Use a defined description of the essential function, the applicant’s authority and seniority, and records identifying who carries out its operational tasks. The organization chart should be supported by duties, contracts or staffing evidence. A function-manager claim cannot rest only on replacing the word employee with function.
Show how one decision reaches the operating team
Trace a service-policy change from the manager’s decision through the supervisors or other personnel who implement it. Explain authority within the organization and the level of discretion. Where outside providers perform tasks, describe their actual work and oversight arrangement; do not invent direct reports or payroll positions that do not exist.
Employment records covering the qualifying period abroad, organisational charts for both entities, ownership and incorporation documents, the proposed position description, and any prior US immigration filings or admissions. Preserve the names of the entities that actually employed the person during each period, along with the documents explaining any merger, rebranding or ownership change, rather than restating the whole history under the company's current name. The group confirms that the U.S. entity and the foreign employer stand in a qualifying relationship and can evidence it from the corporate record — share registers, minute books, an organisational chart tied to real reporting lines. Equal thirds on both sides is a strong position, but the proof has to be documentary: incorporation records, share registers and shareholder agreements for both companies, plus a chart showing each individual's percentage twice.