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International Locations
It is not advisable to take a salary structure from the United States and adjust it for a Canadian branch office or any other international location using a geographic salary structure.
Each international market (including Canada) requires a separate salary structure for each country. Why? Because the United States and all other countries have different labor markets, economies, total reward practices, laws, tax systems, and health and welfare programs. The jobs may be valued differently in other countries as well.
Instead, you will need to set up a separate salary structure by using local labor market data. (For European Union pay data, see ERI's Salary Assessor.)
For more information on international compensation, see DLC Course 91: Multiple Country Compensation Programs or Course 92: Expatriate Compensation.
Memory Jogger
It's difficult to establish a geographic salary structure between headquarters and another country because: