ZTAG Maternity Leave Policy

Draft for Review - Charlie & Kristin

Effective Date: TBD (retroactive to leave date)
Last Updated: February 16, 2026
Status: Draft — Ready for legal/HR review before implementation

1. POLICY OVERVIEW

ZTAG is committed to supporting employees during pregnancy, childbirth, and the critical bonding period after a child's birth. This policy ensures compliance with California law while providing competitive benefits that reflect our values as an employer.

Legal Framework

This policy is designed to exceed California's minimum requirements while ensuring compliance with:

California Pregnancy Disability Leave (PDL) Law
California State Disability Insurance (SDI)
California Paid Family Leave (PFL)
California Family Rights Act (CFRA)
Equal Employment Opportunity laws

Note on Small Business Status

ZTAG has fewer than 50 employees, so federal FMLA does not apply. However, California's PDL and CFRA provide equivalent protections under state law.

2. ELIGIBILITY REQUIREMENTS

Who Is Eligible

Employees are eligible for maternity leave if they:

Have been employed with ZTAG for at least 12 months (as required by CFRA)
Have worked at least 1,250 hours in the past 12 months
Work at a location with at least 5 employees within 75 miles
Are pregnant, recently gave birth, or are caring for a newborn

Eligible Pregnancy-Related Conditions

Leave is available for:

Pregnancy itself (when preventing normal work duties)
Pregnancy-related medical conditions (gestational diabetes, preeclampsia, severe morning sickness, etc.)
Childbirth recovery
Postpartum conditions (including postpartum depression)
Miscarriage, stillbirth, or loss of pregnancy

Employment Status During Leave

Employment status remains unchanged. You remain a ZTAG employee throughout your leave with all protections and benefits intact.

3. LEAVE DURATION AND PAY STRUCTURE

Recommended Leave Duration: 16 Weeks

We recommend a 16-week maternity leave structure that maximizes financial security while allowing flexibility:

Phase	Duration	Payment	Notes
Medical Recovery (SDI)	10-12 weeks	CA SDI (70-90% of salary) + Company top-up	Covered by CA State Disability Insurance
Flexible Bonding (PFL)	4-8 weeks	CA PFL (70-80% of salary) + Company top-up	Bonding time with infant

Phase 1: Medical Recovery (Weeks 1-10/12)

Timeline:

Up to 4 weeks before expected due date
6 weeks after vaginal birth
8 weeks after cesarean section

Payment Structure:

CA State Disability Insurance (SDI): 70-90% of your regular salary (depending on income tier)
- 2026 maximum weekly benefit: $1,765
ZTAG Top-Up: Company will supplement SDI to maintain 100% of your salary during medical recovery
Your Contribution: Continue your regular payroll deductions for health insurance, taxes, retirement

Calculation Example:

Your weekly salary: $1,538
CA SDI pays: 90% = $1,384/week
ZTAG top-up: $154/week
You receive: 100% of salary ($1,538/week)

How It Works:

You file for CA SDI through the Employment Development Department (EDD)
EDD processes your claim and begins payments (typically 2-3 weeks after filing)
ZTAG calculates the difference between SDI and your full salary
ZTAG deposits the top-up amount each paycheck until SDI ends

Phase 2: Flexible Bonding Leave (Weeks 13-16+)

Timing: After your doctor clears you to return to work (end of SDI period)

Duration Options:

Minimum: 4 additional weeks (ZTAG paid)
Extended: Up to 8 weeks available through Paid Family Leave (CA PFL)
Maximum: Full combination of SDI + PFL = up to 20 weeks total leave

Payment Structure:

CA Paid Family Leave (PFL): 70-80% of your salary
- 2026 maximum weekly benefit: $1,436
ZTAG Top-Up: Company will supplement PFL to maintain 80% of your salary during bonding phase
Your Option: You may use accrued vacation/PTO to reach 100% if desired

Calculation Example:

Your weekly salary: $1,538
CA PFL pays: 70% = $1,077/week
ZTAG top-up: $231/week (to reach 80%)
You receive: 80% of salary ($1,230/week)
Option to use PTO: Use 2+ days of vacation to reach 100% if preferred

Phase 3: Job-Protected Leave (Weeks 17-20)

Under California law, you have up to 4 months (approximately 16+ weeks) of unpaid, job-protected leave available under Pregnancy Disability Leave (PDL). The paid phases above fall within this protection.

After paid leave ends: You may take additional unpaid leave (up to 4 months total from when your leave started) with your job guaranteed. This is not paid leave, but your position is protected.

