Compensation may be context but is not a universal L-1B threshold. The knowledge, qualifying employment and proposed assignment require evidence.
Keep business terms separate from the legal standard
Do not substitute salary or revenue figures for a clear account of what the employee knows and how the role uses it.
Ask which company records and explanatory work are actually needed for the specific claim, and separate that preparation and legal assessment from official filing fees, optional processing services, and any family filings. Put the course invoice beside payroll and travel records: a training expense does not establish a continuous full-time foreign employment year in the relevant preceding three years. Mostly time and legal drafting: reviewing the state contract for control language, obtaining a placement letter from the affiliate, and possibly amending contract terms. Separate internal staff time for retrieving training, engineering, and project records from legal preparation, translations, corporate documents, and current government charges. Company staff time, translation and professional services may be separate considerations; obtain clear scope rather than assuming one package includes everything.