Identify actual staff, duties, authority and dates, with proposals marked as proposals.
Show who takes over execution
Do not count unfilled positions as current capacity. Explain the applicant’s real workload during the transition and what the evidence establishes.
The continuous year abroad is established by dated employment records: payroll registers, T4 slips, a letter from the Canadian company stating start date and position, and evidence of the duties performed during that year. Prepare two duty accounts rather than blending the positions: one supported by foreign payroll, evaluations and work product, and another supported by the U.S. organization chart, staffing plan and decision authority. Gather the job description, weekly time allocation, reporting chart, hiring and dismissal authority, budgets, decision approvals, and evidence that other personnel perform the operational work. A first review should make a dated corporate-and-employment timeline, identify the entity that employed the person abroad, and separate strategic authority from day-to-day production. Doing-business evidence should be current for both sides: recent financial statements, sales invoices, payroll summaries and a lease or deed for each premises. The personnel bundle proves one continuous qualifying year abroad and describes the American role's authority through an organizational chart with named positions rather than empty boxes.