Identify what is actually paid in each currency and what is only an estimate.
Make the compensation record intelligible
Use the employer’s accurate terms and a clearly identified conversion basis where needed. Do not rewrite a contractual amount as a guaranteed converted value if the actual agreement says otherwise.
Build a compensation table directly from the signed offer: record each amount, its payment currency, frequency, and whether it is guaranteed cash, reimbursement, bonus, or estimated benefit. Attach the employer’s original wording and, if a conversion aids comprehension, identify the rate, date, and source without changing the contract. Then align the letter, payroll explanation, and application forms so they do not present different totals. The supporting package must still establish Canadian or Mexican citizenship, a prearranged position within a listed USMCA profession, and the exact qualification required for that occupation; money cannot cure a category mismatch. For a Canadian applicant, confirm whether the planned procedure is inspection at entry or an employer-filed I-129. A frequent mistake is silently converting both currencies into one purportedly guaranteed salary.
Hypothetical example: An industrial designer from Larouche is offered a base wage in U.S. dollars plus a temporary housing allowance stated in Canadian dollars. He preserves the bilingual offer, requests a short employer clarification identifying which entity pays each item, and labels his conversion worksheet as illustrative. His diploma, portfolio-related duty description, citizenship proof, and intended entry method remain separate from the arithmetic.