Provide the actual revised schedules and duties for review. Identify what work moves to the applicant and whether the proposed management role changes.
Reassess the role with the available support
Do not rely on an outdated staffing total when the operating arrangement differs. Have the implications assessed before commitments depend on the earlier support plan.
Review the actual role and employment timeline before relying on the planned change. Identify what arrangements exist, when operations begin and what the applicant would actually do. A revised charter may change who decides or performs the work. Explain changes honestly and confirm the applicant’s lawful US work basis before starting; a recruitment timetable does not provide that authorization. For a transfer to an operating subsidiary, file once the year abroad and the role are documented, then plan travel around the approval rather than the reverse. If the U.S. entity is a new office, plan around its one-year initial approval and the need to support the qualifying role thereafter. Check the qualifying relationship and the continuous qualifying foreign year within the preceding three years separately from the proposed role.