Use actual duty allocations, reporting records and supporting arrangements, together with the relevant employment and entity evidence.
Resolve conflicting expectations
If each operation assumes the applicant will perform the same recurring work, ask the company to clarify the plan. A consistent explanation must reflect a genuine allocation, not simply make two incompatible descriptions sound alike. Start with the reporting structure rather than the duty list when two operations each expect the same recurring work from the applicant.
Ask which supervisor actually directs day-to-day activity in each setting and which one only receives updates after decisions are already made, since a title held in both places does not mean the applicant answers to both equally. Put the answer in writing: a delegation of authority, a revised organizational chart or an internal memo that states which entity controls the applicant's schedule and priorities when the two compete. An L-1A description still needs to show duties that are primarily managerial or executive within the U.S.
entity, so any responsibility that continues abroad should read as a secondary, clearly bounded function rather than an equal or larger share of the role. Where the split changed after the position began, document the earlier and later arrangements separately instead of describing only the current version. A resolved structure, not a smoothed-over description, is what supports a consistent account across every filing that touches the role.