Matter of G- Inc.

November 8, 2017 PM-602-0148 Policy Memorandum SUBJECT: Matter of G- Inc., Adopted Decision 2017-05 (AAO Nov. 8, 2017) Purpose This policy memorandum (PM) designates the attached decision of the Administrative Appeals Office (AAO) in Matter of G- Inc. as an Adopted Decision. Accordingly, this adopted decision establishes policy guidance that applies to and binds all U.S. Citizenship and Immigration Services (USCIS) employees. USCIS personnel are directed to follow the reasoning in this decision in similar cases. Matter of G- Inc. clarifies that, to establish that a beneficiary will be employed in a managerial capacity as a “function manager,” the petitioner must demonstrate that: (1) the function is a clearly defined activity; (2) the function is “essential,” i.e., core to the organization; (3) the beneficiary will primarily manage, as opposed to perform, the function; (4) the beneficiary will act at a senior level within the organizational hierarchy or with respect to the function managed; and (5) the beneficiary will exercise discretion over the function’s day-to-day operations. Use This PM is intended solely for the guidance of USCIS personnel in the performance of their official duties. It is not intended to, does not, and may not be relied upon to create any right or benefit, substantive or procedural, enforceable at law or by any individual or other party in removal proceedings, in litigation with the United States, or in any other form or manner. Contact Information Questions or suggestions regarding this PM should be addressed through appropriate directorate channels to the AAO.

2017年11月8日 PM-602-0148 政策备忘录 主题：Matter of G- Inc.，已采纳决定 2017-05（AAO 2017年11月8日） 目的 本政策备忘录（PM）将行政上诉办公室（AAO）在 Matter of G- Inc. 中附随的决定指定为已采纳决定。因此，本已采纳决定确立了适用于并约束所有美国公民及移民服务局（USCIS）雇员的政策指导。USCIS人员被指示在类似案件中遵循本决定中的推理。 Matter of G- Inc. 阐明，为证明受益人将作为“职能经理”以管理身份受雇，申请人必须证明：（1）该职能是一项明确界定的活动；（2）该职能是“必要的”，即组织的核心；（3）受益人将主要管理而非履行该职能；（4）受益人将在组织层级内或就所管理职能而言在高级别行事；以及（5）受益人将对职能的日常运营行使自由裁量权。 使用 本PM仅供USCIS人员在履行公务时作为指导。其不意图、也不得被依赖以创设任何权利或利益，无论实体性或程序性，可在法律上或由任何个人或其他当事方在遣返程序中、在与美国的诉讼中或以任何其他形式或方式强制执行。 联系信息 有关本PM的问题或建议应通过适当的局渠道向AAO提出。

ADMINISTRATIVE APPEALS OFFICE U.S. CITIZENSHIP AND IMMIGRATION SERVICES

行政上诉办公室 美国公民及移民服务局

DEPARTMENT OF HOMELAND SECURITY

国土安全部

November 8, 2017 [1]

2017年11月8日 [1]

(1) To support a claim that a beneficiary will manage an essential function, the petitioner must establish that the function is a clearly defined activity and is core to the organization. (2) Once the petitioner demonstrates the essential function, it must establish that the beneficiary’s position meets all criteria for “managerial capacity” as defined in 101(a)(44)(A) of the Act. Specifically, it must show that the beneficiary will: primarily manage, as opposed to perform, the function; act at a senior level within the organizational hierarchy or with respect to the function managed; and exercise discretion over the function’s day-to-day operations. FOR THE PETITIONER: Sara E. Herbek, Esquire, Atlanta, Georgia The Petitioner, a multinational technology-based product development corporation, seeks to permanently employ the Beneficiary as its “Director, Financial Planning and Analysis (FP&A)” under the first preference immigrant classification for multinational executives or managers. 2 More specifically, the Petitioner seeks to classify the Beneficiary as a “function manager.” The Director of the Nebraska Service Center denied the Form I-140, Immigrant Petition for Alien Worker, finding the Petitioner did not establish that it would employ the Beneficiary in a managerial capacity. 3

