GitLab Handbook - total rewards

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Introduction

On this page, we explain how carry out the Compensation Review Cycle. For more information on the process and input review for the Compensation Review Process, please see the following handbook page.

If you have any feedback or questions about the compensation review cycle, please contact People Connect. ?

Annual Compensation Review

The most up to date timeline of the Annual Compensation Review process can be found in the Total Rewards Schedule.

Increases for Compensation Review Cycles are based on: 1. Assessing market changes in the compensation calculator inputs
2. Talent Assessments outlining performance in the role.

The increase percentage for cash and the equity refresh grant may vary for each person. If a team member was recently adjusted, the annual adjustment might yield no additional cash compensation during the annual compensation review. This review acts as a sweep for each team member’s compensation to be evaluated at least once per year. If there is an increase in Location Factor and/or Benchmark, team members affected will have the new location factors applied to their compensation, but would not receive an automatic percent increase. For example, if the location factor in a region increases by 10% the team member will not receive an automatic 10% adjustment. The team member would receive an increase aligned to their benchmark, location factor, and performance taking any budget constraints into account.

Process overview

graph LR
    start((Annual review<br/>process<br/>kicks off))
    step_manager_review(Manager determines<br/>provisional performance factor<br/>of team members)
    step_exec_review_1(Executive review)
    step_tr_calculate(Total Rewards<br/>team calculates<br/>proposed increases)
    step_manager_compaas(Manager review<br/>in Compaas)
    step_exec_review_2(Executive review)
    step_manager_final(Manager informs<br/>direct reports of<br/>adjustment to<br/> compensation)
    stop((New<br/>compensation<br/>effective 1<br/>Feb 2022))

    start-->step_manager_review
    step_manager_review-->step_exec_review_1
    step_exec_review_1-->step_tr_calculate
    step_tr_calculate-->step_manager_compaas
    step_manager_compaas-->step_exec_review_2
    step_exec_review_2-->step_manager_final
    step_manager_final-->stop

Eligibility

Eligible team members for Annual Compensation Review have a hire date on or before: * October 31st for a cash compensation increase. * September 5th for an equity refresh. Team members are eligible for a refresh grant if they have been at the company for six months ahead of the grant date cutoff. The grant date is slated to be March 15th and the cutoff is March 5th. Note: in FY22 we moved from stock options to RSUs for team members hired on or before Sept 3rd.

Team members hired after October 31st will be reviewed to ensure their salary does not fall below the bottom of their compensation band (market range) based on increases to benchmark or location factor. If this does occur, the team member will be adjusted to the bottom of the band during the Annual Compensation Review cycle.

Annual Compensation Review Timeline

November:
  1. A member of the Total Rewards team will join the People Business Partner sync on a monthly basis at least one month before Annual Compensation Review begins.
  2. Benchmarks and Location Factors
  3. The Total Rewards team will review all benchmarks and location factors associated with the Compensation Calculator and propose revised inputs to the Compensation Group for approval/implementation.
  4. Performance Factors
    • The Total Rewards team will reach out the managers and People Business Partner to obtain performance factors for each active team member with a hire date on or before October 31st.
    • Remember that this is also a good time to update your team’s position description if it does not reflect the role.
    • Performance Factors should be confirmed in the assessment tool/BambooHR no later than November 30th.
December:
  1. Once all performance factors have been reviewed and approved the executive leaders of each group will review the breakdown with the Total Rewards team along with the People Business Partner for their group.
    • In this breakdown, leaders will be able to analyze all individual performance factors, the distribution of performance factors overall and by department, as well as an underrepresented group audit. Total Rewards will outline any concerns based on the aggregated data for the leader and people business partner to review.
  2. The Total Rewards Team will schedule a sync with the Talent Acquisition team to review proposed iterations.
  3. Using the revised inputs above, the Total Rewards team will calculate a minimum market increase for each team member to stay at the minimum of the FY23 range using the exchange rate as of 2021-12-01.
  4. Anyone on a formal Performance plan (PEP, PIP) that is ongoing through December 15 will be excluded from the Annual Compensation review. December 15th is the due date for emailing Total Rewards with PBP in CC about team members on a formal performance plan.
  5. Anyone who is departing from GitLab, with an end date in until February 1, will be excluded from the Annual review cycle. The People Business Partner will make sure to loop in Total Rewards on any terminations.
  6. December 10th: All data in BambooHR will be pulled to Compaas. The People Ops / PBP team will ensure all promotions, manager changes, title changes, etc are up to date in the system.
  7. December 15th - December 18th: People Business Partners bring any preliminary budgets concerns to Divisional leaders (or department leaders as applicable).
January:
  1. January 6th - January 20th: Manager Review in Compaas
  2. Each division leader is responsible for making sure their group stays within budget. The company has a 6% budget for all Performance increases and market adjustments.
  3. Managers and indirect managers will review the minimum recommended increase from Total Rewards and then propose an increase based on the performance factor for their team members. The minimum recommended increase from Total Rewards is not a cap, but instead a minimum value to ensure alignment to the new ranges based on performance and market adjustments.
  4. Depending on budget constraints, the increases for the individual team members may be adjusted up or down by management and reviewed by Total Rewards.
  5. Managers will want to review the total holdings (cash and equity) and determine increases to equity and cash compensation as appropriate to ensure team members are incentivized through their total rewards package in the next fiscal year.
  6. The People Business Partner team would advise managers to directly align proposed increases for team members with their manager (Senior Manager/Director) over 1-1s before Submitting.
  7. Hereafter divisional leaders (or department leaders as applicable) can review and discuss tentative budgetary impact for the division (or department as applicable).
  8. January 13th: People Business Partner check on the progress/Budget impact.
  9. January 18th: Aim to have all Managers/Senior Managers/Directors reviewed their slates. Justifications must be included in the notes section for all increases exceptions (for example: any above 10%, out of band exceptions due to contract factor updates, etc.) for slates to be complete. These justifications will be reviewed and approved by Department and Division leaders.
  10. January 18th - January 20th: Department Heads/People Business Partners review budget impact and deficiencies, before moving to E-Group.
  11. January 21st - January 25th: For E-Group to review and approve final compensation changes.
  12. January 26th - January 31st: Total Rewards will present all compensation changes to the Compensation Group for final approval.
February:
  1. February 1st - Februrary 4th: Total Rewards Analysts will update BambooHR, and notify all payroll providers to be effective February 1st. Total Rewards will be generating a "Total Rewards Statement" inclusive of Cash Compensation changes and current equity value for managers to use in communicating compensation changes in FY22. Total Rewards will also be iterating to include Total Benefits & incentives awarded throughout FY22.
  2. Once the People Group gives the ok: Managers will inform the team members of the increase and adjustments to compensation compared to their performance. Team members will need to be notified no later than February 11th.

Compensation Change Freeze

To ensure a smooth process, the Total Rewards team will freeze any compensation changes relating to promotions as part of the Annual Compensation Review process leading into the Manager Review portion of the program. Any compensation or promotion change requests need to be submitted in BambooHR by 2021-12-01 with last available effective date of 2021-12-01. If an exception needs to be made and a compensation change needs to be processed during this time, such as relocations or other reasons, please send an email to Total Rewards.

For internal transfers, Total Rewards will need a list of active applicants from Talent Acquisition on roles as of 2021-12-08. If a team member takes an internal transfer, they will be removed from the Annual Compensation Review process as their compensation will be reviewed per the hiring process.

Any compensation changes that result from Annual Compensation Review will have an effective date of 2022-02-01. If a manager anticipates that a promotion is more suitable to process for a team member, the manager has the option to remove the team member out of the Annual Compensation Review process and process a promotion through Compaas (more details to come). If this is the case, please send an email to Total Rewards no later than 2021-12-08.

Talent Assessment and Annual Compensation Review

Performance and Growth Factors are assessed as part of the Talent Assessments. The factors (developing - performing - exceeding) will be used as an input to calibrate on compensation increases, reinforcing GitLab’s pay for performance Compensation Philosophy.

Performance Factor

Recommendations from Total Rewards for discretionary cash compensation increases based on performance factor: * Developing in role = 0-3% increase * Performing in role = 3-7% increase * Exceeding in role = 6-10% increase

Your compensation increase may vary (up or down) from these percentages. These guidelines are meant to help ensure company-wide consistency. Actual increases may vary based on:

  • Changes to local market rates
  • Where you fall in the compensation range
  • Previous increases
  • Budget constraints

Do not expect that the final discretionary increases will fall into these ranges, as performance is only one factor out of many that goes into compensation adjustments.

When determining an increase, managers should account for increases in the current fiscal year, due to factors such as: * Promotion. * Transfer. * Targeted mid-year increase review. * Recent hire who is already aligned to market/performance rates. * Anything else that has already increased salary during the current fiscal year.

After a manager determines the performance increase (in percentages), that manager should be able to clearly communicate to the team member how it was derived.

Increases are not capped at 10%. If a manager would like to suggest an increase higher than the guidelines, they will want to add a justification for each indirect manager to review and approve.

If a manager has a team member on their team who is red circled (paid over the top end of the compensation range), in order for the person to receive an increase, they will need to submit a compensation exception request with their People Business Partner to Total Rewards which will then be reviewed and approved by the Compensation Group. The Total Rewards team will notify the People Business Partners of the team members red-circled once the new ranges are set for proactive review.

Communicating Performance Factor

Once all Performance Factors have been reviewed and approved and the Performance Factor Executive Audit has been complete, managers will be communicated to that they can share the final performance factor with their direct report. This will occur before Annual Compensation Review takes place intentionally so that way it is more focused on the growth and development of the team member rather than how this ties into compensation.

Growth Factor

While Performance Factors are used to calibrate on cash compensation increases, reinforcing GitLab’s pay for performance Compensation Philosophy, we encourage managers to use the Growth Factor (developing - growing - exceeding) as an input to calibrate on the equity refresh. The refresh is a long term incentive which can reinforce the long term growth potential of the team member.

In calibrating the equity refresh, we recommend managers to take the following into account: * Growth factor * Unvested Equity Holdings * Value Vesting the next fiscal year

Cash and equity are two levers available to managers to determine an appropriate Total Compensation for team members.

Key Talent

For team members designated as key talent, we would encourage managers to review team members' total compensation (cash + equity) and recommend increases to ensure team members are incentivized through the next fiscal year in the total compensation package.

Manager Review

As part of the new Annual Compensation Review, managers and indirect managers will review, approve, and enter proposed salary increases to ensure that we are paying each team member to market and prioritizing increases based on performance while staying aligned to budget. Please verify the compensation review inputs (performance, level, title) are accurate in Compaas.

It is very important that GitLab team-members understand their performance and how it impacts their salary.

While some GitLab team-members may not receive an increase due to already being at the right competitive rate for their Level, Role, and Location, there are other circumstances where an increase should be avoided. If there are any reasons as to why the team member should not receive the proposed increase to be aligned with market rates in our calculator, please email total-rewards@ domain with the reasoning and cc your People Business Partner. This could be due to a current performance issue, pending termination, etc. If you would like to delay the increase, please outline a proposed plan of action and deadline. Team members who are currently struggling to perform at their current level should have that communicated clearly and the manager should consider delaying the increase until performance reaches a commendable level.

Manager Review in Compaas

Compaas is GitLab's compensation platform where managers can login, review, change, and submit their proposed increases during Annual Compensation Review.

For any feedback about using Compaas during the FY22 Manager Review portion of Annual Compensation Review, please use the following issue.

Process for slate owners:

  1. Navigate to Compaas and select the option to sign in with Google.
  2. compaas login
  3. Select to sign in with your originally assigned GitLab email address.
  4. If you select to sign in with an alias, you will receive an error and not be able to sign in. You can confirm your original GitLab email address on the Personal tab of BambooHR.
  5. incorrect email
  6. If you have not used Compaas in the past, you will need to Select the Terms and Conditions box and click Submit. If a user has already visited Compaas Rewards they will automatically be taken to their slate view.
  7. terms and conditions
  8. Once logged in you will be taken to your slate. The slate will list the team member's name, role, benchmark role, performance factor, last raise amount (USD), raise (USD) and raise percent, compensation before and after any adjustments, range with range penetration, and notes.
  9. slate owner
  10. The role is located under the team member's name. This is the team member's job title including level, for example, Senior or Associate.
  11. Underneath the role is the benchmark role. This is the job title that is used for determining the base compensation before other inputs such as level are evaluated. For example, the benchmark role for a Senior Backend Engineer is a Backend Engineer, Individual Contributor.
  12. The performance factor is uploaded into Compaas and taken from the Performance/Potential review completed in November.
  13. The Last Raise field outlines in USD the total amount of the last pay increase to base salary.
  14. The Raise (and Raise as %) is where the manager or indirect manager can enter in the proposed increase for the team member for FY22 Compensation. Please note this is all in USD and will be converted to local currency once the cycle has closed.
  15. The team member's compensation before (light gray) and after (green) any adjustments is listed to the right of the percent increase.
    • If there is an "OTE" next to the compensation values, this indicates that part of cash compensation is a bonus component. Total Rewards works in OTE during Annual Compensation Review and then allocates to base/variable based on the desired split per role.
  16. The range penetration is the team member's compensation range for their role in their location. The bubble on the range will mark where they currently are and the arrow will show where they are being recommended to move to. This will prompt you if your raise brings the team member below or above the range for their role.
  17. The talk bubble at the right of the team member's card can be clicked on to leave a note on the team member's record. This can be used to record reasons for decisions, details about specific compensation change, or open questions for approvers or the People Group. The option to delete a note is also available.
  18. note
  19. delete note
  20. Clicking the background of the person's card expands it to reveal their compensation timeline. The timeline shows any historical compensation data Compaas has available for each person. Clicking the card again closes the timeline.
  21. Please note this data pulls from the Compensation and Job Information table in BambooHR. Any changes in the Job Information table automatically are entered as "Promotion" in Compaas in the timeline, but may have been a manager change or other title change not related to a promotion. Pay Rate changes will show in local currency as this is how it is entered in BambooHR in the Compensation Table.
  22. timeline
  23. Total Rewards has added notes to each person in Compaas to help managers assess increases based on changes to the calculator and performance ratings. There is a performance recommended increase which aligns to the company wide recommendations, Location Factor increase from the previous to current fiscal year, Benchmark increase from the previous to current fiscal year, and the Total Rewards Recommended Minimum Increase. This final range is the minimum Total Rewards would advise a manager to increase a team member to ensure alignment to the compensation calculator range as well as their performance. This is not a capped value and managers can add additional discretionary budget to team members as appropriate while ensuring alignment to budget. For more information on how to use this information see the Determining the Total Increase in Compaas handbook section.
  24. Total Rewards Notes
  25. Your slate can be filtered by what part of the pay range your reports currently fall into: Below, Bottom, Lower-middle, Upper-middle, Upper, Above.
  26. filter range
  27. The slate can be saved as a draft at any time. When you choose to "Save and Submit", you will see a screen summarizing your proposed raises. You may choose to cancel, leaving the slate in a draft state, or "Submit and Lock" which automatically submits your recommendations for approval to the next level manager.
  28. slate owner submit
  29. Note: Even slates for 0% increases need to be submitted via Compaas so the slate does not appear as "incomplete" while it moves through the process.
  30. Once the slate has been submitted for approval, it will be locked. You will no longer be able to make changes, but while the annual compensation cycle is open you will be able to log in and review your team's compensation adjustments.
  31. If any changes are made by a slate approver, these will be visible in your review screen.
  32. slate owner locked

Process for approvers:

  1. Approvers will log in using the same instructions as slate owners.
  2. Once you have logged in, you will see your dashboard and all available slates. Your slate will have a card for each of the team members you will be recommending a raise for.
  3. dashboard
  4. From the dashboard, approvers will be able to view their own slate in the "Slates" section and can follow the steps outlined above.
  5. From the dashboard, the approver can click on the green “View My Approvals” button to be directed to this page. All of the slates the approver has responsibility for, including their own, will be displayed here. The approver is able to click in to all of the Slates located within the Slates tab. When a Slate changes to “Ready” Status, a green circle will appear in the Status column. This means that the approver can review, adjust, and approve the slates that roll up to them for approval. This page also shows the status of your budget (if applicable, budget is held by the executive of each group).
  6. approver review
  7. Clicking the slate name or the > arrow will take you to a slate. If you need to override a slate approval, please reach out to the Total Rewards team as only admins can submit on behalf of another account. When you view a slate on your list, you will be able to edit the slate owner's recommendations and save them. Once you have saved, please refresh the page to see the changes applied to your budget, if applicable. For more information on the details located on each team member's card, please review the process for slate owners above.
  8. approver review slate
  9. Once you are finished making edits to a slate you are an approver for, you can choose to "Save & Submit". You will be taken to a screen summarizing the proposed raises. You may choose to cancel, leaving the slate unapproved, or "Submit and Lock" which automatically submits your recommendations for approval to anyone higher up in the approval chain. It is recommended that you keep all slates in draft form until you are ready to approve all slates in your group. Once you submit you will no longer be able to make any changes.
  10. slate owner submit
  11. Approvers who have multiple slates to submit may wish to utilize the "Approve All" button to finalize all of the slates that roll into them at once. This button will become available to click once all slates are ready for your approval and is located in the upper right corner of the Slates view.
  12. bulk approve
  13. After the "Approve All" button is selected, a window will pop up asking you to confirm whether you would like to approve all slates. Clicking "Confirm" will submit and lock each of your slates and send them for further approval, if applicable.
  14. confirm bulk approve
  15. After you have approved a slate, it will no longer be editable on your list of slates. After approving, you will still be able to visit the slate and view a current summary of any proposed compensation adjustments including any adjustments made by an approver higher up in the approval chain.
  16. slate owner locked

