No. Review actual authorization and placement conditions before work.
Check the real supervision and purpose
A calendar does not cure principal control and supervision by the unaffiliated employer or an essentially labor-for-hire arrangement. The assignment must be assessed on its actual facts.
Review the changed duties, location and employing arrangement before relying on the existing filing or approval. Review the actual effects on the employee’s duties, knowledge use and organizational or worksite arrangements. Preserve the employer’s timeline and explain changes in duties or training content. A continuing customer relationship does not establish that materially different work has already been reviewed or authorized. Confirm the required qualifying employment period abroad first, then fit the training calendar around what the sequence actually allows. A rearranged schedule may be minor or substantive depending on its facts; do not assume the original description covers every change. Have the intended activity and existing permission assessed before beginning the proposed U.S. response. Do not schedule a client launch before the petition evidence shows the specialized role, the qualifying relationship, and the petitioner's control over the work.