dismissed EB-1C Case: Industrial Products

(b)(6)
DATE: JUN 2 2 2015 
INRE : Petitioner: 
Beneficiary: 
FILE#: 
PETITION RECEIPT #: 
U.S. Department of Homeland Security 
U.S. Citi zenship and Immigra tion Services 
Administrative Appeals Office 
20 Massachusetts Ave. , N.W. , MS 2090 
Washington, DC 20529-2090 
U.S. Citizenship 
and Immigration 
Services 
PETITION: Immigr ant Petition for Alien Worker as a Multinational Executive or Manager Pursuant to 
Section 203(b)(l)(C) of the Immigration and Nationality Act, 8 U.S.C. § 1153(b)(l)(C) 
ON BEHALF OF PETITIONER: 
Enclosed is the non-precedent decision of the Administrative Appeals Office (AAO) for your case. 
If you believe we incorrectly decided your case, you may file a motion requesti ng us to reconsid er our 
decision and/or reopen the proceeding. The requirements for motions are located at 8 C.F.R. § 103.5. 
Motions must be filed on a Notice of Appeal or Motion (Form I-290B) within 33 days of the date of this 
decision . The Form I-290B web page (www.uscis.gov/i-290b) contains the latest information on fee, filing 
location, and other requirements . Please do not mail any motions directly to the AAO. 
Thank you, 
Ron Rosenberg 
Chief, Administrative Appeals Office 
REV 3/2015 www.uscis.gov 
(b)(6)
NON-PRECEDENT DECISION 
Page 2 
DISCUSSION: The Director, Nebraska Service Center, denied the immigrant petition. The matter 
is now before the Administrative Appeals Office (AAO) on appeal. The appeal will be dismissed. 
The petitioner develops critical power solutions and is engaged in development of engineered 
industrial products. It seeks to employ the beneficiary as continuous improvement director at its 
Wisconsin location. The petitioner asserts that it currently has 2800 employees and had a 
gross annual income of $1,184.2 million in net sales in 2012. Accordingly, the petitioner endeavors 
to classify the beneficiary as an employment -based immigrant pursuant to section 203(b )(1 )(C) of 
the Immigration and Nationality Act (the Act), 8 U.S.C. § 1153(b)(1)(C), as a multinational 
executive or manager. 
The director denied the petition, concluding that the evidence of record did not establish that it will 
employ the beneficiary in a qualifying managerial or executive capacity in the United States. 
The petitioner appeals the decision asserting that the director misapplied the law and facts, and 
misinterpreted or ignored evidence submitted. The director declined to treat the appeal as a motion 
and forwarded the appeal to us for review. On appeal, the petitioner submits documents and a brief 
disputing the director's adverse findings. 
I. THE LAW 
Section 203(b) of the Act states in pertinent part: 
(1) Priority Workers. --Visas shall first be made available ... to qualified immigrants 
who are aliens described in any of the following subparagraphs (A) through (C): 
* * * 
(C) Certain Multinational Executives and Managers. -- An alien is 
described in this subparagraph if the alien, in the 3 years preceding the 
time of the alien's application for classification and admission into the 
United States under this subparagraph, has been employed for at least 
1 year by a firm or corporation or other legal entity or an affiliate or 
sub.sidiary thereof and the alien seeks to enter the United States in 
order to continue to render services to the same employer or to a 
subsidiary or affiliate thereof in a capacity that is managerial or 
executive. 
The language of the statute is specific in limiting this provision to only those executives and 
managers who have previously worked for a firm, corporation or other legal entity, or an affiliate or 
subsidiary of that entity, and who are coming to the United States to work for the same entity, or its 
affiliate or subsidiary. 
