Paula's Postpartum Support Policy (CONTRACTOR-SAFE)
ZTAG Support for Filipino Contractor During Maternity Leave
Effective Date: February 2026
Contractor: Paula [Last Name]
Role: Design + Social Media
Status: Remote Contractor (Philippines-based, self-employed for tax purposes)
Leave Timeline: Approximately April 2026 (12-16 weeks)
1. CONTRACTOR STATUS & SSS COVERAGE
Paula's Employment Relationship
- Contractor Status: Self-employed for Philippine tax/SSS purposes
- Compensation: Weekly payments via Wise (project-based contractor rate)
- No Work = No Pay: Standard contractor arrangement (no paid time off)
SSS Maternity Benefits (Paula's Responsibility)
Paula is eligible for SSS maternity benefits IF she maintains SSS coverage as a self-employed or voluntary member:
- Eligibility Requirement: At least 3 months of SSS contributions in the 12-month period before pregnancy
- Benefit Amount: Based on 6 highest Monthly Salary Credits (MSCs) in lookback period ÷ 180 days
- Duration: 105 days for live birth, 60 days for miscarriage
- Paula files directly with SSS (not employer-mediated)
ZTAG does NOT:
- Deduct SSS contributions from Paula's payments
- Pay employer share of SSS (contractor = self-employed)
- "Gap-fill" against SSS benefit amounts
Paula's action required: Confirm SSS membership status and ensure 3+ months contributions before April 2026.
2. ZTAG POSTPARTUM SUPPORT GRANT
Grant Structure (Goodwill, Not Wage Continuation)
Total Grant: Up to $600 USD (₱33,000-₱36,000 PHP equivalent)
Payment Schedule: $200/month × 3 months during leave period
Payment Method: Wise transfer (same account Paula currently uses)
Conditions:
- Paula files and maintains SSS maternity claim as self-employed/voluntary member (3+ contributions rule)
- Clear expectation: Weeks 0-8 are zero-work unless Paula chooses otherwise
- Grant is separate from any SSS benefit Paula receives (not a gap-fill)
Timeline:
- Month 1 (April): $200 grant payment
- Month 2 (May): $200 grant payment
- Month 3 (June): $200 grant payment
- Total: $600 over 3-month leave period
Why "Grant" Instead of "Paid Leave"?
- Preserves contractor classification (no employment relationship)
- Bounded, fixed amount (not wage continuation)
- Demonstrates ZTAG's people-forward values without creating legal risk
3. LEAVE EXPECTATIONS & WORK POLICY
Zero-Work Period (Mandatory)
Weeks 0-8 post-birth: No work expected or requested
- Paula focuses on recovery and newborn care
- ZTAG does not contact Paula for project work
- Optional: Paula may send brief updates if she wishes (not required)
Light Return (Weeks 9-12, Optional)
- Paula may choose to take on small social media tasks if she feels ready
- Rate: Standard contractor hourly/project rate (paid separately from grant)
- No pressure to return before Week 12
Full Return (Week 12+, Flexible)
- Paula resumes design + social media work at mutually agreed schedule
- Part-time or full-time contractor hours (Paula's preference)
- ZTAG intends to offer comparable project opportunities subject to business needs
4. OPERATIONAL CONTINUITY PLAN
Transition & Handoff (Weeks Before Leave)
| Timeline |
Owner |
Action |
| 6-8 weeks before |
Paula + Quan |
Confirm leave start date; notify in writing |
| 6 weeks before |
Paula |
File SSS maternity notification (directly with SSS) |
| 4-6 weeks before |
Paula + Carmee |
Design handoff: active projects transferred |
| 2 weeks before |
Paula + Team |
Social media: queue 4 weeks of content |
| 1 week before |
Paula + Quan |
Final grant payment verification |
During Leave Coverage
Design Work:
- Owner: Carmee (full design ownership during Paula's leave)
- Support: Jedi Council design sprints (Tue/Thu) for mentorship
- Pace: No rush; better to go slower and build confidence
Social Media:
- Weeks 0-4: Pre-queued content (Paula prepared before leave)
- Weeks 5-8: Maintenance mode (light VA support if needed, or Carmee handles basics)
- Weeks 9-12: Paula may choose to resume async social if ready (paid separately)
