attestations differs based on the specific position in which the worker is being employed. Therefore, an employer who can truthfully make the attestations for one type of worker (such as software engineer) may be unable to do so for another type of worker (such as manager). For positions where no H-1B workers are being hired, there is no need to meet the criteria for these attestations even if the employer is H-1B-dependent. Moreover, since the attestations are time-bound (insofar as they refer to activity between 90 days before and 90 days after the Form I-129 filing) they may not remain true forever. (A) Displacement The employer promises not to displace any similarly employed US worker within the period beginning 90 days before and ending 90 days after the date of filing the H-1B nonimmigrant petition; this is not the date of the LCA filing. (B) Secondary Displacement The employer promises not to place the employee at another employer's worksite unless the employer has made a bona fide inquiry as to whether the other employer has displaced or intends to displace a US worker any time between 90 days before and 90 days after the placement, and has no contrary knowledge. If the other employer makes such a displacement, the employer applicant may be subject to civil money penalties and disbarment. (C) Recruitment and Hiring Prior to filing any petition for a H-1B nonimmigrant pursuant to the application, the employer took or will take good faith steps to meet industry-wide standards to recruit US workers for the job for which the nonimmigrant is sought, offering compensation at least as great as that required to be offered to the non-immigrant. The employer will (has) offer(ed) the job to an equally or better qualified US worker. Ordinary LCAs do not require any attestation to demonstrate good-faith effort to hire a United States. In this respect, ordinary LCAs differ from labor certification, which requires evidence of good-faith effort to recruit US workers. However, even with these additional attestations, the requirements faced by LCA are less onerous than those for labor certification. One key difference is that whereas labor certification requires waiting for several months to try to hire for the specific position, the attestations on LCAs only require one to meet industry-wide general hiring standards. H-1B1 and E-3 employees do not count towards the threshold There are two variants of the H-1B status that