A new agreement should be described according to its actual effect and date. It does not automatically prove earlier qualifying work that needs separate evidence.
Keep future and past facts distinct
Have the actual employment history and any prospective change assessed individually. Do not backdate the account or assume a current document resolves every past gap. Plan the transfer around the reviewed facts and applicable process.
Identify which petition, visa or admission steps apply and what evidence remains missing. Timing on an offsite L-1B case is driven less by USCIS than by the client contract. Do not let a fixed project launch date substitute for qualifying employment, organizational control, or the appropriate authorization. A newly executed agreement describes the relationship going forward and carries little weight on its own for demonstrating what actually happened during the earlier period. Ask the foreign entity to assemble payroll records, tax filings, benefits enrollment data, or organizational charts that were created at the time, since contemporaneous records corroborate continuity far better than a document signed after the fact. Compare the duties, reporting line, and location described in the new agreement against what the earlier evidence shows, because a mismatch between the two accounts invites further questions rather than resolving them. Flag any interruption, secondment, or role change during the earlier period for separate explanation instead of folding it into a single smooth narrative. Decide early whether the qualifying period will rest on documentary proof or on a reconstructed account, since each approach calls for different preparation and different supporting evidence.