; and (B) in the event of an ongoing labor dispute or investigation, implement supplemental measures to prevent abuses of temporary nonagricultural workers, including onsite visits, interviewing workers, requiring additional safety measures, and denying certifications when appropriate. (4) Audit Every fiscal year, the Secretary of Labor shall conduct random audits of not less than 5 percent of all H–2B employers and not less than 50 percent of all employers employing more than 50 H–2B workers. The Secretary of Labor shall give priority to the audit of employers with a workforce in which at least 15 percent of workers have H–2B status. The audits shall assess— (A) whether the employer is engaging in criminal background checks that are not otherwise required by a Federal, State, or local law; (B) whether experience requirements are reasonable for the indicated Occupational Information Network level and commensurate with the advertised position, and whether such requirements are used to screen out applicants based on their race, age, national origin, disability, genetic information, religious belief, or sex, including sexual orientation or gender identity; (C) whether an employer’s hiring practices are having a disparate impact on employees; (D) whether an employer is adhering to the terms of the job order, employment contract, or collective bargaining agreement and has paid the promised wage rates listed on the labor certification and petition for an H–2B worker, as well as any other applicable overtime hours, fringe benefits, or bonuses; (E) whether the employer has engaged in retaliation; (F) whether the employer has committed or is being investigated for any other violations of labor and employment law; (G) whether housing and transportation provided to temporary nonagricultural workers meets all relevant standards