Have the changed authority and duties reassessed. The original matrix description cannot be relied on if it no longer reflects the proposed role.
Record the responsibility change when it happens
Identify which decisions moved, what the applicant now does and who performs operational work. Keep the earlier chart as history rather than silently replacing it. An original approval or a pending filing does not guarantee that a materially different role remains covered, and new-office periods do not extend automatically.
Confirm the exact approval and status dates from the actual approval notice, and keep the originally submitted plan alongside a record of how staffing and operations actually developed. 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. Revise the petition record when a delayed opening changes headcount, revenue assumptions, reporting lines, or the share of time spent on qualifying duties. A first review should make a dated corporate-and-employment timeline, identify the entity that employed the person abroad, and separate strategic authority from day-to-day production.