Describe the actual decision structure, including material limits and escalation rules.
Use consistent authority evidence
Compare the job account with genuine policies, reporting lines and relevant examples. An exaggerated authority statement may conflict with the company’s own records and should not replace a truthful explanation of the role.
Audit the proposed chart against board resolutions, delegation policies, job descriptions, reporting records, and examples of decisions the transferee made. Mark each authority as independent, recommended, jointly exercised, or subject to approval, and explain apparent differences rather than altering documents. The petition also needs evidence of one continuous qualifying year abroad during the preceding three years and a qualifying parent, branch, subsidiary, or affiliate relationship. The U.S. position must be primarily managerial or executive. New-office cases receive a one-year period and require sufficient premises, financial ability to remunerate the beneficiary and commence doing business, and a credible plan for an operation that will support that role within one year; for a new-office L-1A case, the qualifying foreign year must itself be managerial or executive. Total L-1A time is generally capped at seven years. Inflating every box on a chart often creates contradictions that weaken otherwise valid authority evidence.
Hypothetical example: A general manager for a forestry-equipment manufacturer near Saint-Charles-de-Bourget approves hiring within an annual plan but escalates capital purchases to two directors. Instead of depicting unlimited power, the company annotates its chart, supplies the signed delegation matrix, and gives examples of decisions at each level. The narrative explains who performs sales, repairs, and bookkeeping so her own managerial allocation is visible. Accurate limits make the records coherent and allow the adjudicator to evaluate her principal duties.