New Legal Change: "Vacation Choice" Rule (Effective Jan 1, 2026)

Your Right: ZTAG cannot require you to use vacation days before receiving PFL benefits. You may:

Option A: Use CA benefits only (70-80% of salary) + ZTAG top-up
Option B: Voluntarily use accrued vacation to receive 100% of salary (your choice)
Your vacation days remain yours to use at other times during the year

4. RETURN-TO-WORK FLEXIBILITY

One of ZTAG's key commitments is supporting flexible return-to-work options that fit your individual needs and circumstances.

Full-Time Return

Expected: You return to your same role (Design + Social Media) with the same schedule
Guarantee: Your position or an equivalent role is guaranteed upon return
Start Date: Communicated at least 2 weeks before returning

Part-Time Return

Option: Return to part-time work (temporarily or permanently)
Schedule: Flexible hours—you and management agree on a schedule that works
Duration: Can be phased in for 1-3 months to ease transition, then adjusted as needed
Pay: Prorated salary based on hours worked

Async/Remote-First Return (Paula's Situation)

Social Media Role: Ideal for async, remote-first work
- Flexible hours (no set meeting times required)
- Use of content calendar and scheduling tools
- Weekly async updates to team
- Optional 1 sync meeting per week with creative team
Design Role: Transition to full-time or revisit per your comfort level
Arrangement: Formalized in writing before leave starts

Gradual Return Program

Week 1-2: 50% time (focus on reconnection, check-ins)
Week 3-4: 75% time (ramping into projects)
Week 5+: Full-time (or your agreed-upon schedule)

Breastfeeding Support

Breaks: Reasonable time for pumping/breastfeeding (separate from meal breaks)
Space: Private, clean facility available at office or remote-friendly if working from home
Flexibility: Flexible timing around your feeding schedule

Lactation Accommodation

If you need to continue breastfeeding after return, ZTAG will provide:
- Reasonable break time
- Private space (not a bathroom)
- Support for part-time or flexible schedule to maintain supply
- No reduction in pay for reasonable accommodation time

5. BENEFITS CONTINUATION

Health Insurance

During Leave: Your health insurance continues as if you were actively working
Premium Payments: You continue paying your regular employee portion; ZTAG continues paying its portion
Coverage: All medical, dental, vision, and mental health coverage continues
Dependents: If your newborn needs to be added to your plan, coverage begins immediately

Retirement/401(k)

Contributions: ZTAG continues its matching contributions during paid leave
Your Contributions: You can choose to:
- Continue regular payroll deductions from your benefits payments
- Pause contributions and resume upon return

Paid Time Off (PTO/Vacation)

Accrual: You continue to accrue vacation days during paid leave
Use: You may use accrued vacation to supplement state benefits (optional)
Carryover: Vacation does not reset upon return; it's your time

Stock Options / Equity (if applicable)

Vesting: Continues to vest during paid leave
Grants: Any new grants continue per company schedule

Life Insurance

Coverage: Continues at same level and cost throughout leave

Disability Insurance

Your coverage is protected; no changes to future disability benefits

6. TRANSITION PLANNING

Pre-Leave Transition (Weeks Before Leave Starts)

Design Work Handoff (to Carmee)

Timeline: 2-4 weeks before leave starts
Deliverables to Document:
- Current projects and statuses
- Client communication templates and preferences
- Design system documentation
- Brand guidelines quick reference
- Tool access (Figma, Adobe Creative Cloud, etc.)
- Client contact preferences and history
- Ongoing design priorities and roadmap
Knowledge Transfer:
- 2-3 sync meetings with Carmee to walk through active projects
- Asynchronous documentation in shared drive
- Carmee shadows key client calls if possible
Backup: Identify secondary designer for complex issues while you're away

Social Media Strategy (Flexible Return)

Content Calendar: Prepare 8-12 weeks of content (posts, captions, hashtag strategies)
Template Library: Create reusable post templates and graphics
Tools & Passwords: Ensure Carmee and team have access to scheduling tools
Brand Voice: Document tone, style, and posting guidelines
Engagement Protocol: Define what needs immediate response vs. async replies
Return Plan: Set a date (Week 12-16 of leave) to start part-time social media work

Company Communications

Announcement: Leadership shares maternity leave policy with team
Coverage Plan: Clarify who covers which responsibilities while you're away
Contact Protocol: Define how urgent matters are handled during leave
Return Timeline: Share expected return-to-work date and arrangements

During-Leave Communication (Optional)

Check-ins: Light optional updates if you want them (not required)
No Pressure: You're encouraged to fully disconnect
Emergency Only: ZTAG will only contact you for genuine emergencies
Flexibility: If you want updates, team is happy to share (your choice)

Return-to-Work Transition (Week Before Return)

Week Before You Return

Reconnection Call: 30-min chat with your manager to catch up
Project Review: Overview of what's been happening in your absence
Tech Updates: Any tool/system changes you should know about
Team Status: What's new with the team
Schedule Confirmation: Confirm your return arrangement (full-time, part-time, async, etc.)

