Company or Organization Legal Name · Napa, California
Case #I-201-24130-975219
In FY2024, Company or Organization Legal Name sought H-1B1 CHILE sponsorship for a ttlte in Napa, California at $52k per year, which is 18% above the prevailing wage of $44k. The case was processed in 0 days during the FY FY2024 cycle. This position is for new employment.
| Case Number | I-201-24130-975219 |
| Case Status | Withdrawn |
| Visa Class | H-1B1 CHILE |
| Fiscal Year | FY 2024 |
| Employer | Company or Organization Legal Name |
| Job Title | ttlte |
| SOC Code | 39-101400 – First-Line Supervisors of Entertainment and Recreation Workers, Except Gambling Services |
| Worksite | Napa, California |
| Annual Wage | $52k – $73k |
| Prevailing Wage | $44k |
| Wage Premium | +18.5% |
| Positions | 1 (1 new, 1 continued) |
| Job Title | Salary | Status | Date |
|---|---|---|---|
| Job Title | $42k | DENIED | Dec 29, 2023 |
| Job Title | $42k | WITHDRAWN | Dec 29, 2023 |
| Job Title | $4,855k | WITHDRAWN | Dec 28, 2023 |
| Job Title | $12,180k | DENIED | Dec 22, 2023 |
This Labor Condition Application (LCA) was filed by Company or Organization Legal Name for the position of ttlte in Napa, California. The offered annual salary is $52k, compared to the prevailing wage of $44k for this occupation and location. This represents a wage premium of +18.5% above the prevailing wage.
The LCA is the first step in the H-1B visa process. Employers must file an LCA with the Department of Labor certifying that they will pay the foreign worker at least the prevailing wage for the occupation in the area of intended employment. A certified LCA is required before the employer can file an H-1B petition with USCIS.
Case status: Withdrawn. This means the employer or their representative withdrew the application.
A Labor Condition Application (LCA) is a mandatory document that U.S. employers must file with the U.S. Department of Labor (DOL) before they can petition for a foreign worker under the H-1B, H-1B1, or E-3 visa categories. The LCA process was established under the Immigration and Nationality Act (INA) to protect both foreign and domestic workers by ensuring fair wages and working conditions.
When a U.S. company identifies a foreign national to fill a specialty occupation position, they must first obtain DOL certification through the LCA process before filing the H-1B petition (Form I-129) with U.S. Citizenship and Immigration Services (USCIS). In this case, Company or Organization Legal Name filed LCA case number I-201-24130-975219 to sponsor a ttlte position at their worksite in Napa, California. By filing this LCA, the employer attests to four key conditions: (1) paying the higher of the actual wage or prevailing wage, (2) providing working conditions that will not adversely affect other similarly employed workers, (3) no strike or lockout at the worksite, and (4) providing notice of the filing to the bargaining representative or posting notice at the worksite.
The DOL establishes four wage levels for each occupation and geographic area, representing the progression from entry-level to fully competent workers:
For this filing, the offered wage of $52k compares to the DOL prevailing wage of $44k for First-Line Supervisors of Entertainment and Recreation Workers, Except Gambling Services positions in the Napa, California area. The positive wage premium of +18.5% indicates the employer is offering above the DOL-determined average for this occupation and location.
The prevailing wage is the average wage paid to similarly employed workers in a specific occupation in the area of intended employment. The DOL determines prevailing wages using data from the Occupational Employment and Wage Statistics (OEWS) survey conducted by the Bureau of Labor Statistics (BLS). Employers must pay H-1B workers the higher of the prevailing wage or the actual wage paid to other employees in similar positions at the company. This requirement is designed to prevent employers from using H-1B workers to undercut domestic wages.
A "Certified-Withdrawn" status means this LCA was initially certified by the DOL but was later withdrawn by the employer. This can happen for various reasons: the foreign worker may have declined the position, found employment elsewhere, the employer may have decided to refile with updated information, or business conditions may have changed. A withdrawal does not negatively affect the employer's ability to file future LCAs.
The offered salary of $52k for this ttlte position provides a data point for evaluating compensation trends in H-1B1 CHILE visa sponsorship. When reviewing H-1B salary data, consider that wages vary significantly based on geographic location, employer size, industry sector, and the worker's experience level. This position falls under SOC code 39-101400 (First-Line Supervisors of Entertainment and Recreation Workers, Except Gambling Services), which standardizes how the Bureau of Labor Statistics classifies occupations across industries. Metropolitan areas like New York, San Francisco, and Seattle typically command higher salaries due to higher costs of living, while positions in smaller markets may offer lower nominal wages but comparable purchasing power.
The offered annual salary for this ttlte position at Company or Organization Legal Name is $52k to $73k. The Department of Labor prevailing wage for this occupation and location is $44k. The offered wage represents a +18.5% premium over the prevailing wage.
This H-1B1 CHILE filing is for a position located in Napa, California. The employing company, Company or Organization Legal Name, is headquartered in the United States.
This Labor Condition Application is filed under the H-1B1 CHILE visa classification. This visa classification allows employers to hire foreign workers for specialty occupation positions in the United States.
The employer for this filing is Company or Organization Legal Name. Company or Organization Legal Name filed this Labor Condition Application (case number I-201-24130-975219) for a ttlte position during fiscal year FY 2024. View all Company or Organization Legal Name H-1B filings.
Certified-Withdrawn means this LCA was initially certified by the DOL but was subsequently withdrawn by the employer or their authorized representative.