The task label does not decide the case. Explain the organizational knowledge the U.S. work requires and the employee’s actual possession of it.
Distinguish process knowledge from ordinary calculations
A complicated spreadsheet can still involve routine work. Identify the internal judgments that matter and support them with understandable examples rather than treating the amount of money allocated as the eligibility test. Test the claim with a plain question: if this person left tomorrow, what would the organisation have to reconstruct, and how long would it take?
An answer measured in days points to a task that is documented and transferable. An answer that involves reconstructing decisions nobody recorded, and reconciling them with historical entries, points at knowledge the category is concerned with. Hypothetical example: a workbook runs to forty linked sheets, and the applicant's monthly task is to transcribe meter readings into a fixed template that a colleague designed and maintains.
The workbook is large; the role is transcription, and its size proves nothing. Describe instead the judgments made when an input is missing, when two sources disagree, or when a programme starts mid-cycle, and say who decides. Note also that the qualifying year abroad is a separate requirement that no amount of process knowledge replaces, and that specialised knowledge must be assessed against what is ordinary in the wider field, not only against what other employees of the same company happen to know.