(1) 为支持受益人将管理一项必要职能的主张，申请人必须证明该职能是一项明确界定的活动且是组织的核心。 (2) 一旦申请人证明该必要职能，其必须证明受益人的职位符合《移民与国籍法》第101(a)(44)(A)条所定义的“管理身份”的所有标准。具体而言，其必须表明受益人将：主要管理而非履行该职能；在组织层级内或就所管理职能而言在高级别行事；以及对职能的日常运营行使自由裁量权。 申请人代表：Sara E. Herbek，Esquire，佐治亚州亚特兰大 申请人是一家跨国技术型产品开发公司，寻求根据跨国高管或经理第一优先移民类别永久雇用受益人担任其“财务规划与分析（FP&A）总监”。2 更具体而言，申请人寻求将受益人归类为“职能经理”。 内布拉斯加服务中心主任拒绝了I-140表格，即外籍工人移民申请，认定申请人未证明其将以管理身份雇用受益人。3

Matter of G- Inc. Adopted Decision On appeal, the Petitioner 4 states that it has employed the Beneficiary as an L-1A nonimmigrant 5 in a position with the same title as the proffered position since 2013. The Petitioner argued that the Director erroneously misstated facts and abused his discretion in denying the petition. The central issue here is whether the Petitioner established that the Beneficiary will be employed in a qualifying “managerial capacity” as defined in the Act, and specifically, whether the Beneficiary will primarily manage an “essential function” within the organization. Upon de novo review, we will sustain the appeal.

Matter of G- Inc. 已采纳决定 在上诉中，申请人4 称其自2013年以来一直以L-1A非移民5 身份雇用受益人担任与所提供职位相同职称的职位。申请人主张，主任错误陈述事实并在拒绝申请时滥用自由裁量权。 这里的核心问题是，申请人是否证明受益人将以《移民与国籍法》所定义的合格“管理身份”受雇，具体而言，受益人是否将主要管理组织内的“必要职能”。 经重新审查，我们将维持上诉。

I. APPLICABLE LAW To be classified as a multinational executive or manager, a beneficiary must have been employed abroad in that capacity for at least one year and seek to work in that capacity in the United States for the same employer (or for its parent, affiliate, or subsidiary). Section 203(b)(1)(C) of the Act. Section 101(a)(44)(A) of the Act, 8 U.S.C. § 1101(a)(44)(A), 6 defines the term “managerial capacity” as:

I. 适用法律 要被归类为跨国高管或经理，受益人必须已在该身份下在海外受雇至少一年，并寻求为同一雇主（或其母公司、关联公司或子公司）在美国以该身份工作。《移民与国籍法》第203(b)(1)(C)条。 《移民与国籍法》第101(a)(44)(A)条，8 U.S.C. § 1101(a)(44)(A)，6 将“管理身份”一词定义为：

[A]n assignment within an organization in which the employee primarily—

[在]组织内的一项指派，其中雇员主要——

(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

(i) 管理组织，或组织的部门、分支机构、职能或组成部分； (ii) 监督和控制其他监督性、专业性、或管理性雇员的工作，或管理组织内的必要职能，或组织的部门或分支机构； (iii) 如果直接监督另一名或多名雇员，有权雇用和解雇或推荐雇用和解雇以及其他人事行动（如晋升和休假批准），或者，如果没有直接监督其他雇员，则在组织层级内或就所管理职能而言在高级别行事；以及

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Matter of G- Inc. 已采纳决定

(iv) exercises discretion over the day-to-day operations of the activity or function for which the employee has authority. (Emphasis added). This definition of “managerial capacity” allows for both “personnel managers” and “function managers.” Personnel managers must primarily supervise and control the work of other supervisory, professional, or managerial employees, whereas function managers must primarily manage an “essential function” within the organization. 7 A function manager may also directly oversee personnel, if incidental to managing the function. 8

(iv) 对雇员拥有权限的活动或职能的日常运营行使自由裁量权。 （强调为后加）。这一“管理身份”定义允许“人事经理”和“职能经理”两种。人事经理必须主要监督和控制其他监督性、专业性、或管理性雇员的工作，而职能经理必须主要管理组织内的“必要职能”。7 职能经理也可以直接监督人员，如果这是管理职能的附带事项。8

