#RewriteTheRules – Paid Family Leave

The company will pay employees 60% of gross salary for a period of up to 12 weeks each calendar year for short-term illness, disability, or parental leave. The benefits shall be paid upon meeting the following conditions: 1) Employee must use up to the maximum of 120 hours of available PTO prior to submitting a claim for this benefit. 2) Employee must provide clear evidence of the birth, adoption, or foster care placement.

Happy employees are more creative, happy employees work harder, and happy employees are… happy. Who doesn’t want to be in a happy environment at work? On top of happy employees, it’s important to treat people with dignity and respect. In the interest of full transparency, here is our policy at Aftermarq for time off and leave of any sort: Unlimited, paid vacation time. Starts day 1. Unlimited, paid sick time. Starts day 1. Five personal development days. Starts day 1. This is time that must be used to work on oneself. It can be a conference you’ve wanted to attend, a class you want to take, etc. This is intended to encourage creativity, support the expansion of ones skill set or more. Six weeks paid parental leave for pregnant mothers, spouses of pregnant mothers, and adoptive parents. This is not the cap, this is a starting point. If more time is needed, leave will be granted, with the guarantee of the position upon return. 10 paid days to grieve an immediate family member. Five days to grieve an extended family member. Up to six weeks paid leave to care for a sick relative. One week “fur-ternity” for employees that adopt a pet. This gives the employee time to work at home to spend time with their new furry loved one and help them acclimate to their new loving home. Aftermarq is a small business based in Columbus, Ohio. Even though we are currently not mandated by law to provide any paid leave, that’s just not right, and we won’t stand for it. We urge any business reading this to follow our lead. Your employees are your business, without them, you couldn’t exist.

Maternity leave: fully paid for 6-8 weeks (depending on type of delivery). Short term policy covers 60%, we cover the remaining balance. After that we allow for an additional 8-10 weeks off (unpaid) for a total of 16 weeks off. This portion is unpaid. Paternity leave: Fully paid for 1 week.

We offer employees 12 weeks of fully paid leave for the primary caregiver and 4 weeks of fully paid leave for the secondary caregiver. Employees self-designate which role they fall into, and families can have more than one primary caregiver. If employees wish to take additional, unpaid leave, they can do so providing their manager/function can accommodate it.

