Charts help show structure but need an accurate explanation of actual duties and working relationships.
Connect boxes to real work
Identify filled positions and planned roles separately. A chart should not suggest operational support exists when the applicant still performs that work.
Planning and budget documents naming the function, approval matrices showing your authority, leadership materials, contracts you signed, decisions recorded in ordinary correspondence, and organizational charts drawn accurately. Start with incorporation records, share registers, purchase agreements, voting provisions, organizational charts and board materials that trace ownership or control between the petitioning US company and the foreign employer. Corporate records and ownership documents establish the relationship; payroll, tax, and employment records establish the overseas service; organization charts, position descriptions, and authority records establish the foreign and proposed US roles; invoices, contracts, and operating records establish that the companies are doing business. Useful company evidence may include ownership records, organizational charts, operating records for both entities, payroll proof, and a chronology establishing the employee’s continuous qualifying foreign year within the previous three. The managerial or executive character of the duties is carried by an organisational chart naming subordinates with their own titles and qualifications, by a written job description, and by evidence of decisions actually taken — approved budgets, signing authorities, hiring and dismissal records.