No. The principal’s transfer must independently meet its requirements.
Review both questions
Assess the actual managerial or executive role and organizational evidence, then examine the accompanying person’s eligibility and intended activity separately.
Hypothetical example: a renewable-energy equipment company proposing to transfer its foreign operations director to lead a U.S. distribution subsidiary. Test authority, not job labels. The review should identify who sets goals, who controls budgets, which staff carry out operational work, and how the foreign and U.S. entities are connected. For a new office, also test whether the premises and staffing plan can support the claimed managerial or executive position within the required period. A title on an organization chart is not enough where payroll and reporting lines show that the transferee will perform the routine production work.
L-1A depends on a qualifying connection between the foreign and U.S. organizations and on a genuine managerial or executive position. The person must have worked for the qualifying organization outside the United States for one continuous year during the prior three-year lookback. Time in L-1A normally cannot exceed seven years; the separate L-1B maximum is five years.
Use records created closest to the event: signed agreements, payroll or bank evidence, corporate records, licences, civil documents, and dated correspondence. A careful review identifies what each record proves and what it does not prove. Do not solve a factual gap by copying a favourable label from another route. Make the next decision only after the missing fact is either documented, changed, or plainly described as unresolved.