Training may be useful, but distinguish future learning from knowledge the employee already has. Spending does not remove the need to prove the actual L-1B basis.
Explain why each course is needed
Budget training and product preparation separately from immigration evidence, translations and current official charges. Do not imply a required universal course or treat a course completion date as automatic eligibility.
Separate credential work from the knowledge explanation, professional review and current official fees. Ask the trainer or manager to state, course by course, whether the content confirms understanding the employee already has or introduces something genuinely new, since only the first kind actually documents current knowledge rather than future learning. A course scheduled to finish close to or after the filing date raises a fair question about what it proves regarding understanding held beforehand, so ask for dated attendance or completion records rather than a general statement that training took place. Where a course exists mainly to prepare the employee for the future role, treat its cost as a business investment separate from the evidence budget, since it documents where the employee is heading rather than what the employee already knows. Keep that distinction visible in the estimate so training spending is never mistaken for proof of present qualification. Ask whether a short written note from the manager confirming existing skill could achieve the same purpose as a formal course, since documenting knowledge already in use is often simpler than commissioning new instruction.