(b)(6)
NON-PRECEDENT DECISION 
Page 3 
Additionally, the regulations at 8 C.F.R. § 204.5G)(3)(i) state that the petitioner must provide the 
following evidence in support of the petition in order to establish eligibility : 
(A) If the alien is outside the United States, in the three years immediately 
preceding the filing of the petition the alien has been employed outside the 
United States for at least one year in a managerial or executive capacity by a 
firm or corporation, or other legal entity, or by an affiliate or subsidiary of 
such a firm or corporation or other legal entity; or 
(B) If the alien is already in the United States working for the same employer or a 
subsidi ary or affiliate of the firm or corporation, or other legal entity by which 
the alien was employed overseas, in the three years preceding entry as a 
nonimmigrant , the alien was employed by the entity abroad for at least one 
year in a managerial or executive capacity; 
(C) The prospective employer in the United States is the same employer or a 
subsidiary or affiliate of the firm or corporation or other legal entity by which 
the alien was employed overseas; and 
(D) The prospective United States employer has been doing business for at least 
one year. 
II. EMPLOYMENT IN A MANAGERIAL OR EXECUTIVE CAP A CITY 
The sole issue is whether the petitioner established that the beneficiary would be employed in the 
United States in a primarily managerial or executive capacity. 
Section 10l(a)(44)(A) of the Act, 8 U.S.C. § 1101(a)(44)(A), provides: 
The term "managerial capacity" means an assignment within an organization in which the 
employee primarily--
(i) manages the organization , or a department, subdivision, function , or 
component of the organization; 
(ii) supervises and controls the work of other supervisory, professional, or 
managerial employees, or manages an essential function within the 
organization, or a department or subdivision of the organization; 
(iii) if another employee or other employees are directly supervised, has 
the authority to hire and fire or recommend those as well as other 
personnel actions (such as promotion and leave authorization), or if no 
(b)(6)
Page 4 
NON-PRECEDENT DECISION 
other employee is directly supervised, functions at a senior level 
within the organizational hierarchy or with respect to the function 
managed; and 
(iv) exercises discretion over the day-to-day operations of the activity or 
function for which the employee has authority. A first-line supervisor 
is not considered to be acting in a managerial capacity merely by 
virtue of the supervisor's supervisory duties unless the employees 
supervised are professional. 
Finally, if staffing levels are used as a factor in determining whether an individual is acting in a 
managerial or executive capacity, U.S. Citizenship and Immigration Services (USCIS) must take 
into account the reasonable needs of the organization, in light of the overall purpose and stage of 
development of the organization. Section 101(a)(44)(C) of the Act. 
A. Facts 
The petitioner filed its Form I-140, Immigrant Petition for Alien Worker, on January 8, 2014. The 
petitioner claims to be doing business as It also claims to be a 
subsidiary of and affiliated with the beneficiary's foreign employer, 
, which is also a subsidiary of 
The petitioner claims that the beneficiary is currently employed as its continuous improvement 
manager. The record shows that the beneficiary was initially approved to work in an L-1A 
non-immigrant status in the United States for but he was physically placed at 
the subsidiary location in Wisconsin. The petitioner filed this petition in order to have the 
beneficiary permanently employed with the petitioner (which is doing business as . The 
petitioner stated that the beneficiary was previously employed abroad with an affiliate, 
from 2002 until his transfer to the United States in May 2013. 
The petition was filed on January 8, 2014 with a supporting letter stating that the beneficiary 
develops and supports continuous improvement strategies and initiatives throughout the business 
including operational, commercial, service, and sourcing excellence. The petitioner provided the 
following list of the beneficiary's nine general responsibilities: 
• Managing and leading the Continuous Improvement department, whose 
initiatives involve lean improvements including manufacturing, business 
processes , service, and supply base; 
• Managing, leading, and developing employees in the department including 
handling all aspects of human resource management for the department; 
(b)(6)
Page 5 
NON-PRECEDENT DECISION 
• Making hiring decisions, managing goals and objectives, evaluating 
performance, deciding on compensation and rewards, and other related 
activities by following the human resources policy of the company; 
• Leading productivity improvement events to teach employees how to spot and 
eliminate waste in business processes; 
• Leading and supporting efforts to achieve commercial excellence to grow the 
aftermarket parts and service business; 
• Emphasizing and focusing on the continuous improvement work team to 
ensure it complies with sourcing excellence, operational excellence, 
commercial excellence, and service excellence; 
• Working closely with supply chain, operations, and distribution on Customer 
Focused Initiatives (CFI) including supporting improved aftermarket parts 
delivery performance and shortened lead times; 
• Working with supply chain and quality organizations on improving supplier 
development and performance; and 
• Working with operations to make operational improvements including 
supporting manufacturing in implementation of the Manufacturing 
Learning System 1 I; leading and participating in the development of 
and lean systems techniques, trainings, scheduling, manufacturing, 
standardizing work processes, and error proofing. 
