 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.