Review the actual placement and permission before relying on changed instructions.
Reassess both offsite restrictions
A commercial effective date does not cure prohibited principal control and supervision by the unaffiliated employer or an essentially labor-for-hire placement. Identify the real post-transaction arrangement.
Review the actual knowledge and assignment rather than assume publication automatically changes the result. A change in duties, client placement or employing arrangement may affect the basis of the proposed case. If the worksite or supervising arrangement also changes, disclose that separately because offsite placement conditions may need reassessment. Compare installation, training, trial production, and steady operation; identify remaining duties, supervision, and location. A customer deadline does not authorize the employee to begin work, and a revised placement may need assessment before the plan can proceed. An exam date cannot guarantee approval or establish that existing permission covers changed work. Confirm the qualifying organizations, the continuous qualifying foreign year in the preceding three years, and the particular knowledge before relying on a project need. If the employee begins mainly performing routine work or the business adopts a different system, reassess the classification rather than relying on the original filing narrative.