Yes, identify the evidence needed to establish the qualifying employment and organization across both countries. Retrieval, translation or professional review may create costs depending on the actual records. A US petition budget should not assume that foreign payroll and role evidence are already complete or included in another engagement.
Assign responsibility for obtaining evidence
Ask human resources and the relevant entities which records they hold and who can explain them. Obtain a clear professional scope and current government charges. The purpose is to resolve factual gaps, not to purchase unnecessary document packages simply because several offices are involved.
Identify the actual petition type, government charges, premium-processing choice if available, professional work, translations and records the organization must obtain. The first review should result in a responsibility list: which entity supplies ownership evidence, who confirms payroll, and who authorizes fees. Current official schedules and a written engagement scope settle the amount more reliably than a prior case's budget.
Hypothetical example: An industrial-laundry group wants to transfer a manager after acquiring a small U.S. operation. The parent expects the affiliate to pay every cost, but the affiliate has not yet opened an account or retained its corporate records.
The decision is whether to delay until the documentation is controlled or have the parent responsibly coordinate it. A rushed invoice does not establish that the relevant evidence exists. Ask for current fee confirmation immediately before submission because government charges and optional processing choices can change.
The organization should also budget time for evidence review, not only filing fees. Paying for speed cannot cure an unsupported managerial role or a missing corporate record.