Creative solution:

1. Employee stock option Plan (ESOP):

The company can give Employee Stock Option Plan (“ESOP”) to Ms. Saxena,
enabling her a sense of belongness, inclusion and recognition as a key management
personnel of the company. The ESPO can be granted with a variable vesting period,
calculation mentioned in Table one below I. This way they will work harder and have a
sense of entitlement towards the company. The Vesting period would ensure Ms. Sexena
do not quit the job easily. ESOP to be granted at face value/ discounted price.

Time duration Total shares maturity Maturity percentage

1 year 1000 (/5000 shares) 20%
2 year 3000 (/5000 shares) 40%
3 year 5000 (/5000 shares) 100%

2. Work life wellness committee:

A committee will be created to cater to work life environment in the office, will look
into interpersonal matters of the employees and the management and ensure safer, better
and enriching work life balance.
3. Women in work Policy:
Women In work policy would be created by the firm to look specifically into matters
of womanhood and motherhood and address problems pertaining. There will be fund
allocation towards this policy which will be utilized by the women in furtherance of
expenses associated with motherhood and official work i.e. on day care and other
expenses.
Other terms to agree upon:
1. Retain Ms. Saxena as an employee, ensuring proper integration with the management.
2. Condition on team leader: As the clients Statement of work (“SOW”) contain that all
team leaders would have completed that course, assurance of reassignment to projects
post certification.
3. Ms. Saxena will be allowed leave and other arrangements under the Women In Work
policy and will be allocated allowance in furtherance of the same.
4. Undertaking by Ms. Saxena to retain the position in the firm and contribute to the
growth of the firm.