Identify its date and provide a truthful current account supported by relevant records. Do not rewrite earlier duties as if the new description had always applied.
Explain when responsibilities changed
Record genuine delegation, hiring or operational changes. The qualifying foreign employment period must be understood on its actual facts.
The signed lease and occupancy evidence, incorporation and ownership documents, financial statements or funding commitments, the staffing plan with dates, any executed customer or supplier agreements, and payroll records once hiring starts. An accurate organizational chart, a written description of the function's scope and decision rights, evidence of the specialists who execute the function even without a direct reporting line, and documentation of the qualifying corporate relationship between the two entities. Start with a truthful U.S. duty statement, then connect each responsibility to reporting charts, job descriptions for subordinate staff, approval matrices, budgets, meeting records, and examples of decisions made without routine escalation. Assemble the chart with names, titles, and reporting lines; a written description for each report; payroll or contracts confirming the positions exist; approval limits; and examples of hiring, review, or dismissal decisions the applicant actually made.