No. Check the spouse’s own valid classification and record. A qualifying L spouse may work incident to valid status, but the principal’s employment event is not the spouse’s status document.
Use separate employment and family-status records
Record the spouse’s planned arrival, current authorization and intended work. Keep any independent status or pending process visible. Children do not receive the spouse employment benefit.
A return-to-work date can help plan the household’s move, but it should not be substituted for individual validity dates or treated as automatic permission for family members to begin U.S. employment. Hypothetical example: A Trois-Rivières small-batch soap manufacturer’s department manager expects a spouse to begin a separate job immediately after the family crosses the border.
The household review should list each person’s proposed entry date, existing document, work plan and any independent application. The principal’s transfer approval does not answer the spouse’s or children’s individual questions. Confirm the dependent classification and evidence before any job start is promised, and check whether a change in the principal’s assignment alters the family’s planning.
A common error is treating a relocation date as employment permission for everyone. Keep school enrollment, travel and work schedules in separate rows, because each can have a different controlling record. The family should decide whether to postpone the outside job, pursue an independent route, or wait for the appropriate dependent status evidence.