Can the notice be signed electronically?

Yes. Electronic signatures are legally effective under the ESIGN Act and UETA when intent, consent, attribution, and retention are in place. Use an eSignature provider that preserves an audit trail and complies with ESIGN/UETA.

How long must the notice be posted?

Employers generally post the notice for a specified business-day period (commonly 10 business days under DOL guidance). Preserve posting start and end evidence in your records for potential inspection.

Who must receive the notice?

Affected employees at the worksite must be notified; employers also must make the notice publicly available per DOL rules. Keep delivery records showing recipients and access method.

What if the wage or worksite changes?

Substantive changes may require a new LCA and a fresh notice. Document the change, update the LCA filing as required, and distribute a new notice matching the certified LCA.

Where is the LCA filed for certification?

LCAs are filed electronically through the Department of Labor’s filing system (ETA Form 9035/9035E); employers should keep the certified LCA and posting proof together.

Is electronic posting sufficient for audit?

Electronic posting can satisfy notice requirements if it reliably provides access and you retain records of access and consent. Ensure the method meets DOL expectations and retains proof.

Electronic Signature
Templates
HR
HR LCA Filing Notice

HR LCA Filing Notice

This template is fully customizable. Edit the text, fill out the fields, and send it for signature. Give it a try!

HR LCA Filing Notice

Employer Information

Employer Name Employer Address

Contact Person

Contact Phone

Contact Email

Employee / Recipient Information

Full Name Employee Address

Phone

Email

Position and LCA Filing Details

Employer has filed a Labor Condition Application (LCA) with respect to the position described below. This notice is being provided to inform the employee of key terms of that filing and to satisfy the employer's obligation to notify affected employees.

Job Title

Department

Reporting Manager

Primary Work Location(s)

Start Date

End Date (if applicable)

Employment Basis

Wage Offered (Rate)

Wage Basis

Prevailing Wage Source / Level

LCA Notice Posting Information

The employer attests that a copy of the LCA or notice of filing was properly posted at the employer's worksite(s) and/or that an electronic notice was provided to employees as required by applicable regulations.

Notice Posted From

Notice Posted To

Posting Location(s) (physical or electronic)

A copy of the LCA is available for inspection upon request

Union or collective bargaining representative notified (if applicable)

Attestations and Employee Rights

By providing this notice the employer attests that: (a) the wage offered to the employee is not less than the required prevailing wage and that wages paid to other similarly employed workers will not be adversely affected by this hiring; (b) the employer will comply with the notice and recordkeeping requirements applicable to the LCA filing; and (c) the filing of the LCA does not constitute a guarantee of visa approval or continued employment.

Employee rights: Employees have the right to review a copy of the LCA, to report potential violations of wage or working condition requirements, and to be free from retaliation for exercising these rights. Complaints regarding compliance may be directed to the employer's designated contact person listed above or to appropriate administrative authorities.

Employment History

Please provide employment history for the two most recent employers.

Employer 1 — Company Name

Title

Dates Employed

Primary Responsibilities Reason for Leaving Employer 2 — Company Name

Title

Dates Employed

Primary Responsibilities Reason for Leaving

Education

Degree Institution Graduation Date

References

Provide three professional references.

Reference 1 — Name

Phone

Email

Relationship Reference 2 — Name

Phone

Email

Relationship Reference 3 — Name

Phone

Email

Relationship

Legal Disclosures

At-Will Employment: Unless otherwise set forth in a signed written agreement, employment with the employer is at-will and may be terminated by either the employee or the employer at any time, with or without cause and with or without notice, subject to applicable law.

Equal Employment Opportunity: The employer is an equal opportunity employer. Employment decisions are based on legitimate business reasons and applicable nondiscrimination laws. The employer will not retaliate against employees for asserting rights under applicable employment laws.

