It must accurately explain the relevant current facts and genuine proposed U.S. arrangement. Do not rely on an obsolete chart or present an uncompleted change as already effective.
Mark the events that change the role
Identify when ownership, reporting lines and operating support actually change. An internal announcement date is not permission to perform a materially different assignment. Coordinate the intended transfer with the appropriate immigration process.
Confirm whether the foreign employment record contains twelve uninterrupted qualifying months within the relevant lookback window and whether any travel or employment change interrupts the story. Compare the employee’s present foreign duties with the proposed U.S. role, recalculate whether one continuous qualifying year abroad falls within the three years before filing, and revise letters, charts, budgets, and the staffing plan to remove unearned authority. A new office has an initial one-year approval and must develop enough capacity to support the qualifying position within that period; an established office should document its current resources, not forecasts. Where a closing date threatens to arrive first, the honest options are to appoint someone already authorized, to delay the operational start, or to put a caretaker arrangement in place.