Update the employment account and obtain review of the actual duties and case stage.
Avoid relying on expired authority
Identify the role after the appointment and any effective replacement arrangement. A prior draft should not continue describing current authority the applicant no longer exercises.
Allow several weeks to gather corporate and payroll evidence and draft the petition, then USCIS processing time or the premium processing window, then admission at the border or a consular appointment for non-Canadian family members. The calendar should include the overseas qualifying employment, entity formation or expansion steps, petition preparation, planned reporting date, and any first-year milestones. Occupancy of the premises, the first hires, the point at which operational duties transfer, and the review before the initial one-year period ends. Start with the facts that exist today: names of parties, dates, duties, ownership rights, payments, and any condition that could change the arrangement. Only then does the petition go in, and processing time should be checked against current USCIS posted times rather than assumed; premium handling, where available, shortens adjudication but not preparation. The petition must establish the qualifying organizational relationship, one continuous foreign employment year within the preceding three, and primarily managerial or executive US duties. Corporate documentation, acquisition closing, premises and petition preparation normally take longer than the adjudication, and a new-office approval lasts one year before an extension is assessed.