Collect ordinary records during the relevant employment period and review them before drafting. Retrospective recollections can explain a role, but dated evidence may make responsibilities and transitions easier to understand.
Do not stage a management history
Choose representative examples and preserve the context. If duties recently changed, identify the effective date instead of describing the new work as longstanding. New-office plans and established-office roles need different treatment, so clarify which facts are historical and which are projected.
Allow time for counsel to reconcile the narrative before filing; rushed wording changes do not repair inconsistent or missing factual evidence. Collect the ordinary records as the work happens, because the alternative is assembling a history afterwards and that is where the threshold sits. Retrospective recollection can legitimately explain a role and cannot supply dated evidence of when responsibilities changed.
Choose representative examples and preserve their context. Where duties recently changed, identify the effective date rather than describing the new work as longstanding, since the effective date is checkable and an impression is not. New-office plans and established-office roles receive different treatment, so mark clearly which facts are historical and which are projected.
Allow counsel time to reconcile the narrative before filing, as late wording changes repair no factual gap.