II. ANALYSIS A. Essential Function The statute and regulations do not define the term “essential function,” so we consulted the dictionary to provide us with guidance in defining this term. Of the two words, “essential” is the easier to define; it means “necessary,” “core,” or “fundamental.” 9 On the other hand, we located various definitions of “function.” 10 Putting aside its mathematical usage, we discern two primary definitions of the word “function,” one that focuses on an activity and one that focuses on an organizational unit that performs an activity. Viewed within the context of the relevant statutory passage (“manages an essential function within the organization, or a department or subdivision of the organization”), it is clearly the former, activity-focused definition at play here, since the statutory passage draws a distinction between a function and an organizational unit (a department or subdivision). Construing the term “essential function” as a core activity of an organization is consonant with Congress’s purpose in creating this classification: to facilitate the transfer of key managers or executives within a multinational organization. These senior, managerial personnel advance their organizations’ core activities. 11 Whether the function is sufficiently related to an organization’s core activity or activities is inherently one of degree, and therefore, all relevant facts should be considered in making this determination. Ultimately, we will evaluate what is an “essential function” in the context of a given petition. The petitioner must (1) describe with specificity the activity to be managed, and (2) establish that the function is core to the organization.

II. 分析 A. 必要职能 法规和条例未定义“必要职能”一词，因此我们查阅词典以在定义该词时为我们提供指导。在这两个词中，“必要”更容易定义；它意味着“必需的”、“核心的”或“根本的”。9 另一方面，我们找到了“职能”的各种定义。10 撇开其数学用法，我们辨别出“职能”一词的两个主要定义，一个侧重于活动，一个侧重于执行活动的组织单位。在相关法定段落（“管理组织内的必要职能，或组织的部门或分支机构”）的语境下看待，这里显然起作用的是前者，即侧重于活动的定义，因为该法定段落区分了职能与组织单位（部门或分支机构）。将“必要职能”解释为组织的核心活动，与国会创设该类别之目的相一致：促进跨国组织内关键经理或高管的调动。这些高级管理性人员推进其组织的核心活动。11 该职能是否与组织的核心活动充分相关，本质上是一个程度问题，因此在作出这一认定时应考虑所有相关事实。最终，我们将在特定申请的语境下评估何为“必要职能”。申请人必须（1）具体描述将要管理的活动，并（2）证明该职能是组织的核心。

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Matter of G- Inc. Adopted Decision B. Function Manager Once the petitioner demonstrates the essential function, it must then establish that the beneficiary’s position meets all criteria for “managerial capacity” as defined in 101(a)(44)(A) of the Act. The petitioner must show that the beneficiary will primarily manage that essential function by clearly describing the beneficiary’s duties and indicating the proportion of time dedicated to each duty. See 8 C.F.R. § 204.5(j)(5). While he or she may perform some operational or administrative tasks, the beneficiary must primarily manage the essential function. 12 In addition, the petitioner must establish that the beneficiary will occupy a senior position in the petitioner’s organizational hierarchy or within the function managed and that the beneficiary will have discretionary authority over the day- to-day operations of that function. We will consider all factors relevant to these criteria, including the nature and scope of the petitioner’s business; the organizational structure and staffing levels; the value of the budgets, products, or services that a beneficiary will manage; and any other factors, such as operational and administrative work performed by staff within the organization, 13 that will contribute to understanding the beneficiary’s actual duties and role in the business. In sum, to establish that the beneficiary will be employed in a managerial capacity as a “function manager” the petitioner must demonstrate that: (1) the function is a clearly defined activity; (2) the function is “essential,” i.e., core to the organization; (3) the beneficiary will primarily manage, as opposed to perform, the function; (4) the beneficiary will act at a senior level within the organizational hierarchy or with respect to the function managed; and (5) the beneficiary will exercise discretion over the function’s day-to-day operations. C. Application of Law to Facts

