No. Use the actual relevant dates and have timing assessed before relying on the assignment. An anticipated period is not completed employment.
Plan from accurate records
Do not backdate duties or ignore work locations to fit a preferred filing date. Actual permission remains separate from the company’s timetable.
A change in duties, client placement, or the employing entity can affect the basis of the case, and the revised facts should be reviewed rather than assuming the original petition or plan already covers the new arrangement. Evidence must still establish a qualifying corporate relationship, one continuous eligible foreign year in the previous three, and specialized company knowledge required by the American assignment. Time already spent in the United States in certain employment-based statuses can count toward the limit, and the group should establish the remaining balance before promising anyone a longer stay. Confirm separately that the qualifying year of employment abroad with a related entity falls within the three years preceding the request, since that period is fixed by the calendar and can lapse while a project schedule slips.