One LCA, several places of employment
A certified LCA can cover multiple worksites, but each must fall inside an area of intended employment for which the employer has attested to the required wage. The prevailing wage is geographic; moving a specialist from a lower-cost metropolitan statistical area to a higher-cost one changes the wage obligation even when the role and salary are unchanged.
The practical rule is to plan worksite coverage against the client's actual delivery footprint at the time of filing, including any known secondary sites, rather than filing narrowly and amending repeatedly.
Notice, the public access file, and remote work
Notice of the filing must be provided at each place of employment — either by hard-copy posting in two conspicuous locations for ten days or through electronic notification to affected workers. The public access file must be assembled within one working day of filing and retained for the required period, containing the certified LCA, the wage rate, the prevailing wage determination and its source, the notice documentation, and a summary of benefits.
Remote and hybrid arrangements complicate this. A home office within the same area of intended employment generally does not require a new LCA, but a residence in a different metropolitan area typically does. Distributed engineering teams should track the employee's actual work location by pay period, not by the address on file at onboarding.
Short-term placement and non-worksite exceptions
Short-term placement provisions permit limited work at a location not listed on the LCA — capped at thirty workdays in a one-year period, extendable to sixty when the employee maintains an office at the permanent worksite and keeps ties there. The employer must continue paying the required wage plus actual lodging, travel, meals, and incidental costs for the placement period.
Brief attendance at conferences, seminars, or employee development activities generally does not constitute a worksite. Client meetings that turn into weeks of on-site delivery do. The distinction turns on the nature and duration of the work performed, so delivery managers should escalate any on-site engagement expected to exceed a few days.
When an amended petition is required
A move to a worksite outside the metropolitan statistical area covered by the existing LCA is a material change that requires an amended H-1B petition, filed before the employee begins work at the new location. A move within the same area of intended employment requires posting the existing LCA at the new site but not an amendment.
The operational answer is a single worksite register maintained by the delivery organization, reconciled against every active LCA on a monthly cadence. Compliance failures in this area are rarely deliberate; they are the result of a project manager relocating a team without knowing the filing implications.