A Comprehensive Guide on DOL H-1B Audits

Navigating DOL H-1B Audits

It is crucial for H-1B visa holders and sponsoring employers to be aware of the H-1B audits. These H-1B DOL audits focus on ensuring compliance with the requirements of the H-1B visa program.

The following are the factors based on which the DOL may initiate an audit.

• Employee complaints
• Referrals from US embassies
• Random selection

During an audit, the DOL may review the employer’s Labor Condition Application (LCA), payroll records, and other documents to verify that the employer is paying H-1B workers the prevailing wage, providing them with the required benefits, and not displacing US workers. The DOL may also interview employees to gather additional information.

If the DOL finds that an employer is in violation of the H-1B visa program, the employer may be subject to civil penalties, debarment from the program, or other sanctions. Penalties for DOL violations can vary, ranging from $1,000 to $35,000 per violation. The fines can even be higher and it depends on the severity and nature of the violations.

Why H-1B Audits Occur

H-1B audits aim at making sure whether employers are adhering to the terms and conditions of the H-1B program. There are various factors that trigger these audits.

• Random Selection: H-1B audits are initiated randomly, as part of the government’s efforts to ensure overall H-1B program compliance.
• Employee Complaints: In some cases, employee complaints can lead to H-1B audits. This happens when they allege violations related to wage levels, working conditions, or other program requirements.

During a DOL H-1B audit, common H-1B program violations that can be identified can involve:

• Not paying H-1B workers the prevailing wage
• Not providing required benefits to H-1B workers
• Replacing US workers with H-1B workers
• Making false or misleading statements on the LCA
• Failing to maintain the mandatory Public Access File

When the DOL identifies H-1B program violations by an employer, it can lead to civil penalties, program debarment, or other sanctions.

Key Documentation for H-1B Audits

When employers receive notifications about an H-1B audit, they must be prepared to provide specific documentation related to their H-1B workers. Following are some of the documents they might have to present.

• H-1B Petitions: They must keep copies of approved H-1B petitions for each sponsored employee, including all supporting documentation filed with the United States Citizenship and Immigration Services (USCIS).
• Labor Condition Applications (LCAs): LCAs are an important aspect of the H-1B process. Employers must maintain and provide copies of LCAs, ensuring they remain compliant with the stated wage levels and working conditions.
• I-129 Forms: Copies of Form I-129 must be presented. This form should accurately reflect the terms of employment for H-1B workers.
• Payroll Records: Detailed payroll records, including wage rates, pay stubs, and timekeeping records for H-1B employees, to demonstrate compliance with prevailing wage requirements.
• Public Access Files: Public Access Files are a key element of H-1B compliance; these files must be maintained for each sponsored employee and should include LCAs, wage information, and more.

Consequences of H-1B Violations

Non-compliance with H-1B requirements during an audit can lead to various consequences.

• • Loss of Status: H-1B workers found to be out of status due to employer violations may face deportation or the inability to extend their visas.
  • Fines and Penalties: Employers can be subject to fines, penalties, and back wage payments if violations are identified.
  • Future Eligibility: Violations may impact an employer’s ability to sponsor H-1B workers in the future.
  • Revocation of Petitions: USCIS may choose to revoke previously approved H-1B petitions if non-compliance is discovered.