Ericsson Caribbean, Inc. · Guaynabo, Puerto Rico
Case #I-200-22242-444975
In FY2022, Ericsson Caribbean, Inc. sought H-1B sponsorship for a Solution Architect in Guaynabo, Puerto Rico at $110k per year, which is 71% above the prevailing wage of $64k. The case was processed in 0 days during the FY FY2022 cycle. This position is for continued employment.
| Case Number | I-200-22242-444975 |
| Case Status | Withdrawn |
| Visa Class | H-1B |
| Fiscal Year | FY 2022 |
| Employer | Ericsson Caribbean, Inc. |
| Employer Location | Guaynabo, Puerto Rico |
| Job Title | Solution Architect |
| SOC Code | 15-129908 – Computer Systems Engineers/Architects |
| Worksite | Guaynabo, Puerto Rico |
| Annual Wage | $110k – $166k |
| Prevailing Wage | $64k |
| Wage Premium | +71.1% |
| Positions | 1 (0 new, 1 continued) |
| Job Title | Salary | Status | Date |
|---|---|---|---|
| Integration Engineer | $80k | CERTIFIED | Jul 28, 2023 |
| Solution Architect | $110k | CERTIFIED | Sep 9, 2022 |
| Integration Engineer | $86k | CERTIFIED | Aug 17, 2022 |
This Labor Condition Application (LCA) was filed by Ericsson Caribbean, Inc. for the position of Solution Architect in Guaynabo, Puerto Rico. The offered annual salary is $110k, compared to the prevailing wage of $64k for this occupation and location. This represents a wage premium of +71.1% 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Case status: Withdrawn.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, Ericsson Caribbean, Inc. filed LCA case number I-200-22242-444975 to sponsor a Solution Architect position at their worksite in Guaynabo, Puerto Rico. 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 $110k compares to the DOL prevailing wage of $64k for Computer Systems Engineers/Architects positions in the Guaynabo, Puerto Rico area. The positive wage premium of +71.1% 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 $110k for this Solution Architect 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 15-129908 (Computer Systems Engineers/Architects), 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 Solution Architect position at Ericsson Caribbean, Inc. is $110k to $166k. The Department of Labor prevailing wage for this occupation and location is $64k. The offered wage represents a +71.1% premium over the prevailing wage.
This H-1B filing is for a position located in Guaynabo, Puerto Rico. The employing company, Ericsson Caribbean, Inc., is headquartered in Guaynabo, Puerto Rico.
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 Ericsson Caribbean, Inc., located in Guaynabo, Puerto Rico. Ericsson Caribbean, Inc. filed this Labor Condition Application (case number I-200-22242-444975) for a Solution Architect position during fiscal year FY 2022. View all Ericsson Caribbean, Inc. 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.