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TN is a temporary classification for a Canadian or Mexican citizen who has arranged employment with a U.S. employer in a profession named in USMCA Appendix 2. The employer’s label is not enough. Duties, the profession’s own qualification rule, any required licence, the duration, and the intended employment relationship all matter. Canadians can seek admission from CBP on the supporting record or use an approved Form I-129 route; a visa foil is not ordinarily required for a Canadian. TN is not permission to run one’s own U.S. business. A careful TN review also asks whether the proposed arrangement remains temporary without using that word as a substitute for evidence. Keep the employer’s business need, proposed term, place of performance and any planned extension in one record. If the employee’s role combines professional work with selling, ownership, client solicitation or management, divide the duties by time and responsibility. That makes it easier to see what the employer is actually requesting and what activity sits outside the professional position. A change after admission is not merely an HR event; it can alter the immigration analysis. Resolve uncertainty before entry rather than relying on an informal interpretation after services have started. Finally, record the assumption that would change the answer. It might be a different shareholder, a changed worksite, an altered reporting line, a missing qualification, a refunded expenditure or a new family plan. Assign a person to obtain the missing evidence and a date for checking it. That practical discipline is valuable because immigration rules are applied to the arrangement that exists, not to the version first discussed in a planning call. A file that states its limits openly is easier to update when facts move.