Determining the Total Increase in Compaas

When you review your team member's card in Compaas, you will see the recommended % increase for performance factor, the % increase in benchmark (if applicable), and the % increase in location factor (if applicable). Also, if applicable, there will be a minimum recommended increase to ensure team members end up within their compensation band (Minimum increase by Total Rewards). All the factors should be reviewed and used to develop a holistic increase. We recommend the following steps and best practices:

  1. Managers to take a holistic view: The recommendation is not to add the percentage compensation factors together to determine the increase, rather to use them as an overall factor in developing what the increase should be.
  2. Managers should use the minimum increase of Total Rewards to make sure the team member is within their band. As a manager you can review the Compensation band in the Compensation calculator.
  3. Hereafter managers should review the Performance factor ranges recommendations: Developing in role = 0-3% increase Performing in role = 3-7% increase Exceeding in role = 6-10% increase
  4. Is the recommended minimum increase from Total Rewards within the recommended range of the Performance factor?
  5. Yes: The total recommended increase would be within the performance factor range. E.g. The minimum increase to stay in range is 6% and the performance range is 3-7%. The PBP/Total Rewards team would recommend a 6-7% total increase.
  6. No, it’s below: We would recommend a total increase within the Performance factor range. E.g. The minimum increase to stay in range is 0% and the performance range is 3-7%. The PBP/Total Rewards team would recommend a 3-7% total increase.
  7. No it’s above: We recommend a total increase which is aligned with the minimum recommended increase of Total Rewards. E.g. The minimum increase to stay in range is 15% and the performance range is 3-7%. The PBP/Total Rewards team would recommend a 15% total increase.
  8. Use placement within the compensation range and previous increases/start date to finalize the increase.
  9. Important note: Any increase above 10% or out of band exceptions due to contract factor updates must come with additional justification entered into the notes section for planning to be complete. These justifications will be reviewed and approved by the department leader, division leader and compensation group.
  10. Also: Anyone on a formal Performance plan (PEP, PIP) will be excluded from the review. This must be communicated to Total Rewards and PBP by December 15th.
Examples

Person A has the following characteristics: * Has been at GitLab for 6 months. * Rated "Performing" during Performance Factor Review: 3-7% * Location Factor: 5% increase * Benchmark: 0% increase

As Person A's manager, since they haven't been here for very long, I may have been considering giving them a 3-4% increase based on their performance factor. Taking their location factor increase into account, I may increase this to 4-5%.

Person B has the following characteristics: * Has been at GitLab over 2 years. * Rated "Exceeding" during Performance Factor Review: 6-10% * Location Factor: 5% * Benchmark: 5%

As Person B's manager, Person B is one of my top performers and I want to compensate them adequately for this. Based on the increases for their location factor and benchmark and their high performance, I may recommend a 12% increase and include a justification for indirect managers to review and approve my recommendation for an increase above 10%.

Iterations to Compaas

We have now completed multiple compensation reviewed utilizing Compaas. Based on some awesome feedback from our GitLab team, we are working to have the following iterations to our process in Compaas. There are certain items that we may not be able to have implemented since any change to Compaas updates their tool for all clients. Where that is the case we will outline that it is a limitation for future reference.

The following iterations we will continue to review having implemented in Compaas: * Managers and team members to be able to log in and see where they fall in compensation for Compaas Analytics. * This is ready when GitLab is ready. We'll audit and pilot it with a few managers. * Ability to review who has/has not logged in with which ID. * On Compaas's backlog. * Mobile responsive * Approver and slate owner navigation so you don't have to toggle back and forth, but instead everything is in once place. Update: Still on separate slates, but you can see everyone by navigating to "All Employees" tab. * In development: All employees tab grouped by slate with budget status. * Okta integration. Update: Ready when we are. * Equity Ranges (similar to how cash compensation range work) * A clear picture of overall budgetary impact for the leader vs by slate. * Ability to see details (comp ranges, notes, etc) once a slate is submitted. * Update: Notes available, Compaas working on the rest. * Notification to a slate owner if an approver changes a recommended increase

Communicating Compensation Increases

All increases for Annual Compensation Review will be finalized by Feb 1st. FY23 compensation will be uploaded into BambooHR no later than Feb 4th for payroll to make changes in all subsequent systems. The Total Rewards team will turn off the ability to see compensation in BambooHR using Employee or Contractor Self Service from Jan 25th until Feb 11th for Employees and until Feb 4th for Contractors. Managers will have the ability to communicate any increases to their team before end of day on the 4th for Contractors and end of day on the 11th for Employees.

For FY23, each team member with a compensation change will have a Total Rewards Statment generated. Managers are able to utilize this letter when having conversations with your team members about their increase and overall Total Rewards Compensation package at GitLab. More information on these letters can be found in the handbook section below.

Communication Guidelines can be found in the here.

If your direct report has any questions on the calculation of their increase please feel free to have them reach out to the Total Rewards team.

Total Rewards Statement

Each team member who receives an increase during the Annual Compensation Review cycle will receive a Total Rewards Statement detailing their Total Rewards package (cash, equity, benefits). This letter will be available for managers to review in BambooHR no later than Feb 4th. Team members who are Contractors will be able to review their letter on Feb 6th and team members who are Employees will be able to review their letter on Feb 13th. Managers should share the letter in BambooHR once they have reviewed this with the team member. Please reach out to Total Rewards if the letter hasn't been shared by Feb 6th (Contractors) or Feb 13th (Employees) and we'll share this with you. Instructions for downloading and reviewing the letter are as follows: 1. Log into BambooHR. 1. If you are a manager, navigate to the profile of one of your direct reports first. Select the Documents tab and expand the Annual Compensation Review Total Rewards Statements folder. You can either select the linked document name to open a quick view of the Total Rewards Statement in BambooHR or select the download button that appears to the right of the letter. If you are a manager and are unable to see the Documents tab for your team member, please reach out to total-rewards@ gitlab and we will review your access level. * download change letter 1. There are two different letter formats depending on whether you/your team member is paid a base salary only or receives a commission/bonus: * Base + Bonus Letter Example (New Template to be added) * Base Only Letter Example (New Template to be added) 1. Each letter will have a Cash Compensation Section outlining the current (FY22) compensation and new (FY23) compensation in the team member's local currency. * The Base Only letter will list the current and new Base Salary as well as the percent increase (Total Target Cash Compensation % Change). * The Base + Bonus letter will list the current and new Base Salary, the current and new Target Bonus (Variable), the current and new Total Target Cash Compensation (Base + Bonus), and the Total Target Cash Compensation % Change. 1. Both letters will also have a section for Equity Compensation. (Additional details to be added). 1. Both letters will also have a section for Benefits linking to the Compensation Calculator for the team member to review the value of their benefits package. The compensation calculator outlines the following benefits: Remote Benefits, General Benefits, and Entity-Specific benefits. 1. To share the letter directly with the team member once their increase has been communicated, select the gear button to the right of the letter, select "Share with Employee", and, in the pop up prompt, select "Share" again. * share letter

Compensation Program Budget

The promotion and annual compensation review budget is separate and calculated based on the following conditions:

  1. Promotion Budget
  2. Assume 12% of the team is promoted with an average of a 10% increase to OTE.
  3. Annual Compensation Review Budget
  4. 6% of those who were not promoted. Therefore 6% of 88% of the population.
  5. The annual compensation review budget is held by each e-group leader. The leader can allocate budget however appropriate within their division, but cannot move funds to another division.
  6. The budget for grade 12 and above is managed by the Compensation Group internally to GitLab, and approved by the Compensation Committee at the Board level.
  7. Relocation Budget
  8. Relocations are not considered in the budget. Theoretically throughout the year, there would be a net zero from those moving to higher-cost and lower-cost regions.
  9. Budget Rollovers: The budget from annual compensation review can rollover into the promotion budget for that fiscal year. For example, if Engineering has 20,000 USD left after the FY22 annual compensation review process, they can use these funds for promotions in FY22. At the end of each fiscal year, the budgets will reset. Total Rewards will work with FP&A to review what the maximum amount of rollover is
  10. Budgets cannot be transferred to a different division.

Calculating Budget Actuals 1. Promotion Budget * The Total Rewards team will calculate what the budget is for each Division to be managed by the executive of the group. * Take total OTE (TTC) as of October 31st of the current fiscal year x 12% x 10%. To get to each quarterly budget divide the annual amount by four so promotions budgets are the same throughout the year. We want to ensure predictability in financial models, so while the budget is set at the beginning of each fiscal year, we will also analyze spend per quarter. * Any additional increases over budget must be approved by the CPO and CFO and may be taken from the following quarter's pool. * Considerations when reviewing increases in BambooHR: * Any promotion with a percent increase of more than 10% to base salary must be approved by the CPO * Any promotion where the employee has had less than one year of tenure in the current level must be approved by the CPO * Any promotion to Director and above must be approved by the Compensation Group * The Total Rewards team will track and report on budgets throughout the quarter while the data team works to automate this in Sisense. 1. Annual Compensation Review Budget * Per Division take the total OTE (TTC) of the group as of October 31st x 88%. Review removing any overspend or allocate additional budget per division from the promotion budget. * Verify totals with the Manager, FP&A.

Targeted Mid-year Increase Review

Additional information to be added on the Targeted Mid-Year Increase Review

Introduction

On this page, we explain how we review our Compensation Calculator in preparation for the Compensation Review Cycle.

Duties and Responsibilities

The Total Rewards team and People Business Partners both play a vital role in ensuring the success of Annual Compensation Review. The Total Rewards team handles more of the "big picture" company-wide in the set up and administration of Annual Compensation Review while the People Business Partners take on more of the "details" related to their division.

Total Rewards

The Total Rewards team is responsible for setting up Annual Compensation Review, analytics, audits, and general communication. This includes (but is not limited to): * Ensuring all analyses (below) are created on time and all data inputs are reviewed and refreshed for the next Fiscal Year. * Setting up Compaas with eligible team members, managers, and approvers. Determining minimum recommended increases and loading these into Compaas. Providing Compaas with each team member's benchmark % increase, location factor % increase, and suggested increase parameters according to their performance factor. * Communicating timelines, what process is taking place, instructions, and deadlines to all relevant team members.

People Business Partners

People Business Partners work with their teams to address any problems, help the Total Rewards team with communications, and help their team/executive review Compaas and any analyses that are created. This can include (but not limited to): * Reviewing any concerns highlighted from the Total Rewards team during audits with their executive and determining with them the best course of action. * Reviewing and editing communications to be sent out in order to reduce anticipated questions or confusion. They also assist with following up with team members where action is needed; for example, if a manager hasn't gone into Compaas yet and the deadline is approaching. * Working with their teams to stay in budget. * Managing departmental review processes and timelines to meet the overall company timeline.

Analyses created for Annual Compensation Review

Benchmarking Review

Benchmarking review is an internal process completed by the Total Rewards team to determine any adjustments to role benchmarks for the next FY which is completed in November.

Process

  1. Create a copy of the Benchmarking Analysis sheet for the upcoming FY.
  2. Ensure all job codes from the Job Codes sheet are in the Benchmarking Analysis and pull in updated Radford and Comptryx job codes.
  3. Refresh the Radford and Comptryx survey tabs with the most recent data available.
  4. Ensure the IC, Manager, Director, and Sales benchmark tabs have been updated with our currently used job codes.
  5. Ensure formulas are in place for each row of the "Radford/Comptryx Job Codes" tab and that the median of the 50th and 75th are properly pulling into the benchmarks tabs.
  6. Use the Job Codes sheet to refresh the current FY21 benchmarks. Compare our current benchmarks to the median of the 50th and 75th of the survey data (depending on the role) and make any recommendations based on market fluctuations.
  7. Once the new benchmarks are reviewed and approved, these are updated in the handbook.

Location Factor Review

The location factor review is an internal process completed by the Total Rewards team to determinate any adjustments to location factors for the next FY which is completed in November.

Process

  1. Create a copy of the Location Factor Review sheet for the upcoming FY.
  2. Ensure all location factors, including ones added throughout the year and ones marked for further review, have been added to the analysis.
  3. Pull in refreshed data for all data sources: ERI, Robert Half, Dice, Radford, and Comptryx.
    1. Check these resources for new matches to our location factors and pull data for all available metros.
  4. Using the refreshed data, compare the new data to our current location factors for fluctuations noting that we will not decrease a location factor.
    1. Analyze the average data for all locations in a geographical region to determine the location factor for that geographical region.
    2. Analyze all data for metro areas and countries separately to determine which metro areas and countries will need to be separated from the location factor determined for the geographical region.
    3. If the formula is overwritten, notate the reasoning why.
  5. Once the new locations factors are reviewed and approved, these are updated in the handbook.
Pulling Survey Data and Matching

ERI

  1. Log in to ERI. Login details are stored in 1Password.
  2. Navigate to the Geographic Assessor.
  3. Navigate to the Comparison List - Cost of Labor tab.
  4. Set salary levels to $100,000 and $150,000.
  5. Select all locations by clicking Add Location and adding all locations to your current list. This may need to be broken up into different lists to comply with ERI's list limits.
  6. Download the excel file for all locations and add to the Location Factor Review sheet in the ERI tab.
  7. Pull in the previously matched GitLab localities from the previous year's location factor review into the ERI tab.
  8. On the Analysis tab, review locations without a match to ERI to see if there is now a match on the ERI tab.
    1. For cities, only add the exact match, not everything that would fall into the locality. For example, for San Francisco, California, I would match it to San Francisco in ERI's data set, but not Oakland. If two cities are listed in GitLab's locality, for example Berlin/Leipzig, Germany, match to both cities if available in the data.
    2. For All and Everywhere Else localities, for example All, Nigeria or Everywhere else, Netherlands, match to the state/province/country average data. Everywhere Else data will be deflated in the analysis to account for the metro area being included in the state/province/country average.

Robert Half

  1. Download the salary guide from each country Robert Half operates in. The list of countries Robert Half operates in and their respective websites where you can download the salary guide are located here.
  2. Information from Robert Half has to be manually pulled out of their PDFs to our sheet.
    1. For the US and Canada, enter the location differential to the right of each location in the Robert Half tab. Create a new line for each location that isn't currently captured and match it to our data if we have the location as a locality.
    2. For locations in other countries, the salaries by role will need to be compared between the country being reviewed and the US. The San Francisco differential reported by Robert Half should be applied to the salaries for the US and used to calculate a differential to the salary guides in other countries.
  3. Once differentials have been calculated for each global location, any new locations that do not currently have a match to one of GitLab's localities should be matched.

Dice

  1. Download the most recently published Dice Technology Salary Report.
  2. Information from Dice has to be manually pulled out of their PDF to our sheet.
  3. Add the salaries for each city and state reported by Dice to the Dice tab, adding a new line for any new cities or states.
  4. Match any Dice locations to the corresponding GitLab locality, if applicable.

Radford

  1. Log in to Radford.
  2. Navigate to the Data tab and then the Market Queries tab on the Data tab.
  3. Select a location in the Query dropdown that corresponds to the tabs in the Radford Data sheet for both the Global Technology Survey and Global Sales Survey. In the Select Jobs dropdown, select All Jobs. In the Data Elements dropdown, select ACR. Click Save & Run. Navigate to the reports tab to download once the report has finished running. Note that more than one report can be run at a time.
  4. Repeat these steps until all tabs have been refreshed.
  5. Once all locations that were used last year have been refreshed, check for new locations by opening any query, select Add A Breakout, select a country, and use the Region/City dropdown to see if there are any new locations.
  6. If there are new locations, they should be added as a separate query. To do this, in the Select a Query dropdown select Create New Query. Name the Query after the location. You'll want to complete these steps for both the Global Technology Survey and Global Sales Survey. Again, select Add A Breakout, select the country, and in the Region/City dropdown select the place you added as the Query name. Name the breakout after the location as well. Click save and follow the steps from step 3 to run the report.
  7. Once the report is downloaded, add this to the corresponding tab in the Radford Data sheet, combining the Global Tech and Sales Surveys.
  8. On the SF tab, scroll all of the way to the right and add two new columns for each new location. Copy the formulas from two other columns and update the vlookup to reference the correct location for these columns.
  9. Add the new location(s) to the Location Factors tab and take the average of the location's factor column in the SF tab.
  10. Match the new location(s) to a GitLab locality in this tab as well as any location that haven't previously been matched, if applicable.

