It provides context, but the case still needs an explanation of qualifying knowledge and the U.S. work that will use it. Release dates alone do not show what the employee learned or contributed.
Distinguish being present from doing the work
For each relevant release, identify a task the employee performed and a record supporting it. Avoid claiming responsibility for the entire product when the contribution was narrower. The assessment should use the actual knowledge and experience rather than an inflated description of the role.
Hypothetical example: A manufacturer of industrial refrigeration systems wants to send its cryogenic-valve calibration specialist to train a U.S. commissioning team. The first review produces a table matching each claimed company-specific method to the employee's assignments, internal training, and proposed U.S. task. Revision logs, service reports, training records, and supervisor declarations settle whether the knowledge is more than broad trade experience. Collect the records in the order the knowledge was acquired, then describe the future assignment, then test whether the U.S. team truly needs that particular expertise. A common failure is relying on a senior title or years of employment while never identifying the process the employee uniquely understands. The transferee generally needs one continuous qualifying year abroad within the preceding three years, and L-1B time is generally limited to five years. The corporate relationship and ongoing business operations remain separate requirements. Keep this L1B requirements 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.