Use role descriptions and relevant business records that explain the actual responsibilities at each level.
Make the chart readable as evidence
Identify reporting relationships and operational support. A chart that contradicts the duty descriptions should be corrected rather than supplemented with more impressive titles.
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. Separate decisions the applicant can make alone from recommendations requiring another person’s approval, then match each claimed authority to the record that fixes it: a delegation matrix for spending, signed evaluations for supervision, and meeting minutes or job descriptions for function-level priorities. 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. The evidence lives in documents the company already possesses or can obtain: incorporation records, the share register, the purchase agreement for the Michigan operation, and financial statements showing trading activity on both sides of the border.