 4 |
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 Withdrawn are LCAs that were certified and later withdrawn by the employer; they still count toward Total.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 |
|---|---|---|---|---|---|
Occupational Therapist I-200-24046-721353 | $97,780/yr | II | Easton, MD | Feb 15, 2024 | Certified |
Physical Therapist I-200-23321-509738 | $110,000/yr | III | Waldorf, MD | Nov 17, 2023 | Certified |
Physical Therapist I-200-23285-426907 | $115,000/yr | I | Rockville, MD | Oct 12, 2023 | Certified |
Physical Therapist I-200-23278-413608 | $115,000/yr | I | Rockville, MD | Oct 05, 2023 | Withdrawn |
Physical Therapist I-200-21133-312723 | $95,000/yr | III | Baltimore, MD | May 13, 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: Apr 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 · 5 cities
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