It can truthfully explain existing knowledge without presenting a new document as an old training record.
Keep the creation date and supporting history clear
Identify who wrote the explanation and which actual assignments support it. Preserve relevant project records and avoid backdating or claiming the applicant completed a course that never occurred.
A new explanation may organize existing facts, provided its creation date and purpose are explicit. Have the author identify the employee’s company-specific knowledge, how it was acquired, where it was applied, and which contemporaneous records support each assertion. Attach authentic project files, training emails, revision histories, access logs, or supervisor notes where available, while explaining ordinary gaps. Never backdate the narrative or relabel it as an earlier manual. The broader petition must establish one continuous qualifying year abroad within the prior three, an eligible parent, branch, subsidiary, or affiliate, and proposed work requiring specialized rather than general knowledge. Client-site assignments must remain controlled by the petitioner and cannot function as labour-for-hire. Note the five-year L-1B maximum and, for a new office, the one-year initial rule.
Hypothetical example: A Saint-Ambroise industrial-software configurator has no historic training handbook. Her employer writes a present-day technical memorandum keyed to archived version tickets, customer change records, and mentoring messages. Each exhibit shows when she learned the company’s configuration logic and how she used it. The cover letter calls the memorandum a current explanation, preventing a reviewer from mistaking it for contemporaneous course material that never existed.