dismissed L-1A Case: Pet Services

. identifying data deleted to 
prevent clearly unw an3"ted 
invasion of persond p~ivacy 
US. Department of Homeland Security 
U.S. Citizenship and Immigration Services 
Office ofAdministrative Appeals, MS 2090 
Washington, DC 20529-2090 
- 
puBLLc copy @ 
U.S. Citizenship 
and Immigration 
-+ $8 Services 
File: EAC 08 153 54571 Office: VERMONT SERVICE CENTER Date: 
SEP 0 2 2009 
IN RE: Petitioner: 
Beneficiary: 
Petition: 
 Petition for a Nonimmigrant Worker Pursuant to Section 10 I (a)(l5)(L) of the Immigration 
and Nationality Act, 8 U.S.C. 5 1 10 1 (a)(15)(L) 
ON BEHALF OF PETITIONER: 
SELF-REPRESENTED 
INSTRUCTIONS: 
This is the decision of the Administrative Appeals Office in your case. All documents have been returned to 
the office that originally decided your case. Any further inquiry must be made to that office. 
If you believe the law was inappropriately applied or you have additional information that you wish to have 
considered, you may file a motion to reconsider or a motion to reopen. Please refer to 8 C.F.R. 5 103.5 for the 
specific requirements. All motions must be submitted to the office that originally decided your case by filing a 
Form I-290B, Notice of Appeal or Motion, with a fee of $585. Any motion must be filed within 30 days of the 
decision that the motion seeks to reconsider, as required by 8 C.F.R. 5 103.5(a)(l)(i). 
uhn F. Grissom 
Acting Chief, Administrative Appeals Office 
EAC 08 153 54571 
Page 2 
DISCUSSION: The Director, Vermont Service Center, denied the nonimmigrant visa petition and the matter 
is now before the Administrative Appeals Office (AAO) on appeal. The AAO will dismiss the appeal. 
The petitioner filed this nonimmigrant petition seeking to extend the employment of its presidentlchief 
executive officer as an L-1A nonimmigrant intracompany transferee pursuant to section 101(a)(15)(L) of the 
Immigration and Nationality Act (the Act), 8 U.S.C. 5 1 10 1 (a)(15)(L). The petitioner, a Florida corporation, 
states that it operates a pet shop and pet services business. It claims to be a subsidiary of Perdyl E.I.R.L., 
located in Lima, Peru. The beneficiary was previously granted L-1A classification for a one-year period in 
order to open a new office in the United States, and the petitioner now seeks to extend her status for two 
additional years. 
The director denied the petition, concluding that the petitioner failed to establish that the beneficiary would be 
employed in a primarily managerial or executive capacity in the United States under the extended petition. 
The petitioner subsequently filed an appeal. The director declined to treat the appeal as a motion and 
forwarded the appeal to the AAO for review. On appeal, the petitioner asserts that the beneficiary performs 
both managerial and executive duties, supervises managerial and professional personnel, and is not engaged 
in the day-to-day work of the business. The petitioner submits a brief and additional evidence in support of 
the appeal. 
To establish eligibility for the L-1 nonimmigrant visa classification, the petitioner must meet the criteria 
outlined in section 10l(a)(15)(L) of the Act. Specifically, a qualifying organization must have employed the 
beneficiary in a qualifying managerial or executive capacity, or in a specialized knowledge capacity, for one 
continuous year within three years preceding the beneficiary's application for admission into the United 
States. In addition, the beneficiary must seek to enter the United States temporarily to continue rendering his 
or her services to the same employer or a subsidiary or affiliate thereof in a managerial, executive, or 
specialized knowledge capacity. 
The regulation at 8 C.F.R. 5 214.2(1)(3) states that an individual petition filed on Form 1-129 shall be 
accompanied by: 
(i) 
 Evidence that the petitioner and the organization which employed or will employ the 
alien are qualifying organizations as defined in paragraph (l)(l)(ii)(G) of this section. 
(ii) 
 Evidence that the alien will be employed in an executive, managerial, or specialized 
knowledge capacity, including a detailed description of the services to be performed. 