Applicant Certification & Authorization

I certify under penalty of perjury that the information I have provided on this form is true and complete to the best of my knowledge. I acknowledge receipt of this HR LCA Filing Notice and understand the disclosures contained herein. I authorize the employer to contact the references and previous employers I have listed, and to conduct background and immigration status verifications as permitted by law. I understand that this acknowledgement does not constitute acceptance of any specific immigration petition or an employment contract beyond at-will employment terms stated above, unless set out in a separate signed agreement.

I certify that all information provided above is true and I authorize the employer to verify the information and conduct background checks as described.

Employee Name:

Signature:

Date:

What an HR LCA Filing Notice Is and when it’s used

An HR LCA Filing Notice is the employer’s written notification to affected workers that a Labor Condition Application (LCA, DOL ETA Form 9035/9035E) has been filed to permit employment of a foreign national under H-1B, H-1B1, or E-3 classification. The notice summarizes the offered wage, worksite location(s), and the employment period and is intended to inform employees and the public about the employer’s attestation to wage, working conditions, and non-displacement obligations. Employers typically post the notice physically at the worksite or provide electronic notice consistent with DOL guidance to satisfy public access and employee-notice requirements.

Why the HR LCA Filing Notice matters for compliance and transparency

The notice documents the employer’s LCA attestations and creates a public record that employees and regulators can inspect. Proper notice reduces risk of Department of Labor enforcement, protects the employer’s ability to hire foreign nationals, and creates transparency about wages, locations, and employment terms.

Who prepares and who receives the HR LCA Filing Notice

The HR LCA Filing Notice is typically prepared by HR or immigration specialists and shared with affected staff and legal counsel before or when the LCA is filed.

Human resources and immigration teams: Prepare notice, collect posting evidence, and track retention requirements.
Immigration counsel or outside attorney: Review attestations, prevailing wage selection, and supporting documentation.
Affected employee(s): Receive notice, review offered wage, worksite, and employment period details; may request clarification.

Maintain a clear distribution log and retained proof of posting or electronic delivery to demonstrate compliance if audited.

Core elements every professional HR LCA Filing Notice includes

A compliant notice is concise and factual: it lists the employer, job details, wage, locations, date range, and the employer’s DOL attestations so employees can understand the filing without ambiguity.

Employer Identification

Legal company name, address, and business contact for employee questions; use entity name matching the LCA filing.

Job Title and Duties

Clear job title and short description of duties matching the LCA and the I-129 petition to avoid inconsistencies.

Worksite Locations

All physical and remote worksite addresses where employee will perform duties; list multiple addresses if applicable.

Offered Wage

The wage offered and pay schedule; confirm it meets or exceeds prevailing wage used on the LCA.

Employment Period

Start and end dates for the LCA period (mm/dd/yyyy) that match the LCA filing and related petitions.

Employer Attestation

Short statement that the employer attests to wage payment, non-displacement, and working conditions per DOL rules.

Security and compliance basics to note for digital notices

Encryption: TLS 1.2/1.3 in transit

Data at rest: AES-256 encryption

Federal e-sign: ESIGN and UETA compliant

HIPAA support: BAA available if needed

Audit trail: Timestamps, IP, action log

Certifications: SOC 2 Type II, ISO 27001

Step-by-step: preparing and issuing an HR LCA Filing Notice

Follow a short, consistent process to gather facts, create the notice, distribute it, and preserve proof of distribution and retention.

01

Gather Data: Collect employer name, job title, wage, worksites, and LCA case details.
02

Draft Notice: Write concise notice text that mirrors LCA attestations and dates.
03

Distribute Notice: Post physically and/or send electronically for the required posting period.
04

Retain Evidence: Save signed copies, posting photos, access logs, and delivery receipts.

How filing and notice delivery typically flow

The LCA is certified by the Department of Labor and the employer simultaneously ensures notice reaches affected workers using physical posting and/or electronic delivery to meet public access obligations.

File LCA: Submit ETA Form 9035/9035E via DOL portal (electronic filing).
Prepare Notice: Create a plain-language notice that mirrors the certified LCA.
Post/Email: Physically post at worksite and/or provide electronic notice to employees.
Document Proof: Capture posting photos, distribution logs, and signed acknowledgment if obtained.

