A vacancy date does not grant the replacement U.S. work permission. Review the actual procedure and authorization before beginning the assignment.
Plan the handover around both business and immigration facts
Record the intended departure and arrival dates without assuming the company can transfer an individual approval. If responsibilities change during the handover, include those actual duties in the assessment.
A commercial timetable does not determine government timing or authorization. A replacement steps into an open role, not into the predecessor's employment record, so the continuous period of full-time qualifying work abroad has to be established for that individual specifically rather than inferred from how long the position itself has existed. How long the departing manager held the role says nothing about whether the incoming person has personally worked abroad long enough, in a managerial, executive, or specialized-knowledge capacity, for the qualifying organization. Confirm where the replacement's own qualifying work actually took place and for which entity, since a long-staffed position does not shorten the individual requirement for the person now filling it. Foreign work performed for an unrelated employer, or time spent mostly inside the United States, can leave that individual record incomplete even though the role and organization stay the same. Review the replacement's own qualifying history on its own terms rather than assuming continuity from the role's history.