Matter of G- Inc. Adopted Decision B. 职能经理 一旦申请人证明该基本职能，其随后必须确立受益人的职位符合该法第101(a)(44)(A)条所定义的“管理能力”的所有标准。申请人必须通过清楚描述受益人的职责并指明用于每项职责的时间比例，表明受益人将主要管理该基本职能。见8 C.F.R. § 204.5(j)(5)。尽管他或她可以履行一些运营或行政任务，但受益人必须主要管理该基本职能。12 此外，申请人必须确立受益人将在申请人的组织层级中或在所管理的职能内占据高级职位，并且受益人将对职能的日常运营拥有自由裁量权。我们将考虑与这些标准相关的所有因素，包括申请人业务的性质和范围；组织结构和人员配置水平；受益人将管理的预算、产品或服务的价值；以及任何其他因素，例如组织内工作人员履行的运营和行政工作，13 这些因素将有助于理解受益人在业务中的实际职责和角色。 总之，为确立受益人将以“职能经理”身份受雇于管理能力，申请人必须证明：(1) 该职能是一项明确界定的活动；(2) 该职能是“基本”的，即对组织而言是核心的；(3) 受益人将主要管理而非履行该职能；(4) 受益人将在组织层级内或就所管理的职能而言在高级层面行事；以及(5) 受益人将对职能的日常运营行使自由裁量权。 C. 法律适用于事实

1. The Function is a Clearly Defined Activity within the Petitioner’s Organization The Petitioner has clearly specified how FP&A (Financial Planning and Analysis) qualifies as a “function” that meets the business needs within its organization. The record substantiates that FP&A is a clearly defined activity that provides the Petitioner with financial strategies to optimize

1. 该职能是申请人组织内一项明确界定的活动 申请人已明确说明FP&A（财务规划与分析）如何作为一项满足其组织内业务需求的“职能”而符合条件。记录证实，FP&A是一项明确界定的活动，为申请人提供财务战略以优化

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Matter of G- Inc. Adopted Decision business opportunities and growth. The role of the FP&A function is to generate accurate and complete data to properly assess global revenue.

Matter of G- Inc. Adopted Decision 业务机会和增长。FP&A职能的作用是生成准确和完整的数据，以适当评估全球收入。

2. The Function is Essential to the Petitioner’s Organization The record substantiates that FP&A is “essential” to the petitioning organization. The unit’s revenue planning and forecasting process impacts every business unit and geographic area within the worldwide organization. Additionally, the Petitioner’s executive team and board of directors depend on these FP&A reports and strategies to drive its financial health and make critical decisions regarding mergers and acquisitions. Given the type and scope of the Petitioner’s business, size, and international reach, we find that financial analysis and planning is core to the Petitioner’s business and therefore, it is an “essential” function to this business.

2. 该职能对申请人的组织是基本的 记录证实，FP&A对申请组织是“基本的”。该单位的收入规划和预测流程影响全球组织内的每个业务单位和地理区域。此外，申请人的执行团队和董事会依赖这些FP&A报告和战略来推动其财务健康，并就合并和收购做出关键决策。鉴于申请人业务类型和范围、规模和国际覆盖，我们认定财务分析和规划是申请人业务的核心，因此，它是该业务的一项“基本”职能。

3. The Beneficiary Will Primarily Manage the Essential Function

3. 受益人将主要管理该基本职能

The record also demonstrates that the Beneficiary will primarily manage the essential function. The Beneficiary primarily develops and directs revenue forecasts and analysis for the worldwide organization, leads mergers and acquisitions, and oversees strategic pricing analysis. The Petitioner has established that the Beneficiary will continue to manage the compilation and processing of raw financial data by the finance team to prepare forecasts and create short-and long-term financial strategies. To complete the revenue forecasts, the Beneficiary will continue to direct the work of various teams across the Petitioner’s five business units and six geographic delivery areas to provide revenue estimates to the chief executive team and the board of directors. The Petitioner submitted evidence, including organizational and workflow charts, which indicate that the Beneficiary leads an FP&A team that oversees the monthly revenue forecast process and collects financial data from delivery leads and global sales teams. The record reflects that the Beneficiary will continue to be supported by six direct and three indirect reports. 14 These personnel perform the routine duties associated with the FP&A function, enabling the Beneficiary to primarily develop policies and goals and oversee the execution of long-term strategies. The Petitioner has shown that this staff will continue to relieve the Beneficiary from performing day-to-day administrative and reporting tasks, allowing him to primarily manage the FP&A function rather than perform it himself. That he supervises his direct reports does not detract from our finding that he primarily manages the function.