1 Parental Leave Policy Brains on Fire, Inc. October 9, 2017 PARENTAL LEAVE POLICY Parental leave is intended to equip employees with paid time off to bond with their newly-arrived child due to birth or adoption. BOF has two categories of Parental Leave: primary caregiver and non-primary caregiver. Employees who take parental leave will be reinstated to their regular position upon their return. Failure to return to work at the end of the parental leave (without an approved extension) shall be considered a resignation. Parental Leave is inclusive of any holidays that occur during the leave period. Vacation time is not included in parental leave and can be used to extend parental leave time. ELIGIBILITY Paid parental leave is available after successful completion of 12 months of full-time employment. Unpaid parental leave is available once the employee has been employed for at least three months. Employees must request parental leave associated with the birth or adoption of a child. Providing advanced notice and indicating intent to return is required by completing and signing BOF Request for Parental Leave form. BOF recommends a 4-month notification whenever possible. CAREGIVER STATUS A "primary caregiver" is defined as someone who has primary responsibility for the care of a child immediately following birth/adoption. This definition thus applies to both births and adoptions. To exercise the primary caregiver benefit, an employee must complete an Affidavit of Parental Leave stating that he or she is the primary person responsible for the child. This policy depends on, and assumes, the good faith of its participants. Determining which parent is the primary caregiver of a child focuses on how parents have divided the key responsibilities for their child: § Purchasing clothes and laundry responsibilities § Health care arrangements § Fostering participation in extracurricular activities § Teaching of reading, writing, and math skills; helping with homework § Conferencing with teachers; attending open houses § Planning and participating with leisure activities with the child § Bathing, grooming, and dressing § Meal planning and preparation It is generally assumed that if one parent stays home to care for the child and does not work, he/she is the primary caregiver. The other parent would then be the non-primary caregiver. 2 PRIMARY CAREGIVER If you are the primary caregiver and the birth parent, your six-week leave must be concurrent with the Short-Term Disability period, and used consecutively within the first six months after the birth/placement of your child. If you gave birth to child, short-term disability will pay for 60% of your salary up to $500 per week for 6-12 weeks per doctor’s orders for leave of absence. The 60% will be paid under Mutual of Omaha (MOH) Disability Insurance plan and MOH will issue you a check. Short-Term Disability must be used immediately after childbirth. BOF will pay the remaining percentage under regular salary to ensure you have a full six weeks of paid parental leave. If your Short-Term Disability is extended due to doctor orders (for example, to 8 weeks), BOF parental leave (for remaining 40%) will only continue for 6 weeks. As a result, the remaining two weeks will only receive Short Term Disability compensation. If child is adopted, BOF will pay full six weeks of salary as normal under regular payroll processing. Once you start your primary caregiver Parental Leave, you must take the entire six-week period continuously, and must be completed within six months of the birth or placement of the child. NON-PRIMARY CAREGIVER If you’re the non-primary caregiver, you can take your two weeks within the first year of the birth/ placement of your child and does not need to be concurrent. Parental Leave for non-primary caregivers will be paid under BOF payroll processing as normal for two weeks. ADOPTION CLAUSE You are eligible for parental leave once children have been placed in your home for permanent placement and court documents are in place for removal of birth parents’ parental rights. You are not eligible for parental leave for normal foster care placements that are temporary in nature. FAMILY & MEDICAL LEAVE ACT (FMLA) FMLA is a labor law requiring larger employers (50+ employees) to provide employees unpaid leave for serious health conditions, to care for a sick family member, or to care for a newborn or adopted child. BOF does not fall under FMLA rules and regulations; BOF voluntarily provides this policy above and beyond the legal minimum to support and value its team members during the addition of children to their family. 3 EMPLOYEE REQUEST FOR PARENTAL LEAVE Brains on Fire, Inc. October 9, 2017 Please complete the sections below and return to Human Resources at least four months prior to your anticipated delivery/placement date. All forms must be submitted to receive Benefits Eligible Leave. To be eligible for this paid leave, you must have successfully completed your introductory period of 1 year. APPLICATION FOR PAID PARENTAL LEAVE ___ As the primary caregiver, I request a 6-week paid leave, per the BOF Parental Leave policy. ___ As the non-primary caregiver, I request a 2-week paid leave, per the BOF Parental Leave policy. Anticipated Leave Start Date: ________________ Anticipated Leave End Date: ________________ *Birth Mothers will be provided with additional Short-Term Disability paperwork. PARENTAL LEAVE PRIMARY CAREGIVER AFFIDAVIT I, ____________________________________ (employee name), certify that I have primary responsibility for the care of my newborn/newly adopted child in accordance with the following criteria and am, therefore, eligible for benefits under BOF’s Parental Leave Program. 1. I am the parent of this newborn/newly adopted child. 2. I will be the primary adult caregiver of the child during the time I am absent from work on paid parental leave. I understand as the primary caregiver I am caring for the newborn/newly adopted child, the majority of the time as the primary caregiver. 3. I will return to work at the expiration of my parental leave. Acknowledgements: I understand that the qualified period of paid Primary Caregiver Parental Leave is (6) weeks immediately following the birth/adoption. I affirm that the assertions in this affidavit are true. ____________________________________ Date: __________________ Employee Signature ____________________________________ Date: __________________ HR Signature

PAID PARENTAL LEAVE Modeled after a State of Ohio program (ORC 124.136) in place since 1997. Provides up to six weeks of leave for full-time regular, FMLA-eligible employees. Triggered by the birth or adoption of a child if the employee is a biological parent, spouse or domestic partner, or legal guardian, and the child resides with the employee. The benefit begins with an initial two weeks of leave for which employees may use their accrued leave time or take unpaid and is followed by four weeks of leave at 70% of regular pay. Employees may supplement their pay, up to 100%, during the six weeks of leave. The benefit is in addition to, but runs concurrent with, any short term disability benefit associated with childbirth.