In addition, the petitioner explained that the beneficiary managed one subordinate; continuous 
improvement leader, The petitioner submitted a document entitled "Job 
Description," dated July 2012, which indicated that in the position of continuous improvement 
leader, Ms. performed such duties as: managing project teams for productivity improvement 
and cost reduction; managing training and facilitation of continuous improvement work teams 
(project teams that can range from work teams of 8 to 10); managing and accountability for budget 
performance and cost savings; maintaining records, reports and systems for the department; working 
closely with supply chain, operations, and distribution on customer focused initiatives; working with 
operations to make operational improvements; and supporting manufacturing in implementation of 
and participating in the development of Systems and techniques. The duty 
description required an employee with a bachelor's degree in business, operations, supply chain, 
engineering or similar fields. Ms. resume indicated that she had a bachelor's degree in 
international business. 
The petitioner also provided an organizational chart dated March 2013; the document was also dated 
December 19, 2013 in the lower right corner. The chart depicted the beneficiary as continuous 
improvement director supervising his single subordinate, , as continuous 
improvement leader. No other positions or employees were listed as subordinate to the beneficiary. 
On June 17, 2014 the director issued a request for evidence (RFE) instructing the petitioner to 
provide, inter alia, evidence to establish that the beneficiary will primarily perform in a managerial 
or executive capacity such as: the beneficiary's specific daily tasks and the percentage of time the 
beneficiary would spent on those tasks, degree and pay documentation for and a list of 
(b)(6)
NON-PRECEDENT DECISION 
Page 6 
the beneficiary's subordinates and subordinates. The director requested a list of all 
employees or contractor s employed in the beneficiary's department. 
In response to the RFE, the petitioner provided a letter, dated August 25, 2014, stating that the 
beneficiary was employed with in the United States as continuous improvement director since 
May 2013 and was occupying the same position with the petitioner since January 2014. The 
petitioner provided the following second duty description which included a percentage of time the 
beneficiary allocated to each of his four categories of responsibilities as follows : 
• Managing 
and leading the Continuous Improvement department (52%), whose 
initiatives involve: 
o Continuous improvement strategy, reorganizing and restructuring the 
Continuous Improvement department at ensuring it complies 
with sourcing excellence, operational excellence, commercial 
excellence , service excellence and business excellence; 
o Leading productivity improvement events to teach employees how to 
spot and eliminate waste in business processes; 
o Working with operations to make operational improvements including 
supporting manufacturing in implementation of the 
Manufacturing Learning System ( 1; leading and participating in 
the development of and lean systems techniques, trainings, 
scheduling, manufacturing, standardizing work processes, and error 
proofing; 
o Leading and supporting efforts to achieve commercial excellence to 
grow engine · sales and aftermarket parts; 
o Leading and supporting efforts to achieve service excellence to grow 
the service business; 
o Working closely with supply chain, operations, and distribution on 
Customer Focused Initiatives (CFI) including supporting improved 
aftermarket parts delivery performance and shortened lead times; 
o Creating, leading and supporting cross departmental teams , working in 
business problem solving; and 
o Developing strategy and necessary activities for the cultural renew of 
the company. 
• Managing personnel and developing talent (22%), including: 
o Managing, leading, and developing employees m the Continuous 
Improvement department; 
o 
Making hiring decisions, evaluating performance, deciding on compensation 
and rewards, managing goals and objectives, and other related activities; 
o Developing personnel talent from different departments through rigorous 
coaching program; and 
o Mentoring personnel from different departments. 
