Use the actual current or proposed structure with dates, explaining relevant differences from earlier records.
Identify vacancies and transferred work
Do not leave departed staff shown as available support. Explain confirmed assignments and future plans honestly so the review follows the real operation.
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. For a manager of people, the deciding records are the organizational chart with names rather than boxes, each subordinate’s position description and start date, and payroll or contractor invoices proving those people exist and are paid. Two records usually carry this analysis: an organizational chart showing who reports to the applicant and who those people direct in turn, and a written delegation of authority such as a board resolution, a signing-authority schedule or a spending limit recorded in policy.
An organization chart placing site coordinators and consultants under your direction, engagement letters with audit firms you select, policies bearing your approval but drafted by others, budget approvals, and correspondence in which staff take instruction from you. The closing set: the executed purchase agreement, the share register or membership ledger showing the Canadian company as owner, the U.S. entity's formation and registration records, and evidence that both businesses are actively trading.