Labor Condition Application

I-08050-3874009

Senior Cost Manager at Marriott International, Inc.

CERTIFIEDH-1B
Marriott International, Inc. filed this Labor Condition Application for Senior Cost Manager in Orlando, FL. The case was certified by the Department of Labor. The offered wage is $97,133/yr against a prevailing wage of $93,808/yr. The occupation is Budget And Management Systems And Analysis Occupations.

Source import recorded Sep 2, 2026

New to this record? Read what an LCA is and what it certifies.

Offered Wage

$97,133

per year

Filed offer: $97,133.00 per Year.

Prevailing Wage (annualized)

$93,808

per year

Filed prevailing wage: $93,808.00 per Year.

Offered vs Prevailing

+4%

at or above prevailing

FILING PARTY

Employer

EmployerMarriott International, Inc.
DBA--
FEIN52-2055918
NAICS--
HQ AddressBethesda, MD 20817

OCCUPATION & REQUEST

Position

Job TitleSenior Cost Manager
SOC Code161
SOC TitleBUDGET AND MANAGEMENT SYSTEMS AND ANALYSIS OCCUPATIONS
Workers1
Full-TimeYes

REPORTED LOCATION

Worksite

CityOrlando
StateFL
County12095

CONTACTS & COUNSEL

Legal

No attorney or contact listed.

SOURCE DATES

Timeline

Case Submitted2008-03-13
Decision Date2008-03-13
Employment Start2008-09-10
Employment End2011-09-10

Source import recorded Sep 2, 2026

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Questions about the data & methods

About this LCA record

What is case I-08050-3874009?

I-08050-3874009 is an H-1B labor condition application record in Department of Labor disclosure data filed by Marriott International, Inc., with case status "Certified".

What job is I-08050-3874009 for?

The record lists the position as SENIOR COST MANAGER, located in Orlando, FL, requesting 1 worker.

What wage does I-08050-3874009 pay?

The wage on the record is $97,133 per year, as filed by Marriott International, Inc.. Compare it with the occupation's BLS median on this page.

What is an LCA?

A Labor Condition Application is the wage-and-conditions form an employer files with the U.S. Department of Labor before an H-1B petition. It states the job, the offered wage, and the worksite, and carries four attestations: pay at least the required wage, working conditions that do not adversely affect U.S. peers, no strike or lockout at the worksite, and notice to U.S. workers. H-1B-dependent and willful-violator employers carry an extra non-displacement duty, with exemptions; it does not attach to every filing.

What does the case status mean?

Certified means the Department of Labor approved the application after a completeness review of the form; it is not a finding that every filed value is accurate. Denied means DOL rejected it. Withdrawn means the application was pulled. The status on this page is the one recorded in the DOL disclosure file.

Is an approved LCA the same as an approved visa?

No. The LCA is only the wage-certification step. The actual visa decision is made separately by USCIS on the H-1B petition. An approved LCA does not guarantee a visa.

Original sources

  1. U.S. Department of Labor. Original source link unavailable. The stored record does not establish an exact public document.Case: I-08050-3874009; File: H-1B_Case_Data_FY2008.csv
    Source details

    Case: I-08050-3874009

    File: H-1B_Case_Data_FY2008.csv

    Ingested: 2026-07-11 11:30:07.790691+00

    Resolution: missing_lineage, source_link_unavailable

Public source records and site analysis. We do not attest to accuracy. Read the full disclaimer.

Dataset guides and site methods

  1. [1] Dataset documentation · DOL OFLC. LCA public disclosure record layout (FY2026 Q3). Pages 1–4: application, DOL outcome and dates, requested positions, employer, representatives, worksites and pay unitsThis layout covers determinations issued October 1, 2025 through June 30, 2026. It documents employer-provided application fields and DOL decisions, not USCIS decisions, payroll verification, legal bills or worker-linked moves. Older layouts can differ.Checked 2026-10-17.
  2. [2] Law or rulemaking · eCFR. Required wage and wage sources. 20 CFR 655.731(a)The required wage is the higher of the actual wage and prevailing wage. An independent market median is a comparison, not this legal test.Checked 2026-10-08.
  3. [3] Law or rulemaking · eCFR. Labor Condition Application contents. 20 CFR 655.730(c): application fields; 655.730(d)(1)–(4): wage, working-condition, strike/lockout and notice attestationsChecked 2026-10-17.
  4. [4] Dataset documentation · BLS. OEWS technical notes (May 2025). Scope of the survey; occupational coding; concepts and estimation methodologyDocuments occupation and geographic wage estimates, not an individual worker’s pay. Use the estimate year and geography stated by the site; older releases can differ.Checked 2026-10-17.
  5. [5] XH1B method or registry · XH1B. Calculation and Matching Methods. Filing units, annualization, weighting, wage comparisons, and inference limits