459 findings on 337,367 real DOL H-1B disclosures.
We pulled 337,367 records from the DOL OFLC LCA Disclosure register and ran our H-1B integrity pack: wage-below-prevailing detection, employer-concentration / body-shop pattern detection, NAICS volume anomaly. 459 deterministic findings, court-ready CREB output for every one. Real federal data, not a model, not a probability, not an opinion.
JIL is not an immigration law firm, not a payroll provider, not an HR platform. It is a payment-integrity layer that detects and proves wage, classification, and program-compliance violations - operating from either employer-side payroll integration or worker-side document upload, with strict consent isolation between the two.
Here's what we surface for you.
If you're an immigration attorney filing H-1B / H-2B / H-2A petitions, a corporate immigration team at an H-1B sponsoring employer, a DOL OFLC compliance officer, or a USCIS adjudicator, this is what JIL detects in H-1B program flows. JIL pulls live data from DOL OFLC LCA disclosure (337K real LCAs seeded), USCIS processing-times API, USAspending awards, and 7 other federal datasets to surface wage / sponsor / specialty-occupation issues before LCAs get denied or petitions RFE'd.
Wage compliance (vs prevailing wage)
Sponsor's offered wage is below the prevailing wage for the SOC code + worksite zip code. JIL cross-checks against DOL OES wage data + the OFLC FLAG portal published prevailing-wage determinations. Surfaces the gap before LCA submission so the sponsor either bumps the wage or accepts the denial risk.
LCA-to-actual-job matching
LCA was filed for SOC code 15-1252 (software developer) at $130K but the actual role is staff-augmentation contracting placed at a third-party client site. JIL surfaces the mismatch between certified LCA terms and actual employment documentation - the kind of mismatch DOL Wage and Hour finds in audit.
Specialty-occupation determination support
USCIS RFE'd the petition challenging specialty-occupation status. JIL pulls the SOC code's typical educational requirements (BLS), prior approved petitions for the same SOC code (USCIS data), and the sponsor's prior approval rate to support the petition's specialty-occupation argument.
Sponsor track record
Sponsor's prior LCA filings (on the OFLC public file), prior denial / withdrawal patterns, prior DOL Wage and Hour Division enforcement actions, prior debarment from H-1B program. JIL surfaces the sponsor's actual approval rate vs the rate they're claiming in marketing materials to prospective foreign hires.
Public-access file completeness
20 CFR § 655.760 requires sponsors to maintain a public-access file with specific documents (LCA, wage rate, prevailing-wage source, etc.). JIL checks completeness against the regulatory checklist and surfaces gaps before DOL Wage and Hour shows up for an audit.
Sealed evidence per finding
Every check produces a sealed evidence record. Useful for DOL OFLC review, USCIS RFE responses, and (if it escalates) administrative proceedings. Admissible at OALJ without an expert witness.
How to engage: immigration attorney or sponsor's in-house immigration team engages JIL. Per-petition fixed fee, or per-LCA basis points for sponsor-scale processing. See the live POC with 459 findings against 337K real DOL OFLC LCAs.
337,367 real DOL H-1B disclosures audited.
On day one, h1b-engine ingested 337,367 real Labor Condition Applications from the DOL OFLC Disclosure Data files (FY2024 Q3 + Q4, 80MB+130MB raw Excel) - representing every H-1B wage attestation a US employer filed in two quarters - and produced 459 Tier 1 findings across wage-below-prevailing, employer-concentration, and NAICS-anomaly checks.
What we uncovered (top 5)
| Subject | Category | Finding |
|---|---|---|
| 138 wage-shortfall LCAs | wage_rate_paid < prevailing_wage | DOL Wage and Hour priority |
| 250 employer-concentration | single FEIN with >100 LCAs in window | Body-shop pattern signal |
| 75 NAICS-anomaly | NAICS code with >500 LCAs in year | Concentrated industry risk |
| Top sponsors | 47,132 distinct FEINs | Distribution intelligence |
| 1,794 NAICS codes | across the full economy | Cross-industry view |
DOL OFLC LCA Disclosure Data
DOL ETA quarterly XLSX (real federal data, no DUA required). No subscription, no DUA, no per-record licensing. The full ingest manifest is replayable bit-identically.
Deterministic pass
Tier 1 ran a single deterministic pass against the ingested public dataset. SQL aggregates only - no stochastic LLM in the verdict path. Ava, our in-house agentic AI, groups, narrates, and routes findings; it never produces the underlying flag. Same kernel that ships the other 7 verticals.
What this means for your business
For a DOL Wage and Hour investigator, USCIS FDNS officer, or DOJ Civil Rights attorney, this is the LCA-anomaly queue you have always wanted - ranked, with the wage-shortfall column joined to the prevailing-wage column from the same DOL filing, and the named sponsoring employer pulled out. 138 wage-below-prevailing findings are 138 enforcement leads with the employer's own attestation as exhibit A.
What Tier 2 unlocks. Customer engagement adds the sponsoring employer's payroll attestations, I-9 worksite documentation, third-party-placement contracts. Tier 2 cross-references LCA filings against the actual paid-wage records, surfaces the underpayment delta per beneficiary, and produces a sealed CREB suitable for DOL settlement, USCIS RFE response, or civil class-action support.
H1B Labor Integrity at a glance.
Where the integrity layer sits, what it produces, and how the sealed CREB flows back to the buyer's existing systems.
Where this product earns its place.
