Review the actual role, knowledge use and supervision instead of relying on the original transfer proposal.
Update the post-transaction account
Keep the amended duties and effective dates. A continuing group brand does not make substantive changes irrelevant to the immigration analysis.
Freeze a dated copy of the approved or proposed assignment, then compare every revision in duties, worksite, supervisor, client contract, and entity. Build the timeline around the knowledge-dependent tasks, the qualifying employment record, project launch and the chosen immigration step. Compare installation, training, trial production, and steady operation; identify remaining duties, supervision, and location. Separate two questions the platform change puts together: whether the knowledge claim survives, and whether the proposed duties still exist. Confirm the qualifying organizations, the continuous qualifying foreign year in the preceding three years, and the particular knowledge before relying on a project need. A longer stay at the same worksite doing the same duties raises different questions from a move to a client site the employer does not control, or from duties that drift toward work outside the specialized knowledge described. An internal extension of the assignment or a continued salary does not itself establish that immigration authorization covers the revised position. If the employee begins mainly performing routine work or the business adopts a different system, reassess the classification rather than relying on the original filing narrative.