A planned role should not be represented as existing authorized staffing.
Distinguish future hiring from present support
Qualifying L spouses may work incident to appropriate status with required evidence. The family relationship does not make a proposed staffing contribution an established fact.
Make a chart showing passport validity, marriage or birth records, current status, planned travel dates, and each child’s age. On the spouse's side the position is better: employment authorization arises from the status itself, so a spouse may take a job, subject to an employer's ordinary verification requirements. Where a later family arrival is planned, discuss school enrolment and any separate visa steps rather than assuming everyone moves on the principal's date. Confirm the spouse’s admission classification and validity dates before starting, and distinguish preparatory personal activity from productive services. The company's obligation ends at the petition; nobody at the employer is responsible for a spouse's employment authorization evidence or a child's school enrolment. Check current evidence requirements before onboarding; do not assume the principal’s approval notice alone proves the spouse’s authorization. Children hold no work permission through L dependent status at any age, so a student placement offered through a school is a question about the placement’s terms and the status held, not one the promotion resolves.