(b)(6)
Page 7 
NON-PRECEDENT DECISION 
• Developing and deploying initiatives (20%): 
o Actively participating in development of corporate strategic mttlatlves and 
deployment of corporate initiatives at [the petitioner]; and 
o Representing [petitioner] at other manufacturing and continuous improvement 
corporate groups. 
• Facilitating and developing Continuous Improvement support and guidance by 
serving as liaison and support for Continuous Improvement between divisions 
(12%). 
The petitioner provid ed a second organizational chart, dated August 7, 2014, depicting the 
beneficiary as continuous improvement director, subordinate and a newly added second 
continuous improvement leader position which was vacant. 
After reviewing the petitioner's submissions , the director determined that the petitioner failed to 
establish that the beneficiary would be employed in the United States in a qualifying managerial or 
executive capacity. The director acknowledged the petitioner's submission in response to the RFE, 
which included the list of the beneficiary's four categories of responsibilities, the percentages of time 
spent on them, and the bulleted initiatives grouped under each category of responsibilities. The 
director found that the petitioner identified responsibilities but did not describe actual tasks 
associated with those responsibilities to demonstrate how the beneficiary spent his day. The director 
did not find adequate support in the record to establish that the beneficiary would be primarily 
performing in a qualifying managerial or executiv e capacity, and denied the petition on November 5, 
2014 . . 
B. Analysis 
When examining the executive or managerial capacity of a given position, we review the totality of 
the record, starting first with the petitioner's description of the beneficiary's job duties. See 8 C.F.R. 
§ 204.5G)(5). Published case law has determined that the duties themselves will reveal the true 
nature of the beneficiary's employment. Fedin Bros. Co., Ltd. v. Sava, 724 F. Supp. 1103, 1108 
(E.D.N.Y. 1989), affd, 905 F.2d 41 (2d. Cir. 1990). Also critical to this analysis are factors such as 
staffing size, job descriptions of the beneficiary's subordinates and other employees who will carry 
out the petitioner's daily operational tasks, the nature of the business conducted, and any other facts 
that may contribute to a comprehensive understanding of the beneficiary's actual role within the 
petitioning organization. 
The petitioner provided the beneficiary's job description with a percentage breakdown of his overall 
responsibilities and initiatives, and a generalized list of duties that fail to include specific tasks that 
demonstrate how the beneficiary will actually spend his day. Reciting the beneficiary's vague job 
responsibilities or broadly-cast business objectives is not sufficient; the regulations require a detailed 
description of the beneficiary's daily job duties. The petitioner has not provided any detail or 
explanation of the beneficiary's activities in the course of her/his daily routine. The actual duties 
themselves will reveal the true nature of the employment. !d. at 1108. 
(b)(6)
NON-PRECEDENT DECISION 
Page 8 
The petitioner has not sufficiently established that the beneficiary will primarily perform in a 
qualifying capacity. According to the petitioner, the beneficiary will spend 52% of his day 
managing and leading the department but as a part of those duties, the beneficiary would participate 
in the development of systems, a nonqualifying duty. The description indicated that the beneficiary 
would dedicate at least 32% of his time to non-qualifying duties such as developing and deploying or 
facilitating its parent company's initiatives. Finally, the beneficiary would devote 22% of his time 
to personnel management issues which would include all aspects of the human resources tasks and 
necessarily including non-qualifying duties. Aside from the obvious discrepancy that the 
beneficiary's time allocation amounts to more than 100%, the petitioner has not provided sufficient 
evidence to establish that the beneficiary will be primarily engaged in a qualifying capacity. An 
employee who "primarily" performs the tasks necessary to produce a product or to provide services 
is not considered to be "primarily" employed in a managerial or executive capacity. See sections 
101(a)(44)(A) and (B) of the Act (requiring that one "primarily" perform the enumerated managerial 
or executive duties); see also Matter of Church Scientology International, 19 I&N Dec. 593, 604 
(Comm 'r 1988). 
