Collect the secondment agreement, Canadian employment contract, relevant U.S. services agreements and an accurate duty letter. Together they should consistently identify the professional role, assignment period and actual work locations, including multiple sites if applicable. Explain each party’s responsibilities instead of forcing a complex arrangement into a single-site description.
Prefer signed agreements over internal explanations
Keep signed and dated agreements, amendments and relevant correspondence together. A French-language contract may require an English translation; an academic credential evaluation does not translate or assess that contract. For USCIS submissions, foreign-language documents require full English translations certified for completeness, accuracy and translator competence. Confirm the requirements of another procedure separately.
Each employer's own support letter decides its own half of the file.
TN preparation should still explain the actual professional duties and engagement through accurate, appropriately scoped evidence, rather than use confidentiality as a substitute for a substantive job description. Record the authentic day rate because remuneration helps explain the engagement, but do not present it as proof of professional status. Where a secondment or services arrangement is layered, identify which party actually directs the daily work and pays for it, since that is what shows professional employment rather than a disguised personal arrangement. An applicant who controls the receiving business risks having the engagement read as self-employment, regardless of how the paperwork is titled. Keep the reporting line explicit: who assigns tasks, who evaluates performance, and who can end the engagement, because these details do more to describe a genuine employment relationship than a job title does.