TD status itself does not authorize employment. An eligible spouse or unmarried child under 21 may seek TD, but a spouse's own work plans need a separate route or authorization analysis.
Treat the household's plans as separate facts
Include any remote work the spouse intends to continue for a Québec or other Canadian employer while physically present in the United States; the employer's location does not itself grant permission. Record children's schooling plans and ages, and note whether the household intends to arrive together or in stages, since that affects each person's documentation needs. Make a separate entry for every household member’s intended activity, travel date, and age.
That review should distinguish accompanying status from work permission and identify whether a spouse needs an independent work route. Hypothetical example: a TN librarian plans to relocate with a spouse who will continue online bookkeeping for a Canadian theatre company. The employer’s Canadian address does not settle whether work performed during U.S.
presence is permitted. The practical sequence is to obtain advice on the spouse’s own authorization before the household signs a lease, then collect school and relationship records for any dependants. A family plan fails when one person’s employment is treated as an incidental detail.