A spouse in TD status is not employment-authorized. Remote work while physically in the United States needs appropriate authorization.
Identify the spouse’s actual plan
Do not omit employment because the payer is outside the United States. Review the spouse’s route separately from the principal’s professional offer.
If children's school records or a spouse's own documentation were part of what raised questions, address those specifically rather than assuming the family side will resolve itself once the principal issue is fixed. TD status permits study but never authorizes employment, so translating brochures, answering customer messages, or invoicing through a Canadian account can still amount to work rather than harmless family help. 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. If the extension crosses a school term or a planned return, decide early, and remember that TD permits study but does not authorize work, with proposed remote or unpaid activities requiring specific review. If a spouse expects to work, treat it as a separate authorisation question, and coordinate school or childcare timing around the same two-checkpoint sequence the principal faces rather than around a single date.