Explain any new investigation, rework or management duties and obtain review of the changed role. Do not rely on an earlier description if the employee will now perform different work.
Update the record before relying on the old start plan
State whether the revised responsibilities are temporary tasks or the expected regular position. The effect on eligibility and any filing depends on the actual facts, not the company’s preferred start date.
Identify whether the applicant continues the same work or takes on different responsibilities. The employee’s one continuous year of qualifying employment abroad within the preceding three years is arithmetic and cannot be accelerated. Sequence the transfer around facts that exist on the requested start date. Start with the calendar and select representative meetings that show different kinds of work. Once the record is ready, adjudication times vary; premium processing shortens the wait for a fee. Hiring a technician and an administrator before filing, even part-time, changes the picture from working supervisor to manager. An employee who did the qualifying year, then moved to a different role outside the group, can find the eligible period receding as months pass. The usual mistake is preserving an obsolete organization chart simply to hold a desired start date.