Your First Day Back

Light Schedule: No heavy deadlines; focus on reconnection
Team Welcome: Brief team gathering to welcome you back
Setup Time: Access/credential verification, tool re-familiarization
1-on-1 with Manager: Discuss your return plan, any concerns, what support you need

First Month Back

Gradual Ramp: If using gradual return program (50% → 75% → 100%)
Check-ins: Weekly 1-on-1s with your manager to assess how you're doing
Feedback Loop: You can adjust return schedule if needed
Support: Access to mental health resources (EAP) and lactation support

7. JOB PROTECTION & LEGAL RIGHTS

Your Position Is Guaranteed

You will return to your same position or an equivalent position
Equivalent means: same pay, benefits, responsibilities, and authority
You cannot be demoted or moved to a lower-level role as a consequence of taking maternity leave
Your seniority, benefits, and accrued time continue as if you worked through leave

No Retaliation

ZTAG will not retaliate against you for:
- Taking maternity leave
- Using state disability or family leave benefits
- Requesting reasonable accommodations for pregnancy or postpartum conditions
- Breastfeeding or pumping at work

Non-Discrimination

You cannot be discriminated against based on pregnancy, childbirth, or lactation
This applies to hiring, promotion, pay, scheduling, and all other employment decisions

Your Rights if You Face Retaliation

If you believe ZTAG has violated your maternity leave rights:

Document everything: Dates, times, who said/did what
Report to Management: Notify your manager or HR immediately
File a Complaint: Contact California Department of Fair Employment and Housing (DFEH)
Seek Legal Counsel: You may contact an employment attorney

California Resources:

DFEH: 1-888-426-2666 | dfeh.ca.gov
Labor Commissioner: (844) 522-8414

8. PAULA'S SPECIFIC TRANSITION PLAN

Your Situation

Role: Design (primary) + Social Media (secondary)
Leave Start: April 2026 (TBD)
Estimated Duration: 16 weeks (April-July 2026)
Return Plan: Potentially part-time for social media initially

Design Work Handoff (to Carmee)

Timeline:

Week 1-2 (March): Document current projects
Week 3-4 (March): Knowledge transfer & training with Carmee
Handoff Complete: By April 1st

Action Items:

Audit all active design projects and their status
Create "Design Playbook" covering:
- Client design preferences and past approved styles
- Design system (colors, fonts, components)
- Tools (Figma files, Adobe licenses, design templates)
- Client contact list and communication history
- Ongoing brand guidelines for all projects
Schedule 3-4 training sessions with Carmee (1-2 hours each)
Have Carmee sit in on client design calls (if possible)
Document any tricky clients or project nuances
Create a "Questions to Ask Paula" doc for Carmee to fill in post-leave

Backup Plan:

Charlie or Kristin will review complex design decisions if needed
Client communication point: Carmee primary, Charlie secondary

Social Media Transition & Return Plan

Timeline:

March: Plan 12 weeks of content
April-June: Team handles daily posting & engagement
July (Week 12-14): Paula returns part-time for social media
August+: Assessment on full-time vs. ongoing part-time arrangement

Pre-Leave Prep:

Create content calendar for April-June (12 weeks):
- Weekly themes
- Monthly themes (if applicable)
- Holiday/event posts
- Evergreen content library
Build graphics library:
- Post templates
- Story templates
- Quote graphics
- Branded graphics for common content types
Document brand voice:
- Tone guide (professional? playful? inspiring?)
- Hashtag strategy
- Posting times & frequency
- Engagement guidelines (how to respond to comments)
Train team on posting:
- Who can post what
- Approval process
- Scheduling tool (Buffer, Later, Hootsuite, etc.)
Create an "Engagement SOP":
- How long do DMs stay open before response?
- Who responds to customer inquiries?
- What requires escalation to Paula?