Compton Construction will not discriminate against any employee who requests an excused absence for medical disabilities associated with pregnancy. Requests for time off associated with pregnancy, adoption and/or childbirth, such as bonding and child care, not related to medical disabilities for those conditions will be considered in the same manner as other requests for unpaid medical leave (please see the medical leave section). Compton Construction offers 4 weeks paid parental leave for all salaried full time employees (RFT). Compton will allow up to 4 weeks’ unpaid leave to all full-time non-salaried employees (RFT). Special consideration for additional time off may be granted on a case by case basis, and is at the discretion of the CEO. The time off request must be submitted to a supervisor and approved, 60 days prior to the time off requested.

8 weeks paid 100% for moms, 4 weeks paid 100% for dads (birth or adoption).

It is the policy of CrossChx to provide Paid Parental Leave to benefits-eligible employees, due to the birth of an employee’s child or the placement within an employee’s home of an adopted child. This policy will run concurrently with Family and Medical Leave Act (FMLA) leave, in cases where an employee is eligible for FMLA leave. The purpose of the Paid Parental Leave policy is to give parents additional flexibility and time to bond with their new child, adjust to their new family situation, and balance their professional obligations. This is critical because a work culture that allows staff to balance the demands of the workplace with the demands of personal or family life is becoming increasingly important. As the workforce continues to change, flexibility and family-friendly workforce policies are essential.

Paid 12 weeks primary caregiver leave and paid 2 weeks secondary caregiver leave which can be expanded in connection with our unlimited vacation policy. Our leave policy applies to natural births, adoptions and foster care placements.

All staffers (women and men) who have been employed with DCI for at least one year may take two weeks of paid leave upon the arrival of a new baby. In addition, the staffer who gave birth (or adopted) the child, may take one week of paid leave for every additional year that they have worked at DCI, up to a maximum of 10 weeks. Of course the use of accrued vacation and sick days are available to apply towards maternity/paternity leave as well. In addition, we offer flexible work hours/days upon transition back to work, as well as on-site nursing rooms, and the purchase of day passes at airline clubs for traveling/nursing moms. NOTE: Formal language including how short term disability insurance is figured into this formula is available upon request.

Don’t Panic will provide 240 hours (equivalent to 6 weeks) of paid parental leave to full-time personnel who have been employees of the company for at least one calendar year at the time leave begins. In addition to the fully paid leave time above, we plan to make accommodations for an additional 260 hours (equivalent to 6.5 weeks) of unpaid parental leave for full-time employees, allowing for up to 500 hours (equivalent to 12.5 weeks) total of parental leave. If the employee would like to work additional client hours in advance of leave and withhold pay to “earn” these additional hours as paid time, that is allowed. Hours-Based Model We offer up to 500 hours of parental leave for full-time employees working 40 hours per week. As a few examples, that could look like: -12.5 weeks off, return to work at a full schedule -8 weeks off, return to work half days only for an additional 9 weeks -10 weeks off, return to work 3 full days per week for an additional 6 weeks -6 weeks off, return to work at 4-day schedule, taking Fridays off for an additional 32 weeks We believe this policy allows each employee to create the best schedule for his or her family’s unique circumstances and preferences. Company Holidays Because our hours-based policy is based on hours that would have otherwise been spent working, official DPM holidays are not included in the total hours of paid or unpaid leave. If an employee’s leave falls over one or several official DPM holidays, those days do not count against the hours and can be added to the end of the parental leave.

If we believe in equal pay for men and women — which of course, we do! — then we should also believe in equal benefits for men and women. New dads deserve equal time to bond with the baby and adjust to the realities of parenthood. I believe that policies that offer more time for moms than dads reinforce the (antiquated) gender norm that says mothers are the primary caregivers, while dads’ careers are more important. No company of mine was going to reinforce this silly conventional wisdom. Today, we officially rolled out our “Geben Loves Families” policy, which provides up to 10 weeks paid leave for moms and dads alike, whether they have a child through birth or adoption. It’s a very progressive policy, but one that is in keeping with who we are as a company. "Geben loves kids and wants to support our team members if they choose to expand their families. If you’re a new parent – whether you gave birth or adopted – we want you to take time and enjoy the experience. We know team member needs vary, so we provide up to 10 weeks of paid leave for moms and dads alike. We also know that returning to work can be abrupt, so we offer the opportunity to transition back over a two-week period with a combination of remote and on site work. The return transition period should be worked out with your supervisor and approved before the beginning of your leave." While I’m incredibly proud that we can offer this benefit to Geben employees, I’d be even more excited if this sparked other businesses to review and assess their own paid leave policies. Feel free to swap out company names and make this your policy. Maybe your company can’t quite staff 10 weeks of leave, plus a two-week transition period for moms and dads. How about eight? Or six weeks paid leave with a three-week transition period? Whatever you can offer, I hope you’ll use this as an opportunity to initiate an important dialogue within your company.