Comptryx

  1. Log in to Comptryx.
  2. Click Global Pay in the upper right.
  3. In the Select Population box, select all individual levels (ie P3, not P14) in the Selected Levels dropdown. Select all 3-letter functions in the Select Functions dropdown. Select all Metros and Countries in the Selected Locations dropdown.
  4. Select Data Extract at the top. Under Select Pay Elements, check off Total Cash - Tgt (NA). Under Select Statistics, check off 50th %'ile and 75th %'ile. Select to include only market data. Submit the report. If the report freezes your computer, break it up into smaller chunks such as by pulling data by continent.
  5. Import the report into the Comptryx - Data tab of the Comptryx Data sheet.
  6. Add any new locations as a new column in the Analysis tab and apply the same formula from previous columns. Also add any new locations to the Location Factor tab at the bottom and drag down the formula.
  7. Match the new location(s) to a GitLab locality in this tab as well as any location that haven't previously been matched, if applicable.

Underrepresented Group Audit

The Total Rewards team will run an audit twice throughout the Compensation Review Process to review any statistically relevant bias for underrepresented groups: after the Performance Factor submissions (December) to review distribution of performance ratings and after Manager Review (January) to review the distribution of discretionary increase allocations.

This analysis will be conducted at the department level, for each department leader to review, as well as all other indirect leaders up to the e-group level. The executive of each division as well as their People Business Partner will address any concerns with the performance factors or discretionary increase allocations submitted across their division.

Process

The Total Rewards Team will audit with the following data breakdowns (as aligned in our Identity Data Metrics): * Ethnicity (only in the United States as we work on adding globally relevant ethnicity categories to BambooHR for self-identification) * Tenure * Gender (as self reported in BambooHR) * Geographic Region * Grade

The Total Rewards team has created a template to automatically sync for each department leader, indirect manager, and overall e-group leader by adding the information submitted into a master file for increased efficiency in data analysis.

People Business Partner Action Required

The People Business Partner should familiarize themself with the output of this analysis and what has been flagged. They will review any issues that have been flagged with the leader of their division and advise Total Rewards of any changes.

Minimum Market Increase

This will calculate the minimum amount necessary to ensure the team member is in range and will be loaded into Compaas as the minimum recommended increase from the Total Rewards team and is finalized before the cyle opens for annual compensation review.

Process

  1. Utilizing the Comp Data Analysis and Modeling sheet template, create a new report with all Annual Compensation Review eligible team members.
  2. Overwrite their Location Factor and Benchmark with the updated inputs.
  3. Create a column that flags anyone with a compa ratio below 0.8 and another column that outputs how much they would need to be increased to fall into range.
  4. Create a copy of this report for each division for People Business Partners to review and create a report for Compaas to upload using their template.

People Business Partner Action Required

Review and flag any concerns or possible data errors to the Total Rewards team.

Introduction

On this page, we explain the different factors that make up our Compensation Calculator and its alignment to GitLab's values and Compensation Principles.

Use the calculator

We source some of the information the calculator is based upon, including the San Francisco benchmark and location factors, from 3rd party, non-public sources. As a result, the full compensation calculator application itself cannot be made completely public.

Instead, consistent with our value of transparency but in line with our agreements regarding how we use data we have sourced, we provide information regarding the type of data we use to build the calculator and how that information helps us build as complete and accurate of a calculator as possible.

Team members can access the calculator at any time with their GitLab credentials. Applicants will be given credentials and will be able access the calculator themselves as well, during the application process. The information from the calculator should only be shared with those who have access (GitLab team members and candidates).

You can use the calculator to determine the overall Total Rewards Package Offered by GitLab (Cash + Equity + Benefits). Internal team members can also use the following spreadsheet by making a copy and adding in your specific information to calculate the GitLab Total Rewards annual amount.

Contact Total Rewards

For any questions relating to the compensation calculator, reach out to Total Rewards.

The Compensation Calculator

As a natural extension of the Compensation Principles and our commitment to transparency, sharing, efficiency, directness, and boring solutions (see our values) we developed a Compensation Calculator. The compensation of executives and anyone on a quota is not set with the calculator. We use a Compensation Calculator because it helps us align compensation to our values:

  1. Transparency - The calculator is open to GitLab team members and candidates in the pipeline. This means that at the time of hiring, candidates don’t have to blindly negotiate compensation. They simply need to enter the individual inputs on the Compensation Calculator and it comes up with a band consistent with the individual’s circumstance - where they live, level, currency, etc. When team members move across levels, departments and locations during their time at GitLab, they’ll also be able to see the appropriate band for the change.
  2. Efficient - There’s no need to have multiple back-and-forth conversations between team members, managers, recruiters and the Total Rewards team. For hiring managers and recruiters, they simply use the Compensation Calculator for the roles they’re hiring for rather than having multiple approval levels and conversations. Similar with promotions and any other changes with locations, benchmarks, levels, team members and managers can discuss compensation according to the inputs on the Compensation Calculator rather than having negotiations.
  3. Diversity, Inclusion & Belonging - People with the same attributes should earn the same. The Compensation Calculator reduces unconscious bias or giving higher pay to individuals who can negotiate better. The Compensation Calculator allows us to take a data-driven approach to compensation where there's fairness across all teams, levels and countries.
  4. Collaboration - Allows for team members to review the Compensation Calculator and have the Total Rewards team iterate based on the data and feedback we get from the team.
  5. Iteration - The Compensation Calculator gets reviewed when feedback is received and all inputs are reviewed during the Annual Compensation Review.
  6. Results - The Compensation Calculator helps us focus on our outputs rather than spending unnecessary time talking about and negotiating money. It shifts conversations and focus from ‘I want X money’ to looking at the training and mentorship necessary for our team members to increase within the range based on performance.

Goals of the Compensation Calculator

The goals of the calculator are:

  1. Calculate compensation for 200+ regions all over the world.
  2. Based on a simple formula.
  3. People with the same attributes should earn the same.
  4. The adjustment for paying local rates should be the same if you are in the same location.
  5. You should be able to calculate your compensation in case you know or made an assumption about your level.
  6. That it is as close to a competitive rate as possible given the other constraints.
  7. Be able to calculate compensation for most of our offers without involving a compensation specialist.

The Compensation Calculator Formula

Your compensation = SF benchmark x Location Factor x Level Factor x Exchange Rate

The calculator will output the amount as base + variable = total target cash (TTC)

Your options can be found on stock options and benefits can be found on relevant entity specific benefits pages.

The compensation calculator is updated in December and June with the proper exchange rate, keeping compensation levels in line with local purchasing power.

Disclaimer

The compensation calculator is a tool to assist the Total Rewards team in determining a compensation package for new and existing team members. The results of the calculator are not binding. Written correspondence through a contract or letter of adjustment specify all official compensation changes. We reserve the right to change the calculator at any point in time.

Reporting a Discrepancy

As with all things at GitLab, the compensation calculator is a constant work in progress. There are a few options for reporting a discrepancy if you find the calculator isn't outputting data that is true to market.

If you are an internal GitLab team member or external to GitLab:

If you prefer to remain anonymous:

Rounding Best Practice

Previously, our compensation calculator and processes (percentage changes from compensation review, relocations, currency fluctuations, etc.) produced numbers that were exact, sometimes down to the dollar and cents. To make the numbers more digestible, we are implementing a practice to round up compensation in the local currency to the nearest hundredth. This rounding practice applies to future compensation changes from July 2020 onwards.

SF Benchmark

Introduction

SF benchmark is the team member compensation at a compa ratio of 1.0 at or above market for the role in San Francisco, which we determine using various sources of survey data: Radford, Comptryx, AdvancedHR. We only use crowd sourced data (Paysa, Payscale, etc) when no survey data is available.

Benchmark Evaluation

Benchmark Types

Benchmarks are determined based on the following types: Individual Contributor (IC), Manager, Director, Senior Director. The Total Rewards team will add an entry for each type listed within the job family. For example:

  ic_ttc:
    compensation: 100000
    percentage_variable: 0
    from_base: true
  manager_ttc:
    compensation: 140000
    percentage_variable: 0
    from_base: true
  director_ttc:
    compensation: 180000
    percentage_variable: 0.15
    from_base: true
  senior_director_ttc:
    compensation: 220000
    percentage_variable: 0.15
    from_base: true

Note: Where there is no variable component offered (ICs and Managers) GitLab runs the benchmark evaluation off of base salary only. Where there is a variable component offered, GitLab runs the benchmark evaluation off of Total Target Case (TTC).

Benchmark Evaluation for Existing Roles

Benchmarks are evaluated annually as part of the Annual Compensation Review process. Benchmarks can also be adjusted as needed throughout the year.

To analyze benchmarks: 1. Use the job code as the unique identifier to match all data. 1. Outline whether the role is Base or TTC (Total Target Cash) to pull data accordingly. 1. Add in the Radford and Comptryx Job Code. 1. Generate a formula to look up the proper survey data from both Radford and Comptryx at the 50th and 75th percentile. 1. Propose an updated benchmark taking the maximum of the 50th percentile median or the current benchmark. 1. Evaluate the percent change. 1. Generate a merge request to update the benchmark in the relevant data file and assign to the executive of the group for approval. 1. Evaluate any impact to the current team if this benchmark change is done outside of annual compensation review.

New Benchmark

Whenever a new role is established, a new benchmark must also be determined. The Total Rewards team is pinged on the merge request for a compensation review to start the process. The Total Rewards team should ensure that the request is not for a role that already exists and has a benchmark.

Compensation Benchmarking is the process of using internal job descriptions to match salary survey jobs in order to identify the external survey data for each benchmark positions. Compensation data can fluctuate from very high salary data to very low salary data for roles that have the same or similar job titles. Example would be Field Marketing Manager. A Field Marketing Manager at GitLab or another SaaS or Technology company salary benchmarks would and can be included with Field Marketing Manager for other Non Technology companies, as an example RedBull. Though they have the same "title" the role, scope and salaries for these roles are very different. Based on these variants in comp data we will look at the relevant comp data for each role and use the median for the benchmark.

Each new job family will be assigned a job code and evaluated through the same process as for existing role.

To review the Compensation Benchmark process please refer to the New Roles Creation.

Benchmark Adjustment

As stated in competitive rate we want to recruit and retain people who meet our requirements. If more than 20% of the people do not accept our offers stating compensation as a reason this is an indication we're not offering a competitive rate. In this case the Total Rewards team can review the compensation. During this review, we do not look to target at a certain percentile, but instead look at market rates and declined candidate offers when adjusting. A business case should be presented to the compensation group after approval from the Total Rewards team in a google sheet with market data, candidate expectations, an impact to the current team; and in a google doc outlining the problem statement, likely cause, what the department has already tried, and an overall proposal which clarifies the budgetary impact.

If we change our SF benchmark for a job family without changing the requirements, we change the compensation both for existing team members and new hires. If the SF benchmark is changed together with the requirements this review might happen at the time of the change or in our yearly cycle.

Sometimes the requirements of a job family change. Usually this means the requirements become more restrictive as the complexity of our project and services demands more--or more specific--experience. This is different from a market adjustment because the market has not necessarily changed. This means that everyone on that benchmark does not get an automatic raise.

However, we want everyone who works at GitLab prior to a role requirement change to the have the same opportunity as new hires. They and their manager can then immediately begin technical and career development using the new role requirements. Promotions against this new criteria can also be requested on their own cadence.

It's not necessary, but it's easier for the organization to digest a benchmark change resulting from changes in a job's requirements if the name of the role changes as well. Two examples are:

  • Production Engineer -> Site Reliability Engineer (SRE)
  • Developer -> Backend Engineer
  • UX Designer -> Product Designer

Job Codes

To automate the process of pulling survey data from Comptryx and Radford to review benchmarks, GitLab has mapped each job title with a corresponding job code. As a first iteration GitLab will use the job codes Radford has outlined. Each job family and level must have a unique job code. The following structure is used:

  • Radford Code to be used as job code.
  • If there is a duplicate Radford code, the job code in BambooHR will have a letter behind to differentiate (A, B, C, etc).
  • If there is no job code, GitLab will generate a four digit unique job code starting with "N".

For example: Backend Engineer = 5163 Senior Backend Engineer = 5164 Distribution Engineer = 5163A Senior Distribution Engineer = 5164A

All current job codes can be found by the Total Rewards team in the "Job Codes" google sheet on the Final Job Code Tab.

Location factor

Introduction

Location Factor is calculated using multiple data sources to conduct a market analysis of compensation rates globally: Economic Research Institute (ERI), Numbeo, Comptryx, Radford, Robert Half, and Dice. This is not a cost of living analysis, but instead a cost of market evaluation compared to San Francisco. The Total Rewards team will use their best judgement in determining the input per location based on our Compensation Principles.

Geographical Areas

The location factor depends on your geographical area. To determine geographical areas as it relates to compensation, we looked at what the United Nations outlines globally:

  • Americas/LATAM:
    • US: Central
    • US: Mid Atlantic
    • US: South Atlantic
    • US: Mountain
    • US: New England
    • US: Pacific
    • Canada
    • Central America
    • South America
    • Caribbean
  • EMEA:
    • Eastern Europe
    • United Kingdom
    • Northern Europe
    • Southern Europe
    • Western Europe
    • Middle Africa
    • Northern Africa
    • Eastern Africa
    • Southern Africa
    • Western Africa
  • APAC:
    • Central Asia
    • Eastern Asia
    • Northwestern Asia
    • South-eastern Asia
    • Southern Asia
    • Southwestern Asia
    • New Zealand
    • Australia

To determine your area:

  1. . Select the country you live in. This filters out all areas outside of your country.
  2. . Select your Province or State (if applicable).
  3. . Select your Metro Area if you live within a commutable one hour and forty-five minutes of a city listed.

    If you are within a commutable one hour and forty-five minutes of more than one city, use the city with the shortest commute as your location. If not, select "Not Applicable."

    If there are no additional boxes for State/Province and/or Metro Area for the country you select, this country has the same location factor regardless of the city you live in. Similarly, if there is no additional box for Metro Area after selecting a State/Province, this state or province has the same location factor regardless of the city you live in.

  4. . If your country is not listed, reach out to total-rewards@domain to gather relevant data.
  5. . When you move, you have to inform People Ops and Total Rewards, per the Relocation process and your compensation may be adjusted up or down. Refer to Total Rewards team or the Compensation Calculator to see what the likely impact will be.

If the location of a metropolitan area is higher than the regional minimum, the metropolitan area's location factor is used for the calculation.

Calculating Location Factors

GitLab will gather and analyze the data for each location factor annually as part of annual compensation review. We will also iterate on location factors as needed throughout the year.

  1. Data Gathering
    • ERI: Review the Cost of Market Analysis of each Geo Area to San Francisco at the 100,000, 125,000, and 150,000 salary rate. Take the average of all three data points.
    • Robert Half: For US and Canada, Robert Half has salary differential information based on each geo area. Normalize this data as a fraction of SF.
    • Dice: Using the Results from the Dice Tech Salary Report, take the differential of the geo area to SF.
    • Comptryx: Pull a report from Comptryx with all job families in SF as well as each location available in Comptryx to evaluate the differential to market.
    • Radford: Pull a report from Radford with all job families in SF as well as each location available in Radford to evaluate the differential to market.
    • In reviewing the data set, determine if a new geo area needs to be added to the list.
  2. Data Analysis
    • For geographical areas:
      • Take the average of all non-metro data to determine the location factor for the geographical area. If insufficient non-metro data is available, use all available data and deflate for metros.
    • For metro areas, take the maximum of:
      • the average of all data sources rounded to the nearest 0.01 OR
      • the current location factor or geographic area (so as to not reduce location factors).
      • If the location factor for the metro area is higher than for the geographical area, pull this out as its own location factor.
      • Analyze the output based on geo areas to adjust location factors where needed. Add a comment with the rationale for the adjustment.
    • Reasons why the formula may be adjusted:
      • Not enough number of data points for the output to be statistically relevant
      • Adjusted to align with other metros in geo
    • When analyzing: Focus on where we are having troubles talent acquisition, retaining, or have a smaller population of team members as these can be indicators of a misalignment in the region.