Return-to-Work Arrangement (Flexible):

Option A: Part-Time Async (Recommended Start)

Hours: 10-15 hours/week (flexible days/times)
Responsibilities:
- Create 2-3 new posts per week (depending on content strategy)
- Review engagement & respond to key comments/DMs
- Monthly strategy review & planning with team
- 1 optional sync call per week (20 min) for quick questions
Schedule: You set your own hours; no fixed meeting times required
Remote: 100% remote; work around feeding/childcare schedule
Duration: 8-12 weeks (reassess at end of August)

Option B: Full-Time Return (After 8-12 weeks)

Hours: 40 hours/week
Responsibilities: Design + Social Media as before
Arrangement: TBD based on how Option A goes

Option C: Adjustment During Return

We can adjust hours/responsibilities if needed
Monthly check-ins to assess what's working

During Part-Time Return:

You handle strategy & original content creation
Carmee handles design work (continues)
Team member can handle scheduling/posting if needed
You stay in creative loop; team executes posting

First Month Back Timeline

Week 1 (Start of July):

Light return (10 hours)
Reconnection call with team
Review engagement metrics from past 12 weeks
Look at new social media trends/tools

Week 2-4:

Ramp to 10-15 hours/week
Create content for next 2-4 weeks
Review strategy with team
Adjust approach based on what worked while you were away

End of Month 1:

Assess how it's going
Discuss whether full-time design return makes sense
Decide on ongoing social media arrangement

9. BENEFITS CALCULATION EXAMPLES

Example 1: Paula's SDI + Top-Up (Medical Recovery Phase)

Paula's Situation:

Annual salary: $80,000
Weekly salary: $1,538
Estimated leave start: April 7 (Monday)
Delivery: Vaginal birth (expected June 1)

Week 1-4 Before Birth (Pre-Birth Disability):

Date: April 7 - May 5
CA SDI pays: 90% = $1,384/week
ZTAG top-up: $154/week
Paula receives: $1,538/week (100% of salary)

Week 5-6 After Birth (Post-Birth Disability):

Dates: June 1 - June 15
CA SDI pays: 90% = $1,384/week (6 weeks total post-vaginal birth)
ZTAG top-up: $154/week
Paula receives: $1,538/week (100% of salary)

SDI Payment Notes:

Paula files claim with EDD (Employment Development Department)
EDD processes claim (2-3 weeks)
EDD sends payments directly to Paula
ZTAG calculates top-up and deposits each paycheck
Payroll deductions (taxes, insurance, retirement) continue as normal

Example 2: Paula's PFL + Top-Up (Bonding Phase)

After Medical Recovery Ends (Around June 15, Assuming Doctor Clearance)

Paula transitions to Paid Family Leave
Duration: 4-8 weeks (Paula's choice)

Weeks 7-10 (Bonding Leave):

Dates: June 16 - July 14
CA PFL pays: 70% = $1,077/week
ZTAG top-up: $231/week (to reach 80%)
Paula receives: $1,230/week (80% of salary)

If Paula Uses Vacation to Reach 100%:

CA PFL: $1,077/week
ZTAG top-up: $231/week
Paula's vacation: 2 days/week (40/week)
Paula receives: $1,538/week (100% of salary)
Result: Uses ~10 vacation days to maintain full salary during bonding phase

10. ADMINISTRATION & PROCESS

Step 1: Notify ZTAG (As Soon As Possible)

What to Do:

Tell your manager and/or HR (Charlie/Kristin)
Share your expected leave start date and delivery date
Discuss desired return arrangements

ZTAG Will:

Confirm eligibility
Explain the policy in detail
Provide written copy of maternity leave policy
Answer your questions

Step 2: Transition Planning (2-4 Weeks Before Leave)

You Will:

Document your responsibilities
Prepare knowledge transfer materials
Identify coverage plan with team
Confirm return-to-work arrangements in writing

ZTAG Will:

Meet with you to finalize transition details
Confirm handoff assignments
Communicate with team about coverage

Step 3: File for CA State Benefits (2-4 Weeks Before Expected Leave)

You Will File For:

State Disability Insurance (SDI) through the Employment Development Department
- File at: eservices.edd.ca.gov
- Or by phone: 1-888-209-1993
- Need: Last pay stub, estimated due date, doctor's certification
Have Doctor Complete: Claim Form to Advise State Disability Insurance of Pregnancy
- Form: DE 2509 or DE 2509F (for family members)
- Your OB/GYN will complete this
Keep Records:
- Confirmation number when you file
- EDD notices and payment information
- Paystubs showing SDI deductions

ZTAG Will:

Provide any needed documentation (pay stubs, etc.)
Monitor for SDI payments to ensure proper top-up calculation
Coordinate with payroll to add top-up payments

Step 4: During Leave (April - July)

ZTAG Will:

Continue health insurance and benefits
Deposit SDI top-up payments alongside your SDI
Continue retirement contributions (if you elect to)
Handle your business mail (redirect or forward as needed)

You Will:

Enjoy your leave!
Optional: Receive light updates if you want them
Contact ZTAG only for administrative needs (health insurance, benefit changes, etc.)

