Provide relevant responsibility records, actual staffing arrangements and evidence of continuing operations. Identify dates and any duties the applicant will retain.
Keep the transition plan aligned with actual employment
Explain whether a successor is in place, hired for a future date or only being considered. Do not present a recruitment plan as completed staffing, or omit the applicant’s actual continuing workload.
Explain the foreign entity’s financial ability and the U.S. investment in the context of the planned business. Identify the decisions made, the people performing follow-up work and the applicant’s real responsibility. Corporate documents are necessary and generally easy: incorporation papers, registrations, ownership records, financial statements. Minutes and a manager’s declaration may explain when coverage changed, but cannot turn intended recruitment into current staffing. Customer contracts, invoices issued and paid, a payroll register, a signed lease and evidence of operations show business. Collect corporate records and employment records as separate sets, then reconcile names, dates, and ownership percentages across them. Reconcile different effective dates before filing; unexplained chart changes often undermine an otherwise credible account. Avoid a chart drawn for the petition that does not match payroll records, because both are examined together.