Provide relevant schedules, responsibility descriptions and evidence of actual work allocation. Explain overlapping duties and periods where the applicant covers operational tasks.
Use current records in their proper context
Distinguish confirmed schedules from planned increases in hours. A future staffing proposal should not be described as current support, and a single busy week should not be presented as the entire operating pattern.
Payroll registers, records of employment, layoff and recall letters and benefit continuation records. Identify decision-making authority, staff or function management and operational tasks in each period. List the relevant agreement, payroll and corporate records with their dates and named entities. Represent the actual relationships accurately and explain the service arrangements. Connect the formal decisions to real staffing, delegation and the applicant’s substantive duties. The petition should establish a qualifying parent, branch, subsidiary, or affiliate and primarily managerial or executive US duties. The relationship depends on actual ownership and control, so the register, subscription records and financial statements are the evidence that carries weight. For a new office, also gather premises and first-year staffing evidence; initial approval is one year.