PECOS INN, LLC · PECOS, Texas
Case #I-200-23160-097333
PECOS INN, LLC filed an H-1B petition for a HOTEL MANAGER position in PECOS, Texas at $49k per year — 0% above the prevailing wage of $49k. The case was processed in 6 days during the FY FY2023 cycle. This position is for new employment.
| Case Number | I-200-23160-097333 |
| Case Status | Withdrawn |
| Visa Class | H-1B |
| Fiscal Year | FY 2023 |
| Employer | PECOS INN, LLC |
| Employer Location | PECOS, Texas |
| Job Title | HOTEL MANAGER |
| SOC Code | 11-201100 – Advertising and Promotions Managers |
| Worksite | PECOS, Texas |
| Annual Wage | $49k |
| Prevailing Wage | $49k |
| Wage Premium | 0.0% |
| Positions | 1 (1 new, 0 continued) |
| Job Title | Salary | Status | Date |
|---|---|---|---|
| HEAD OF BUSINESS AND MARKETING | $49k | CERTIFIED | Jun 15, 2023 |
| Operations Manager | $44k | CERTIFIED | May 25, 2022 |
This Labor Condition Application (LCA) was filed by PECOS INN, LLC for the position of HOTEL MANAGER in PECOS, Texas. The offered annual salary is $49k, compared to the prevailing wage of $49k for this occupation and location. This represents a wage premium of 0.0% 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Case status: Withdrawn.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, PECOS INN, LLC filed LCA case number I-200-23160-097333 to sponsor a HOTEL MANAGER position at their worksite in PECOS, 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 $49k compares to the DOL prevailing wage of $49k for Advertising and Promotions Managers positions in the PECOS, Texas area. The positive wage premium of 0.0% 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.
This LCA was received by the DOL on Jun 9, 2023 and a decision was rendered on Jun 15, 2023, a processing time of approximately 6 business days. The standard DOL processing time for LCA applications is 7 to 10 business days. This application was processed within the standard timeframe.
The offered salary of $49k for this HOTEL MANAGER 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 11-201100 (Advertising and Promotions 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 HOTEL MANAGER position at PECOS INN, LLC is $49k. The Department of Labor prevailing wage for this occupation and location is $49k. The offered wage represents a 0.0% premium over the prevailing wage.
This H-1B filing is for a position located in PECOS, Texas. The employing company, PECOS INN, LLC, is headquartered in PECOS, 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 PECOS INN, LLC, located in PECOS, Texas. PECOS INN, LLC filed this Labor Condition Application (case number I-200-23160-097333) for a HOTEL MANAGER position during fiscal year FY 2023. View all PECOS INN, 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.