We acknowledge the petitioner's claim on appeal that the beneficiary "spends approximately 20% of 
his time participating in senior level company strategic meetings to develop corporate initiatives as 
well as representing (the petitioner) at external meetings and conferences." The petitioner concludes 
that the beneficiary actually spends 72% of his time managing a key department and essential 
function. However, the petitioner failed to discuss this new assertion or explain why it is 
inconsistent with the beneficiary's duty descriptions contained in the record. It is incumbent upon 
the petitioner to resolve any inconsistencies in the record by independent objective evidence. Any 
attempt to explain or reconcile such inconsistencies will not suffice unless the petitioner submits 
competent objective evidence pointing to where the truth lies. Matter of Ho, 19 I&N Dec. 582, 
591-92 (BIA 1988). 
On appeal, the petitioner also asserts that the director erred by failing to consider the nature of the 
beneficiary's position as a functional and personnel manager. 
The statutory definition of "managerial capacity" allows for both "personnel managers" and 
"function managers ." See sections 101(a)(44)(A)(i) and (ii) of the Act, 8 U.S.C. §§ 
1101(a)(44)(A)(i) and (ii). Personnel managers are required to primarily supervise and control the 
work of other supervisory, professional , or managerial employees. Contrary to the common 
understanding of the word "manager," the statute plainly states that a "first line supervisor is not 
considered to be acting in a managerial capacity merely by virtue of the supervisor's supervisory 
duties unless the employees supervised are professional." Section 101(a)(44)(A)(iv) of the Act; 8 
C.P.R. § 204.5(j)( 4)(i). If a beneficiary directly supervises other employees, the beneficiary must 
also have the authority to hire and fire those employees, or recommend those actions, and take other 
personnel actions. 8 C.P.R. § 204.5(j)(2). 
In this matter , the petitioner asserts that the beneficiary serves as director of the petitioner's 
continuous improvement department and has a single subordinate employee holding the position of 
(b)(6)
NON-PRECEDENT DECISION 
Page 9 
continuous improvement leader. The petitioner's organizational chart at the time of filing 
corroborates that this is the sole subordinate position. The director questioned the petitioner's claim 
that 22% of the beneficiary's time would be spent on personnel issues since the beneficiary had only 
one subordinate employ ee. On appeal, the petitioner asserts that the beneficiary spent 22% of his 
time managing personnel because at the time of filing there was an "open position withi~ the 
Continuous Improvement Department" for which the beneficiary was recruiting but the director did 
not consider. We note that the record demonstrates a second continuous improvement leader 
position was not included on the petitioner's organizational chart until August 2014, well after this 
petition was filed. A visa petition may not be approved based on speculation of future eligibility or 
after the petitioner or beneficiary becomes eligible under a new set of facts. See Matter of Mich elin 
Tire Corp., 17 I&N Dec. 248 (Reg. Comm'r 1978); Matter of Katigbak, 14 I&N Dec. 45, 49 
(Comm'r 1971). A petitioner may not make material changes to a petition in an effort to make a 
deficient petition conform to USCIS requirements. See Matter of Izummi, 22 I&N Dec. 169, 176 
(Assoc. Comm'r 1998). As to this point, we note that even if the petitioner had established that 22% 
of the beneficiary's time was in a qualifying capacity managing personnel, it would still be 
insufficient to establish that the beneficiary was primarily engaged in qualifying duties overall. 