Configuring a digital workflow for the LCA Filing Notice

A consistent workflow reduces errors: choose file formats, authentication, retention rules, and notification templates before distribution.

Field	Configuration
Notice Method	Physical posting plus electronic delivery
Signature Method	Electronic signature with full audit trail
Authentication	Email link or SMS code for recipients
Retention Policy	Retain records per federal and company rules

Digital document requirements and platform considerations

Use a platform that supports secure PDFs, audit trails, and industry compliance needs to manage notice creation and evidence capture.

File Formats: PDF and DOCX supported
Integrations: Works with HRIS, Google Drive, NetSuite
Compliance: Supports ESIGN, UETA, SOC 2

Timing and posting expectations for the notice

Be aware of the DOL’s posting timing and internal deadlines for preparing the notice; document the start and end of the posting period clearly.

Posting Period:

Typically posted for 10 business days per DOL guidance.

Start Date:

Begin notice when LCA is filed or upon certification.

Retention Start:

Retention clock begins on date of posting or certification.

I-129 Coordination:

Align notice period with I-129 petition dates where applicable.

Proof Saved:

Preserve posting evidence immediately after distribution.

Common pitfalls to avoid when preparing the notice

Posting too briefly or failing to preserve evidence, which can trigger questions during audits or investigations.
Inconsistent details between the notice, the certified LCA, and the I-129 petition that create apparent mismatches.
Using vague wage descriptions instead of the exact wage figure and pay schedule used for the LCA.
Failing to include all worksites or remote work locations, which can lead to compliance inquiries.

Consequences of incorrect or missing notices

Civil Penalties: Fines and back-pay orders

Debarment Risk: Loss of hiring privileges for violations

Immigration Impact: Delays or denials of petitions

Reputational Harm: Public complaints or litigation

Recordkeeping Violations: Regulatory enforcement actions

Corrective Actions: Required remedial payments or notices

Typical eSignature vendor comparison for distributing HR notices (vendors listed for feature comparison)

Secure eSignature tools can capture delivery receipts, signer authentication, and audit trails. The table below compares common plan indicators across vendors; signNow is listed first per standard comparison practice.

	signNow	DocuSign	Adobe Sign	PandaDoc	HelloSign
Starting Price	$8/user/mo	$15/user/mo	$14/user/mo	$19/user/mo	$15/user/mo
Free Trial	7-day free trial	Varies by plan	Varies by plan	Varies by plan	Varies by plan
Bulk Send	Yes	Yes	Yes	Yes	Yes
Audit Trail	Yes	Yes	Yes	Yes	Yes
HIPAA Compliant	Yes	Yes	Yes	No	No

Common questions about HR LCA Filing Notices and electronic distribution

Answers to common operational and technical questions about preparing, posting, and preserving the HR LCA Filing Notice, with attention to legal validity and platform considerations.

Need help? Contact support

Can the notice be signed electronically?
Yes. Electronic signatures are legally effective under the ESIGN Act and UETA when intent, consent, attribution, and retention are in place. Use an eSignature provider that preserves an audit trail and complies with ESIGN/UETA.
How long must the notice be posted?
Employers generally post the notice for a specified business-day period (commonly 10 business days under DOL guidance). Preserve posting start and end evidence in your records for potential inspection.
Who must receive the notice?
Affected employees at the worksite must be notified; employers also must make the notice publicly available per DOL rules. Keep delivery records showing recipients and access method.
What if the wage or worksite changes?
Substantive changes may require a new LCA and a fresh notice. Document the change, update the LCA filing as required, and distribute a new notice matching the certified LCA.
Where is the LCA filed for certification?
LCAs are filed electronically through the Department of Labor’s filing system (ETA Form 9035/9035E); employers should keep the certified LCA and posting proof together.
Is electronic posting sufficient for audit?
Electronic posting can satisfy notice requirements if it reliably provides access and you retain records of access and consent. Ensure the method meets DOL expectations and retains proof.

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