Built in Canada.Ready for more.

Hypothetical example: a Regina manufacturer closes an acquisition of a U.S. distributor and proposes transferring a Canadian operations director to integrate it. L-1A still requires an active qualifying parent, branch, subsidiary or affiliate relationship, with both organizations doing business, plus one continuous year of qualifying employment abroad during the three years before the petition. The proposed U.S. duties must be primarily managerial or executive rather than merely senior operational work. If the operation is a new office, the petition needs sufficient premises and a plan showing capacity to support the qualifying role within one year; initial approval is limited to one year. Work at a customer site cannot be labour-for-hire and must remain controlled by the petitioner. A qualifying L-2 spouse is employment-authorized incident to status, while a dependent child is not. L-1A time is capped at seven years, so the transaction chronology, employment record and proposed authority require separate proof. A first review should produce three dated maps: ownership and control, the employee's foreign employment, and the proposed U.S. management structure. The maps make it possible to see whether an acquisition changed the qualifying relationship or only supplied a commercial opportunity. L-1A normally requires one continuous qualifying year abroad within the preceding three years. Time in L-1A is generally limited to seven years, so a transfer plan should not treat the classification as indefinite. Identify the material business decisions that require executive judgment and the staff who execute them each working day. End the L1A review with a dated list of open facts, record owners, and commercial decisions still awaiting confirmation.