Many Indian Americans in H-1B Debarred/Disqualified List of Employers

H-1B Debarred/Disqualified List of Employers

The Wage and Hour Division maintains the list below of willful violator employers under the H-1B program.
- For more information, please view Fact Sheet #62S: What is a willful violator employer?

This list is effective as of December 15, 2014.

Employer NameEmployerWillful ViolatorEmployerDebarment Period
3A Technologies, Inc.
3780 Rochester Rd.
Suite 105
Troy, MI 48083
YES2/1/2013
to
1/31/2015
Access Therapies, Inc.
5980 West 71st Street
Suite 102
Indianapolis, IN 46278
NO8/1/2014
to
7/31/2015
Advanced Professional
Marketing, Inc. and
Marissa Beck, Individually
and as President
229 East 21st Street
New York, NY 10010
YES8/1/2014
to
7/31/2015
Amreli Technology Solutions LLC
and Atul Hipara,
17530 NE Union Hill Rd.
Redmond, WA 98052
YES1/31/2014
to
1/30/2016
Arpana Sarkar
an individual
33 South Wood Avenue
Suite 452
Iselin, NJ 08830
YES11/26/2014
to
11/25/2016
ASAP America, LLC
d/b/a ASAP America
1501 US Highway 441,
an individual
The Villages, FL 32159
YES7/31/2013
to
7/30/2015
Compride, Inc.
187 Griffith Street
Jersey City, NJ 07307
NO4/28/2014
to
4/27/2015
digiBlitz Technologies
Pvt. Ltd.
3976 University Drive
Suite 350
Fairfax, VA 20300
NO10/1/2014
to
9/30/2015
DTP, LLC
d/b/a Digital Transaction
Processing and Himanshu Shekhar,
an individual
16000 Christensen Road
Suite 130
Seattle, WA 98188
YES12/10/2013
to
12/9/2015
Gunderson Swee****er,
MD., P.A.
d/b/a Sunrise OB/GYN and
Erik Gunderson, M.D.,
an individual
8410 W. Thomas Road,
Bldg. 4, Suite 138
Phoenix, AZ 85037
YES10/1/2014
to
9/30/2016
iFuturistics, Inc.
315 Main Street,
Suite A
Pineville, NC 28134
YES3/20/2013
to
3/19/2015
Infinitum, Inc.
15 Constitution Drive,
Suite 165
Bedford, NH 03110
YES2/1/2013
to
1/31/2015
Jai Mataji, LLC
d/b/a The Country Store
1206 Piedmount Hwy.
Cedartown, GA 30125
YES10/29/2013
to
10/28/2015
Life Nutritionales LLC
d/b/a Life Nutritionales
1501 US Highway 441,
North, Suite 1706
The Villages, FL 32159
YES7/31/2013
to
7/30/2015
Marathon Health Care Corporation
443 Winthrop Street,
Basement, Unit 4B
Brooklyn, NY 11203
NO9/1/2014
to
8/31/2015
MG Globalsoft, LLC
32580 Grand River Avenue
Room 7
Farmington, MI 48336
YES2/1/2013
to
1/31/2015
Northern California Universal Enterprise Corporation (NCUE)
and Joe Wu, an individual
2099 Fortune Drive
San Jose, CA 95131
NO4/14/2014
to
4/13/2019
Pal-Do Company Inc.
9601 S. Tacoma Way
Lakewood, WA 98499
YES2/1/2013
to
1/31/2015
RMJM Group Inc.
132 W. 31st Street
6th Floor
New York, NY 10001
YES10/1/2014
to
9/30/2016
Rudell & Associates, Inc.
and Rodolfo Quiambao,
an individual
11-11 40th Avenue
Long Island City, NY 11101
YES10/29/2013
to
10/28/2015
Supreme Tech Solutions, LLC
(Krios Technology Group LLC)
8306-B Old Courthouse Road
Vienna, VA 22182
YES12/31/2013
to
12/30/2015
U.S. Rehab Services, P.C.
555 South Mission Street
Mount Pleasant, MI 48858
NO1/31/2014
to
1/30/2015
Vulcan Capital Management Inc.
and Ford Graham, individually
75 Rockfeller Plaza,
18th Floor
New York, NY 10022
YES6/27/2013
to
6/26/2015
Xcel Solutions Corp.
Jit Goel, an individual
and Renu Goel,
an individual
254 Route 34
Oakdale Plaza #3
Matawan, New Jersey 07747
YES10/1/2014
to
9/30/2016

Last Updated on December 15, 2014

Fact Sheet #62S: What is a willful violator employer?

This fact sheet provides general information concerning willful violator employers under the H-1B program. Special attestations applicable to H-1B-dependent and willful violator employers sunset on October 1, 2003, but were restored effective March 8, 2005 by the H-1B Visa Reform Act of 2004.

What is a “willful violator employer”?

“Willful violator” or “willful violator employer,” means an employer that meets all of the following standards:

  • A finding of violation by the employer is entered in either of the following two types of enforcement proceeding: 
     
    • A Department of Labor proceeding under the Immigration and Nationality Act (INA) § 212(n)(2); (8 U.S.C. § 1182(n)(2)(C); or 
       
    • A Department of Justice proceeding under INA § 212(n)(5); (8 U.S.C.§ 1182(n)(5).)
  • The agency finds that the employer has committed either a willful failure or a misrepresentation of a material fact (two of the Labor Condition Application (LCA) attestations; and 
     
  • The agency’s finding is entered on or after October 21, 1998.

A willful violator employer must comply with additional attestations under any LCA it files within five years of the willful violation finding. The only exception is when an LCA is filed for and used exclusively for exempt H-1B workers (see WH Fact Sheet #62Q).

Willful violators and H-1B-dependent employers (see WH Fact Sheet #62C) which file an LCA must meet the following additional requirements:

  • The employer has not displaced a U.S. worker at the time of filing an H-1B visa petition (see WH Fact Sheet #62N); 
     
  • Before placing an H-1B worker at a secondary employer’s work site, the employer has inquired as to the secondary employer’s intent to displace a U.S. worker (see WH Fact Sheet #62N); 
     
  • The employer has taken good faith steps to recruit U.S. workers (see WH Fact Sheets #62O and #62P); and 
     
  • The employer has offered the job to any equally or better qualified U.S. worker who applies for the job for which the H-1B worker is sought (see WH Fact Sheets #62O and #62P).

Willful violators are subject to random investigations by the Department of Labor for a period of up to five years from the date that the employer is determined to be a willful violator. The Wage and Hour Division maintains a current list of such H-1B willful violators.

All requirements listed above can be found in 20 CFR § 655 Subparts H & I and the Immigration and Nationality Act § 212(n).

Where to Obtain Additional Information

For additional information, visit our Wage and Hour Division Website: http://www.wagehour.dol.gov and/or call our toll-free information and helpline, available 8 a.m. to 5 p.m. in your time zone, 1-866-4USWAGE (1-866-487-9243).

This publication is for general information and is not to be considered in the same light as official statements of position contained in the regulations.

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