No. TD does not authorize employment, including remote work performed while physically in the United States.
Compare benefits and permission separately
A spouse’s intended activity still needs assessment. Employer benefits do not change the derivative status rules.
Avoid discussing school enrollment, housing, or work plans for family members until that foundational question has an answer, since the entire route, not just the timing, is still open. If the spouse intends to work, assess an independent authorization route rather than treating a family relationship or foreign payment arrangement as sufficient. Establish what each dependant would actually be permitted to do rather than only what status they would hold, because a plan in which one adult cannot work is a budget decision as much as a moving decision and is better confronted early than discovered late. A dependant's authorized period is tied to the principal's, so a period granted for less than requested carries the family with it, while a school year, a lease and a benefits enrolment period each run on their own calendar. Review any proposed remote activity or unpaid role specifically, and consider an independent work-authorizing route where relevant before relying on a second income.