Use the current delegation and explain the date and practical effect of the change. Determine whether the actual management role has also changed.
Review substance as well as the revised document
A new signing limit might be administrative or might reflect a different level of authority. Have the facts and any filing implications reviewed rather than assuming the earlier description remains accurate.
Explain whether the applicant takes over operational tasks or receives different support. Ask how a revised timetable or responsibility split would affect the agreed review. The public brand may stay the same while relevant corporate facts change. The company must document the proposed operation itself, in addition to the person and the corporate relationship. State whether the revised responsibilities are temporary tasks or the expected regular position. Once the year is complete, the schedule has three segments: document assembly, adjudication, and consular or admission steps. Determine whether the U.S. entity remains a new office—generally one doing business for less than a year. Planned positions may be explained as future facts, but they should not be portrayed as current employees.
Identify who will perform the work and whether the applicant’s duties change.