Philenergy U.S.A., Inc. · Kokomo, Indiana
Case #I-200-24134-989123
In FY2024, Philenergy U.S.A., Inc. sought H-1B sponsorship for a HR Specialist in Kokomo, Indiana at $53k per year, which is 32% above the prevailing wage of $40k. The case was denied in 1 days during the FY FY2024 cycle. This position is for new employment.
| Case Number | I-200-24134-989123 |
| Case Status | Denied |
| Visa Class | H-1B |
| Fiscal Year | FY 2024 |
| Employer | Philenergy U.S.A., Inc. |
| Employer Location | Kokomo, Indiana |
| Job Title | HR Specialist |
| SOC Code | 13-107100 – Human Resources Specialists |
| Worksite | Kokomo, Indiana |
| Annual Wage | $53k |
| Prevailing Wage | $40k |
| Wage Premium | +32.1% |
| Positions | 1 (1 new, 0 continued) |
| Job Title | Salary | Status | Date |
|---|---|---|---|
| HR Specialist | $53k | CERTIFIED | May 15, 2024 |
This Labor Condition Application (LCA) was filed by Philenergy U.S.A., Inc. for the position of HR Specialist in Kokomo, Indiana. The offered annual salary is $53k, compared to the prevailing wage of $40k for this occupation and location. This represents a wage premium of +32.1% 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: Denied. This means the Department of Labor has denied the application, possibly due to wage or documentation issues.
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, Philenergy U.S.A., Inc. filed LCA case number I-200-24134-989123 to sponsor a HR Specialist position at their worksite in Kokomo, Indiana. 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 $53k compares to the DOL prevailing wage of $40k for Human Resources Specialists positions in the Kokomo, Indiana area. The positive wage premium of +32.1% 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 "Denied" status means the DOL has determined that Philenergy U.S.A., Inc.'s LCA did not meet one or more regulatory requirements. Common reasons for denial include: the offered wage falling below the prevailing wage, errors in the application, failure to properly attest to working conditions, or prior violations by the employer. The employer may correct the identified issues and submit a new LCA.
This LCA was received by the DOL on May 13, 2024 and a decision was rendered on May 14, 2024, a processing time of approximately 1 business day. 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 $53k for this HR Specialist 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 13-107100 (Human Resources Specialists), 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 HR Specialist position at Philenergy U.S.A., Inc. is $53k. The Department of Labor prevailing wage for this occupation and location is $40k. The offered wage represents a +32.1% premium over the prevailing wage.
This H-1B filing is for a position located in Kokomo, Indiana. The employing company, Philenergy U.S.A., Inc., is headquartered in Kokomo, Indiana.
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 Philenergy U.S.A., Inc., located in Kokomo, Indiana. Philenergy U.S.A., Inc. filed this Labor Condition Application (case number I-200-24134-989123) for a HR Specialist position during fiscal year FY 2024. View all Philenergy U.S.A., Inc. H-1B filings.
Denied means the U.S. Department of Labor has rejected this Labor Condition Application. Common reasons for denial include offering a wage below the prevailing wage, incomplete documentation, failure to properly attest to working conditions, or prior violations.