Level Factor

Level Factor is currently defined as:

  • Junior: 0.8 x ic_ttc
  • Intermediate: 1.0 x ic_ttc
  • Senior: 1.2 x ic_ttc
  • Staff/Manager: 1.0 x manager_ttc
  • Senior Manager: 1.2 x manager_ttc
  • Director: 1.0 x director_ttc
  • Senior Director: 1.0 x seniordirector_ttc

The nomenclature can be adjusted for each job family to ensure the appropriate level to select is clear.

GitLab Job Grades

GitLab job grades aid in mapping a role for internal equity with respect to cash and equity. For example, if there is a stock option update, this mapping can act as a reference to update the compensation calculator for the various roles to ensure alignment. Job Grades can also provide an alternative path to finding the current number of options offered without having to fill out the compensation calculator.

Job Grades:

Note: This table excludes Enterprise Sales, Commercial Sales, Channel Sales, and Sales Development. Grading can be seen in the table below.

Grade Management Individual Contributor
15 CEO
14 EVP/CXO
12 VP Fellow
11 Senior Director
10 Director Distinguished
9.5 Manager, Product Principal Product Manager
9 Senior Manager Principal
Senior Product Manager
8 Manager Staff
Product Manager
Consultant
7 Senior
6 Intermediate
5 Junior
4 Intern

Dual career tracks can be added to each job family (regardless of division) when supported by data. Each individual contributor level above senior (grade 7) will have links to market examples of that level in the relevant section of the job family.

Sales/Sales Development:
Grade Management Individual Contributor
15 CEO
14 EVP/CXO
12 VP
11 Senior Director
10 Director
9.5
9 Manager (Sales)
Senior Manager (Sales)
8 Manager (Demand Generation) Enterprise
7 Mid Market
6 SMB/SDR Lead & Acceleration
5 Analyst/ SDR
Customer Success:
Grade Management Individual Contributor
15 CEO
14 EVP/CXO
12 VP Fellow
11 Senior Director
10 Director Distinguished
9 Senior Manager
Manager
Principal
Staff
8
7 Senior
6 Intermediate
5 Junior
4 Intern

Compa Ratio

Compa Ratio is a term used internally in the Total Rewards team to evaluate Pay Equality.

The Compa Ratio where within the range spread a team member falls in the calculator. Specifically, the GitLab compensation calculator has a 40% spread (+/- 20% from the median). It is common to see range spreads up to 50%.

Introduction

On this page, you can find information about the principles that guide GitLab's benefit strategies and decisions.

Contact Total Rewards

For any questions relating to benefits, please reach out to Total Rewards.

Guiding Principles

These principles will guide our benefit strategies and decisions.

Collaboration

  • Work with providers, vendors, and global networks to benchmark benefit data from other similar sized companies.
  • Foster cross-company understanding.

Results

  • Evangelize benefit programs in each entity.
  • Transform “statutory” to “competitive.”
  • Make benefits a very real aspect of compensation during the hiring process.
  • Measure team member engagement and benefit enrollment.

Efficiency

  • Use the GitLab Inc (US) benefits as a starting point, and try to stay as consistent as possible within the US baseline.
  • Iterate on changes for specific countries based on common practices and statutory regulations.

Diversity, Inclusion & Belonging

  • Actively work to ensure that our benefit choices are inclusive of all team members.

Iteration

  • Regularly review current benefits (bi-annually) and propose changes.
  • Everything is always in draft.

Transparency

  • Announce and document benefits to keep them updated.
  • Share upcoming benefit plans internally before implementing them.
  • Invite discussion and feedback.

We value opinions but ultimately Total Rewards/Leadership will make the decision based on expert advice and data.

Guiding Principles in Practice

When establishing a new co-employer or entity we will outline the following benefits as to why it is or is not offered.

  1. Medical
  2. Pension
  3. Life Insurance

We do not have specific budgets around benefit costs, but instead look to increasing the ability to recruit and retain team members in favorable locations. We do not take a global approach to offering the same benefits in all countries, but will transparently outline why we do or do not offer the above benefits on their respective entity specific benefits page.

Knowledge Assessment

You can test your knowledge on our benefits by taking the GitLab Benefits Knowledge Assessment quiz.

If you have questions about benefits or the content in the Knowledge Assessment, please reach out to the Total Rewards team. If the quiz is not working or you have not received your certificate after passing the Knowledge Assessment, please reach out to the Learning & Development team.

Team Member and Manager Support During COVID

With the continued uncertainty of COVID 19 and the lack of visibility on how things will progress throughout the remainder of 2020 and into 2021 we wanted to offer additional guidance for how we continue to support our team members, managers and the GitLab business. Knowing that there is not a one size solution that fits all team members we are looking at what can we do collectively to ensure that communication, collaboration, engagement, performance and overall team member well-being is being addressed as we navigate these ever changing and challenging times. We are a family and friends first company however we do also have a business to run so this section is to offer recommendations, suggestions, guidelines and best practices for all team members and managers.

Manager Guidelines/Best Practices

Managers should always be checking in with their team members to determine how they are doing from a personal perspective not just from a task/role perspective. If a manager is aware that a team member is struggling to balance work and home priorities they should reach out and schedule time with the team member to understand the concerns and work through potential options to help. Ask the team member to do a self evaluation of what is possible and explore different proposals for their working schedule. Once the team member has completed a self evaluation and you have identified options, reach out to your aligned People Business Partner to discuss the best option that works for the team member that also aligns to local labor regulations. Furthermore as a manager it's important to help prioritise work if your team member has reduced availability. As a manager ask yourself: What things are highest priority? What things might be a low priority? What can temporarily be removed of the responsibilities if at reduced capacity? Document the expectations you've set with the team member and iterate as the situation might be changing.

If your team member is currently on a performance remediation plan, consult with your PBP on recommendations how to appropriately manage or adjust.

Team Member Guidelines/Best Practices

We want to acknowledge that many of our team members are now juggling various roles trying to balance full-time work, full-time parenting, full-time educating, full-time caregiving for an elderly parent, relatives, neighbors, or friends, etc. These activities have blended into our daily lives and these very challenging times can create additional stress and burden for team members.

If team members are feeling overwhelmed, stressed, unable to keep a normal work schedule and/or work full-time, they can reference the content below to help facilitate a discussion and develop a plan that works for all involved.

Self-Evaluation

This is important and may be a hard thing for team members to undertake. However, it is a critical step in the process of identifying and developing what a true working plan will look like to help you navigate the work life balance challenges. It is ok to take a look at your current situation and identify what is working, what isn't working, what could work better and what would a successful working schedule look like during this time. Once you have done your self evaluation set up time to discuss with your manager or People Business Partner (PBP) regarding the support needed. Here are some examples, though not an exhaustive list of potential work schedule alternatives.

  • Team member is able to start their day earlier than normal, have a long mid-day break to manage their home situation and continue working until later the day to manage their responsibilities/acheive the same results.
  • Team member is unable to work in the start of their day, but instead starts work later and finishes later to manage their results/responsibilities.
  • Team member is able to shift the days they work due to additional support at home and works for example a flexible schedule of Wednesday-Sunday, Sunday to Thursday or Saturday to Wednesday.
  • Team member is unable to work full-time due to home priorities, but is able to commit to a a reduced schedule. (Note: There may be options based on local laws where a team member can go to a reduce work schedule and pay)
  • Team member is unable to work and would like to request a leave of absence. Eligibility and details for leaves of absenses will vary based on local laws.

Here is a COVID-19 Impact Self-Evaluation template that you can optionally use to help guide your conversations.

Communication

Communication and collaboration is key to any relationship, particularly the working relationship. Set up time with your manager to review your self evaluation and talk through your different proposed schedule and work options. Once you and your manager have agreed upon a proposed schedule/working agreement, reach out to your aligned People Business Partner to review and come to a finalized working agreement. Please note we know there is not a one size fits all for every team member. However, with the right communication and collaboration we can ensure that team members needs are being supported as well as meeting GitLab goals.

We want to make sure that team members are doing the things necessary to take care of themselves. Please review the COVID-19 resources content in the handbook and reach out to the Employee Assistance Program: Modern Health as you see fit. We also want to encourage team members to continue to utilize our PTO policy and take time off as needed. We recognize that most team member's travel and vacation plans have altered dramatically during COVID, but a "staycation" and logging off from work is still strongly encouraged. Just work with your manager to make sure the appropriate coverage is available.

COVID-19 Medical Leave Policy

GitLab has long believed in "family and friends first” and we realize that our team members may require some additional time away from work in the event they or a dependent family member are directly affected by COVID-19. In order to best support our team members who find themselves or family member(s) directly affected by COVID-19, GitLab has created this COVID-19 Medical Leave Policy to allow for leave time explicitly and guaranteed.

GitLab team members directly affected by COVID-19 who need to take leave for one of the two reasons set forth below are eligible to take up to 12 weeks of leave with full pay after utilizing our Sick Leave policy. In the event that the sick leave provided under your local law is more generous than this GitLab COVID-19 Policy, your local law will supersede this policy. 1. The team member has received a confirmed medical diagnosis of COVID-19 from a licensed healthcare provider. 1. The team member is caring for a dependent family member who has received a confirmed medical diagnosis of COVID-19 from a licensed healthcare provider.

You do not have to physically see your physician for this confirmation. If telehealth services are available, we highly encourage you to utilize those in line with your community’s regulations around physical distancing, quarantine and self isolation.

The ability to request COVID-19 Leave will run through December 31, 2021. That means, any requests for COVID-19 Leave must be made prior to December 31, 2021, however the leave itself may exceed that timeframe. By way of an example, if a team member requests COVID-19 Leave on December 31, 2021 for 4 weeks, the end date for their COVID-19 Leave would be in January, 2022.

As the situation around COVID-19 continues to evolve, GitLab will continue to revisit this policy before the 25th of the month and may adjust it accordingly.

How to apply for COVID-19 Leave

We encourage team members to only take the time they need to recover in accordance with the recommendation of your licensed healthcare provider. The maximum amount of time posted under this COVID-19 Leave Policy is 12 weeks, but medically, you may need less.

For some, our Paid Time Off Policy of 25 consecutive calendar days will be suitable. Please keep your manager informed of any upcoming Paid Time Off. You are in no way obligated to release a personal medical diagnosis of COVID-19 to your manager.

If you meet the criteria set forth above and find that you need additional sick leave time past the 25 consecutive calendar days allowed under our Paid Time Off Policy, please follow these steps to apply for COVID-19 Leave: * On or before day 20 of your Paid Time Off, please email total-rewards@gitlab.com with the following to request COVID-19 Leave: * Start date of your Paid Time Off * Start date of your COVID-19 Leave (this will be the 26th day after your Paid Time Off began) * Anticipated end date of your COVID-19 Leave * A note from a licensed healthcare professional confirming the leave for yourself or a dependent family member which you will be caring for and the start and end dates of your COVID-19 Leave (which should be consistent with the anticipated dates you are providing within your request). The Total Rewards team will not ask for test results. * The Total Rewards team will review the documents provided and communicate directly with the team member regarding any additional information needed (if necessary) and the result. * If approved, the Total Rewards team will notify the PBP of the group and manager of the start and end dates of the COVID-19 Leave. The Total Rewards team will not specify to your PBP or manager the reason for the leave. * The Total Rewards team will notify payroll of the leave dates. * Stock Vesting, bonus payments, and benefits will not be affected by this leave during the 12 week time period. * The Total Rewards team will follow up with the team member on a weekly basis to see how the team member is doing. If needed and in accordance with applicable law, the Total Rewards team will request additional documentation around inability to work due to COVID-19. * The Total Rewards team will confidentially file all ongoing documentation of inability to work through the weekly check ins.

FAQ for COVID-19 Medical Leave Policy

  • Does this cover leave to care for children under the age of 18 who are home because their school or childcare is unavailable due to COVID-19?
    • No. We are reviewing the various legislation being passed in different jurisdictions and determining whether other forms of leave may be necessary to accommodate.
  • Can the leave be intermittent (e.g., 4 hours/day or 3 days/week)
    • No. If, as this situation evolves and it is determined that recovery may allow work on an intermittent basis, the Total Rewards team will review and consider adjusting the policy as needed.
  • Will this policy apply across all of GitLab or just U.S.?
    • This policy is intended to apply globally. Local laws or internal policies governing local jurisdictions that provide broader protections for team members will supersede this policy.
  • How does this leave interact with other leave policies provided by GitLab?
    • As previously noted, local leave laws or policies will supersede this policy. Additionally, the Military Leave policy will govern military specific leave needs.
  • How does this policy work in conjunction with my 25 days of unlimited PTO?
    • This policy grants up to twelve weeks additional leave after you have used your initial 25 days PTO. For many people, you will not need to use all of the 12 weeks to recover.
  • What if I can’t get tested for COVID-19?
    • The Total Rewards team needs a note from your health care provider certifying that you cannot work because you or a dependent family member you care for has been diagnosed (either via test or presumptively) with COVID-19. The Total Rewards team does not require you to provide testing results. You do not have to physically see your physician for this confirmation. If telehealth services are available, we highly encourage you to utilize those in line with your community’s regulations around physical distancing and self isolation.
  • Will anyone at GitLab know that I am sick? How will my privacy be respected?
    • The Total Rewards team will maintain your privacy and keep any documentation private (it will not be shared with your manager or anyone on your team) and only shared within the Total Rewards team as needed to process your leave. Your manager and your team will have to be informed that you are on leave as you will not be available for work as normal, but will not provide the reason for the leave.
  • What is a “dependent family member?”
    • A dependent family member is someone who you are directly responsible for as a caregiver. Examples can be: a spouse or significant other, dependent child; parent, sibling, etc
  • What if I am on a commission plan?
    • If applicable, commissions are paid according to your applicable commission plan while on COVID-19 related leave based on the prior six months of performance with a cap at 100% of plan. On the day you return from leave and going forward, your commissions will be based on current performance only.
  • What is the last day to apply for COVID-19 Leave?
    • The ability to request COVID-19 Leave will run through December 31, 2021. That means, any requests for COVID-19 Leave must be made prior to October 31, 2021, however the leave itself may exceed that timeframe. By way of an example, if a team member requests COVID-19 Leave on December 31, 2021 for 4 weeks, the end date for their COVID-19 Leave would be January 31, 2022. As the situation around COVID-19 continues to evolve, GitLab will continue to revisit this policy before the 25th of the month and may adjust it accordingly.

Expensing the COVID-19 Vaccine

In order to continue supporting our team members globally, we will be offering to cover the cost of the COVID-19 vaccine for team members where the cost is not fully covered by the local government.

Team members can use our expense reimbursement process to submit the cost of their vaccine for reimbursement, remembering to redact personal information including protected health information. When adding this expense to Expensify, team members should use the tag (classification) FY22_COVIDVaccine. If you have already received and incurred a cost for the vaccine, you may still request reimbursement.

Resources for COVID-19

GitLab is committed to the physical and mental wellbeing of all of our team members and wider community during the COVID-19 outbreak. We have put together this list to assist people in finding helpful resources when confronting different challenges during this time. This list is not exhaustive and contributions to it are encouraged. If you are experiencing difficulty breathing or any other life-threatening symptoms, please contact your country's emergency response system immediately.

Simple Habit Free Trial

Simple Habit, a meditation and mental-wellness company, has offered all GitLab team members a free premium subscription through the month of April.

With this subscription, you will have unlimited access to Simple Habit's top wellness professionals, guided meditations, therapy, coaching, motivational talks and much more.

The code can be found in the following shared doc.

Modern Health Webinars

Modern Health is hosting a series of free Community Support Sessions designed to equip you with meaningful strategies to overcome stress or anxiety in various areas of your life caused by the COVID-19, such as managing isolation and loneliness, maintaining a healthy lifestyle, financial confidence, work-from-home wellbeing, and practicing mindfulness.

In these sessions, coaches and therapists from our network will provide some advice on how to best approach these important areas of interest and then open up the floor to answer questions that you or the rest of the Modern Health community may have.

A full list of webinars taking place for the week and links to register can be found directly on Modern Health's website.

For recordings of Sessions that have already taken place, please see Modern Health's YouTube Channel.

Sanvello COVID-19 Trial

Sanvello, an app dedicated to managing and treating stress, anxiety, and depression, has a trial during COVID-19 to July 15. If you would like to join this free trial, please sign up for Sanvello directly. We will be sending out a survey later in the year to evaluate usage of this by the GitLab community.

Instructions for downloading trial: 1. Navigate to your phone's app store and search for "Sanvello" or navigate to the online app. 1. Register for an account (you do not need to provide a GitLab email to access this service). 1. That's all you need to do to access the trial of Sanvello to July 15.

