Boca Raton hotel employers must complete a DOL-prescribed recruitment process before submitting the temporary labor certification application. This includes placing a job order with the Florida Department of Economic Opportunity and conducting at least two additional forms of recruitment, such as posting the positions on a widely circulated job board or running print advertisements in a Palm Beach County publication. The recruitment period runs for a defined number of days, after which the employer must document the results and report any U.S. applicants who were qualified and available but not hired, along with the specific reason for each determination. If qualified U.S. workers applied and were rejected for reasons the DOL finds insufficient, the certification may be denied.
The prevailing wage established by the DOL for each position must be offered to both H-2B workers and any U.S. workers recruited for the same roles. The Boca Raton labor market has its own wage data that the DOL uses to set the prevailing wage, and that figure may differ from what the hotel currently pays for similar positions. A hotel worker visa lawyer in Boca Raton reviews the prevailing wage determination early in the process so that the employer understands its wage obligations before the certification is filed and can incorporate the required rates into its payroll planning for the season.
