Know what you're worth before you sign. Check the offer against the law, trace every vendor's cut, and read the traps hiding in the fine print.
Free. No signup. Nothing you type is stored — your numbers stay yours.
Does the offer clear the legal floor?
Every H-1B employer signs an LCA promising at least the prevailing wage for your role and area. This checks the offer against the government's own table — not anyone's word.
Pick the occupation matching the SOC code on your LCA (box F.1 / your offer paperwork), not the marketing job title — the legal wage floor keys off the SOC code.
Use where you work — not the employer's HQ. Remote? That's your home county. Towns aren't in the federal table — search your county (e.g. Norristown, PA → Montgomery County). Multiple worksites? Check each; the highest floor is the one that protects you.
Where does the bill rate actually go?
From what the client pays, through every vendor's cut, to what reaches you. Real per-layer cuts run 8–30%+ — the “we only take 1–3%” line is a myth.
commonly 10–20% of wage — some spread is legitimate
W-2 direct means employer ↔ employee — no vendor chain, so the trace is simply bill rate → your employer → you. If recruiters or vendors sit between the client and your employer, switch to “C2C” chain to add their cuts.
What does the public record say about them?
USCIS petition outcomes and DOL LCA filings — raw government numbers with defined heuristics, never labels. Absence of records is not a verdict either way.
Records use legal names — try fewer words or an alternate spelling.
Read the fine print like an investigator.
The recurring clause patterns that shift money and risk onto the worker. Educational pattern-matching only — we describe what your text RESEMBLES and the general rule it bumps into, never whether your specific clause is lawful. Pasted text stays in your browser and is never sent or stored.
the full pattern library
Your case file, on one page.
Everything verified above, synthesized. Share it as a link (the numbers travel in the URL — nothing is stored) or save it as a PDF.
Run the wage check, money trace, or employer check above and the report assembles itself here.
Your rights & where to report.
Educational summary, not legal advice — but these are the levers that exist.
for your situation
- All checks shown. Pick a specific category later to focus the rights and caveats that apply to you.
No benching without pay
On H-1B, your employer owes the full LCA wage even in 'nonproductive status' — between projects, waiting for a client, 'on the bench.' Unpaid benching is a wage violation with recoverable back pay.
Filing fees are theirs, not yours
The ACWIA training fee and the fraud-prevention fee legally cannot be passed to you, directly or through deductions. 'You pay the filing costs' is itself a violation.
Stay-or-pay clauses are suspect
Contracts demanding $10k–$30k if you leave early are increasingly held unenforceable as illegal penalties. Don't let a clause you were scared into signing keep you in a bad job — have an attorney read it.
You may discuss your pay
Pay-secrecy policies and 'don't tell the client your rate' rules can't erase your right to discuss wages with coworkers under the NLRA.
The prevailing wage is a floor, not a target
The required wage is the HIGHER of the prevailing wage and what the employer actually pays similar U.S. workers. Being paid 'exactly Level I' for senior work meets a floor — it isn't fair pay.
Where to report
- DOL Wage and Hour Division (WH-4)
Unpaid wages, benching, below-prevailing pay, illegal deductions. Complaints can be filed confidentially; back wages are recoverable.
- USCIS fraud reporting
Fake job offers, benching while claiming employment, shell worksites.
- A licensed immigration attorney
Before quitting, transferring, or signing anything under pressure. Many offer low-cost consults; AILA has a lawyer search.