Identify the proposed policy as proposed and explain the authority actually effective now.
Reconcile the proposed role with the implementation date
Assess whether the evidence supports the intended US assignment and update material changes truthfully. A pending corporate resolution does not itself authorize US employment or guarantee an immigration decision by the desired date.
Create a dated evidence table distinguishing authority already in force from authority dependent on a future board vote. Current policies, signed resolutions, payroll records, organization charts, and representative decisions should support the position described at filing; a draft can be included only if clearly labelled and its contingency explained. Also sequence proof of the active qualifying relationship and the transferee’s continuous foreign year within the prior three years. The U.S. assignment must be primarily managerial or executive when performed, not merely after an uncertain redesign. A new office is initially approved for one year, and overall L-1A stay is generally limited to seven years. Rushing before governance records match the intended role is the typical avoidable problem.
Hypothetical example: A prefabricated-building operations manager near Saint-Charles-de-Bourget is due to transfer soon, but a board resolution expanding her hiring authority will be considered next month. The company documents her existing authority and postpones any claim based on the expansion until it is actually adopted. It also checks her foreign employment dates before selecting a filing target. If the resolution later passes, the record can be updated truthfully; its anticipated date does not create authority or work permission today.