The client contract or statement of work showing the petitioner is delivering a defined service, an explanation of the supervision and reporting line back to the petitioner, and evidence of who sets the employee's tasks, reviews her performance and controls her employment terms. The petition should also state where the employee will physically work.
Show the company is performing the work
The distinction the rule draws is between a company delivering its own service using its own employee and a company supplying a worker to be directed by someone else. Documents that support the first reading include a statement of work describing deliverables and milestones rather than hours, a project plan owned by the petitioner, evidence that the petitioner's own manager conducts reviews, and terms of employment that remain with the petitioner including compensation, leave and discipline. Where the client will inevitably have day-to-day contact with the employee, describe that honestly and explain the boundary.
Silence on this point in a petition involving a client site invites the question to be asked in the least helpful way, at the moment when the file is being decided rather than while it is being built. Hypothetical example: a medical-device calibration specialist will spend three days each week at a hospital customer. The documents should show that her employer owns the implementation work and retains authority over her employment.
Collect the statement of work, project milestones, reporting line, performance-review process, and terms governing pay and leave. A first review should mark which client instructions are ordinary coordination and which would amount to control. A bare client-site address can make the arrangement look like labour placement if the petition does not explain the boundary.