Global Resources

  • Our Employee Assistance Program, Modern Health, is prepared to help with personalized coaching and therapy. They have a library of resources to help manage stress, cope with anxiety, and improve your mental well-being.

United States

  • Our medical plans through Cigna and Kaiser both have a variety of resources to help their members:
    • Kaiser:
      • For video visits, please sign into your account.
      • 24/7 Advice Line: 866-454-8855
      • Mail order prescriptions can be requested via the online portal or by calling the number at the top of your prescription label.
      • Emotional Support
        • Wellness Resources.
        • MyStrength is an app for Kaiser members who may be experiencing anxiety or emotional distress and is available at no additional cost. This app provides a personalized, cognitive behavioral therapy-based program that includes interactive activities, in-the-moment coping tools, inspirational resources, and community support.
      • Treatment Costs
        • $0 out-of-pocket costs for COVID-19 screening or testing if referred by a Kaiser Permanente doctor.
        • If you test positive with COVID-19, out-of-pocket treatment costs will be waived through May 31, 2020.
      • For additional information: Kaiser Coronavirus Resource Center.
    • Cigna:
      • For telehealth, please sign into your account,navigate to "Find Care & Costs", and scroll down to the bottom of the page.
      • Mail order prescription delivery is available and can be signed up for through the myCigna portal.
        • Receive up to a 90-day supply of covered maintenance drugs (prescribed to treat chronic or long-term medical conditions, such as asthma, diabetes, high blood pressure).
      • $0 out-of-pocket costs (copay, coinsurance, deductibles) for COVID-19 testing and telehealth services, doctors visits for screenings, ER or hospital visits for screenings, urgent care for screenings, and vaccination.
        • Waiving of COVID-19 costs includes the HSA-eligible plan--even before you meet your deductible (essentially, it’s being treated as preventive care), per IRS Notice 2020-15.
  • FirstMark and Ro are offering free COVID-19 telehealth assessments.
  • Emergency Dental Care - Cigna
    • Many dental offices are limiting appointments for emergency needs only or have closed due to state and local mandates. In the event of a dental emergency (severe pain, acute infection, swelling, and/or persistent bleeding), here’s how to get help:
      • First, contact your dentist to determine their care options.
      • If the dental office is closed, Cigna can help you find care. Call 1-800-244-6224 or go to my.cigna.com.
      • View additional details from Cigna.
  • All US Team Members are automatically enrolled in Cigna's Employee Assistance Program by being enrolled in the Life/Disability insurance. This program offers help for difficult times including counseling services.

United Kingdom

England

  • The NHS provides an online COVID-19 symptom checker which can give advice on self-isolation as well as providing links to booking COVID-19 testing.
  • Residents in England registered with an NHS GP can book an appointment via the NHS App.

Scotland

Wales

Northern Ireland

Canada

  • Ontario: Recommends to take their self-assessment and if you answer yes to the questions, contact your primary care provider or Telehealth Ontario (1-866-797-0000) to speak with a registered Nurse.
  • Quebec: Recommends to call 1-877-644-4545 if you have a cough or fever. For more information.
  • Manitoba: Recommends to call 204-788-8200 or 1-888-315-9257 if you have symptoms of COVID-19. For more information.
  • Saskatchewan: Recommends to take their self-assessment and contact HealthLine 811 if you have symptoms and have travelled outside Canada within the last 14 days. For more information.
  • Alberta: Recommends to take their self-assessment and contact Health Link 811 if you have symptoms or have travelled outside Canada. For more information.
  • British Columbia: Recommends to contact your healthcare provider or HealthLinkBC (811) if you have symptoms and have been in contact with someone who has tested positive.
  • All Canada team members who are enrolled in the Canada Life benefit plan have access to Akira Virtual Care.

Netherlands

  • For information on COVID-19, there is a national information line: 0800-1351.
  • If you believe you have COVID-19, it is recommended to call your family doctor especially if you have an elevated temperature or have been to a high-risk area. For more information.

Germany

  • If you suspect you have COVID-19, it is recommended to contact your local health office, contact your primary doctor, or contact the non-urgent medical assistance line: 116117.

Australia

  • For information on COVID-19, there is a Coronavirus Helpline: 1800 020 080.
  • If you believe you may have COVID-19, you can use the online symptom checker. It is recommended that you call your doctor in advance before going to their clinic if you think you may have COVID-19.

Aotearoa New Zealand

  • For COVID-19 health advice and information, contact the Healthline team (for free) on 0800 358 5453 or +64 9 358 5453 for international SIMS.
  • Please see the Ministry of Health information page for updated information.

India

Ireland

  • For general information, you can contact HSELive: 1850 24 1850. If you believe you have COVID-19, it is recommended to call your General Practitioner.
  • Up-to-date information and detailed guidance is available on the HSE's Coronavirus portal (also available in Gaeilge).

South Africa

  • The Department of International Relations and Cooperation (DIRCO) has set up a 24-hour hotline number for all South African citizens that believe they might have COVID-19, the hotline number is 0800-029-999.

Brazil

  • For information on COVID-19 the national information helpline phone number is 136.
  • The Ministry of Health provides up-to-date Coronavirus information online and apps for Android and iOS.

Travel Guidance

  • For the company's current travel guidance during this time, please refer to the travel handbook page.

Employee Assistance Program

GitLab offers an Employee Assistance Program to all team members via Modern Health. Modern Health provides technology and professional support to help reduce stress, feel more engaged, and be happier. Through GitLab, you have access to 5 coaching sessions and 6 therapy sessions at no cost to you as well as 100+ digital programs & mediations and unlimited live provider-led group sessions or circles.

For more information on Modern Health and getting started, we recorded an information session in April 2021 and another session in December 2021 that walks a team member through valuable information about this benefit and how to start utilizing it.

What does Modern Health offer?

Modern Health is the one-stop shop for all tools related to mental well-being and self-improvement. Members gain access to the following features: * Personalized Plan: Take a well-being assessment and review which tools may be most helpful for you. * Professional Support: Get matched to a dedicated professional who can help you reach your personal and professional goals. As a GitLab team member, your first 5 coaching sessions are complimentary. After the allotted sessions have been utilized, team members can work directly with the provider to determinate a path forward at an additional cost to the team member. * Therapy: As of 2021-03-18, GitLab has added Therapy to the offerings through Modern Health. As a GitLab team member, your first 6 therapy sessions are complimentary. After the allotted sessions have been utilized, team members can work directly with the provider to determinate a path forward at an additional cost to the team member. * Courses: Provider led, self-paced, programs designed to help you navigate specific topics with video content, meditations & programs, and practice assignments. Courses are available on the Modern Healt app or [online].(https://my.joinmodernhealth.com/course/managing-stress) * Curated Content Library: Learn quick tips and tricks to prevent burnout, manage stress, and cope with anxiety or depression based on our evidence-based digital programs. You can use these digital programs for in-the-moment support or to build your own toolkit of techniques to improve your mental well-being. * Circles: Live community sessions led by Modern Health therapists and coaches, designed to help you proactively improve your mental health. Access to circles is unlimited and center around topics such as foundations of mental health, healing asian communities, power of women, and others.

If you’re still not sure where to get started, we recommend that you: 1. Download the app and register your account 2. Register and take the well-being assessment and 1. Get matched to a dedicated coach and/or therapist who can work with you to figure out next steps.

Which areas does Modern Health support?

Modern Health cultivates the resilience needed to weather the ups and downs of everyday life. Here are the specific areas where we can help: * Work Performance: Productivity, Leadership Skills, Work Relationships, Professional Development * Relationships: Romantic Relationships & Dating, Family, Friends, Breakups * Stress & Anxiety: Anxiety, Depression, Stress, Resilience * Healthy Lifestyles: Sleep, Physical Activity, Eating Well, Habits * Financial Well-being: Goals, Budgeting Savings and Debt, Management, Investing * Diversity, Inclusion & Belonging : Gender, Equality, Unconscious Bias, LGBTQ * Life Challenges: Pregnancy/Parenting, Elder/Child Care, Loss of a Loved One, Illness * Mindfulness & Meditation: Stress Less, Sleep Better, Focus Better, Meditation for Beginners

Note: This list isn’t intended to be comprehensive. Please reach out to help@joinmodernhealth.com with any questions about how or where to get started.

How does Modern Health think about mental health?

The philosophy towards mental health comes from the World Health Organization (WHO): “in which every individual realizes his or her own potential, can cope with the normal stresses of life, can work productively and fruitfully, and is able to make a contribution to her or his community.”

Is Modern Health backed by science?

Modern Health’s model is grounded in evidence-based approaches, primarily Cognitive Behavioral Therapy, Acceptance and Commitment Therapy, Motivational Interviewing, and Mindfulness.

When do my Modern Health benefits reset?

Your benefits reset on March 20, 2022. Note: Unused sessions do not rollover when your benefits reset.

What languages is Modern Health available in?

The platform is currently available in English and Spanish. If English or Spanish is not your preferred language, please note Care is provided in most languages. Feel free to email help@joinmodernhealth.com to find out more.

Registration

  • Am I eligible? All GitLab team members are eligible for Modern Health.
  • How do I register?
    • Download the Modern Health app in the Google Play Store (Android) or App Store (iOS).
    • After your download is complete, select “Join Now” from the welcome page of the mobile app.
    • Use the first and last name you have on file with GitLab.
    • Verify using your company email.
    • Enter your GitLab email and the password of your choice. (Reminder that you must register with your GitLab email, but you can change your Modern Health account email to your personal email in Settings upon registration.)
    • Select “Register” on the web or “Agree & Join” on the mobile app to complete registration.

If you have trouble registering for Modern Health, please don’t hesitate to reach out to help@joinmodernhealth.com with a note or screenshot. Their customer support team will verify the information against what they have on file to provide you the best instructions on how to successfully access Modern Health.

What is the well-being assessment, and why should I take it?

Similar to an annual physical with your primary care physician, Modern Health’s well-being survey serves as a check up for your mental health. You can retake the survey to track your progress overtime.

Your well-being score empowers experts at Modern Health to provide you the best user experience. It enhances the customization of your personalized wellness plan, which makes it more effective in addressing your specific needs. Although the ups and downs in well-being score are inevitable, the data-driven approach keeps up with how you’re doing over time to support you with the tools to improve no matter where your score is at today.

Care

What is coaching? Coaching is a collaborative process to help you make important changes in your personal and professional life. Your coach is there to help you figure out how you want to change and the steps you need to take to do so. Your coach’s job is to help you organize your thoughts, emotions, and goals and break things down into smaller steps that create forward movement and growth. The client is the driver of these sessions, while the coach is there to provide reflection, clarity, and accountability.

What is therapy? Therapy is talk-based mental health treatment delivered by licensed clinicians to help with mental health needs. Therapy is appropriate if there is a clinical concern, as defined by the duration of symptoms (e.g., most of the time for two weeks) and their severity (e.g., interfering with someone’s ability to function in an important area of life). Those with a clinical need essentially experience symptoms (e.g., depression, anxiety) that are strong, last a long time, and impact the ability to function.

What is the difference between coaching and therapy? Modern Health’s belief is that anyone can benefit from working with a coach, and some people need therapy in addition to or instead of coaching. The primary difference between coaching and therapy is that therapy is conducted by licensed mental health professionals who are trained to treat clinical difficulties (e.g., depression, anxiety), whereas coaches work on non-clinical issues (e.g., personal growth, financial well-being, and professional development). You can maybe think about it as the difference between seeing an orthopedic surgeon and a physical therapist. If you have broken your leg, you should see a surgeon since they are uniquely qualified to support you. But if you’ve sprained your ankle, a physical therapist is a much better fit. Not only would seeing a surgeon be more intense than you need, but physical therapists are better trained to help you gain strength. In this metaphor, therapists serve as the surgeon and coaches serve as the physical therapist.

Here is a breakdown of the different types of providers in our coaching and therapy networks:

Coaching: Coaches work with individuals to help them have the kind of lives they want. While there is no specific degree or license required to practice as a coach, all Modern Health coaches are rigorously vetted, certified, and trained in evidence-based approaches.

Therapy: Therapy can be provided by therapists or psychologists. Therapists can have a variety of titles (counselors, therapists, clinicians, etc.). What they have in common is a master’s degree (M.A., or M.S.) in clinical psychology or a related field and are licensed in the state in which they practice. Common licenses include Licensed Marriage and Family Therapist (LMFT), Licensed Clinical Social Worker (LCSW), and Licensed Professional Counselor(LPC). These therapists are also trained in the assessment and treatment of mental health concerns. Psychologists have a doctoral degree (Ph.D., or Psy.D.) in clinical psychology or a related field such as counseling psychology or education and are licensed in the state in which they practice. They are trained in the assessment and treatment of mental health concerns.

Why do I only see coaching as an option? Based on your answers to the well-being survey, Modern Health will determine the appropriate care for your level of well-being needs and direct you to match with either a coach and/or a therapist. We believe that everyone can benefit from working with a coach and some people can benefit from working with a therapist if they have a clinical need.

If you weren't matched to a therapist based on your well-being survey, but would still like to be matched with a therapist, you can reach out to help@joinmodernhealth.com and notify the Care Team that you were matched to coaching, but would like to be matched to a therapist. The Care Team will then work with you on your preferences, areas of focus, etc. and make sure you receive great matches for therapy.

How do you match me to a provider? Modern Health matches you to appropriate coach based on a proprietary algorithm that takes into account your well-being assessment and areas you want to focus on.

How often should I meet with my coach or therapist? How often you meet with your coach or therapist depends on your personal situation. Some people like to meet weekly, whereas others meet every month or two.

Can I complete sessions with my partner or a family member? Yes, you are able to use your sessions with your partner or a family member. If you choose to do so, each completed session will count as one of your covered sessions. Please discuss this directly with your coach or therapist.

What can I expect during my first coaching session? During the first session, your coach will kick things off with an introduction to what coaching is and what you can expect during the session, including reviewing confidentiality (nothing you discuss is shared with Modern Health or your employer unless you request more support or need crisis resources). They will then ask you a few questions to better understand what you hope to get out of the coaching experience and what a successful experience would be for you. By setting expectations up front, the coach will be able to better help you identify personal goals and take steps towards achieving them. In subsequent sessions, the coach will follow up on any action items to understand their impact and you will together come up with next steps. The standard coaching session is 30 minutes and takes place over video, usually every two weeks or once a month. In between sessions, you are encouraged to reach out to your coach with any follow up questions or advice via Modern Health’s digital messaging tool in the app as well as utilize the digital CBT and meditation programs.

What can I expect during my first therapy session? Similar to coaching, therapists will start each session with an introduction and review of expectations and confidentiality to make sure that you feel comfortable with them and the process. They will then ask you a series of questions to get a better understanding of your symptoms and background to best identify how you can work together to achieve your goals. After this initial assessment, they will work collaboratively with you to formulate a treatment plan and review different methods to help you address your needs (e.g. Cognitive Behavioral Therapy, Acceptance and Commitment Therapy, Dialectical Behavior Therapy). They will likely give you some follow up action items that you can take away from the session. In follow up sessions they will review specific action items and alter your treatment plan based on your needs. Typically, therapist visits will be 45-50 minutes in length and occur in person or via video, often weekly.

How should I prepare for my first session? Before your first session, we encourage you to ask yourself a few questions. As with many other aspects of your life, the more effort you put into your coaching and/or therapy experience, the more you’ll get out of it. These can help guide your initial conversations with your coach or therapist. * Where do you want to start? * You might have a lot of areas of interest (e.g., you want to learn mindfulness, and work on your finances). Spend some time thinking about where you want to get started before your first visit. What is most on your mind or stressing you out? * Do you know what your goals are or do you need help figuring that out? * What do you want to get out of coaching or therapy? * What do you want your coach to be like? Do you want someone who holds you accountable, who is a cheerleader, who challenges you? * How do you want your life to look when you are done? What does success look like?

What happens if my provider isn’t a good fit? Our goal at Modern Health is to find someone that you feel you can do good work with and who can do good work with you! If you think the first person you meet with doesn’t seem like a good fit, just let the Modern Health team know (help@joinmodernhealth.com) and they will connect you with someone new.

Logistics

  • You have unlimited access to your coach over text and/or email.
  • Coaching and therapy sessions are held over video/phone.
  • If you need to miss a scheduled session please let your coach/therapist know at least 24 hours before your appointment. If you cancel after that time, or miss the session, it will count towards your total covered sessions.
  • Remember that the GitLab PTO policy and a non-linear workday structure are meant to enable you to make time for your mental health. Team members should feel empowered to make an appointment for therapy in the middle of the day or take time off to attend an appointment. What do I do if I need support in between sessions? Beyond sessions, your coach is available through chat to check in on your progress toward your goals, as well as provide ad hoc support when situations come up that you might need advice on, but don’t need a full session for. To chat with your coach, click the blue text bubble on the bottom center of the mobile app.

