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 plan or approval covers every new activity.
Keep the assignment and status calendar together
Record the originally proposed work and the date any change occurred. Identify which facts require fresh review and whether additional steps are needed before work begins. A customer's delivery deadline should not be treated as permission to start an assignment whose immigration basis has not yet been confirmed.
Compare the proposed assignment with every later change before fixing travel or start dates. 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. Where the beneficiary will be stationed primarily at an unaffiliated employer’s worksite, that employer cannot principally control and supervise the beneficiary, and the arrangement cannot essentially provide labour for hire. Track all earlier L periods because L-1B has a general five-year maximum, subject to regulatory exceptions and recapture rules. The common mistake is treating a customer deadline, approval notice, or unchanged title as proof that a materially revised placement remains covered.
Hypothetical example: an Ottawa satellite-communications specialist was approved to work at an affiliate’s integration facility, but the project later shifts to a customer’s antenna-testing site. Before travel, the employer should compare both statements of work, identify who directs daily tasks, and obtain advice on any required immigration step. It must preserve its supervisory authority and show that proprietary antenna expertise, rather than customer-supplied labour, drives the assignment. Schedule pressure cannot settle those facts.