A doctor who ran several clinics in Tennessee and Florida was held personally liable for violating the wage violations under the Immigration and Nationality Act relating to the H-1B nonimmigrant category. Dr. Mohan Kutty employed eighteen foreign physicians through various corporate entities. The foreign physicians were employed pursuant to H-1B status in medically underserved areas which served as the basis for waivers of their J-1 foreign residence requirement. The clinics experienced financial troubles and Dr. Kutty began withholding the foreign workers' pay until they began seeing more patients. An immigration attorney for several of the foreign physicians contacted Dr. Kutty to remind him of his obligations under the Labor Condition Applications that he had signed as part of the H-1B petition process. Subsequently, Dr. Kutty ceased salary payments to the foreign physicians. The foreign physicians lodged a complaint with the Department of Labor the agency that administers and that is responsible for enforcing the Labor Condition Application provisions. The Department of Labor began an investigation which resulted in several charges being brought against Dr. Kutty. The Administrative Law Judge found that Dr. Kutty had willfully failed to pay the foreign workers pay, failed to maintain Public Access Files for the Labor Condition Applications, did not keep payroll records and had illegally retaliated against the physicians for their actions which were protected under the Immigration and Nationality Act. The Administrative Law Judge found Dr. Kutty personally liable for over $1 million in back pay and fined him $108,000 in civil penalties. Subsequent appeals to the Administrative Review Board, U.S. District Court and to the U.S. Court of Appeals for the Sixth Circuit were unsuccessful and all courts upheld the finding that Dr. Kutty was personally liable. It is clear that the Department of Labor wished to make an example of this case to other H-1B employers. All H-1B employers should take special care and note that even though a corporate entity may serve as the employer on an H-1B petition and on the Labor Condition Application tied to that petition, if the violations of the Immigration and Nationality Act are willful that employer may be held personally liable for back pay and fines.