Note: Modern Health is not a crisis resource. If you are experiencing a mental health emergency, please go to the nearest emergency room or contact a local emergency response line. You can find local and international resources by selecting “Information” on the bottom right of your mobile app, and then clicking the red “Access to 24/7 Crisis Information” banner at the top of the screen.

Confidentiality and Security

Does my employer know if I’m using Modern Health? No, a list of new GitLab team members is sent to Modern Health on a weekly basis so they can update GitLab's database but whether a team member chooses to use Modern Health or not is confidential and will not be shared with GitLab. All information submitted through the Modern Health application is kept confidential and used to deliver a more personalized experience. No individual usage data will ever be shared back with your employer.

Is what I discuss with my coach/therapist confidential? All information between you and your coach is confidential, except in the following cases: * You are at risk of harming themselves and/or others * Child, elder adult, or dependent adult abuse * Court subpoenas

How do you protect my information? Hypertext Transfer Protocol Secure (HTTPS) encryption measures for all data exchanged between our members and the application. Conversations are encrypted in transit via SSL (TLS v1.2) and each conversation (between a member and a provider) has its own encryption key which is stored in a separate, secure management system. Message contents are encrypted upon receipt by the web server and are transported and stored in internal systems.

Crisis Support

What do I do in a crisis? If you are experiencing a crisis (e.g., thoughts about suicide, thoughts about harming yourself or others, medical crisis, or in a dangerous situation) please call:

Modern Health Weekly Reporting

The purpose of the Modern Health Weekly Reporting is to share a list of new team members to Modern Health to ensure that anyone who joins GitLab will have access to Modern Health within one week of their hire date. The information that Modern Health requires from us are: employee number, names, work emails, hire date, country, department and job title.

Instructions for Total Rewards: * Pull the Modern Health BambooHR report * Sort by hire date, remove anyone who hasn't started and copy the report * Open the Modern Health Upload spreadsheet on the google drive and paste the report under a new tab * Rename the tab to today's date * Download as a CSV file * Email the file the secure upload using Box

Introduction

For the avoidance of doubt, the benefits listed below in the General Benefits section are available to contractors and team members, unless otherwise stated. Other benefits are listed by countries that GitLab has established an entity or co-employer and therefore are applicable to team members in those countries only via our entity specific benefits. GitLab has also made provisions for Parental Leave which may apply to team members but this may vary depending on local country laws. If you are unsure please reach out to the Total Rewards team.

Contact Total Rewards

For any questions relating to benefits, please reach out to Total Rewards.

Entity Benefits

Benefits Available to Contractors

Contractors of GitLab BV are eligible for the general benefits, but are not eligible for entity specific benefits. A contractor may bear the costs of their own health insurance, social security taxes, payroll administration, or tax details.

Our contractor agreements and employment contracts are all on the Contracts page.

Spending Company Money

GitLab will pay for the items you need to get your job done.

Equity Compensation

Equity Compensation is offered to most GitLab team members. We strongly believe in team member ownership in our Company. We are in business to create value for our shareholders and we want our team members to benefit from that shared success.

Life Insurance

In the unfortunate event that a GitLab team member passes away, GitLab will provide a $20,000 lump sum to anyone of their choosing. This can be a spouse, partner, family member, friend, or charity. * This benefit is not applicable if there is a separate life insurance policy as part of the Entity Specific Benefits package. * For all other GitLab team members, the following conditions apply: * The team member must be either an employee or direct contractor. * The team member must have indicated in writing to whom the money should be transferred. To do this you must complete the Expression of wishes form. To do this, first copy the template to your Google Drive (File -> Make a copy), enter your information, sign electronically. To sign the document, use a free document signing program like smallpdf; or you can print it, sign and digitize. Sign, save as a pdf and upload to your Employee Uploads folder in BambooHR. * For part-time GitLab team members, the lump sum is calculated pro-rata, so for example for a team member that works for GitLab 50% of the time, the lump sum would be $10,000.

Financial Wellness

GitLab offers resources related to Financial Wellness to support team members in their financial journey.

GitLab has a "no ask, must tell" time off policy per 25 consecutive calendar days off.

Growth and Development Benefit

GitLab supports team members who wish to continue their education and growth within their professional career. GitLab team-members are eligible for a reimbursement of up to $10,000 USD per calendar year (January 1st - December 31st) depending on tenure, performance, company need for the learned skill, and available budget. A course/program is considered to be included in the calendar year in which the course/program is paid/reimbursed (which should also be the same calendar year in which it ends).

Budget estimations for the Growth & Development benefit are based on utilization rates from past years, adjusted for the size of the company. The budget is managed on a company-wide scale, not division-specific. For example, approving reimbursement for a team member in Engineering does not "take away" budget from other engineers. Eligibility is managed on an individual basis. Eligibility for this benefit is part of each GitLab team member's Total Rewards package.

The Growth and Development page covers information on the application process and the different types of expenses you can get reimbursed under this benefit.

GitLab Contribute

GitLab Contribute is our annual GitLab team event where we get together to interact with one another and cultivate our community. Since our team is scattered all over the globe, we try to plan a different location each year. Contribute is an optional event, so team members should not feel pressured to attend. This year, Contribute will be hybrid-first, enabling team members to watch and participate from anywhere.

From our first Contribute in Serbia to our virtual event in 2020, team members from around the world have built friendships and experienced the values in person. For more information and compilations of our past events check out our previous Contributes (formerly called GitLab Summit).

Business Travel Accident Policy

This policy provides coverage for team members who travel domestic and internationally for business purposes. This policy will provide Emergency Medical and Life Insurance coverage should an emergency happen while you are traveling. In accompaniment, there is coverage for security evacuations, as well a travel assistance line which helps with pre-trip planning and finding contracted facilities worldwide. * Coverage: - Accidental Death [enhanced coverage]: 5 times Annual Salary up to USD 500,000. - Out of Country Emergency Medical: Coverage up to $250,000 per occurrence. If there is an injury or sickness while outside of his or her own country that requires treatment by a physician. - Security Evacuation with Natural Disaster: If an occurrence takes place outside of his or her home country and Security Evacuation is required, you will be transported to the nearest place of safety. - Personal Deviation: Coverage above is extended if personal travel is added on to a business trip. Coverage will be provided for 25% of length of the business trip. - Trip Duration: Coverage provided for trips less than 180 days. - Baggage & Personal Effects Benefit: $500 lost bag coverage up to 5 bags. * For any assistance with claims, please reference the claims guide (internal only). * This policy will not work in conjunction with another personal accident policy as the Business Travel Accident Policy will be viewed as primary and will pay first. * For more detailed information on this benefit, please reference the policy document. * If you need a confirmation of coverage letter, please reference the visa letter generation document (internal only). * For any additional questions, please contact the Total Rewards Analyst.

Immigration

GitLab offers benefits in relation to obtaining visas and work permits for eligible team members.

Employee Assistance Program

GitLab offers an Employee Assistance Program to all team members via Modern Health.

Incentives

The following incentives are available for GitLab team members: - Discretionary Bonuses - Referral Bonuses - Visiting Grant

All-Remote

GitLab is an all-remote company; you are welcome to read our stories about how working remotely has changed our lives for the better.

You can find more details on the All Remote page of our handbook.

If you are already a GitLab employee and would like to share your story, simply add a remote_story: element to your entry in team.yml and it will appear on that page.

Part-time contracts

As part of our Diversity, Inclusion & Belonging value, we support Family and friends first approach. This is one of the many reasons we offer part-time contracts in some teams.

We are growing fast and unfortunately, not all teams are able to hire part-time team members yet. There are certain positions where we can only hire full-time team members.

Candidates can ask for part-time contract during the interview process. Even when a team they are interviewing for can't accept part-time team members, there might be other teams looking for the same expertise that might do so. If you are a current team member and would like to switch to a part-time contract, talk to your manager first.

Meal Train

In order to foster a sense of community and support fellow GitLab team members, if a team member is in need or experiencing a life disruption, they have the option of having a Meal Train started for them. A Meal Train is when a community comes together to support someone experiencing a difficult or disrupting event in their life who would benefit from having a meal provided to them during this time.

Examples of when someone may request a meal train (this list isn't exhaustive): * Arrival of a new baby * Injuries/Surgeries * Military deployment * Extended illnesses * Condolences

Instructions for starting a Meal Train

  1. You may create a Meal Train for yourself or for a fellow team member. If you are not the recipient of the Meal Train, please receive approval from the team member first and forward this to the Total Rewards team. We highly encourage managers to reach out to their team member to see if they would like a Meal Train if the manager informs them of a life disruption.
  2. When creating a Meal Train, please create this in GitLab using the Meal Train issue template.
    • Steps for completing the form are included in the issue template.
    • If you are completing this for someone else, please reach out to them to ensure the form is being completed accurately.
    • The Total Rewards team is also happy to create the issue on your behalf if you send the form details to total-rewards@ domain.
  3. The issue template has 5 pre-populated entries to add a date to, but the Meal Train can be longer or shorter than this. Please add as many dates that are needed and if at the end, you feel more are needed, please add the additional dates and notify the Total Rewards Analyst assigned to the issue that you have added dates so they can help gather support.

Instructions for participating in a Meal Train

  1. All Meal Trains are posted by a Total Rewards Analyst in the #whats-happening-at-gitlab and #total-rewards slack channels. You can also check the Total Rewards issue tracker where all Meal Trains will be designated as such.
  2. If there is a Meal Train occuring, please read through the entire issue. If you are interested in participating, please edit the issue and add your name to the date you would like to contribute to. There is also a field to add the meal you will be providing or the meal delivery service you intend to gift. More instructions for how to proceed as a team member will be located in the issue.
    • Please note, it is typically only possible to gift a gift card from within the same country. The Total Rewards team is researching possible ways to participate from a different country than the recipient, but until we have a solution, we don't advise participating in this from a different country and can not help facilitate this.
  3. Ensure you can follow through on the date you sign up for or please help coordinate a replacement as soon as you know you can no longer participate.
  4. Participation is voluntary and is NOT reimbursable by GitLab. Any expense incurred would be your responsibility.

If you have any questions, please reach out to parental-leave@gitlab.com.

Parental Leave

GitLab's paid Parental Leave is for any team member (regardless of gender) who becomes a parent through child birth or adoption. If you've been at GitLab for six months and completed a probationary period (if applicable), you can take up to 16 weeks of paid Parental Leave during the first year of parenthood. This includes anyone who becomes a parent through childbirth or adoption. The 16-week balance is per birth or adoption event. If you live in a country where a statutory Parental Leave benefit is available, you will be required to claim statutory Parental Leave pay (if you are eligible) and GitLab will supplement any gaps.

We encourage parents to take the time they need. GitLab team members will be encouraged to decide for themselves the appropriate amount of time to take and how to take it. For many reasons, a team member may require more time off. Many GitLab team members are from countries that have longer standard Parental Leaves or births can have complications and sometimes 16 weeks just isn't enough. Any GitLab team member can request additional unpaid Parental Leave for up to 4 weeks. We are happy to address anyone with additional leave requests on a one-on-one basis. All of the Parental Leave period should be taken in the first year.

If you haven't been at GitLab for six months

Initially, you can take up to 25 consectuive calendar days of paid Parental Leave from the time of birth or adoption event which will count against the 16-week total. Full salary supplementation from GitLab will begin once you hit six months of service for the remaining Parental Leave balance. Depending on where you live, you may be able to receive statutory Parental Leave pay from the government to cover any unpaid time off.

How to Initiate Your Parental Leave

Some teams require more time to put a plan of action in place so we recommend communicating your plan to your manager at least 3 months before your leave starts. In the meantime, familiarize yourself with the steps below and specific leave requirements in your country (if any).

To initiate your Parental Leave, submit your time off by selecting the Parental Leave category in PTO by Roots at least 30 days before your leave starts. We understand that Parental Leave dates may change. You can edit your PTO by Roots at a later time if you need to adjust the dates of your Parental Leave. It's important that you submit a tentative date at least 30 days in advance. Your manager and the Total Rewards team will get notified after you submit your leave. Total Rewards will send you an e-mail within 48 hours confirming that they've been notified of your Parental Leave dates.

Please note, even though we have a "no ask, must tell" Parental Leave Policy, some countries require extra paperwork or notifications to a PEO so it's important that the Total Rewards team is aware of your leave at least 30 days before your leave starts.

When you return from Parental Leave, please notify Total Rewards that you have returned.

Planning Your Parental Leave Dates

Your 16 weeks of Parental Leave starts on the first day that you take off. This day can be in advance of the day that the baby arrives. You don't have to take your Parental Leave in one continuous period, we encourage you to plan and arrange your Parental Leave in a way that suits you and your family's needs. You may split your Parental Leave dates as you see fit, so long as it is within the 12 months of the birth or adoption event.

You can change the dates of your Parental Leave via PTO by Roots. Total Rewards will receive a notification every time you edit your Parental Leave dates. Make sure your leave is under the Parental Leave category, otherwise Total Rewards won't get a notification. Please note, if you are planning to change or extend your Parental Leave by using a different type of leave such as PTO, unpaid leave or any local statutory leave, please send an e-mail to parental-leave@gitlab.com.

Taking PTO After Taking Parental Leave

If you need to take more time off after taking 16 weeks of Parental Leave, you can utilize our Paid Time Off policy. You'll need to return for at least 7 calendar days before taking any further time off since the full 16 weeks of parental leave will have been used.

Please e-mail parental-leave@gitlab.com if you'd like to make this request and submit your PTO dates in PTO by Roots.

Commission Payout and Quota Relief

If applicable, commissions are paid while on parental leave based on the prior twelve months of performance with a cap at 100% of plan. For example, if in the twelve months prior to starting parental leave you attained 85% of plan, you will be compensated at the same rate while on leave. On the day you return from leave and going forward, your commissions will be based on current performance only. The rate of commissions paid during your leave will be confirmed by the sales commissions team and communicated to the team member through the total rewards team prior to your leave start date. If your country of employment has specific laws regarding the payout of commissions when on leave, those would supersede our policy.

Additionally, effective Q1 FY22, commissioned roles are eligible to receive quota relief during their parental leave if the team member has been with GitLab for eight months or longer. The team member will recieve credit and commissions as specified in their existing Participant Schedule that occur prior to the start of the leave. After 60 continuous days of parental leave, quota relief will be applied to the team member on leave for the total duration of the leave up to a total of 4 months. The team member would recieve an amended Participant Schedule upon return from leave. That amended participant schedule will include a prorated On Target Incentive based off the number of days that a team member is in seat. Please see a reference slide here for an example of how the quota relief process and calculation works. For more information on quota relief and commissions on leave, please refer to the terms in the Sales Compensation Plan.

For Solution Architects and Management and Technical Account Managers and Management, payment will be calculated for individuals using actual team performance while on leave. These roles will not be eligible for quota relief during leave of absence.

For Sales roles with a utilization attainment, like the Professional Services Engineer, since the utilization attainment is based on delivering above 70% of available billable hours, we apply the baseline attainment linked to utilization attainment, 50%.

At the end of 90 continuous days of parental or medical leave, a one time payment of the 50% billable utilization attainment will be paid. Utilization payout during parental or medical leave is not based on prior individual performance, since projects identified for billable utilization are based on sales engagements and services attached, and not determined by individual performance.

On the day you return from leave, the utilization payout returns to the established utilization attainment ranges.

You are entitled to and need to comply with your local regulations. They override our policy.

Some countries require extra paperwork or have specific leave requirements, which are subject to change as legal requirements change. Please take a look at your country's leave policy.

Returning from Parental Leave

Confirming your return

A day before you return from Parental Leave, you'll receive a PTO by Roots Welcome Back message with buttons to confirm your return or to explore other options.
* Clicking the Confirm my return button will open the email client with a pre-loaded template "Confirming my return from Parental PTO". * Clicking the Explore options button will also open the email client with a pre-loaded template "I have exceeded my 16 weeks and like to look into further options".

Return-to-work Resources

To alleviate the stress associated with returning to work after parental leave, GitLab supports team members coming back at 50% capacity. Parents at GitLab who are reentering work following parental leave are encouraged to read the Team Member Tool Kit and to reach out to team members who self-designate as a Parental Leave Reentry Buddy.

Managers of soon to be parents should check out this Parental Leave Manager Tool Kit for best practices in supporting your team members as they prepare for and return from Parental Leave.

If you're interested in learning about how other GitLab team members approach parenthood, take a look at the parenting resources wiki page and #intheparenthood on Slack.