(iii) 
 Evidence that the alien has at least one continuous year of full-time employment 
abroad with a qualifying organization within the three years preceding the filing of 
the petition. 
(iv) 
 Evidence that the alien's prior year of employment abroad was in a position that was 
managerial, executive or involved specialized knowledge and that the alien's prior 
EAC 08 153 54571 
Page 3 
education, training, and employment qualifies himlher to perform the intended 
services in the United States; however, the work in the United States need not be the 
same work which the alien performed abroad. 
The regulation at 8 C.F.R. § 214.2(1)(14)(ii) also provides that a visa petition, which involved the opening of a 
new office, may be extended by filing a new Form 1-129, accompanied by the following: 
(A) 
 Evidence that the United States and foreign entities are still qualifying organizations 
as defined in paragraph (l)(l)(ii)(G) of this section; 
(B) 
 Evidence that the United States entity has been doing business as defined in 
paragraph (l)(l)(ii)(H) of this section for the previous year; 
(C) 
 A statement of the duties performed by the beneficiary for the previous year and the 
duties the beneficiary will perform under the extended petition; 
(D) 
 A statement describing the staffing of the new operation, including the number of 
employees and types of positions held accompanied by evidence of wages paid to 
employees when the beneficiary will be employed in a managerial or executive 
capacity; and 
(E) 
 Evidence of the financial status of the United States operation. 
The sole issue addressed by the director is whether the petitioner established that the beneficiary will be 
employed in a primarily managerial or executive capacity under the extended petition. 
Section 10 l(a)(44)(A) of the Act, 8 U.S.C. fj 1 101 (a)(44)(A), defines the term "managerial capacity" as 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 other employee is directly supervised, 
functions at a senior level within the organizational hierarchy or with respect to the 
function managed; and 
EAC 08 153 54571 
Page 4 
(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. 
Section 101(a)(44)(B) of the Act, 8 U.S.C. 5 1 101(a)(44)(B), defines the term "executive capacity" as an 
assignment within an organization in which the employee primarily: 
(i) 
 directs the management of the organization or a major component or function of the 
organization; 
(ii) 
 establishes the goals and policies of the organization, component, or function; 
(iii) 
 exercises wide latitude in discretionary decision making; and 
(iv) 
 receives only general supervision or direction from higher level executives, the board 
of directors, or stockholders of the organization. 
The petitioner filed the nonimmigrant visa petition on April 30, 2008. The petitioner stated on Form 1-129 that 
the company operates a pet shop and services business with nine employees. In a letter dated April 15, 2008, the 
petitioner stated that the beneficiary's duties as chief executive officer of the U.S. company include the following: 
Planning, developing, and establishing long-range goals and objectives of business 
organization in accordance with board directives and corporation charter. 
Conferring with advisors to plan business objectives, to develop organizational policies 
to coordinate functions and operations, and to establish responsibilities and procedures 
for attaining objectives, and also in then implementing goals through subordinate 
administrative personnel and sub-contractors. 
All aspects of the Company's finance (budget and accounts receivable), administration, 
and marketing. 
Reviewing activity reports and financial statements to determine progress and status in 
attaining objectives and revising objectives and planning in accordance with current 
conditions. 
Directing and coordinating formulation of financial program to prove funding for new 
or continuing operations to maximize returns on investments, and to increase 
productivity. 
Promoting the Company by representing it before organizations and participating at 
various seminars, conventions, and trade shows. 
EAC 08 153 54571 
Page 5 
Liaison activities with the accountants and lawyers who contract with the Company. 
Hiring staff and other personnel actions, including promotions, transfers, discharges, or 
disciplinary measures. 
Administrative control and conformance with legal requirements of the firm. 
The petitioner's letter also included an organizational chart for the U.S. entity. The chart indicates that the 
beneficiary reports to the president of the U.S. company and supervises the following staff: two customer 
service employees; a marketing manager, who in turn supervises two sales associates; and an administration 
department comprised of an accountant and a business consultant. 
The petitioner submitted copies of invoices to establish that it had been doing business for the previous year. 
