; (ii) the identification of and public reporting of recurring challenges for women and other protected classes and underrepresented groups seeking temporary nonagricultural employment; and (iii) the initiation process for suspension or permanent debarment of employers where appropriate. (6) Equal opportunity advocate The Secretary of Labor shall create an H–2B Equal Opportunity Advocate position to investigate, report on, and address any challenges identified under paragraph (4)(B). The Equal Opportunity Advocate shall report to and consult with the Advisory Committee. (h) Visa Allocation (1) Duration In order to be eligible for the H–2B program, a job order may not exceed a term of 7 months. (2) Quarterly allocation Every quarter of the fiscal year, the Secretary of Homeland Security shall make available one-fourth of all H–2B petitions subject to the annual numerical limit. Any unused H–2B petition numbers shall roll over to the following quarter in the same fiscal year, but shall not roll over to the following fiscal year. (3) Cap per employer An employer may not employ more than 100 H–2B workers, including any workers hired by a subcontractor of the employer, at any time. (4) Limitations on H–2B share of a workforce If an employer employs 50 or more workers in the United States, the sum of the number of such workers who are H–2B workers may not exceed 50 percent of the total number of workers employed. (5) Priority In a case in which demand for visas exceeds supply in any given quarter, the Secretary of Homeland Security shall give priority in visa issuance to employers that— (A) pay wages at the 75th percentile or above based on Department of Labor survey data or collectively bargained wages or Davis Bacon wages; (B) are seeking to employ H–2B workers on worksites located in States with exceptionally low unemployment rates; (C) are hiring returning workers previously employed in H–2B nonimmigrant status or workers from underrepresented groups (based on gender, country of origin, or occupation)