No. Distinguish current responsibilities from genuine plans. An employer deadline cannot justify misdescribing who performs the work.
Assess the relevant case stage
New-office L-1A has its specific support-within-one-year condition and initial one-year limit. Explain the actual organization and proposed development without guaranteeing approval or extension.
Review the relevant dates and qualifying employment rather than either counting every calendar day abroad on paper or treating every visit as a complete restart. Ask for four dates in writing: when the applicant's employment with the current entity began, when any transfer of the business unit takes legal effect, when employment with the receiving entity begins, and when the filing or the intended admission would occur. The three-year window shifts with the filing date, the requested period sits inside a maximum the category itself sets, and the project the transfer serves has phase dates the employer controls. The practical approach is to write the ceiling date on the corporate calendar next to the extension dates, and to hold a genuine review at the halfway point about what the company and the family each intend. A common error is transferring Canadian authority too early, then discovering the applicant no longer performs the documented foreign role while the American operation remains unable to support management.