Provide the revised schedule and actual duties for review. Do not assume that an earlier description remains sufficient when the working arrangement materially changes. A schedule change is a company decision that reaches the individual last, so ask when it was actually made. The trigger for review is not the first longer trip but the moment the employer agreed to a different pattern — a new statement of work, an extended client engagement, a change of site. Bring the amended document rather than a description of the new rhythm.
Update the facts before relying on the old plan
Have any implications for the immigration process and other professional advice assessed. Keep accurate admission, travel and work records. Neither an internal schedule change nor a Canadian payroll arrangement determines the permissible U.S.
activity. Some changes can wait for the next renewal and some cannot, and the distinction is worth establishing before either is assumed. A longer stay at the same worksite doing the same duties raises different questions from a move to a client site the employer does not control, or from duties that drift toward work outside the specialized knowledge described.
Maximum stay in L-1B is generally five years, so a pattern that lengthens also consumes that period faster than the original plan assumed. Where the change is already in effect, say when it began; a corrected record is easier to work with than a tidy one that omits the shift.