Have the revised duties, entities and work arrangement assessed before relying on the earlier L-1B plan.
Explain the actual change in work
Identify which responsibilities now use the applicant’s knowledge and what new tasks are proposed. A transaction’s completion does not mean every later assignment has already been reviewed or authorized.
Identify what changed, why and which record supports the revised account. Identify which decisions remain with the applicant, which work changes and whether new learning is only planned. Identify what remains relevant, what changes and what the applicant has not yet learned. Review what the applicant can already demonstrate and what the US duties require. The employee’s work permission should be checked against the actual status and required next step. The petitioner must continue to control and supervise the work, and the arrangement must not be labour for hire, so the answer depends as much on the services agreement as on the calendar.
Keep a chronology that distinguishes completed steps from planned steps, and revisit it before travel, a filing, payment, or a change in duties.