Provide transaction or governance documents, ownership records, dated charts and proposed duty changes, together with the existing petition and approval history. Identify the effective dates and which entity will employ the beneficiary afterward.
Make the differences explicit
Show which parts of the existing case remain factually accurate and which will change. Include the continuing foreign business and the workers supporting U.S. operations.
Draft agreements should be labelled as drafts, and executed records should replace them when appropriate. Counsel can then assess the filing consequences without inferring legal ownership or the employee’s future work from a general corporate announcement. Give each document one job, and say in the bundle which job it does.
Governance minutes establish who approved the change; the executed agreement establishes what moved and when; the payroll and staffing list establishes who remains abroad; the revised duty description establishes what the transferee will do. Hypothetical example: a clinical diagnostics laboratory supplies a board deck describing a merger as complete, while the transfer instrument shows conditions that had not yet been met, so the deck records an intention rather than a fact. Where two records disagree, say so and let counsel resolve it.
A document needing a covering explanation to make sense usually calls for the underlying record to be attached instead.