Explain the actual interim duties and authority for review. The applicant may take on different work from the role originally described.
Review the real interim arrangement
Identify who performs the delayed manager’s work and which responsibilities the applicant would absorb. Have material changes assessed before relying on the joint-management plan as though both people were already in place.
The petition should be filed only when the continuous year is complete, counted from the start of qualifying work and excluding U.S. days. The change may affect who performs routine work or whether the foreign business continues as described. Explain why the workload changed and who performs the operational tasks now. Sample recent escalations, recalculate time spent on operational responses versus higher-level decisions, and identify added support or authority. Time spent in the United States working for the same group does not count toward the year abroad, so a manager who has already been commuting to help the U.S. dealership should have those days examined and, if needed, excluded. L-1A time is generally capped at seven years, so extensions require their own calendar review. The interim can be bridged by the U.S. dealership's existing staff, by short business visits that do not involve productive employment, or by hiring a local manager on a temporary basis.