Ownership alone does not establish permission to work in the United States. Assess each person's intended status and activities, including the qualifying spouse rules where applicable.
Write down the responsibilities before assigning them
List who would supervise, serve customers or manage accounts. Compare that plan with the person's actual immigration position. Do not assume an ownership record replaces employment-authorization evidence, or extend a spouse's permission to a dependent child.
Hypothetical example: An investor opening a U.S. aquatic-plant supply company wants her spouse to manage customer service and their seventeen-year-old to help after school. The first review should separate enterprise roles from immigration positions. It produces a household timeline, relationship records, and a hiring plan that does not assume the child can work because the parents own the company. Marriage and birth records settle the family relationship; status evidence settles the derivative basis; the enterprise documents settle the investor's control. Confirm the investor's qualifying application first, then obtain the spouse's admission evidence before arranging employment, and review the child's status separately. A frequent error is listing a dependent child as an employee in the business plan without a lawful basis. The principal must still show treaty nationality, committed capital facing loss, a genuine operation that is not marginal, and authority to develop and direct it. Keep this E2 family record aligned with final filing facts and issued source materials, then preserve a dated copy internally before formal submission for future reference and review by responsible staff if questions arise later.