Show the real division of authority and connect it to the duty descriptions and relevant records.
Make the reporting lines meaningful
A dotted line should have an accurate explanation. Resolve contradictory accounts rather than depicting every person as reporting exclusively to the applicant when that is not the actual arrangement.
Canadian payroll records, T4 slips, employment confirmations and an organizational chart from the qualifying year, showing continuous managerial employment with the related company within the three years before filing. Trading records rather than corporate existence: invoices, service agreements, payroll, tax returns and premises documents covering a continuous recent period. Appointment or promotion records for the person taking over, signing authorities updated with banks and counterparties, revised organizational charts, and correspondence showing they now make the decisions. Executed service agreements, invoices, reporting routines, and evidence of real authority may show that a manager is relieved of routine production, but a vendor does not automatically count as a subordinate. Formation documents, shareholder records and tax or financial material should establish the entities’ relationship; payroll, contracts and leave records should establish the worker’s chronology; organization charts, job descriptions and budgets should establish the US role. Gather signed scopes, commencement conditions, payment records, provider capacity, and a task matrix showing which routine duties the transferee will not perform. Gather the foreign employment records for the qualifying year, obtain the dated organisational chart in its pre-promotion form, and confirm each dependent’s current document expiry.