5 certified Labor Condition Applications on file with the U.S. Department of Labor, FY2024–FY2026.
Since September 2025, DOL's Project Firewall opens H-1B investigations without waiting for a complaint. These checkpoints come from Reeves County Hospital District's own public LCA filings (FY2024–FY2026) — the same records an investigator pulls first.
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%.
Next end date: 2026-10-31. 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.
Median offered wage is 15% 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.
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 — Reeves County Hospital District sponsors H-1B workers, with 5 certified LCAs on file (FY2024–FY2026), including 1 in FY2026. The median certified salary is — (P25 $83,075, P75 $96,324). 100% of its certified filings meet or exceed the prevailing wage.
Reeves County Hospital District H-1B sponsorship at a glance, from public U.S. DOL LCA disclosure data (FY2024–FY2026).
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| Fiscal year | Certified | Denied | Withdrawn | Total |
|---|---|---|---|---|
| FY2024 | 2 | 0 | 0 | 2 |
| FY2025 | 2 | 0 | 0 | 2 |
| FY2026 | 1 | 0 | 0 | 1 |
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 Withdrawn are LCAs that were certified and later withdrawn by the employer; they still count toward Total.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 |
|---|---|---|---|---|---|
Physical Therapist I-200-26167-020373 | $96,324/yr$46/hr as filed | I | Pecos, TX | Jun 16, 2026 | Certified |
Physical Therapist I-200-25218-226474 | $90,792/yr$43/hr as filed | I | Pecos, TX | Aug 06, 2025 | Certified |
Physical Therapist I-200-25113-897799 | $96,324/yr$46/hr as filed | I | Pecos, TX | Apr 23, 2025 | Certified |
Medical Technologist I-200-23314-493564 | $58,448/yr$28/hr as filed | II | Pecos, TX | Nov 10, 2023 | Certified |
Physical Therapist I-200-23279-414179 | $83,075/yr$39/hr as filed | I | Pecos, TX | Oct 05, 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–FY2026 disclosure records.
Most active filing months: Apr and Jun — 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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