The strategic case for H1B Labor as a JIL line of business - what makes the wedge defensible, what makes it economically meaningful, and how it compounds with the rest of the platform.
Same five questions, employment-shaped
The healthcare 175 check framework asks: did the payment match the documented service, did the provider exist with proper credentials, was the amount appropriate, were there duplicates, were the parties legitimate. H1B fraud is the same five questions translated to employment.
Federal slow lane, commercial fast lane
Federal enforcement (DOL Wage and Hour, USCIS FDNS, ICE HSI, DOJ) on the 18-24 month procurement gate. Commercial (large-tech compliance teams, plaintiff-side firms, E&O carriers, HR-tech platforms) on the 60-120 day path.
Protects workers, not enforces immigration
The work protects H1B workers from exploitation by abusive employers - DOL Wage and Hour back-wage recovery on behalf of legitimately-employed workers. Framing matters and avoids the tensions of broader immigration enforcement.
ADP, Workday, Rippling distribution
ADP, Paychex, Workday, Rippling, and Gusto all have customer bases that include H1B sponsors. A payroll-integrated compliance product creates an unusual distribution channel with recurring economics.
Net-new checks, sealed evidence.
A representative slice of the H1B Labor-specific check pack. Each one runs in the same five-stage pipeline as the rest of the platform - intake, profile load, parallel checks, verdict, sealed CREB - and ships with a 14-of-20 BFT signature, a CourtChain L1 anchor, and a reproducibility manifest pinning the exact check-logic version.
LCA-vs-W2 Wage Delta
Annualized actual wage from W-2 and pay-period data versus LCA-promised wage. Accounts only for legitimate deductions. Flags delta exceeding tolerance per 20 CFR 655.731.
Benching Detection
Identifies pay periods with zero or below-prevailing-wage payment while H1B status is maintained. Flags cumulative gap days. 20 CFR 655.731(c)(7), Matter of Vinayagam.
Bill-Rate to Pay-Rate Ratio
Body-shop signal. Calculates ratio of end-client bill rate to worker pay rate. Flags ratios above 3.0x against industry benchmarks (typically 1.5x-2.5x for legitimate IT staffing).
Worksite-vs-LCA Location
Cross-references LCA-filed worksite against badge access, IP geolocation, payroll address, and end-client invoice address. Flags mismatches that would require a new LCA.
Reverse-Flow Kickback
Detects payments from worker (or worker's family) to employer or employer-related entities. Includes training-fee payments, loan payments, and family-to-employer wires. 20 CFR 655.731(c)(9).
Beneficiary Multiplicity
Detects petitioning patterns indicative of lottery gaming - multiple shell employers filing for the same beneficiary. Cross-references the FY2025+ beneficiary-centric lottery records.
Specialty Occupation Validation
Verifies the position requires at least a US bachelor's degree (or equivalent) in a specific field. Verifies worker credentials. Verifies actual duties align. INA 214(i).
Public Access File Completeness
Verifies presence of all required PAF elements per 20 CFR 655.760: copy of LCA, prevailing-wage source, posting evidence, satisfaction-of-required-elements documentation, summary of benefits.
Who runs this in production.
The buyer pattern for H1B Labor - who carries the budget, who carries the regulatory exposure, and how the engagement starts. Most first engagements are a Retroactive Proof Audit on a defined lookback window; Pre-Settlement integration follows once the check pack is calibrated to the customer's profile.
Direct sales motion
Microsoft, Google, Meta, Amazon, Apple all run staffing-supplier compliance programs auditing their staffing suppliers (Wipro, Infosys, TCS, Cognizant, Accenture, Deloitte). Direct sales motion, 60-120 day cycle.
FLSA and class action
Plaintiff-side employment firms specializing in H1B wage and hour collective actions. Worker advocacy organizations (South Asian Network, NICE, Centro de los Derechos del Migrante). Whistleblower-protection firms.
Channel partnerships
ADP Workforce Now, Paychex Flex, Workday Payroll, Rippling, Gusto, BambooHR, Paylocity, UKG. Embedded compliance layer with channel-partnership economics.
Federal procurement gate
DOL Wage and Hour Division (primary LCA enforcer), DOL OIG, USCIS FDNS, ICE HSI, DOJ Civil Rights Division IER, DOJ Criminal Fraud Section, DOL OFLC. Standard 18-24 month gate.
Four-SKU model. No percentage. No contingency.
Pricing carries over from the canonical four-SKU model unchanged - Retroactive Scan (flat fee), Retroactive Proof Audit (with credit-back against the next subscription tier), Pre-Settlement Subscription (tiered annual), and per-case CREB bundles (Tier 3 court-ready evidence). Asset Intelligence is the standard fifth SKU where the vertical needs it.
No percentage of recovery. No contingency. No success fees. JIL is detection and proof, not recovery. Recovery sits with the customer or its existing partners (subrogation counsel, recovery vendors, regulators). The structure is what allows JIL to operate as neutral integrity infrastructure across plaintiffs and defendants, payers and payees, regulators and the regulated, on the same case.
Ready to scope an H1B Labor engagement?
Initial briefings are 60 minutes. Retroactive Proof Audit lookback windows, check-pack profile design, and integration runbook are available under NDA. We start where the buyer's procurement gate is shortest.
One kernel. Eight industries.
This vertical runs on the same sovereign L1 + attestation network that ships the other 7. Kernel age: 18+ months. Adding a vertical: ~1 week. Competitor moat: build the kernel first.