Step 5: Return to Work (2 Weeks Before Expected Return)

You Will:

Confirm exact return date with ZTAG
Provide doctor's release to work (if needed)
Confirm return arrangements (full-time, part-time, async, etc.)

ZTAG Will:

Prepare for your return
Ensure your position is ready
Provide any needed retraining on systems/tools
Schedule reconnection meeting

Step 6: Your First Week Back

ZTAG Will:

Have welcome-back gathering with team
Provide overview of what happened while you were away
Confirm your return schedule and responsibilities
Be flexible if you need adjustments

11. FREQUENTLY ASKED QUESTIONS

Q: What if I don't want to take the full 16 weeks?

A: You can take shorter leave (minimum 10 weeks for medical recovery). Some employees take 10-12 weeks. Discuss what works for you; ZTAG will support your decision.

Q: Can I work during my leave?

A: Not during the first 12 weeks (SDI phase). CA law considers you disabled. After that, during bonding leave, you could do light work if you want, but it's not required or expected. Async social media work (if you want to start earlier) should be discussed with management.

Q: What about health insurance premiums?

A: You continue paying your regular employee share. ZTAG continues paying its share. Treat it like you're working.

Q: Can I extend my leave beyond 16 weeks?

A: Yes. You have up to 4 months (approx. 17 weeks) of unpaid, job-protected leave under California Pregnancy Disability Leave. Extensions beyond 16 weeks would be unpaid, but your job is protected.

Q: Will my raise schedule be affected?

A: No. Your raise cycle continues. If you're due for a raise during leave, it will be calculated and applied when you return.

Q: What if something goes wrong during pregnancy?

A: Tell your doctor and ZTAG immediately. Your doctor can extend your SDI for complications. ZTAG can adjust your leave timeline as needed.

Q: Can I take parental leave if I'm not the biological parent?

A: Yes. Adoption leave and non-biological parent bonding leave follow similar timelines. Contact HR to discuss options.

Q: What if I need to extend my social media return date?

A: You can. We can adjust your return schedule to whatever works for you. No pressure to rush back.

Q: How do I access my pay stubs and benefits during leave?

A: Same way as while working. You'll receive regular paystubs with SDI, top-up, taxes, and benefits deductions itemized.

Q: What if my plans change?

A: Talk to ZTAG. Pregnant employees' circumstances change. We'll work with you to adjust timelines, arrangements, and plans as needed.

12. COMPANY CONTACT & RESOURCES

Primary Contact

Charlie (CEO): [email/phone]
Kristin (Operations): [email/phone]

California State Resources

Employment Development Department (EDD): eservices.edd.ca.gov | 1-888-209-1993
State Disability Insurance Questions: edd.ca.gov/disability
Paid Family Leave Questions: edd.ca.gov/pfl
Department of Fair Employment & Housing (DFEH): dfeh.ca.gov | 1-888-426-2666

Support Resources

Postpartum Support International: postpartum.net
California Maternity Leave Guide: edd.ca.gov
Employee Assistance Program (EAP): [if available - add details]
Lactation Support: [add provider/resources if contracted]

13. POLICY IMPLEMENTATION TIMELINE

For Paula's Leave (April 2026)

Date	Action	Owner
Feb 16	Policy drafted	Subagent
Feb 20	Review with Charlie & Kristin	Management
Feb 27	Revisions completed & legalized	Management/Legal
Mar 1	Paula receives final policy	HR
Mar 1-15	Transition planning starts	Paula & Team
Mar 15-31	Knowledge transfer complete	Paula & Carmee
Apr 1	Handoff complete; leave begins Apr 7	Team
Apr 7	Paula's maternity leave starts	—
Apr 15	Paula files for CA SDI	Paula
May 1-15	SDI payments begin	EDD
June 1	Expected delivery	—
July 1	Reassess return timeline	Paula & Management
July 15	Paula returns part-time (social media)	Paula
August/Sept	Reassess full-time design return	Paula & Management