Furthermore, after assessing the beneficiary's job duties in light of the petitioner's organizational 
chart and other evidence of the petitioner's staffing at the time of filing, it cannot be concluded that 
the petitioner was adequately staffed to relieve the beneficiary from having to allocate his time 
primarily to the perform ance of non-qualifying tasks. As a part of the initial filing and on appeal, the 
petitioner refers to other employees in different departments, cross-departmental teams, project 
teams, and "continuous improvement work teams" allegedly under the management or supervision , 
on loan or by project , of the beneficiary. However, the petitioner provided insufficient evidence to 
demonstrate the identity or availability of any additional employees or contractors to support the 
beneficiary in his department. Moreover , in regards to the beneficiary's only subordinate , the 
petitioner failed to provide evidence expressly requested by the director, such as the subordinate's 
degree documentation or evidence of her salary. Failure to submit requested evidence that precludes 
a material line of inquiry shall be grounds for denying the petition. 8 C.F.R. § 103.2(b )(14). Given 
that the petitioner's continuous improvement department is comprised of the beneficiary and a single 
employee, even if a professional employee, it is reasonable to assume that the beneficiary would 
assist in carrying out the operational duties of the continuous improvement department for the 
organization . 
In reviewing the relevance of the number of employees a petitioner has, the federal courts have 
generally agreed that USCIS "may properly consider an organization's small size as one factor , in 
assessing whether its operations are substantial enough to support a manager." Family, Inc. v. U.S. 
Citizenship and Immigration Services, 469 F.3d 1313, 1316 (9th Cir. 2006) (citing with approval 
Republic of Transk ei v. INS , 923 F.2d 175, 178 (D.C. Cir. 1991); Fedin Bros. Co. v. Sava, 905 F.2d 
41, 42 (2d Cir. 1990) (per curiam); Q Data Consulting, Inc. v. INS, 293 F. Supp. 2d 25, 29 (D.D.C. 
2003). Furthermore , it is appropriate for USCIS to consider the size of the petitioning company in 
conjunction with other relevant factors , such as a company's small personnel size , the absence of 
employees who would perform the non-managerial or non-executive operations of the company , or a 
(b)(6)
NON-PRECEDENT DECISION 
Page 10 
"shell company" that does not conduct business in a regular and continuous manner. See, e.g. 
Systronics Corp. v. INS, 153 F. Supp. 2d 7, 15 (D.D.C. 2001). 
The term "function manager" applies generally when a beneficiary does not supervise or control the 
work of a subordinate staff but instead is primarily responsible for managing an "essential function" 
within the organization. See section 101(a)(44)(A)(ii) of the Act, 8 U.S.C. § 1101(a)(44)(A)(ii). 
The term "essential function" is not defined by statute or regulation. If a petitioner claims that the 
beneficiary is managing an essential function, the petitioner must furnish a written job offer that 
clearly describes the duties to be performed in managing the essential function, i.e. identify the 
function with specificity, articulate the essential nature of the function, and establish the proportion 
of the beneficiary's daily duties attributed to managing the essential function. See 8 C.P.R. § 
204.50)(5). In addition, the petitioner's description of the beneficiary's daily duties must 
demonstrate that the beneficiary manages the function rather than performs the duties related to the 
function. An employee who "primarily" performs the tasks necessary to produce a product or to 
provide services is not considered to be "primarily" employed in a managerial or executive capacity. 
See sections 101(a)(44)(A) and (B) of the Act (requiring that one "primarily" perform the 
enumerated managerial or executive duties); see also Boyang, Ltd. v. I.N.S., 67 F.3d 305 (Table), 
1995 WL 576839 (9th Cir, 1995)(citing Matter of Church Scientology International, 19 I&N Dec. at 
604. As discussed, the petitioner provided an insufficient duty description and insufficient evidence 
to establish that the beneficiary primarily manages the function as opposed to performing the duties 
of the function. Therefore, the petitioner has not established that the beneficiary manages an 
essential function. 
Accordingly, based on our review of the totality of evidence, we find that the evidence of record has 
not established that the petitioner would employ the beneficiary in a qualifying managerial or 
executive capacity. For this reason, the petition may not be approved. 
III. CONCLUSION 
In visa petition proceedings, it is the petitioner's burden to establish eligibility for the immigration 
benefit sought. Section 291 of the Act, 8 U.S.C. § 1361; Matter of Otiende, 26 I&N Dec. 127, 128 
(BIA 2013). Here, that burden has not been met. 
ORDER: The appeal is dismissed.