Weill Cornell Medical College — Workforce Profile

Weill Cornell Medical College operating in NY within the Educational Services sector appears across multiple federal and state datasets that every job seeker, investigative reporter, and compliance researcher should know about. The company has filed 73 H-1B labor condition applications with a median disclosed wage of $104,601. Records here combine U.S. Department of Labor disclosures and state workforce agency filings. Each row on this page is sourced directly from a public government record, not a paid vendor or crowd-sourced review site, so the numbers reflect legally filed disclosures rather than opinion.

On workplace safety, Weill Cornell Medical College posted a DART (Days Away, Restricted, Transferred) rate of 0.22 injuries per 100 full-time workers, compared with an industry peer average of 1.14. Our composite grade of "A" translates that raw rate into a relative benchmark so a job seeker can compare a hospital chain to a warehouse or a bank to a food processor without chasing down OSHA formulas. Across all years on file, OSHA logged 85 reportable injuries at this employer.

No WARN Act mass-layoff notices are currently on file for Weill Cornell Medical College in the state workforce records we track. That absence is a meaningful positive signal for workforce stability — not a guarantee, since smaller layoffs that fall below WARN thresholds (typically 50 to 500 workers depending on site and state) don't trigger a notice, but still a cleaner record than many peers in the same industry. Cross-reference this profile with the matching industry and metro pages on PlainEmployers to see how Weill Cornell Medical College benchmarks against nearby employers on wages, safety, and overall workforce stability; every number flows from the same federal and state datasets and refreshes on a known ETL schedule.

These figures aggregate the public records we hold for this employer — primarily WARN Act layoff notices filed with state labor agencies and related US Department of Labor disclosures — and reflect only what employers are legally required to report. Smaller workforce reductions, voluntary separations, and cuts at sites below the federal WARN threshold (generally 100 or more employees, with 50 or more affected) may never appear here. A record's presence is not a verdict on an employer's overall health or conduct; larger employers naturally generate more filings in absolute terms. For hiring, investment, or relocation decisions, read the underlying notices, check the filing dates, and cross-reference the employer's own statements alongside the source links and methodology described below.