Preserve the historical entity names and dates, and collect the documents explaining each change. Identify which organization employed the applicant during each relevant period instead of rewriting the record under today’s brand.
Make the chronology auditable
Link employment records to the effective corporate documents and flag gaps or conflicting dates. Distinguish a name change from a transfer between legal employers. The person reviewing the case can then assess the qualifying period and relationship without guessing. A present-day statement should not overwrite what the contemporaneous records show.
Documents that show delegated power rather than describe it: board resolutions, signing and spending authority limits, organizational charts for both entities, minutes recording decisions the individual made, and the employment agreement's description of reporting lines. Share registers and resolutions tracing ownership between the Canadian and American entities, evidence that both are actively doing business, organizational charts for each with duties attached to positions, and payroll records establishing the transferee's qualifying year abroad. An organizational chart dated to the proposed start, a staffing plan with headcount and hire dates, a lease or service agreement showing the operation exists as described, and the foreign payroll register covering the qualifying year each answer a distinct question.