Thank you for your question.

Based on the facts you described, salary paid to you for duties physically performed in Canada would generally be considered Canadian-source employment income, even if you are a U.S. tax resident. As a result, your Canadian corporation would normally have Canadian payroll withholding and reporting obligations unless treaty relief is obtained in advance. CRA states that employers must deduct income tax from remuneration paid to non-resident employees performing employment services in Canada in the same way as for resident employees, unless an applicable waiver or certified non-resident employer exception applies.

On the treaty side, the Canada-U.S. tax treaty may exempt the income from Canadian tax in limited cases. CRA’s guidance on Article XV says Canadian tax may be avoided where the remuneration does not exceed C$10,000, or where the individual is in Canada no more than 183 days in the relevant 12-month period and the remuneration is not borne by a Canadian-resident employer or Canadian permanent establishment. In your case, because the salary is being paid by a Canadian corporation, the “not borne by a Canadian-resident employer” condition will usually not be met, so treaty exemption may not be available even for a short one-month stay.

For reporting, employment income should generally be reported on a T4 slip, not an NR4. CRA distinguishes non-resident employees performing services in Canada from non-employment service payments and from passive non-resident income. CRA’s payroll page points employment income to the employee withholding rules, while non-employment service payments are dealt with separately under T4A-NR, and passive non-resident amounts under the NR4 regime.

As for the basic personal amount, that is not something the employer simply assumes in full for a non-resident employee. A non-resident’s ability to claim Canadian non-refundable credits depends on their Canadian return and, broadly, whether 90% or more of their net world income is included in Canadian taxable income. If less than 90% of world income is taxable in Canada, most credits, including the full basic personal amount, are restricted.

From the corporation’s side, salary is generally deductible as a business expense if it is reasonable and paid for actual services rendered. The fact that the employee is non-resident does not, by itself, prevent deductibility. But the payroll compliance still needs to be handled properly.

To reduce or eliminate withholding while remaining compliant, the main option is usually to apply to CRA in advance for a Regulation 102 waiver where treaty relief is available. CRA expressly allows a non-resident employee to apply for a waiver of withholding based on treaty protection. Without advance waiver relief, the safer approach is usually to run normal payroll withholdings and let the employee recover any excess by filing a Canadian non-resident return.

So, in practical terms:

• The C$10,000 salary for work physically performed in Canada is generally Canadian-source employment income.
• Your corporation would usually issue a T4, not an NR4, for employment income.
• Payroll withholding may still be required unless CRA approves treaty-based waiver relief in advance.
• The salary is generally deductible to the corporation if reasonable and properly documented.
• Any final Canadian tax liability would be determined on your Canadian non-resident return, with foreign tax credit coordination on the U.S. side as needed.

Because the answer can change depending on whether the corporation has active business carried on in Canada, whether you are the sole shareholder, and whether any treaty waiver is filed before payment, you should get personalized advice before running payroll.