Yes. 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. Willful violators and H-1B-dependent employers 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; 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; The employer has taken good faith steps to recruit U.S. workers; 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. Note: 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. Also, the Wage and Hour Division maintains a current list of such H1-B willful violators.