Current policy: 12 weeks, 4 right before giving birth and the rest afterwards

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Parental Leave Mazel tov! The Family and Medical Leave Act requires employers to provide unpaid leave for employees, following the birth or adoption of a child. The bad news: Our firm is not covered by FMLA, because we employ fewer than 50 people. The good news: We’re not jerks! Full-time regular employees, who have been employed for at least one year, are eligible for up to 10 weeks paid parental leave following the birth, surrogate birth or adoption of a child. The first eight weeks will be fully out of the office, with weeks nine and 10 at full pay but part-time status as agreed upon between the employee and Kate. In addition, full-time regular employees may take a total of 12 weeks of leave. If you require parental leave you must inform Kate at least 30 days in advance of the expected start of the leave (If you recall health class… that should be plenty of time.). If you take leave, you are still responsible for handing off all of your projects, to the extent possible, prior to the start of your leave.

Full-time regular employees, who have been employed for at least one year, are eligible for up to 8 weeks paid parental leave following the birth, surrogate birth, or adoption of a child. In addition, full-time regular employees may take a total of 12 weeks of leave.

River Cities Maternity Leave is 12 weeks. Paternity Leave is 5 weeks.

Rocket Code believes unequivocally that what is good for its employees and their families is also good for business. Therefore, Rocket Code proudly offers a progressive gender-neutral parental leave policy of up to twelve (12) weeks paid leave (“Parental Leave”) to all of its eligible employees. This policy exceeds any legal requirement as at this time there is no legal statute for an employer to provide any paid Parental Leave to its employees. The purpose of this policy is to afford parents the quality time and flexibility they need to bond with their new child, adjust to new family situations and schedules, and otherwise do what is necessary on the home front so that when the time comes to return to work the employee is rested, energized, focused, and prepared. Such family-friendly policies are consistent with and promote Rocket Code’s core values, and, thus, are essential to cultivating an atmosphere where employees can thrive professionally without sacrificing important family obligations and moments. Furthermore, this policy is an affirmation of Rocket Code’s recognition of, respect of, and advocacy for evolving family norms, gender equality everywhere, caregiving fathers, and family values that matter in the lives of children. Eligible employees may only take Parental Leave in connection with the birth of an employee’s child or the placement of an adopted child within an employee’s home. Employees gain eligibility for Parental Leave by meeting all of the following conditions: The employee must be classified as an exempt full-time or part-time employee pursuant to the definitions in Section 4—Employment Classifications. The employee must have been employed by the company for at least six (6) months before the birth or adoption of a child. The employee must have given birth to a child, be a spouse or domestic partner of a women who has given birth to a child, or adopted a child who is 17 years old or younger. Eligible employees who have been employed for at least six (6) months may take up to six (6) weeks of Parental Leave immediately following the birth or adoption of a child, and thereafter may take up to an additional three (3) weeks of Parental Leave sometime within the first eighteen (18) months of the child’s birth or adoption. Eligible employees who have been employed for at least one (1) year may take up to six (6) weeks of Parental Leave immediately following the birth or adoption of a child, and thereafter may take up to an additional six (6) weeks of Parental Leave sometime within the first eighteen (18) months of the child’s birth or adoption. Parental Leave is further defined and limited by the following terms and conditions: The birth or adoption of twins or multiples does not increase the length of Parental Leave; such a birth or adoption shall be considered a single qualifying event. The adoption of a stepchild by a stepparent does not meet Rocket Code’s definition of a qualifying event for Parental Leave. Eligible employees forfeit any unused Parental Leave following the first eighteen (18) months of the child’s birth or adoption. Eligible employees may, in their sole discretion, choose to extend their Parental Leave by using any available PTO. Benefits will remain the same while an employee is on Paternal Leave. Upon termination of employment, an employee will not be eligible for payment of any unused Parental Leave. Parental Leave will run concurrently with FMLA leave, described in Section 6.6—Family and Medical Leave Act, if the eligible employee meets the eligibility requirements of the FMLA. The concurrent use of Parental Leave and FMLA leave will decrease, in whole or in part, the amount of FMLA leave available to an eligible employee. Eligible employees are required to notify their supervisor of the need for Parental Leave along with the estimated timing and duration of such leave at least 60 calendar days in advance of the need for Parental Leave. If the need for Parental Leave is not foreseeable, the eligible employee must give notice of the need to his or her supervisor as soon as the need is identified. Rocket Code may take disciplinary action, up to and including termination, against an employee who uses Parental Leave for purposes other than those described in this policy.

