Have the company explain which duties are actual and correct any inaccurate description. Preserve genuine records and explain material differences.
Resolve facts before harmonizing language
A wording difference may reflect a real change in responsibility rather than a translation problem. Identify effective dates and what each document describes. Do not choose whichever version appears most favourable without resolving the facts.
The support letter, the two charts, the payroll summaries and the job descriptions must agree with one another and with what the company says elsewhere, including on its website and in any Canadian filings. A payment processor or related group company may appear on a statement without being the same legal entity as the employer. A current chart explains only the current structure; it cannot prove historical duties. Add two years of financial statements for the Canadian company and the subsidiary's post-acquisition statements.
Employment records must cover one continuous qualifying year abroad within the relevant three years; for a new-office L-1A, that year must itself have been managerial or executive.