Use genuine assignment terms and evidence of the petitioner’s work, the employee’s knowledge and actual supervision. Avoid treating a generic contract heading as a complete answer.
Tie knowledge to performance
Identify the particular processes or products the employee must understand for the actual task.
Documents the company created before the petition existed: training curricula and completion records, authored procedures with version histories, project reports naming the employee, and the record of how long anyone else took to reach the same competence. Evidence that the knowledge belongs to the employer rather than the trade: internal documentation of the proprietary system, records of the training or development work through which the knowledge was acquired, and a description of how few people in the organization hold it. Identify the claimed organizational knowledge, the American tasks requiring it, who can authenticate each record, and which material can be summarized, excerpted, or redacted without making the explanation unverifiable. Special or advanced knowledge of the employer’s own product, process or procedures is carried by internal specifications, method statements, training material and the employee’s own deliverables.