Provide relevant original agreements, dates, payment records and actual duty or supervision information. Explain the change rather than presenting the entire history under the latest job title.
Keep the historical account accurate
Identify who contracted for the work and who employed or directed the applicant at each stage. Preserve documents as they were and provide appropriate explanations of ambiguities. Have the legal significance assessed instead of deciding it from a single label.
Ask what each record was created for, since that determines how much weight it can carry. A services agreement was written to allocate commercial risk rather than to describe supervision, so it rarely answers the question directly. Purchase orders and invoices show a buyer and a supplier.
Payroll records, source deductions and a personnel file show an employer and an employee. Messages allocating daily tasks, approving leave or setting hours describe direction, whichever label the parties used. Hypothetical example: a technician at a specialty food-processing plant has four years of invoices and one signed employment contract, and the only evidence of when supervision actually changed sits in a shared calendar the group is about to migrate.
Retrieve records held on systems someone else controls first. Access to a former client's archive, or to a departing administrator's account, is the thing most often lost between the decision to file and the assembly of the file.