记录还表明，受益人将主要管理该基本职能。受益人主要制定和指导全球组织的收入预测和分析，领导合并和收购，并监督战略定价分析。申请人已确立，受益人将继续管理财务团队对原始财务数据的汇编和处理，以准备预测并制定短期和长期财务战略。 为完成收入预测，受益人将继续指导申请人五个业务单位和六个地理交付区域内各团队的工作，以向首席执行官团队和董事会提供收入估计。申请人提交了证据，包括组织和工作流程图，表明受益人领导一个FP&A团队，该团队监督月度收入预测流程，并从交付负责人和全球销售团队收集财务数据。记录反映，受益人将继续得到六名直接下属和三名间接下属的支持。14 这些人员履行与FP&A职能相关的日常职责，使受益人能够主要制定政策和目标并监督长期战略的执行。申请人已表明，这些工作人员将继续使受益人免于履行日常行政和报告任务，使他能够主要管理FP&A职能而非亲自履行该职能。他监督其直接下属并不削弱我们关于他主要管理该职能的认定。

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4. The Beneficiary Will Act at a Senior Level Within the Organization and With Respect to the Function Managed 15 Further, the record demonstrates that, as the director of the global FP&A team, the Beneficiary will continue to act at a senior level within the organization and with respect to the function managed. See section 101(a)(44)(A)(iii) of the Act; see also 8 C.F.R. § 204.5(j)(2). In an organization with over 8000 employees worldwide, the Beneficiary reports directly to the CFO and indirectly to the CEO, while working closely with other senior executives and managers. The record substantiates that the Beneficiary’s revenue forecasts are used directly by the CFO and CEO to make critical financial decisions that impact the organization as a whole. For example, in overseeing the FP&A function, the Beneficiary managed $50 to $100 million in investments during fiscal year 2015 and is expected to manage similar high value investments in the proffered permanent position. Thus, the Petitioner has demonstrated that the Beneficiary will continue to act at a senior level within the organization and with respect to the function managed.

4. 受益人将在组织内以及就所管理的职能而言在高级层面行事15 此外，记录表明，作为全球FP&A团队的总监，受益人将继续在组织内以及就所管理的职能而言在高级层面行事。见该法第101(a)(44)(A)(iii)条；另见8 C.F.R. § 204.5(j)(2)。在一个全球拥有超过8000名雇员的组织中，受益人直接向CFO报告并间接向CEO报告，同时与其他高级管理人员和经理密切合作。记录证实，受益人的收入预测直接由CFO和CEO用于做出影响整个组织的关键财务决策。例如，在监督FP&A职能时，受益人在2015财政年度管理了50至100百万美元的投资，并预计在所提供的永久职位中管理类似的高价值投资。因此，申请人已证明，受益人将继续在组织内以及就所管理的职能而言在高级层面行事。

5. The Beneficiary Will Have Discretionary Authority Over the Day-to-Day Operations Related to the Function Managed Finally, the Beneficiary will continue to have significant discretionary authority over the day-to-day operations related to the FP&A function. See section 101(a)(44)(A)(iv) of the Act; see also 8 C.F.R. § 204.5(j)(2). The Beneficiary establishes policies and processes used by staff to provide the financial information necessary to drive the FP&A function, and he has the discretionary authority to identify, execute, and finalize mergers and acquisitions.

5. 受益人将对与所管理职能相关的日常运营拥有自由裁量权 最后，受益人将继续对与FP&A职能相关的日常运营拥有重大自由裁量权。见该法第101(a)(44)(A)(iv)条；另见8 C.F.R. § 204.5(j)(2)。受益人制定工作人员用于提供推动FP&A职能所需财务信息的政策和流程，并且他拥有识别、执行和完成合并和收购的自由裁量权。

III. CONCLUSION The Petitioner has established that the Beneficiary will be employed as a function manager. ORDER: The appeal is sustained. Cite as Matter of G- Inc., Adopted Decision 2017-05 (AAO Nov. 8, 2017)

III. 结论 申请人已证明受益人将受雇担任职能经理。 裁定： 上诉获准。 引用为 Matter of G- Inc., Adopted Decision 2017-05 (AAO Nov. 8, 2017)

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