A change in duties, work location or the identity of the actual employer can affect the basis of the case and should be reviewed rather than assumed to be covered by the original filing.
Track the assignment and the status dates together
Record the originally proposed work and the date any change occurred. Identify which facts require a fresh review before the employee begins the new assignment, and keep the approval and status dates on hand. A customer's delivery deadline is not a basis for beginning work whose immigration footing has not been reconfirmed.
Connect the claimed knowledge to the proposed work before filing. Compare the revised duty schedule with the approved assignment and remaining authorized period in writing before implementation. For timing, compare the requested assignment with the five-year aggregate L-1B limit and record changes in duties as they happen.
The company must decide whether a change is material enough to require review before the employee begins different work. Hypothetical example: A seismic-data processing business changes an employee from implementation to sales support; it must review the new duties before treating the old approval as a blanket authorization.