Jedi Council Support for Carmee:
- Tue/Thu "office hours" - design review, decision escalation
- No panic mode: If workload feels overwhelming, extra Council session scheduled
- Backup: Freelance design support if Carmee needs overflow capacity
Transition Document
- Created by: Paula (before leave)
- Contents: Active projects, brand guidelines, social media calendar, key contacts
- Format: Shared doc (Google Doc or Notion)
- Updated: Week before leave begins
5. RETURN-TO-WORK FLEXIBILITY
Paula's Options After 12-16 Weeks
Option A: Full Contractor Hours
- Resume design + social media at pre-leave project volume
- Timeline: Starting Week 12+ (Paula's choice)
Option B: Part-Time Contractor (Recommended)
- Phase 1 (Weeks 12-16): 10 hrs/week, social media only (async)
- Phase 2 (Weeks 16-24): 15-20 hrs/week, social + light design
- Phase 3 (Week 24+): Gradual increase to full contractor hours
Option C: Extended Leave
- Additional 4 weeks unpaid leave (total 16-20 weeks)
- Return at reduced hours when ready
ZTAG Commitment:
- ZTAG intends to offer comparable project opportunities on return, subject to business needs and mutual agreement
- No guarantee of specific hours/projects (standard contractor relationship)
- Flexible scheduling to accommodate new parent life
6. PAYMENT SUMMARY
During Leave (Weeks 0-12)
| Source |
Amount |
Notes |
| SSS Maternity Benefit |
Variable (based on Paula's MSCs) |
Paula files directly; paid by SSS |
| ZTAG Postpartum Grant |
$600 total ($200/mo × 3) |
Fixed grant, not wage continuation |
| Project Work |
$0 (Weeks 0-8) |
No work = no pay (contractor standard) |
Total Paula receives: SSS benefit + $600 ZTAG grant
After Return (Week 12+)
| Work Type |
Payment Method |
| Social media (async) |
Standard contractor rate × hours worked |
| Design projects |
Project-based rate (per project or hourly) |
| ZTAG Postpartum Grant |
Ends after Month 3 (June 2026) |
No ongoing paid leave: Return to standard contractor "work = pay" arrangement
7. IMPLEMENTATION CHECKLIST
Paula's Actions
ZTAG's Actions
8. KEY PRINCIPLES (COUNCIL-ALIGNED)
✅ Take care of the human: $600 grant shows ZTAG values people
✅ Preserve continuity: Carmee + Council support ensures no dropped balls
✅ Reduce Charlie load: Charlie not involved (finance/admin freed)
✅ Don't overload Carmee: Jedi Council support, freelance backup if needed
✅ Keep pivots bounded: Part-time return is "necessary + bounded" (not open-ended)
9. LEGAL & MISCLASSIFICATION SAFEGUARDS
This policy avoids:
- ❌ Wage continuation language (preserves contractor status)
- ❌ Employer SSS framing (Paula files as self-employed)
- ❌ Job protection guarantees under RA 11210 (employee-specific)
- ❌ SSS gap-fill calculations (creates employer liability)
This policy includes:
- ✅ Fixed grant amount (not tied to wages)
- ✅ No work = no pay during leave (contractor norm)
- ✅ "Comparable project opportunities" (not job reinstatement)
- ✅ Clear contractor relationship preserved
10. CONTACTS & RESOURCES
Paula's SSS Resources
ZTAG Contacts
- Grant Coordinator: Quan [last name]
- Design Coverage Lead: Carmee
- HR/Team Support: Kristin [last name]
11. DOCUMENT APPROVAL
Prepared by: Minnie (Team & Culture Domain)
Reviewed by: [Pending Quan + Council review]
Date: February 17, 2026
Status: DRAFT v2 (Contractor-Safe)
Changes from v1:
- Replaced "paid leave" with "Postpartum Support Grant"
- Removed SSS gap-fill language
- Removed employer framing ("small business exemption," "salary differential")
- Replaced RA 11210 job protection with "comparable project opportunities"
- Fixed SSS calculation explanation (6 highest MSCs, not one month)
Next Steps:
- Quan + Council review and approve
- Share with Paula for feedback
- Finalize grant payment schedule
- Execute transition plan (design handoff, social queue)
Key Takeaway: This policy balances ZTAG's people-forward values (take care of Paula) with legal safety (preserve contractor classification). The $600 grant is generous without creating employment relationship risk.