Provide the changed work allocation for reassessment before relying on the earlier L-1A plan. Explain who would perform the affected tasks. Fix the date from the record, not from memory. A termination notice, a final invoice or a signed release states when the arrangement actually ended, and that date determines which version of the operating plan a reviewer would be looking at.
Update the role as well as the contract
A replacement agreement may change the applicant’s operational duties or management responsibilities. Identify the effective dates and actual support. Do not assume an unchanged job title preserves the earlier analysis.
Hypothetical example: a specialty bakery franchisor loses the co-packer that was to produce its frozen dough three weeks before a support letter is finalised. The replacement agreement covers production but excludes quality auditing and recipe compliance, which return to the applicant. Rather than filing the earlier description and hoping the change goes unnoticed, the applicant has the revised allocation assessed and accepts a later filing date.
Sequencing matters here: the support letter should be written after the replacement contract is signed, because a letter built around an arrangement that no longer exists has to be withdrawn or explained. Where a gap between providers is unavoidable, record who performs the affected tasks during that gap. An interim answer written down is easier to defend than one reconstructed months later.