5 certified Labor Condition Applications on file with the U.S. Department of Labor, FY2022–FY2026.
Since September 2025, DOL's Project Firewall opens H-1B investigations without waiting for a complaint. These checkpoints come from ZAP Engineering & Construction Services, Inc.'s own public LCA filings (FY2024–FY2026) — the same records an investigator pulls first.
Median offered wage is 12% 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.
Next end date: 2026-11-12. 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.
Withdrawn or denied LCAs are normal in isolation; a high share suggests workers were moved between filings and the paper trail needs checking.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 — ZAP Engineering & Construction Services, Inc. sponsors H-1B workers, with 5 certified LCAs on file (FY2022–FY2026), including 2 in FY2026. The median certified salary is $130,500 (P25 $105,200, P75 $155,250). With a 57% transfer share, this employer actively accepts H-1B transfers. 100% of its certified filings meet or exceed the prevailing wage.
ZAP Engineering & Construction Services, Inc. H-1B sponsorship at a glance, from public U.S. DOL LCA disclosure data (FY2022–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; 43% of filings are senior-level (III–IV).
| Fiscal year | Certified | Denied | Withdrawn | Total |
|---|---|---|---|---|
| FY2022 | 1 | 0 | 0 | 1 |
| FY2023 | 0 | 0 | 1 | 1 |
| FY2024 | 1 | 0 | 0 | 1 |
| FY2025 | 1 | 0 | 1 | 2 |
| FY2026 | 2 | 0 | 0 | 2 |
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 |
|---|---|---|---|---|---|
Instrumentation & Controls (I&C) Engineer 2 I-200-26114-832594 | $103,500/yr | II | Lakewood, CO | Apr 24, 2026 | Certified |
Structural Engineer 2 I-200-26114-832857 | $106,900/yr | III | Lakewood, CO | Apr 24, 2026 | Certified |
Process Engineer 1 I-200-25111-887199 | $86,700/yr | I | Houston, TX | Apr 21, 2025 | Certified |
Civil/Structural Engineering Supervisor I-200-23310-482057 | $180,000/yr | II | Houston, TX | Nov 06, 2023 | Certified |
Project Manager 2 I-200-22112-099035 | $130,500/yr | IV | Lakewood, CO | Apr 22, 2022 | 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 FY2022–FY2026 disclosure records.
Most active filing months: Apr and Nov — useful for timing transfer conversations.
Attestations from the employer's own LCA filings (Form ETA-9035), as disclosed by the U.S. DOL.
2 states · 2 cities
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 →