Resolve the discrepancy with the relevant employer source and use an accurate account of the agreed terms.
Keep the correction traceable
A translation should not become an opportunity to change pay, duration or duties silently. Preserve the actual versions and explain material corrections rather than presenting inconsistent terms as identical.
Place both offer versions beside the employer’s authoritative job record and mark every difference in duties, remuneration, worksite, duration, and reporting line. Ask an authorized employer representative to confirm the agreed terms and issue one signed, corrected support letter; retain the earlier versions and a short explanation of each material correction. Do not solve the conflict by quietly filing whichever translation fits better. The finished package must still establish citizenship of Canada or Mexico, a listed USMCA profession, that profession’s credential rule, and prearranged employment rather than U.S. self-employment. For a Canadian, choose between presenting the reconciled record at an eligible port of entry and having the employer first file Form I-129 according to the case.
Hypothetical example: a Magog civil engineer receives a French offer assigning structural calculations and an English version assigning sales management for a U.S. component supplier. Before travel, the supplier should confirm which work is real, have the translator document the correction, and sign a single consistent letter. Her engineering diploma, licence material if relevant to practice, contract, and comparison table should follow that version. Submitting the favourable engineering language while accepting a sales position would leave the central discrepancy unanswered.