Before the company implements changes that may affect the approved case. Waiting until the next extension can leave the employee working under facts that have not received the necessary immigration assessment.
Use the proposed effective date
Give counsel draft transaction terms and role changes early, then provide final records when available. Ask how any required petition action interacts with implementation, travel and family status. Government processing should be built into the business schedule when relevant.
Do not assume that keeping the old job title or employer name postpones the need to evaluate changes in actual ownership, control or duties. Dates are evidence too, and they should come from documents rather than from a calendar drawn up in a meeting. The instrument’s effective date, the payroll change date and the date the transferee’s duties actually change are three separate facts, and they frequently differ.
Hypothetical example: an orthotics manufacturing business treats its announcement as the moment control passed, while the executed agreement records a later completion, and the file ends up describing a period in which nobody can say which entity employed the transferee. Give counsel the dated instruments as they are signed. Where a date is still provisional, record it as provisional; a schedule built on an assumed closing produces evidence that has to be corrected later.