The AAO notes that the invoices submitted indicate that the petitioner has provided pet sitting and dog 
walking services, marketing and sales representative services, moving and transportation services, painting 
and floor polishing services, and "information services." The petitioner also operates a pet grooming shop. 
The director issued a request for additional evidence (WE) on June 3,2008, in which he requested additional 
evidence to establish that the beneficiary will be employed in a managerial or executive capacity. Specifically, 
the director requested: (1) a comprehensive description of the beneficiary's duties, explaining how such duties 
are managerial or executive in nature; (2) names, position titles, educational credentials, and complete 
position descriptions for all employees of the U.S. company, including a breakdown of the number of hours 
each employee devotes to each job duty on a weekly basis; (3) copies of the U.S. company's IRS Forms 941, 
Employer's Quarterly Federal Tax Return, for all four quarters of 2007 and the first quarter of 2008; and (4) 
copies of all IRS Forms W-2 and 1099 issued by the U.S. company in 2007. 
In a response dated July 15, 2008, the petitioner stated that the beneficiary's responsibilities, "will include 
everything," including "operations, marketing, strategy, financing, creation of company culture, human 
resources, hiring, firing, compliance with safety regulations, sales, PR, etc." The petitioner stated that her 
specific duties will be divided into the following areas of responsibility: 
1. Setting strategy and vision - 20% 
2. Building culture - 5% 
3. Personnel Building - 10% 
4. Capital allocation - 10% 
5. Entering and negotiating contracts on behalf of the company - 15% 
6. Conferring with advisors to plan business objectives, develop policies and coordinate 
functions - 5% 
7. All aspects of the company's finance (budget and accounts receivable), administration, 
and marketing. - 10% 
EAC 08 153 54571 
Page 6 
8. Directing and coordinating formulation of financial program to prove funding for new or 
continuing operations to maximize returns on investments, and to increase productivity. - 
10% 
9. Liaison activities with the accountants and consultants who contract with the company - 
10% 
10. Administration, control and conformance with legal requirements of the firm. - 5% 
The petitioner briefly discussed each area of responsibility. The AAO notes that the duties listed were 
substantially similar to those included in the petitioner's initial description of the beneficiary's duties. The 
petitioner emphasized that the beneficiary's primary duties are in a managerial or executive capacity because 
she oversees all aspects of the operation, develops and maintains the company's vision, approves financial 
obligations, and has the authority to seek business opportunities and strategic alliances with other 
organizations. The petitioner emphasized that the beneficiary oversees managers, consultants and lawyers, 
and is not involved in the day-to-day operations of the company. The petitioner stated that the beneficiary will 
devote 100 percent of her time to managerial and executive duties. 
The petitioner stated that the beneficiary supervises a marketing manager, two customer service 
representatives, an accountant, a business consultant, and independent contractors including sales associates. 
The petitioner described the duties of the subordinates as follows: 
Business Consultant 
Duties: A Bachelor's Degree is the academic level for this position. Provides management, 
financial and general counseling and training programs to the "Company." Presentation of 
financial material and evaluation of current financial condition, and marketing 
products/services. 2. Plans, coordinates and evaluates success of training programs designed 
to assist the "Company" and clients with problems or to inform the "Company" and clients 
about changes or current developments in regulations/laws or conditions that may affect their 
business. 3. performs necessary administrative duties such as correspondence and reports . . . 
. 4. Maintains close contact with business community and governmental agencies/legislators 
to assess the "Company" and clients needs and to keep informed of general business 
conditions and changes in regulations/laws affecting small business. 5. Assists with 
promotional activities such as advertising, brochures, mailings designed to publicize 
programs/services of the "Company." 
Administration and Human Resources (Accountant) 
Duties: CPA Certification + Associate Degree. Bachelor's in Information Systems. Manage of 
Accounting software. Software and Hardware troubleshooting. General Accounting duties, 
budgeting advise, financial statements generation (Profit & Loss, Balance Sheet and 
statement of results), Corporate Taxes, payroll register and maintenance, etc. This position 
reports to the CEO. Financial projections, budgeting, review of bids, quotations, Supervision 
of Bank Accounts. Recommends measures to improve quality of service and suggest changes 
in working conditions and use of materials to increase efficiency of work crew. Reviews 
EAC 08 153 54571 
Page 7 
order of service/purchase and contracts to ensure conformance to company policy, budgeting, 
financial reports, minor accounting and all financial and administrative matters of the 
company. 
