It may explain the product without establishing the employee’s personal expertise or contribution.
Add relevant work evidence
Distinguish the organization’s claims from the individual’s actual experience. Do not attribute every advertised capability to the transferee.
Internal material the employer owns: the platform documentation, recipe and protocol libraries, training records showing how the knowledge is acquired and by how few, development history and investment, and a statement of how many staff worldwide hold it. Use travel evidence only to place the employee at an assignment; pair it with dated work orders, technical reports, access logs, correspondence and supervisor explanations showing what was actually learned or performed. Collect ownership and affiliate records, foreign payroll and employment evidence, training materials, product documents, project assignments, and a detailed US role description. Useful material can include internal training paths, product manuals not generally available, implementation histories, project records, peer comparisons, and statements from knowledgeable managers. The standard has two branches: special knowledge tied to the organization’s products and services, its research, equipment, techniques, management, or other interests as applied internationally; or advanced knowledge of that organization’s processes and procedures. Client-confidential material, personal data and commercially sensitive design documents all have to be reviewed before they leave the company, and that review is billed against a volume somebody chose carelessly.