Review the changed relationship and any effect on eligibility or the required process.
Update the facts before relying on old advice
A prior assessment based on no effective interest should not be treated as covering every later control arrangement. Preserve the actual dates and terms.
Start well before the expiration date rather than in the final weeks, since gathering updated evidence and confirming the role still matches the original basis takes time. An approved status request may have its own effective dates; a travel application has different steps. Coordinate the employer’s schedule with the permitted activity and completed immigration steps, and avoid relying on a recruiter’s informal assurance about entry. The initial review should produce milestones for credential collection, employer-letter approval, any petition route, travel and permissible start. Before starting, compare the finalized employer, duties, duration, supervision, and location with the case that was prepared, then obtain advice if a material fact has changed. Work backward from the last fact that could change the classification: finalized duties, a required credential record, the employer letter, or a changed client assignment. A period requested in the employer letter should reflect the real engagement rather than a maximum, since an extension is a fresh assessment against the same requirements rather than an automatic renewal.