Review the new duties, location and worksite-control arrangement before assuming the earlier plan still applies.
Recheck the placement facts
At a principally unaffiliated worksite, either prohibited principal control and supervision or an essentially labour-for-hire placement can bar L-1B. Identify the petitioner’s product or service and who directs the work; do not rely only on an unchanged job title.
If the business adopts a new method or the employee's proposed U.S. duties change, document the change and have it reviewed rather than relying on the original filing to cover a different set of facts. Provide proposed or effective changes promptly, with the actual dates and records, so implications can be assessed before travel or reliance on the revised arrangement. L-1B still requires company-specific special or advanced knowledge, one continuous qualifying year of employment abroad within the preceding three years, a qualifying organizational relationship, and ongoing business abroad plus either U.S. business or compliance with the initial new-office requirements. Order matters: the qualifying parent, branch, subsidiary or affiliate relationship and the year abroad are historical facts fixed before filing, while the assignment description is the piece still being written.
- USCIS — L classification documentation and evidence
- Department of State — 9 FAM 402.12
- 8 USC 1184 — specialized knowledge definition
- USCIS — employment authorization for certain spouses
- ICE — nonimmigrant classes that may study
- USCIS — fee schedule
- L definitions, foreign employment and new-office evidence
- L1B specialized knowledge and offsite placement statute