Administration of Parental Leave Requests

For Total Rewards:

  • PTO by Roots will notify Total Rewards of any upcoming parental leave.
  • Log and monitor upcoming parental leave in the "Parental Leave Log" Google sheet on the drive.
  • Notify the team member that the parental leave request was received by sending the confirmation e-mail template (only send this e-mail if the team member is starting their parental leave. Team members who are taking their leave intermittently or changing the dates of their original leave request do not need to receive the confirmation e-mail again).
  • Notify payroll - add the start date and end date on the payroll changes file ("Payroll Changes" sheet for team members in the US, "Canada Payroll Changes" sheet for team members in Canada and "Non-US Payroll Changes" sheet for everyone else). Ensure the entry is under the appropriate pay cycle date.
  • PTO by Roots will automatically update the employment status in BambooHR. Note: If the team member changes the date of their parental leave or cancels their request, the BambooHR employment status will need to be updated manually.
  • Check local statutory requirements and if applicable, arrange any paperwork and liaise with appropriate parties (such as the PEO and payroll team) to initiate the parental leave.
  • 3 days after the End of Parental Leave date, BambooHR will send a notification to Total Rewards. Check if the team member has confirmed their return via email. If not, send the Return to Work e-mail to the team member and manager.
  • Do a weekly audit of parental leave return dates. If a team member hasn't sent an e-mail within 3 days of returning, send them the return to work e-mail, copying the manager in.
  • If there are no changes to the End of Parental Leave date, update the team member's BambooHR status to "Active" and mark the status as "Completed" in the Parental Leave Log sheet.
  • If the dates in PTO by Roots change, update the payroll changes file and the BambooHR status accordingly.

If you are not in the United States, please see the following Entity Specific handbook section to review available benefits in your country.

Related Pages: * Total Rewards Processes & Audits for US Benefits

Specific to US based team members

US based benefits are arranged through Willis Towers Watson and managed on the PlanSource platform. The benefits decision discussions are held by Total Rewards, the CFO, and the CEO to elect the next year's benefits by the carrier's deadlines. Total Rewards will notify the team of open enrollment as soon as details become available.

2021 Open Enrollment for the 2022 Plan Year

The 2021 Open Enrollment for the 2022 plan year will take place November 8th through November 19th. This year will be a passive enrollment, meaning if you like the plans you are in now, you do not need to take any action to keep them for 2022 with the exception of Flexible Spending Accounts (FSAs), which you must actively (re)enroll in every year. You will not have an FSA or DCFSA in 2022 if you do not elect into them during Open Enrollment.

Please see additional information on the 2022 US Benefit Plans:

Who To Contact

  • For benefit inquiries: WTW Benefits Helpline 877-409-9288 or GitLab@willistowerswatson.com
  • For support with the PlanSource system: total-rewards@ gitlab
  • For questions regarding internal policies, 401k, approval of Qualifying Life Events: total-rewards@ gitlab

ID Cards

Physical carrier ID cards for medical and vision are normally received within 3 weeks of submitting your benefit elections. If you or your medical providers are in need of immediate confirmation of your coverage, please contact the carrier directly. Please note there are no physical ID cards for dental coverage.

Digital ID Cards

Please allow up to two weeks for ID cards to generate after completing your enrollment.

Enrolling in Benefits

If you have existing coverage when joining GitLab (e.g. coverage for an additional month from your prior employer), you have the option of enrolling in GitLab's coverage after your prior coverage terminates. If you wish to do this, you should register with PlanSource during onboarding and waive all coverages. Once your previous coverage is terminated, you should sign up for coverage through PlanSource on or within 30 days of the termination date by initiating a Qualifying Life Event and providing proof of coverage termination.

GitLab covers 100% of team member contributions and 66% for spouse, dependents, and/or domestic partner of premiums for medical, dental, and vision coverage. Plan rates are locked through December 31, 2020.

More information on the processed deductions in payroll from PlanSource can be found on the Accounting and Reporting page.

For questions on benefits, please see the following PlanSource Video Library.

Logging into PlanSource

You can log into PlanSource through your BambooHR home page. There is an integration built between BambooHR and Plansource that allows for single sign on.

  1. Login into the BambooHR site via Okta. Note: Plansource does not appear in Okta but in BambooHR directly.
  2. Once you have logged into BambooHR hover over the “Company Links” tab on the left hand side of your home page and click on the “Manage my Benefits” link in order to access the Benefits Dashboard.
  3. The benefits enrollment portal will then open in a separate screen for you to complete your enrollments.

Review the PlanSource Login & Enrollment Guide for additional details on logging in and electing benefits.

Group Medical Coverage

GitLab offers plans from Cigna for all states within the US as well as additional Kaiser options for residents of California, Hawaii, and Colorado. Deductibles for a plan year of 2021-01-01 to 2021-12-31.

If you already have current group medical coverage, you may choose to waive or opt out of group health benefits. If you choose to waive health coverage, you will receive a $300.00 monthly benefit allowance and will still be able to enroll in dental, vision, optional plans, and flexible spending accounts.

If you do not enroll in a plan within your benefits election period, you will automatically receive the medical waiver allowance.

GitLab has confirmed that our medical plans are CREDITABLE. Please see the attached 2021 notice and pg 7 of the 2022 Annual Notice. If you or your dependents are Medicare eligible or are approaching Medicare eligibility, you will need this notice to confirm your status when enrolling for Medicare Part D. For more information about Medicare prescription drug coverage: - Visit www.medicare.gov - Call your State Health Insurance Assistance Program (see the “Medicare & You” handbook for their telephone number) for personalized help. - Call 1-800-MEDICARE (1-800-633-4227). TTY users should call 1-877-486-2048.

Eligibility

Any active, regular, full-time team member working a minimum of 30 hours per week are eligible for all benefits. Benefits are effective on your date of hire. Others eligible for benefits include: * Your legal spouse or domestic partner, * Your dependent children up until age 26 (including legally adopted and stepchildren), and/or * Any dependent child who reaches the limiting age and is incapable of self-support because of a mental or physical disability

Note: If you and an eligible dependent (as defined above) are both employed by GitLab, you may only be covered by GitLab’s coverage once. This also applies to enrolling in either your own supplemental life insurance or supplemental spouse/dependent life insurance through your dependent who is employed by GitLab, but not both.

Qualifying Life Events

Due to IRS guidelines, you cannot make changes to your health insurance benefits outside of GitLab's annual open enrollment period unless you experience a Qualifying Life Event.

A QLE is a change in your situation — like getting married, having a baby, etc that can make you eligible for a special enrollment period. You have 30 days from the date of your qualifying event to submit your requested change to PlanSource.

Process for submitting a QLE
  1. Log into PlanSource
  2. Select Update your current Benefits.
  3. Select the Life Event that applies to your situation from the list & enter the event date.
  4. The system will ask you to review your personal details, update as necesary and select continue.
  5. If your Life Event includes adding a new dependent, select Add Dependent and add their information. (For Birth Event: If you are still pending the SSN for your newborn, you may continue the request without this information and can add later when received.)
  6. Click Select Benefits and the system will lead you to the Benefit plans you can update.
    • If adding a dependent to the plan(s), scroll to the plan(s) you wish to add them on and select View or Change Plan. On the next page, select the specific plan you want to enroll in (if you wish to continue on your current plan, select that plan). On the specific plan page, add your new dependent by checking their name. Click Update Cart.
    • If removing a dependent from the plan(s), scroll to the plan(s) you wish to remove them from and select View or Change Plan. On the next page, select the specific plan you want to enroll in without your dependent (if you wish to continue on your current plan, select that plan). On the specific plan page, remove your dependent by unchecking their name. Click Update Cart.
    • Adjust savings accounts or insurance plans by clicking on the View or Change Plan button next to the plan name. Click Update Cart after you've made your desired changes.
  7. Once you have made all of your changes, please click the button to Review and Checkout
  8. You will be taken to a screen to review the costs of your benefits and will need to click Checkout again to confirm your changes. The request will be routed to the Total Rewards team for review.

If your Qualifying Life Event requires documentation the steps below will follow your QLE request

  1. Following your QLE request, you will recieve an email from PlanSource requesting documentation for your Qualifying Life Event.
  2. Log into PlanSource. On your PlanSource Homepage, scroll down to "Your To-Do List". Select the Task requesting documentation for your life event.
  3. Upload the documentation in to PlanSource.
  4. Once submitted the Total Rewards Team will review your request and documentation for approval.

Cigna Medical Plans (2021)

Effective January 1, 2021, GitLab will be transitioning from UHC to Cigna as the primary national carrier.

Cigna 2021 & 2022 Calendar Year Plans

Coverages:

The Cigna 2022 plan details will remain the same as the 2021 plan details listed below, but will include the following enhancements: inclusion of acupuncture, chiropractic care, and hearing aid benefits.

In Network:

Plan Details 2021 Cigna HDHP- HSA
2022 Cigna HDHP- HSA
2021 Cigna EPO (PPO $0)**
2022 Cigna EPO (PPO $0)**
2021 Cigna PPO 500***
2022 Cigna PPO 500***
Deductible (Single/Family) $2,000 / $2,800 $0 / $0 $500 / $1,000
Out of Pocket Max (Single/Family) $4,000 / $8,000 $2,500 / $5,000 $3,000 / $6,000
Primary Care Visit 20% $20 per visit $20 per visit
Specialist Visit 20% $20 per visit $20 per visit
Urgent Care 20% $50 per visit $50 per visit
Emergency Room 20% $100 per visit $100 per visit
Hospital Inpatient 20% $250 per admission 10%
Hospital Outpatient 20% 0% 10%
Generic $10 $10 $10
Brand - Preferred $30 $30 $30
Brand - Non-Preferred $50 $50 $50
Rx Plan^ Standard 3-tier Standard 3-tier Standard 3-tier

** In order for the EPO plan to be compliant in all states, it has been set up as a PPO plan with bad out-of-networks benefits including a deductible of $10k/$20k, an Out of Pocket Max of $20k/$40k, and a coinsurance of 50%. Please do not enroll in this plan if you are intending to use the out-of-networks benefits and instead review the Cigna PPO 500 or Cigna HSA plans.

*** Cigna will provide an extended network PPO Plan for Utah team members which will include the Intermountain Healthcare System.

^ The linked Prescription Drug List is subject to change. When making a change mid-year, Cigna states that they will send out the following communication to impacted members: centralized notification 60 days prior, 2 letters before the change, and 1 letter after the change.

Accredo is Cigna's specialty pharmacy. For more information on managing your speciality medication please review the Accredo Customer Flyer.

Team Member Costs:

2021 Rates: The following costs are monthly rates which would be deducted from your paycheck.

Tier HDHP-HSA EPO PPO
Team Member Only $0 $0 $0
Team Member + Spouse $0 $234 $222
Team Member + Child(ren) $0 $180 $168
Family $0 $402 $378

2022 Rates: The following costs are monthly rates which would be deducted from your paycheck.

Tier HDHP-HSA EPO PPO
Team Member Only $0 $0 $0
Team Member + Spouse $0 $248 $242
Team Member + Child(ren) $0 $188 $184
Family $0 $426 $416

Note: For the team member only HSA, GitLab will contribute $100 per month. For residents of California, Alabama, and New Jersey this additional contribution is taxable on the state level. Effective January 1, 2022, GitLab will expand the $100 per month HSA employer contribution to all Tiers.

Cigna Infertility Services

Infertility services will be included in both the PPO 500 plan and HSA plan. This includes a $15,000 lifetime infertility benefit for each covered member.

Coverage will be provided for the following services: * Testing and treatment services performed in connection with an underlying medical condition. * Testing performed specifically to determine the cause of infertility. * Treatment and/or procedures performed specifically to restore fertility (e.g. procedures to correct an infertility condition). * Artificial Insemination, In-vitro, GIFT, ZIFT, etc.

More details can be found on the 2021 PPO SPD and 2021 HDHP SPD. The 2022 SPD Will be posted shortly.

Cigna Transgender Benefit Coverage

Cigna has advised they will provide WPATH compliant coverage for all plans. For more information on their coverage, please see the coverage policy document. For Cigna to provide coverage, medical necessity must be proven. It is highly recommended to go through the prior authorization process when seeking treatment.

Please reach out to the Total Rewards team and WTW with any questions or if you need help while seeking authorization for a treatment.

  1. Visit myCigna. If you haven't previously registered for an account, you will want to register.
  2. Select "Find Care & Costs" at the top of the page.
  3. Here you can select to search by Doctor Type, Name, Reason for Visit, Facility, or you can price a medication at local pharmacies.
  4. When you scroll down, there are quick links for your nearest urgent care and telehealth.

IMPORTANT NOTE:

As an additional measure to confirm “Contracted Providers” (i.e. In-Network), it’s always a good idea to follow up with Providers directly (phone, email or otherwise) to additionally confirm if a Provider is contracted with Cigna or not. Provider contracts change and sometimes the contracts change faster than the website maintenance teams for the insurance carriers. It's better to spend time researching and confirming rather than assuming and being stuck with balance billing from Out of Network providers. Balance billing is if the Out of Network provider's charge is $100 and the carrier’s maximum allowed reimbursement (MAR) amount is $70, the provider is within rights to bill you for the remaining $30. A “Cigna Contracted Provider” cannot balance bill Cigna members.

Cigna Telehealth

Virtual visits for Cigna members can be accessed by visiting myCigna, selecting "Find Care & Costs" and scrolling down to the bottom of the page.

Cigna Coverage Outside Service Area - International travel

Benefits for services and supplies received outside the Service Area are covered only for medical emergencies and other urgent situations where treatment could not have been reasonably delayed until the insured person was able to return to the United States

Kaiser Medical Plans

Kaiser 2021 & 2022 Calendar Year Plans

In addition to the Cigna plans offered above, the following plans are also an option for team members in the United States located in California, Colorado, and Hawaii.

Coverages:

The Kaiser 2022 plan details will remain the same as the 2021 plan details listed below, but will include the following enhancements: inclusion of acupuncture, chiropractic care, and hearing aid benefits. Review the Kaiser Permanente Chiropractic and Acupuncture Benefits flyer for more information on these plans.

Plan Details 2021 HMO 20 NorCal
2022 HMO NorCal
2021 HMO 20 SoCal
2022 HMO 20 SoCal
2021 HMO 20 CO
2022 HMO 20 CO
2021 HMO 20 HI
2022 HMO 20 HI (TBD)
Deductible (Single/Family) $0 / $0 $0 / $0 $0 / $0 $0 / $0
Out Of Pocket Max (Single/Family) $1,500 / $3,000 $1,500 / $3,000 $2,000 / $4,000 $2,500 / $7,500
PCP/Specialist Copay $20 / $35 $20 / $35 $20 / $35 $15 / $15
Emergency Room $100 $100 $250 $100
Urgent Care $20 $20 $50 $15
Hospital Inpatient $250/admit $250/admit $300/admit 10%
Hospital Outpatient $35/procedure $35/procedure $100/procedure 10%
Rx - Deductible
Generic $10 $10 $10 See SBC (tier 1), $3 (tier 1a), $15 (tier 1b)
Brand - Preferred $35 $35 $30 $50
Brand - Non-Preferred $35 $35 $50 $50
Specialty Drugs 20% up to $150 20% up to $150 20% up to $250 $200

Please see the 2022 Kaiser Colorado Enrollment Guide for more information on the Kaiser Colorado plan.

Team Member Costs:

The following costs are monthly rates which would be deducted from your paycheck.

2021 Rates: The following costs are monthly rates which would be deducted from your paycheck.

Tier HMO CA North HMO CA South HMO CO HMO HI
Team Member Only $0 $0 $0 $0
Team Member + Spouse $240 $240 $276 $174
Team Member + Child(ren) $192 $192 $228 $138
Family $366 $366 $456 $342

2022 Rates: The following costs are monthly rates which would be deducted from your paycheck.

Tier HMO CA North HMO CA South HMO CO HMO HI
Team Member Only $0 $0 $0 $0
Team Member + Spouse $244 $244 $340 $178
Team Member + Child(ren) $194 $194 $284 $144
Family $378 $378 $566 $356
Kaiser Telehealth

Virtual visits for Kaiser members can be accessed by logging into Kaiser's online portal. Please consult the online portal and your plan details for your copay amount.

Kaiser Coverage

Kaiser provides or arranges for Services or supplies directly to you and your Family Dependents through an integrated medical care system. You must receive your health care from KP providers and in KP facilities within the Kaiser Service Area except for these services:

Written and authorized referrals (by a KP provider and/or our Authorizations and Referrals department) * Emergency care * Out-of-state Urgent Care when traveling * Dependent child benefits (as described in this EOC) while out-of-state

Outside the Service Area Your benefits outside the Service Area are limited to: * Emergency Services or out-of-state Urgent Care benefits described in the Benefit Summary * Dependent Child outside the Service Area benefits described in the Benefit Summary * Authorized referrals by KP provider

Kaiser Period to Submit Claims

For in-network services: N/A.

