If the H-1B employee is sent to a job site that is outside the area of intended employment, e.g. sent from Los Angeles to San Jose, a new prevailing wage must be obtained. Posting requirements will also have to be fulfilled at the new location. The purpose is to protect the salary being paid to the H-1B foreign national by making sure that it is competitive with other salaries in the local area. No doubt, between the employer and any employee, a review of the salary paid to the employee would take place. A similar review must take place in the immigration context.
Exceptions do exist.
Individuals attending a training or a conference at a different location may not need to file new labor condition application. Situations like these should be discussed with immigration counsel to ensure that the company and foreign national are in compliance with INS and DOL regulations. The consequences of failing to comply are harsh. A foreign national who fails to provide adequate notice to the INS may be considered out of status and immediately removable. In 1999, the INS raided a job site in Texas and alleged that the computer consultants moved to new job sites but failed to file new LCAs and amended H-1B petitions.