Crimson Building Company, LLC · Bedford, Texas
Case #I-200-22207-377748
Crimson Building Company, LLC filed an H-1B petition for a Crimson Building Company, LLC position in Bedford, Texas at $86k per year — 1% above the prevailing wage of $85k. The case was processed in 0 days during the FY FY2022 cycle. This position is for continued employment.
| Case Number | I-200-22207-377748 |
| Case Status | Withdrawn |
| Visa Class | H-1B |
| Fiscal Year | FY 2022 |
| Employer | Crimson Building Company, LLC |
| Employer Location | Bedford, Texas |
| Job Title | Crimson Building Company, LLC |
| SOC Code | 11-902100 – Construction Managers |
| Worksite | Bedford, Texas |
| Annual Wage | $86k – $106k |
| Prevailing Wage | $85k |
| Wage Premium | +0.9% |
| Positions | 1 (0 new, 0 continued) |
| Job Title | Salary | Status | Date |
|---|---|---|---|
| Assistant Project Manager | $85k | CERTIFIED | May 14, 2024 |
| Assistant Project Manager | $86k | CERTIFIED | Aug 11, 2022 |
| Assistant Project Manager | $86k | CERTIFIED - WITHDRAWN | Jul 26, 2022 |
This Labor Condition Application (LCA) was filed by Crimson Building Company, LLC for the position of Crimson Building Company, LLC in Bedford, Texas. The offered annual salary is $86k, compared to the prevailing wage of $85k for this occupation and location. This represents a wage premium of +0.9% 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Case status: Withdrawn.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, Crimson Building Company, LLC filed LCA case number I-200-22207-377748 to sponsor a Crimson Building Company, LLC position at their worksite in Bedford, Texas. 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 $86k compares to the DOL prevailing wage of $85k for Construction Managers positions in the Bedford, Texas area. The positive wage premium of +0.9% 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 $86k for this Crimson Building Company, LLC position provides a data point for evaluating compensation trends in H-1B 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 11-902100 (Construction Managers), 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 Crimson Building Company, LLC position at Crimson Building Company, LLC is $86k to $106k. The Department of Labor prevailing wage for this occupation and location is $85k. The offered wage represents a +0.9% premium over the prevailing wage.
This H-1B filing is for a position located in Bedford, Texas. The employing company, Crimson Building Company, LLC, is headquartered in Bedford, Texas.
This Labor Condition Application is filed under the H-1B visa classification. The H-1B visa is designed for specialty occupation workers who possess at least a bachelor's degree or equivalent in a specific field related to the job.
The employer for this filing is Crimson Building Company, LLC, located in Bedford, Texas. Crimson Building Company, LLC filed this Labor Condition Application (case number I-200-22207-377748) for a Crimson Building Company, LLC position during fiscal year FY 2022. View all Crimson Building Company, LLC 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.