TD does not authorize employment, even if the customer already works with the principal’s employer.
Evaluate a separate work basis
The business relationship does not extend the principal’s permission to the spouse. Review the spouse’s actual proposed activity and any independent lawful route before work begins. TD dependants may study, but they may not work.
Relationship evidence is what supports a spouse's or an unmarried child under twenty-one's TD eligibility, so those documents need the same care: full translation, original preserved, names spelled consistently across every record. Choosing TD because an offer has not arrived yet is reasonable, provided everyone understands what it means in the meantime: study is permitted, employment is not, and there is no blanket rule allowing work while a later application is pending. List who will answer customer messages, supervise caregivers, invoice families, update schedules, and make management decisions while the spouse is physically in the United States. Whether remote work performed in the United States for a foreign employer is treated as U.S. employment is not answered by a simple rule, so it needs advice and a check of current official guidance before anyone relies on it. A child's birth certificate is fixed once issued, whereas a spouse's identity record may change again between a first application and a later extension, so the chain assembled today can need one more link the next time status is sought.