Training records, permitted project descriptions, internal qualification documents, and other evidence that accurately explains the knowledge can usually support the claim, and the company should decide in advance what can be shared and what needs special handling.
Choose evidence that actually answers the question
Hypothetical example: a Victoria company's internal process documentation is treated as commercially sensitive, and the compliance team is reluctant to release it for any purpose. Identify which redacted excerpts or summaries can establish the key facts, and confirm how confidential details will be handled, without inventing a watered-down substitute that no longer supports the claim.
Gather evidence in three groups: entity relationship, qualifying foreign employment, and specialized knowledge. Corporate ownership records establish the first group. Payroll, tax records, organization charts, training material, controlled process documents, project histories, and work logs establish the other two. Hypothetical example: a poultry-genetics software company transfers an implementation specialist who configured its hatchery forecasting model. The useful document is a controlled release log naming her changes and the customer deployment record; a generic computer-science diploma does not prove this system knowledge. Protect confidential material carefully, but provide a clear description that allows the claim to be evaluated. Align the dates across every source. The foreign employment must include twelve unbroken qualifying months during the three years before transfer, and the classification remains subject to the five-year L-1B cap.