Use accurate relevant corporate information as appropriate, but keep each individual’s identity, background and household evidence distinct. Follow the official instructions for the actual proposed change.
Do not carry over another person’s personal facts
An internal handover can explain why the company wants a replacement without replacing that person’s required information. Do not describe the old employee’s family or history as if it belongs to the new candidate.
The official process describes an application and fee, further USCIS instructions and supporting documents, vetting, and the subsequent gift once instructed. Identify who will receive relevant communications, retain payment records and obtain company authorization for later action. Keep the adviser informed, but do not represent a private acknowledgment as confirmation that all official records have changed. Preserve genuine official notices and payment records separately from the employer’s hiring paperwork. Build a dated review file around dated official instructions, identity records, civil-status documents, payment-source records, payer authority, and proof of the completed transfer. Follow the official process for questions rather than constructing a replacement receipt or assuming a discrepancy is irrelevant. Reconcile the official instruction, sender identity, bank confirmation, and government acknowledgement in one chronology.