A change in duties, client placement or employing arrangement may affect the basis of the proposed case. Provide the revised documents for assessment instead of assuming the original approval or plan covers every new activity.
Keep the assignment and status calendar together
Record the original proposed work and the date the employer changed it. Identify which facts require fresh review and whether additional steps are needed before work begins. Keep actual approval and status dates visible. Do not use a customer delivery deadline as permission to start an assignment whose immigration basis remains unresolved.
Compare the revised equipment-readiness date with the worker’s intended duties, housing commitments, foreign payroll arrangements, and remaining maximum stay; the general L-1B maximum is five years, subject to regulatory exceptions and recapture rules. Confirm the qualifying corporate relationship and the generally required continuous year of full-time employment physically abroad during the relevant preceding three-year period, then reassess duties, location, supervision, and employer control. When the beneficiary will be stationed primarily at an unaffiliated third-party site, the client must not principally control and supervise the beneficiary, and the placement must relate to a product or service requiring petitioner-specific specialized knowledge rather than supply labour for hire.