Not by themselves. The qualifying employment period must be established on the actual employment, duties and timing facts, not a total of training destinations.
Separate the location record from the employment record
Identify where the person was physically present, who employed them and what work they performed. Provide the underlying employment chronology and ask how travel or interruptions affect the relevant continuous year. Training can support the knowledge account while failing to answer the employment-period question. Avoid assuming all time abroad is qualifying employment.
Separate employment, leave, travel, training, and third-party assignments in a dated chronology. Hypothetical example: a naval-architecture simulation firm has months when the specialist was paid by an outside contractor. Payroll, assignment letters, and corporate records settle the employer and period. Establish qualifying employment before making the technical knowledge narrative carry the whole case. The foreign employment requirement and specialized knowledge are distinct; L-1B generally has a five-year maximum stay. Do not treat an optimistic business explanation, a later-created letter, or a family arrangement as proof of a missing eligibility fact. Check the chronology before promising a deployment date.