14. DOCUMENT CONTROL & REVISIONS

Review Process

Charlie: Review for operational feasibility
Kristin: Review for administrative accuracy
Legal Counsel: Review for California compliance (if needed)
HR/Payroll: Review for calculation accuracy

Final Approval

Approved by: Charlie (CEO)
Approved by: Kristin (Operations)
Date approved: [TBD]
Effective date: [TBD]

Future Revisions

This policy should be reviewed annually and updated for:

Changes in CA law or SDI/PFL benefit levels
Changes in company size or structure
Lessons learned from Paula's and any future maternity leaves
Tax/payroll law updates

APPENDIX A: Sample Transition Documents

A1: Design Handoff Checklist

[ ] Current projects documented & status updated
[ ] Figma access granted to Carmee
[ ] Design system/brand guidelines documented
[ ] Client contact list & preferences shared
[ ] Past approved designs shared for reference
[ ] Adobe Creative Cloud license transferred
[ ] Password manager access set up
[ ] 3x training sessions completed with Carmee
[ ] Carmee observed at least 1 client call
[ ] "Questions for Paula" doc created for post-leave reference

A2: Social Media Content Calendar

- 12 weeks of content planned (April-June)
- Post templates created
- Hashtag strategy documented
- Posting schedule established
- Engagement protocol defined
- Graphics library built
- Brand voice guide documented

A3: Return-to-Work Agreement (Example)

RETURN-TO-WORK ARRANGEMENT

Employee: Paula [Last Name]
Original Role: Design + Social Media
Leave Start: April 7, 2026
Expected Return: July 15, 2026
Return Arrangement: Part-Time Async (Social Media)

Details:
- Hours: 10-15 hours/week, flexible
- Schedule: No set meeting times required
- Responsibilities: Content creation, strategy, engagement
- Duration: 8-12 weeks (reassess August 31, 2026)
- Compensation: Prorated salary
- Remote: 100%

Flexibility: This arrangement can be adjusted as needed based on Paula's needs.

Signed: [Paula] [Management] [Date]

NOTES FOR REVIEWERS

Legal Considerations

✅ Complies with California Pregnancy Disability Leave law
✅ Complies with California SDI & PFL regulations
✅ No FMLA applicability (fewer than 50 employees)
✅ Exceeds CA minimums (adds company top-ups for salary continuity)
✅ Supports non-discrimination & retaliation protections
⚠️ Recommend: Have employment counsel review for CA legal compliance before finalization

Operational Considerations

✅ Clear handoff plan for design work (Carmee coverage)
✅ Flexible return for social media (async-friendly)
✅ Minimal business disruption
✅ Supportive of employee retention
⚠️ Consider: Who covers if Carmee isn't available? (Backup plan)
⚠️ Consider: What's the long-term social media arrangement post-Paula's return?

Financial Considerations

✅ Costs are predictable (SDI top-up for 10-12 weeks)
✅ Example: ~$1,538/week × 12 weeks = ~$18,456 (company portion)
⚠️ Confirm: Payroll can process SDI coordination and top-ups correctly
⚠️ Confirm: Budget for maternity benefit costs is approved

HR/Payroll Considerations

⚠️ Action Needed: Train payroll on SDI top-up calculation
⚠️ Action Needed: Document process for health insurance continuation during leave
⚠️ Action Needed: Set up file for Paula's leave (doctor's certs, SDI docs, etc.)
⚠️ Action Needed: Establish process for PFL transition after SDI ends
⚠️ Action Needed: Create return-to-work agreement & file it

Paula's Specific Situation

✅ Design work clearly assigned to Carmee
✅ Social media has flexible return option
✅ Return timeline allows her to bond with newborn
✅ Async work arrangement is sustainable long-term if needed
⚠️ Confirm: Paula is comfortable with Carmee taking design work
⚠️ Confirm: Paula wants to return to social media; not ready to step away entirely
⚠️ Discuss: What happens if Paula wants to reduce hours permanently after return?

NEXT STEPS

Week of Feb 17: Charlie & Kristin review draft
Feb 20-24: Revisions and final edits
Feb 27: Legal review (if desired)
Mar 1: Paula receives final, approved policy
Mar 1-15: Transition planning with team
Mar 15-31: Knowledge transfer
Apr 7: Leave begins

Document Status: Draft
Created: February 16, 2026
For: Paula's maternity leave (April 2026 start)
Prepared by: Subagent for Charlie & Kristin Review