Chapter 3 - THE LEAVE DATE
Audrey had planned to work through the seventh month of pregnancy.
Everyone in the company knew that.
Her official reduced schedule started at twenty weeks.
Full leave was supposed to begin at thirty-two.
But the HR system showed:
FULL LEAVE EFFECTIVE — WEEK 24.
That was eight weeks earlier than Audrey intended.
Why did it matter?
Because Cole Bennett Events’ operating agreement contained a temporary management provision.
If either founding member became unavailable for more than sixty consecutive days, the other could exercise expanded operating authority until return.
Not ownership.
Not permanent control.
Operating authority.
Audrey stared at the record.
“I was still working then.”
Mason nodded.
“I know.”
“Who changed it?”
“HR says it came through admin access.”
“Whose?”
“Shared executive administration.”
Brenda had access.
So did Mason.
So did the office manager, Kelly Rowe.
Audrey looked at Mason.
“Why did Brenda think I transferred twelve percent?”
Mason opened a folder.
“Because someone sent her this.”
A printout.
Email from Audrey’s account.
To Brenda.
I’VE DECIDED WE NEED TO PROFESSIONALIZE OWNERSHIP BEFORE THE SUMMIT DEAL. I’M CONTRIBUTING TWELVE PERCENT INTO THE INCENTIVE POOL. YOU SHOULD MATCH ME.
Audrey read it twice.
“I never wrote this.”
Brenda had replied:
Absolutely not. We built this.
Then another message from “Audrey”:
Then don’t complain when the board changes without you.
Audrey whispered:
“Board?”
There was no formal board.
Only two members and an outside advisory committee.
Mason said:
“That’s what made me suspicious.”
Audrey turned.
“Why?”
“Because you know we don’t have a board.”
“So Brenda should have known too.”
“She was angry.”
That was true.
Anger makes bad evidence feel useful.
Then Mason showed them the Summit file.
Mason explained:
“Summit wants stability. Founder continuity. Key staff incentives. Succession planning.”
So someone had built:
an employee pool,
an early maternity leave,
and a narrative that Audrey was transitioning out.
Preston asked:
“Who benefits if Audrey looks gone?”
Mason answered:
“Potentially Brenda.”
Audrey looked at him.
“And potentially you.”
Mason did not flinch.
“Yes.”
Good answer.
Then he placed another document on the table.
An incentive-pool allocation draft.
Twelve percent total.
Recipients:
senior planners,
operations leads,
finance leadership.
Mason’s proposed share:
three percent.
Audrey looked up.
“You had three percent waiting for you.”
“Yes.”
“And you’re telling me you refused the transfer?”
“Yes.”
“Why?”
“Because the math was too generous.”
That was not the answer Audrey expected.
Then Mason pointed lower on the allocation list.
Another proposed recipient:
KELLY ROWE — FOUR PERCENT.
Audrey stared.
The office manager.
Four percent was more than Mason.
“Why would Kelly get more than the CFO?”
Mason answered:
“I have no idea.”
May you like
Then he opened the metadata report.
The false transfer document had been created on Kelly’s company laptop.