Marketing Manager 
Duties: Bachelor's degree in Business Administration + 2 yrs experience in retail business. 
Prepares purchase orders as required and get them approved by the CEO, obtains bids and 
estimates and arranges for purchase according to established procedures. Completes service 
orders by detailing time spent, material used, work location, type of work performed. 
Promotion of the Company, in charge of developing web site, contact person between the 
Company and Advertising Companies, as printing, brochures, and advertising material to 
promote business. Supervision of Sales Associates. Quality control duties. Purchase sales 
control and supervision. Market research for new business and locations. This position 
reports to the CEO. 
Customer Service (2) 
Duties: General clerk duties, filing, customer service, correspondence, take phone calls and 
messages, help customers at the pet shop, in charge of keeping records of customers (Dogs), 
Point of Sale management, cashier duties. Dog walking, pet grooming, pet full service, as 
well as pet sitting services. 
Sales Associates (2) 
Duties: General sales person duties as customer service of clients that come to our shop to 
buy pet accessories. 2 yrs. exp. In sales and experience in working selling pet supplies. 
Familiarized with our products. Sales follow up. Check inventory and stock. Order purchase 
of inventory shortage. Verify orders of purchase and contact with providers. 
The petitioner submitted copies of its IRS Forms W-2, Wage and Tax Statement, for 2007. The records show 
that the petitioner paid wages of $22,000 to its president, $18,461 to the beneficiary; $15,000 to the marketing 
manager; and $5,269 to each of the customer service representatives. The petitioner also submitted the 
requested IRS Forms 941 for 2007 and the first quarter of 2008. The petitioner reported that it paid wages of 
$25,200 to five employees in the quarter preceding the filing of the petition. The petitioner provided copies of 
three IRS Forms 1099-MISC, issued to the individuals identified as sales associates in 2007. Each employee 
was paid $15,000. The petitioner did not submit copies of Forms 1099 issued to the business consultant or 
accountant. 
In addition, the petitioner submitted a copy of its independent contractor agreements with its accountant, 
and three sales associates, and a copy of its business consulting agreement with - 
The petitioner submitted invoices from 
 company, Centro Latino, Inc., indicating that 
I 
it has been paying him $100.00 per month for "payroll, bookkeeping," rather than the $1,040 per month stated 
in the agreement. 
EAC 08 153 54571 
Page 8 
The director denied the petition on September 8, 2008, concluding that the petitioner had failed to establish 
that the beneficiary would be employed in a primarily managerial or executive capacity under the extended 
petition. The director noted that, while the petitioner claims to have nine employees, its IRS Form 941 for the 
first quarter of 2008 indicates that the company has five employees, some of who may work on a part-time 
basis. The director further noted that the petitioner's statements regarding the beneficiary's duties were 
general, and did not specify exactly what the beneficiary would be doing within the context of the petitioner's 
current staffing arrangement. 
The director also determined that the petitioner did not establish that it is paying the beneficiary her proffered 
annual salary of $51,000, and that her actual salary "does not appear to be commensurate with a bona fide 
manager or executive position in a major metropolitan business market." The director acknowledged the 
petitioner's statement that some of the positions subordinate to the beneficiary require a bachelor's degree, but 
noted that the petitioner did not provide copies of the employees' educational credentials as requested. The 
director also questioned whether the employees of a pet grooming shop would occupy professional positions. 
The director concluded that the petitioner had failed to establish that the subordinate staff is able to relieve the 
beneficiary from involvement in providing the sales and services of the company, such that she can engage in 
primarily managerial or executive duties. 
