That plan requires the spouse’s actual work permission and a truthful description of the business arrangement.
Check status before assigning work
A qualifying L spouse can have employment authorization incident to appropriate status with required evidence. A dependent child does not share that permission, and pending preparation does not establish it.
Record who would travel, each person's nationality and current status, and whether a spouse expects to work for the same company or elsewhere, since a spouse working in a closely held family business raises questions worth putting to counsel early. The spouse should still confirm which document a U.S. employer will accept as proof, since employers verify work eligibility from specific records and an admission stamp annotated for a spouse is what USCIS currently treats as evidence. A family relationship does not prove that the function has adequate operational support, and the principal’s petition alone should not be used as the spouse’s current status record. If a relative will remain outside the United States initially, plan for the appropriate later process instead of assuming the principal’s approval automatically places that person in status. Children are derivatives only while unmarried and under 21, and a child who reaches that age during the assignment loses derivative status and needs an independent basis to remain, which is worth mapping against a seven-year ceiling rather than against the first petition.