6 certified Labor Condition Applications on file with the U.S. Department of Labor, FY2025–FY2026.
Since September 2025, DOL's Project Firewall opens H-1B investigations without waiting for a complaint. These checkpoints come from NOCAP, Inc.'s own public LCA filings (FY2024–FY2026) — the same records an investigator pulls first.
Median offered wage is 6% above the DOL prevailing wage across 6 recent certified LCAs. Paying at the floor is lawful, but it invites the question of whether the wage level itself is right.
Withdrawn or denied LCAs are normal in isolation; a high share suggests workers were moved between filings and the paper trail needs checking.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%.
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 — NOCAP, Inc. sponsors H-1B workers, with 6 certified LCAs on file (FY2025–FY2026), including 2 in FY2026. The median certified salary is $234,750 (P25 $146,420, P75 $250,000). With a 88% transfer share, this employer actively accepts H-1B transfers. 100% of its certified filings meet or exceed the prevailing wage.
NOCAP, Inc. H-1B sponsorship at a glance, from public U.S. DOL LCA disclosure data (FY2025–FY2026).
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; 62% of filings are senior-level (III–IV).
| Fiscal year | Certified | Denied | Withdrawn | Total |
|---|---|---|---|---|
| FY2025 | 4 | 0 | 0 | 4 |
| FY2026 | 2 | 0 | 2 | 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 Withdrawn are LCAs that were certified and later withdrawn by the employer; they still count toward Total.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 |
|---|---|---|---|---|---|
Performance Marketing Manager I-203-26147-953349 | $156,894/yr | II | New York, NY | May 27, 2026 | Certified |
Performance Marketing Manager I-200-26072-702889 | $115,000/yr | I | New York, NY | Mar 13, 2026 | Certified |
Member of Technical Staff I-200-25254-303534 | $250,000/yr | IV | New York, NY | Sep 11, 2025 | Certified |
Member of Technical Staff I-200-25184-151934 | $250,000/yr | IV | New York, NY | Jul 03, 2025 | Certified |
Creative Strategy Associate, Performance I-200-25126-944265 | $90,000/yr | II | New York, NY | May 06, 2025 | Certified |
Product Manager I-200-25090-814641 | $219,500/yr | III | New York, NY | Mar 31, 2025 | 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 FY2025–FY2026 disclosure records.
Most active filing months: Mar and May — 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 →