On appeal, the petitioner asserts that the beneficiary performs both managerial and executive duties and is not 
engaged in the day-to-day work of the business. The petitioner states that there are no inconsistencies in the 
record with respect to the number of employees working for the company. The petitioner emphasizes that its 
"W-2 emplo ees" include the company president, the beneficiary, the marketing manager, and two sales 
associates and, while the independent contractors include the accountant, the 
business consultant, the two customer service representatives, and a third sales associate - 
The petitioner asserts that all of its employees work full-time, and that the staff of the company is sufficient to 
relieve the beneficiary from providing the sales or services of the company to its 250 clients. The petitioner 
emphasizes that it intends to open a second pet grooming shop and hire four more workers by 2009, and will 
eventually open a veterinary clinic. The petitioner notes that the petitioner's president is a licensed 
veterinarian, while the beneficiary and the marketing manager are qualified veterinarians in Peru and are both 
preparing to take the necessary examinations to allow them to become licensed in the United States. 
The petitioner re-iterates the position descriptions it provided in response to the RFE, and emphasizes that the 
beneficiary does not involve herself in the day-to-day operations of the company. In this regard, the petitioner 
asserts that the director placed undue emphasis on the size of the U.S. company, noting that "even though our 
organization does not have a large number of employees, its staff is concentrated in such a labor that has 
oriented the Company to a great success and expansion." 
Upon review, the petitioner has not established that the beneficiary will be employed in a primarily managerial or 
executive capacity. While the AAO finds that the director's adverse determinations were warranted based on the 
evidence of record, it is noted that the director's underlying analysis, in part, was flawed, as the director issued an 
adverse finding based in part on the beneficiary's salary. The AAO notes, however, that a beneficiary's salary is an 
EAC 08 153 54571 
Page 9 
admissibility factor and not a criterion to be used in determining his or her prospective employment capacity. The 
director's finding with regard to the latter is not supported by any statute, regulations or precedent decision. 
Notwithstanding the director's reasoning the director properly found insufficient evidence to establish that the 
beneficiary would be engaged in primarily managerial or executive tasks. The AAO maintains plenary power 
to review each appeal on a de novo basis. 5 U.S.C. 557(b) ("On appeal from or review of the initial decision, 
the agency has all the powers which it would have in making the initial decision except as it may limit the 
issues on notice or by rule."); see also, Janka v. US. Dept. of Transp., NTSB, 925 F.2d 1147, 1149 (9th Cir. 
1991). The AAO's de novo authority has been long recognized by the federal courts. See, e.g. Dor v. INS, 
891 F.2d 997, 1002 n. 9 (2d Cir. 1989). 
When examining the proposed executive or managerial capacity of the beneficiary, the AAO will look first to 
the petitioner's description of the proposed job duties. See 8 C.F.R. 5 214.2(1)(3)(ii). 
 The petitioner's 
description of the job duties must clearly describe the duties that will be performed by the beneficiary and 
indicate whether such duties will be either in an executive or managerial capacity. Id. The AAO will then 
consider this information in light of the petitioner's organizational structure, the duties of the beneficiary's 
subordinate employees, the presence of other employees to relieve the beneficiary from performing 
operational duties, the nature of the petitioner's business, and any other factors that will contribute to a 
complete understanding of a beneficiary's actual duties and role in a business. 
As noted by the director, the petitioner has failed to provide a sufficiently detailed description of the 
beneficiary's day-to-day duties. The initial position description, despite being quite lengthy, failed to specify 
any specific tasks the beneficiary performs on a daily basis as the chief executive officer of a pet grooming 
business. For example, the petitioner stated that the beneficiary is responsible for "planning, developing and 
establishing long-range goals and objectives," "conferring with advisors to plan business objectives" and 
"develop organizational policies," and generally overseeing "all aspects of the operation." Such duties 
provide little insight into the nature of the beneficiary's day-to-day duties. Specifics are clearly an important 
indication of whether a beneficiary's duties are primarily executive or managerial in nature, otherwise meeting 
the definitions would simply be a matter of reiterating the regulations. Fedin Bros. Co., Ltd. v. Sava, 724 F. 
Supp. 1 103 (E.D.N.Y. 1989), afd, 905 F.2d 41 (2d. Cir. 1990). 