PRIMARY CAREGIVER LEAVE Full-time salaried employees who have completed at least one year of service with Stripes, are entitled to twelve (12) weeks of paid primary caregiver leave. Primary caregiver leave is for full-time employees who add children to their families by birth, adoption, foster care or guardian care, and are considered to be the primary caregiver. Under this policy an employee will receive an amount equal to 100% of his or her salary while out on leave. The benefit amount that Stripes will pay the employee under this policy will be combined payment from Stripes and any disability policies obtained through Stripes. Employees are required to inform their managers as soon as possible of their intent to take primary caregiver leave and of their anticipated leave dates. Nevertheless, employees are required to provide their managers with at least thirty (30) calendar days advance notice of primary caregiver leave. Stripes does understand that certain extraordinary circumstances dictate shorter advance notification and will consider such situations on a case-by-case basis. After you have provided your manager with the aforementioned notice, you are required to let your manager know as soon as possible of the exact date on which you expect to begin your leave. The primary caregiver is the person at home who cares for the child. Only one parent (or guardian) can be the primary caregiver at a given time, but either parents (or guardians) can serve as the primary caregiver at different times. You are the primary caregiver if: • You are the person who cares for the child immediately following the child’s birth, adoption, foster placement, or guardian placement; • You assume the role of the primary caregiver after your spouse or partner has been the primary caregiver and returned to work; or • You are the spouse or partner of a mother who has a complicated postnatal pregnancy and is unable to care for the child. Primary caregivers may be eligible for additional partially-paid leave under the New York Paid Family Leave (see below).

All full-time employees who have been with Sweeney for at least one year are eligible for medical and parental paid time off. Under this policy, Sweeney will grant an employee who is considered the primary caretaker, upon the birth, fostering, or adoption of a child, or an employee requiring a medical leave of absence a consecutive 8 weeks leave at full pay, with an additional 4 weeks available non-paid (for a total of 12 weeks). Upon returning to work from medical or maternity leave, Sweeney will offer a two-week period where an employee can work from home and have flexible, part-time hours as they reintegrate into the work schedule. An employee who is considered the secondary caretaker can take up to 10 full days off within the first 30 days after birth, fostering, or adoption of a child at 100% pay.

100% paid for 12 weeks for moms, dads, birth or adoption.

Wondersauce offers employees unlimited flexible time off ("FTO") to be taken as business needs allow. This policy applies to routine time off for purposes such as vacation, relaxation, non-extended personal or family issues, and non-extended personal illness or injury. It does not apply to absences covered under other policies, such as short-term disability, pregnancy disability leave or jury duty. The appropriate policies should be consulted for any non-routine time-off. It also does not apply to non-routine absences that may require extensive time off or non-routine absences where tracking is required by law (e.g., federal Family and Medical leave Act or similar state laws). There will be no limit on routine time off other than reasonableness, unless another policy or benefit plan applies. Exempt employees covered by this FTO policy may take time off as appropriate and in their discretion, subject to their manager's approval and consistent with the needs of the company. Taking time off each year to refresh and relax is important and we encourage our employees to do so. Our expectation is simple – continue getting your work responsibilities done in a way that surprises and delights the world and take routine time off that does not need to be accrued or limited.

For a pregnancy-related disability (which qualifies as a short-term disability): 16 weeks of maternity paid leave. Mothers may also combine any accrued PTO, accrued Sick leave, or up to 2 weeks of DTO to further their paid time off. For the birth/adoption of a new child: 8 weeks of paid parental leave.