Only where the spouse has an appropriate basis to work and the promised support is actually available. An immediate staffing need cannot create either fact.
Test the proposed start against the evidence of available support
Identify the missing duties, the spouse’s real availability and what arrangements cover the period before the proposed start. A qualifying L spouse may be employment-authorized incident to valid status with appropriate documentation, but the principal’s transfer approval is not a substitute for reviewing the spouse’s own records. The dependent relationship must be a qualifying spouse or unmarried child under 21; a child obtains no work right merely by holding L dependent status. Preserve any uncertainty about timing in the operating plan. The company should not present future family help as completed staffing simply because the principal’s managerial duties depend on someone else performing the work.
The spouse's admission record annotated on arrival is what an employer asks for, and a separate employment authorization document is not required for the spouse to begin work. Employers occasionally ask for a document before adding a person to payroll, so it is sensible to know in advance what evidence of authorization the family will hold and to keep it accessible.