Review the actual placement, supervision and relevant offsite restrictions.
Update more than the travel address
Changing location may also change who directs the work and the purpose of the assignment. Do not assume that the same course title settles the L-1B placement analysis.
Before moving the course, map who will assign daily tasks, supervise performance, evaluate results, and control the employee at the customer site. L-1B placement with an unaffiliated organization cannot be a labour-for-hire arrangement; the petitioner should retain control, and the work should principally involve the petitioner’s specialized knowledge rather than ordinary services directed by the customer. Update the itinerary, statements of work, reporting lines, access arrangements, and lesson plan before the new location begins. The underlying transfer still needs a qualifying related organization, a continuous qualifying foreign year within the preceding three, and company-specific specialized knowledge. Check the employee’s authorized period and the general five-year maximum rather than assuming a venue change extends anything. The common error is updating only the address while ignoring altered supervision.
Hypothetical example: A quality-control systems instructor near Ferland-et-Boilleau is reassigned from the affiliate’s classroom to a buyer’s plant. The petitioner documents its remote supervisor, internal curriculum, evaluation process, and limits on buyer requests, then delays the move until counsel reviews whether actual control and assignment purpose remain compliant.