The director therefore requested a comprehensive description of the beneficiary's' duties. As noted above, the 
RFE also included a request for a complete description of all employees' duties, and a breakdown of the 
number of hours devoted to each employee's duties on a weekly basis. While the petitioner submitted a 
slightly lengthier description of the beneficiary's duties in response to the RFE, it largely restated the initial 
job description and provided little additional explanation as to what the beneficiary primarily does on a day- 
to-day basis. For example, the petitioner added that the beneficiary will be responsible for "building culture" 
and "strategic vision." 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 failed to provide any detail or explanation of the beneficiary's activities in the course of her 
daily routine. The actual duties themselves will reveal the true nature of the employment. Fedin Bros. Co., 
Ltd. v. Sava, 724 F. Supp. at 1 108. 
EAC 08 153 54571 
Page 10 
The beneficiary's "control," management or direction over a company cannot be assumed or considered 
"inherent7' to her position merely on the basis of the beneficiary's job title, placement on a general 
organizational chart or broadly-cast business responsibilities. Furthermore, while the petitioner's descriptions 
of the beneficiary's duties suggests that she holds the highest level of authority within the company, the AAO 
cannot overlook the fact that the petitioner also employs a president, whose position is senior to the 
beneficiary's. Although the petitioner was instructed to submit position descriptions for all employees in the 
U.S. company, it has opted not to provide a description of the president's duties. Failure to submit requested 
evidence that precludes a material line of inquiry shall be grounds for denying the petition. 8 C.F.R. 5 
103.2(b)(14). Such evidence would potentially confirm that there is no substantial overlap of duties among 
the petitioner's two "chief executives," and lend support to the claim that the beneficiary is responsible for "all 
aspects of the operation" and "the vision of the company" despite the fact that she is not the senior employee 
within the petitioning company. 
The petitioner's description of the beneficiary's duties is insufficient to establish that the beneficiary would be 
performing primarily managerial or executive duties. 
As noted above, when examining the managerial or executive capacity of a beneficiary, U.S. Citizenship and 
Immigration Services (USCIS) reviews the totality of the record, including descriptions of a beneficiary's 
duties and those of his or her subordinate employees, the nature of the petitioner's business, the employment 
and remuneration of employees, and any other facts contributing to a complete understanding of a 
beneficiary's actual role in a business. 
Here, there are several unexplained discrepancies in the record regarding the nature of the petitioner's 
business, the number of workers it employs, and their job duties. While it has been established that the 
petitioner, at the time of filing, was operating a pet grooming shop that also sells pet food and supplies, there 
is evidence in the record indicating that the petitioner is also engaged in providing moving and transportation 
services, marketing and sales services, dog walking and pet sitting services, and home improvement services 
such as painting and floor polishing. The petitioning company was issued a Form 1099 in 2007 from 
"Conrob, Inc.," a company located in Palm City, Florida. The petitioner has issued invoices to Conrob for 
"marketing services, sales representative." The petitioner also submitted a letter dated March 2008 from 
of Conrob, who states that the petitioner's employees "rarely require supervision, they are 
punctual, typically exceed expectation." Based on this evidence, it is reasonable to believe that the petitioner, 
while providing some type of services to Conrob, is not merely grooming or sitting pets. 
The petitioner has also submitted position descriptions for some employees which are inconsistent with the 
claimed nature of the business. For example, the job descriptions for the beneficiary's subordinates contain 
references to "the work crew," "obtaining bids and estimates," and completing service orders "by detailing 
time spent, material used, work location, type of work performed." These types of duties are not consistent 
with a business that grooms dogs in its pet shop. Moreover, the fact that the petitioner claims to have a total of 
four employees, three sales associates and a marketing manager, whose primary duties are to purchase 
inventory for a single small pet shop is not entirely credible. The petitioner did not report any purchases on its 
corporate income tax return in 2007 or claim to have any inventory. Rather, the total "cost of goods sold" 
EAC 08 153 54571 
Page I I 
reported on Form 1120 ($45,000) is equivalent to the amount paid to the Form 1099 employees as "cost of 
labor." 
