They may provide context, but also identify the employee's connection to the training and the claim the material supports. A slide deck alone does not establish who attended, taught or applied it.
Attach the employee's role to the evidence
Look for genuine attendance, assessment or assignment records where available. Explain whether the employee was a participant, instructor or author. Have an authorized company contact review disclosure, and do not add an employee's name to historical materials to create evidence that did not exist.
Hypothetical example: A laboratory-instrument company asks its Canadian spectral-library curator to support a U.S. installation, but most evidence is in controlled technical repositories. The first review identifies what can be disclosed: assignment records, redacted training materials, version histories, a glossary, and a declaration from the knowledge owner. The version history and authorized declaration settle the employee's link to the specialized process; a customer statement cannot substitute for internal proof. Obtain disclosure approval first, preserve original dates, and redact only what is genuinely confidential. Problems arise when a dossier contains dense product descriptions but no evidence that this employee used the knowledge. The broader case must also establish the qualifying organizations and the required continuous year of foreign employment in the preceding three years. L-1B is generally subject to a five-year maximum. Keep this L1B documents record aligned with final filing facts and issued source materials, then preserve a dated copy internally before formal submission for future reference and review by responsible staff if questions arise later.