An operating company does not establish the spouse’s continuing status or documentation. Review the individual immigration position and any expiry or pending-case issues.
Check the actual authorization basis
Qualifying L spouses are employment authorized incident to status with appropriate documentation. Children receive no work permission solely through L dependent status. Have continued-work questions assessed rather than relying only on the business’s operating calendar.
Confirm individual status and any separate requirements for the intended occupation. Calling a task educational or unpaid does not automatically remove a work-authorization issue.
List the spouse’s inspection tasks before travel: handling products, approving quality, directing corrections, reporting to the company, or merely observing. Confirm relationship documents, passport validity, prior status history, and the timing of each person’s travel. Ongoing operations tell an employer little about whether a spouse's own status remains valid, so check the admission record directly rather than treating a functioning office as proof of continued permission. Ask the employer or an attorney whether an extension filing for the spouse needs to begin before the current period ends, since that timing runs independently of any staffing or business decision. Confirm the same question for a child's status, since a business remaining open does not extend anyone's authorized stay. Request written confirmation of each family member's actual expiration date rather than relying on informal assurances tied to the company's calendar.