There are also inconsistencies in the record as to which employees are direct employees and which employees 
are employed on a contract basis. In response to the RFE, the petitioner submitted independent contractor 
agreements for the three sales associates, the accountant and the business consultant. The petitioner now 
claims on appeal that two of the sales associates are payroll employees. Similarly, the petitioner previously 
stated that the two customer service representatives are payroll employees and submitted copies of their 
Forms W-2 and Form 1-9, Employment Eligibility Verification. On appeal, the petitioner claims that these 
employees are independent contractors, but provides no explanation for the change in their employee status. 
There is no credible evidence to establish who was actually being paid by the petitioning company as of the 
date of filing. 
Furthermore, although the petitioner submitted a copy of its consulting agreement with the business 
consultant, there is no evidence that the petitioner has made any payments to her, much less paid her the 
minimum of $1,500 per month stated in the terms of the agreement signed in January 2007. Similarly, the 
petitioner's agreement with the accountant indicates that he would be paid $1,040 per month for a wide 
variety of financial and administrative services; however, the evidence submitted indicates that the petitioner 
has been paying him $100 per month for bookkeeping and payroll services only. 
Finally, the AAO notes that the petitioner claims to employ only two customer service representatives who 
perform any pet services, despite the fact that this is the stated purpose of the petitioner's business. As stated 
above, the petitioner has provided inconsistent information regarding the status of these employees, and it 
cannot be confirmed that they were working for the petitioner as of the date of filing. The petitioner issued 
both employees Forms W-2 in 2007, but states that they were not among the payroll employees during the 
first quarter of 2008. The petitioner has not submitted evidence that it signed a consulting agreement with the 
customer service representatives or other evidence to confirm that they were still employed by the company 
as of the date the petition was filed. 
The discrepancies discussed above raise questions regarding the reliability of the petitioner's claims regarding 
its staffing levels, the nature of the petitioner's business, and the ability of the subordinate employees to 
relieve the beneficiary from involvement in the day-to-day operations of the business. 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). Doubt cast on 
any aspect of the petitioner's proof may, of course, lead to a reevaluation of the reliability and sufficiency of 
the remaining evidence offered in support of the visa petition. Matter of Ho, 19 I&N Dec. 582, 591 (BIA 
1988). 
The statutory definition of "managerial capacity" allows for both "personnel managers" and "function 
managers." See section 10 1(a)(44)(A)(i) and (ii) of the Act, 8 U.S.C. 5 1 10 1(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 
EAC 08 153 54571 
Page 12 
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 
10 1 (a)(44)(A)(iv) of the Act; 8 C.F.R. 5 2 14.2(1)(1)(ii)(B)(2). 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.F.R. 5 214.2(1)(l)(ii)(B)(3). 
Here, the petitioner claims to employ a total of seven to eight employees who work subordinate to the 
beneficiary, including the marketing manager, business consultant and accountant. As discussed above, the 
record does not contain evidence of payments to the business consultant, and the record suggests that the 
accountant's actual duties are much more limited than those stated in the various job descriptions provided. 
While the marketing manager is claimed to supervise the sales associates, the employment status of the sales 
associates is uncertain for the reasons discussed above. Furthermore, the beneficiary is also directly 
responsible for supervising the customer service representatives who provide services to the customers, and 
whose employment status is also uncertain. Moreover, the petitioner states that the customer service 
representatives are also responsible for pet transportation services, dog walking and pet sitting services, which 
could reasonably take them away from the shop during business hours. It is reasonable to believe that the 
beneficiary or the marketing manager, who have the requisite background to perform pet grooming and 
hygiene services, may be required to perform such services. The totality of the record does not support a 
conclusion that the beneficiary's subordinates are supervisors, managers or professionals. Instead, the record 
indicates that the beneficiary's subordinates perform the actual day-to-day tasks of providing pet services and 
retail sale of pet supplies, in addition to whatever other services the petitioner may provide, and that their 
duties do not extend beyond providing such services. Thus, the petitioner has not shown that the beneficiary's 
subordinate employees are supervisory, professional, or managerial, and she cannot qualify as a "personnel 
manager" pursuant to section 10 1 (a)(44)(A)(ii) of the Act. 
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 10 1 (a)(44)(A)(ii) of the Act, 8 U.S.C. 5 1 10 1 (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 position description 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.F.R. 5 214.2(1)(3)(ii). 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. Here, the petitioner has not clearly articulated a claim that the beneficiary manages an 
essential function of the petitioning company. On appeal, counsel states that the beneficiary "manages a major 
function of the Organization," and goes on to state that she was the person that signed Forms 1-9, the lease 
agreement and payroll checks. The fact that the beneficiary has been granted signatory authority as the 
second-most senior employee in the company is not sufficient to establish that she manages an essential 
function of the company. As discussed above, the petitioner has not provided a detailed description of the 
beneficiary's duties sufficient to establish that she performs primarily managerial duties. The actual duties 
themselves reveal the true nature of the employment. Fedin Bros. Co., Ltd. v. Suva, 724 F. Supp. at 1108. 
. 
EAC 08 153 54571 
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Counsel correctly observes that a company's size alone, without taking into account the reasonable needs of 
the organization, may not be the determining factor in denying a visa to a multinational manager or executive. 
See fj 10 1 (a)(44)(C) of the Act, 8 U.S.C. fj 1 10 1 (a)(44)(C). However, in the present matter, the regulations 
provide strict evidentiary requirements for the extension of a "new office" petition and require USCIS to 
examine the organizational structure and staffing levels of the petitioner. See 8 C.F.R. 5 214.2(1)(14)(ii)(D). 
The regulation at 8 C.F.R. 5 214.2(1)(3)(v)(C) allows the "new office" operation one year within the date of 
approval of the petition to support an executive or managerial position. There is no provision in USCIS 
regulations that allows for an extension of this one-year period. If the business does not have sufficient 
staffing after one year to relieve the beneficiary from primarily performing operational and administrative 
tasks, the petitioner is ineligible by regulation for an extension. 
In reviewing the relevance of the number of employees a petitioner has, 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. US. Citizenship and Immigration 
Services 469 F. 3d 1313, 13 16 (9th Cir. 2006) (citing with approval Republic of Transkei 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 "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). 
As discussed above, the petitioner has not documented payments to all of its claimed employees, and has not 
consistently indicated which employees are direct employees and which are contracted staff. In light of these 
discrepancies, the AAO is not persuaded that the petitioner was paying nine full-time employees at the time of 
filing as claimed. The record also contains conflicting information regarding the scope and nature of the 
services the U.S. company provides, factors which would reasonably influence the company's staffing 
requirements. Considering these issues along with the vague description submitted for the beneficiary, the 
AAO cannot conclude that the beneficiary is relieved from involvement in the day-to-day operations of the 
company. 
The AAO acknowledges the petitioner's claim that it intends to open a second pet grooming shop and, 
eventually, a veterinary clinic. However, as noted above, the regulation at 8 C.F.R. 214.2(1)(3)(v)(C) allows 
the "new office" operation one year within the date of approval of the petition to support an executive or 
managerial position. There is no provision in USCIS regulations that allows for an extension of this one-year 
period. If the business does not have sufficient staffing after one year to relieve the beneficiary from 
primarily performing operational and administrative tasks, the petitioner is ineligible by regulation for an 
extension. In the instant matter, the petitioner has not demonstrated that it has reached the point that it can 
employ the beneficiary in a predominantly managerial or executive position. Accordingly, the appeal will be 
dismissed. The petitioner must establish eligibility at the time of filing the nonimmigrant visa petition. A visa 
petition may not be approved at a future date after the petitioner or beneficiary becomes eligible under a new 
set of facts. Matter of Michelin Tire Corp., 17 I&N Dec. 248 (Reg. Comm. 1978). 
EAC 08 153 54571 
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In visa petition proceedings, the burden of proving eligibility for the benefit sought remains entirely with the 
petitioner. Section 291 of the Act, 8 U.S.C. 5 1361. Here, that burden has not been met. 
ORDER: The appeal is dismissed.