For out-of-network services: 365 days from Date of Service.

Kaiser Inertility Services

Kaiser California and Colorado Members are covered for infertility services at 50% co-insurance. Coverage includes services for dagnosis and treatment of infertility. Coverage does not include conception by artifical means (IVF/GIFT/ZIFT/etc). Please check with the WTW Benefits Helpline 877-409-9288 or GitLab@willistowerswatson.com for more information.

Kaiser Hawaii Plan members are covered for an infertility consultation and certain In Vitro Fertilization (IVF) procedures. More information on the Infertility services for Hawaii Kaiser members can be found on the 2021 Hawaii Health Plan.

Pregnancy & Maternity Care

With medical plans, GitLab offers pregnancy and maternity care. Depending on the plan you selected, your coverages may differ for in-network vs out-of-network, visits, and inpatient care. Please contact the Total Rewards team or WTW with any questions about your plan. Once your child has arrived, please follow the steps outlined above in regard to this Qualifying Life Event.

You may need a reasonable accommodation during your pregnancy. For more information regarding GitLab's Pregnancy Accommodation policy, please also refer to our Individuals with Disabilities policy.

Dental

Dental is provided by Cigna, plan: DPPO.

Dental does not come with individualized insurance cards from Cigna, although you can download them by setting up a Cigna account through the Cigna website. Cigna's site and app will house individualized ID cards team members can access at any time. For the most part, dental providers do not request or require ID cards as they look up insurance through your social security number. If you need additional information for a claim please let the Total Rewards team or WTW know. Cigna'a mailing address is PO Box 188037 Chattanooga, TN, 37422 and the direct phone number is 800-244-6224.

When submitting a claim, you can mail it to Cigna Dental PO Box 188037 Chattanooga, TN, 37422 or fax it to 859-550-2662.

Dental 2021 & 2022 Calendar Year Plan

Coverages:

The 2022 Dental plan details will remain the same as the 2021 plan details listed below.

Plan Details DPPO 2021
DDPO 2022
Deductible (Single/Family) $50 / $150
Maximum Benefit $2,000
Preventive Care CoInsurance (in/out) 0% / 0%
Basic Care Coinsurance (in/out) 20% / 20%
Major Care Coinsurance (in/out) 50% / 50%
Out of Network Reimbursement 90th R&C
Orthodontia
Orthodontic Coinsurance (in/out) 50% / 50%
Orthodontic Max Benefits $1,500

Team Member Costs:

The following costs are monthly rates which would be deducted from your paycheck.

2021 Rates: The following costs are monthly rates which would be deducted from your paycheck.

Tier DPPO
Team Member Only $0
Team Member + Spouse $12
Team Member + Child(ren) $18
Family $36

2022 Rates: The following costs are monthly rates which would be deducted from your paycheck.

Tier DPPO
Team Member Only $0
Team Member + Spouse $14
Team Member + Child(ren) $20
Family $36
Cigna Dental Period to Submit Claims

For in-network services: N/A.

For out-of-network services: 365 days from Date of Service.

Vision

Vision is provided by Cigna.

When submitting a claim, you can mail it to Cigna Vision PO Box 385018 Birmingham, AL 35238 or submit it online using the following instructions:

  1. Log in or register an account at https://cigna.vsp.com/.
  2. Navigate to "Claims & Reimbursement" on the left panel.
  3. Choose yourself or dependent from the dropdown depending who the claim is for.
  4. Expand the "Customer Reimbursement Form" section.
  5. Click "Continue" to be taken to the online claim form. Make sure you attach an itemized receipt when prompted.

Vision 2021 & 2022 Calendar Year Plan

Coverages:

The 2022 Vision plan details will remain the same as the 2021 plan details listed below, but will include the following enhancements: increase frame allowance to up to $150.

Plan Details Vision 2021
Vision 2022
Frequency of Services 12 months
Copay Exam $20
Copay Materials -
Single Vision $0
Bifocal $0
Trifocal $0
Frame Allowance up to $130
Elective Lenses Contact Allowance up to $130

The Frame allowance has increase to up to $150 for the Vision 2022 Calendar Year Plan.

Team Member Costs:

The following costs are monthly rates which would be deducted from your paycheck.

2021 & 2022 Rates: The following costs are monthly rates which would be deducted from your paycheck.

Tier Vision
Team Member Only $0
Team Member + Spouse $2.40
Team Member + Child(ren) $1.80
Family $4.80
Cigna Vision Period to Submit Claims

For in-network services: 365 days from Date of Service.

For out-of-network services: 365 days from Date of Service.

Basic Life Insurance and AD&D

GitLab offers company paid basic life and accidental death and dismemberment (AD&D) plans through Cigna. The Company pays for basic life insurance coverage valued at two times annual base salary with a maximum benefit of $250,000, which includes an equal amount of AD&D coverage. For more information please see the summary of benefits.

Group Long-Term and Short-Term Disability Insurance

GitLab provides, at no cost to our Inc and Federal team members, a policy through Cigna that may replace up to 66.7% of your base salary, for qualifying disabilities. For short-term disability there is a weekly maximum benefit of $2,500; for long-term disability there is a monthly benefit maximum of $12,500.

GitLab Process for Disability Claim

  1. If a team member will be unable to work due to disability as defined by the applicable short term disability plan for less than 25 calendar days, no action is needed and the absence will be categorized under paid time off.
  2. Since the short-term disability insurance has a 7-day waiting period, the team member should decide on day 18 whether they will be able to return to work after 25 calendar days. If they will not be able to return, they should inform the Total Rewards team of their intent to go on short-term disability and apply for short-term disability at this time by sending the Total Rewards team a completed Leave Request Form. While the team member is on short-term disability (which covers 66.7%), GitLab will supplement the remaining 33.3% through payroll if the team member has been employed for more than six months. Benefit coverage will also continue for the time the team member is on short-term disability.
  3. At the end of the maximum benefit period for short-term disability of 12 weeks, the team member will determine whether they are able to return back to work.
    • If the team member intends to return on or before the end of the 12 weeks, they should provide the Total Rewards team a Return to Work authorization from their doctor stating that they are able to return to work and listing any accomodations needed, if applicable, before their return date. The Total Rewards team should request this a week before the team member's anticipated return to work date if not already provided by the team member.
    • If the team member is unable to return, the team member will be moved to unpaid leave and will have the option to continue their benefits by electing COBRA coverage. The team member will be eligible to apply for long-term disability at this time.

Short-Term Disability Claim Process via Cigna

  1. Team member will submit the Short-Term Disability form by email to the Total Rewards team at total-rewards@gitlab.com.
    • Page 3 includes the Employee portion of the form as well as the Doctor Certification. This page can be sent directly to Cigna (using the mail or fax number at the top of the form) or this page can be returned to GitLab and we can send to Cigna all at once. This is completely at the preference of the team member or the requirement from the Doctor.
  2. The Total Rewards team will complete the employer portion of the Short-Term Disability form and send to Cigna via email: dallasfco.intake2@cigna.com
  3. The Total Rewards team will notify the team member of submission of claim and provided next steps.
  4. Cigna Claims Process:
    • Within 3 business days of Cigna receiving the claim, their claims team will contact the team member to gather additional medical or eligibility data, if needed.
    • The claims team will also contact the Total Rewards team to confirm eligibility and verify job responsibilities, if needed.
    • Cigna claims team will immediately begin reviewing the information available to make a decision. Cigna may also contact the team members attending physician, if needed, once Cigna has the team members authorization to do so.
    • If the claim is denied, the team member will receive a call from Cigna explaining the decision. The Total Rewards team will also receive a notification of the denial.
    • If approved, communication is sent to the Total Rewards team and claim status reports with approval date and estimated return-to-work date is provided to the Total Rewards team.
  5. The Total Rewards team will process the approval or denial and file all related paperwork in BambooHR.

Employee Assistance Program

GitLab team members in the United States are eligible for a complementary Employee Assistance program as a result of enrollment in the long-term disability plan through Cigna, dependents who are enrolled in a Cigna coverage are also eligible. More information can be found online on myCigna for the following topics: Emotional Health and Family Support, Home Life Referrals, Financial and Legal Assistance, Job and Career Support, and other topics.

401k Plan

The company offers a 401k plan in which you may make voluntary pre-tax contributions toward your retirement.

Administrative Details of 401k Plan

  1. You are eligible to participate in GitLab’s 401k as of your hire date. There is no auto-enrollment. You must actively elect your deductions.
  2. You will receive an invitation from Betterment who is GitLab's plan fiduciary. For more information about Betterment please check out this YouTube Video.
  3. Any changes to your plan information will be effective on the next available payroll.
  4. Once inside the platform you may elect your annual/pay-period contributions and investments.
  5. If you have any questions about making changes to your elections, we recommend that you reach out to Betterment directly, by chat in the app, by phone at 855-906-5281, or by email at support@betterment.com. There is also a Help section on the Betterment site.
  6. Please review the Summary Plan Document and QDIA & Fee Disclosure. If you have any questions about the plan or the documents, please reach out to Total Rewards at total-rewards@domain. Total Rewards is not able to advise you on your financial decisions.
  7. ADP payroll system monitors and will stop the 401(k) contribution when you have reached the IRS limit for the year. Please keep in mind, if you have prior contributions from another employer, ADP will not have access to this information.
  8. If your employment with GitLab terminates and you are unable to access your Betterment account due to this being connected to your GitLab email, please contact Betterment at 646-600-8263 to have the email address on file updated.

401(k) Match

GitLab offers matching 50% of contributions on the first 6% of allocated earnings with a yearly cap of 1,500 USD. As you are eligible to participate in GitLab's 401k as of your hire date, you are also eligible for GitLab matching contributions as of your hire date.

All employer contributions are pre-tax contributions. Team members can still make Roth 401(k) team member contributions and receive pre-tax employer contributions to your Traditional 401(k) account.

Vesting:

Employer contributions vest according to the following schedule:

Years of Vesting Service Vesting Percentage
Less than One Year 0%
One Year but less than Two Years 25%
Two Years but less than Three Years 50%
Three Years but less than Four Years 75%
Four or More Years 100%

Team Member contributions are the assets of those team members and are not applicable to this vesting schedule.

Vesting example

To help you understand the math, here is a hypothetical vesting chart showing how much the employeed would get if they left the company.

In this example the team member's salary is $50,000 USD and they max out their match every year. 50,000 * 6% = 3000. 3000 * 50% = 1500 match.

Year 1: Put in 3K, GitLab matches 1500. Leave the company get 3K (none vested) Year 2: Put in 3K, GitLab matches 1500. Leave the company get 6K own money + $750 USD vested contribution. (3K * 0.25) Year 3: Put in 3K, GitLab matches 1500. Leave the company get 9K own money + $2250 USD vested contribution. (4500 * 0.50) Year 4: Put in 3K, GitLab matches 1500. Leave the company get 12K own money + $4500 USD vested contribution. (6000 * 0.75) Year 5: Put in 3K, GitLab matches 1500. Leave the company get 15K own money + $7500 USD (fully vested)

The above example assumed no earnings on the contributions to the team member's 401(k). If the team member has any gains on their own contributions, this would be considered their own money and can be withdrawn when leaving the company. If the team member has any gains on the employer contribution, this would be subject to the vesting schedule. For example, if my employer contribution earns $50 and I leave after year two, I would be 50% vested and be able to leave with $25 of the gains from the employer contribution.

Administration of the 401(k) Match: * The employer will use the calculation on each check date effective as of January 1, 2019. * The team member must have a contribution for a check date to be eligible for the employer match. * Employer matching will be released into participant accounts three business days after the check date. * For team members who defer more than 6% on each check date, Payroll will conduct a true up quarterly.

401(k) Rollover

If you leave GitLab and would like to rollover your 401(k) account, contact Betterment directly to get more information about this process. If you are needed to locate your account number, you can find it by clicking Settings and then Accounts. You can reach Betterment, by Chat in the app, by phone at 855-906-5281, and by email at support@betterment.com. They also have a Rollovers section on their site going into detail.

401(k) Committee

The 401(k) Committee will meet quarterly with Betterment to review how the plan is doing as well as updates from the Betterment investment team.

Committee Members: Chair: Principal Accounting Officer (PAO) Other Members: * Principal Accounting Officer * Chief Legal Officer * Manager, Total Rewards * Senior Director, People Success * Senior Manager, Payroll and Payments

Gitlab's 401(k) Committee Responsibilities: * Maintain and enforce the plan document and features * Comply with all reporting, testing and disclosure requirements * Timely data & deposit transmission * Evaluating plan services and fees * Review and approval of prepared forms and distributions * Employee engagement and eligibility * Adding new eligible employees to the plan

Betterment's Responsibilities (co-fiduciary): * Investment selection and monitoring * Audit support * Employee education * Administrative support on distributions, loans and more * Employee and Plan Sponsor customer support via email and phone * Statement and tax form generation

Optional Plans Available at Team Member Expense

WEX (Discovery Benefits) Health Savings Accounts and Flexible Spending Accounts

If you are enrolled in a Health Savings Account (HSA), Flexible Spending Account (FSA), Dependent Care Flexible Spending Account (DCFSA) or commuter benefits, the funds are held through WEX (Discovery Benefits). After your benefit enrollment effective start date, create an account with WEX (Discovery) to manage your funds. You will only receive one debit card upon enrollment. To obtain a second card (for a dependent, etc.) you will need to login to your account on WEX (Discovery) or call and they will send one to your home of record.

Health Savings Account (HSA)

GitLab contributes $100 per month for those enrolled in the team member only tier of coverage. There is no contribution for other tiers of coverage.

If you would like to transfer your HSA from a previous account, please contact WEX (Discovery) and request a HSA Transfer funds form. On the form you will put your old HSA provider’s account number and any other required personal information. You will then submit the form to WEX (Discovery), and they will get in contact with your old HSA provider and process the transfer of funds. You can reach WEX (Discovery) at 866.451.3399 or customerservice@discoverybenefits.com.

If you would like to adjust your HSA contributions please log into [PlanSource](https://benefits.plansource.com/.

HSAs roll over completely year-to-year and are 'owned' by the team member. If you leave GitLab and would like to keep your HSA account, GitLab will no longer be responsible for the administration fee. The account holder will become responsible for the $2.50 per month admin fee.

Domestic Partner Reimbursements: If the team member is not legally married to their domestic partner, the domestic partner's expenses are not eligible for disbursement from the HSA. However, if the domestic partner is covered under the family HDHP through the team member, the domestic partner can open their own HSA and contribute up to the full family contribution maximum. The team member may also contribute up to the full family contribution maximum to their own HSA.

Flexible Spending Account (FSA) Plans

FSAs help you pay for eligible out-of-pocket health care and dependent day care expenses on a pretax basis. You determine your projected expenses for the Plan Year and then elect to set aside a portion of each paycheck into your FSA.

FSAs typically have a $550 rollover each calendar year. This is subject to change as dictated by the IRS. Due to COVID legislation, the IRS is allowing for unlimited carryover of FSA funds from 2021 to 2022. Starting in 2022 the IRS increased the FSA rollover amount to $570.

FSAs are employer-owned accounts. If you leave GitLab, your FSA account will be terminated on your date of termination unless you continue this through COBRA. You are able to use your full FSA amounts up to and on your last day, but not afterwards unless you enroll into COBRA. WEX (Discovery) asks that all claims be submitted up to 90 days after termination date. You can enroll into COBRA FSA if you have spent less out of your account than you have contributed to it. If you decide to enroll, you will be required to continue making your monthly contributions on a post-tax status. For additional information, please reach out to WEX (Discovery) at 866.451.3399 or customerservice@discoverybenefits.com.

FSAs (and Dependent Care FSAs) are subject to annual testing by the Internal Revenue Code guidelines to ensure the pre-tax benefits do not disproportionately benefit highly compensated employees. At the end of each plan year, GitLab will work with WTW to conduct the nondiscrimination testing. If a test returns that highly compensated employees benefit, you may not be able to pre-tax the full amount of your election. This can vary each year and is based upon the dollar amount of non-highly compensated employees’ elections.

FSA Period to Submit Claims

Up to 90 days after the plan year has concluded (also known as the runout period).

2021 FSA Rollover & DCFSA Extended Grace Period

Due to the Consolidated Appropriations Act, the IRS is allowing for unlimited carryover of FSA funds from 2021 to 2022 and an extended grace period of 12 months to utilize Dependent Care FSA funds from 2021 on expenses incurred in 2022. GitLab has opted into this with our vendor, WEX, to allow team members to take advantage of this and no action is required from team members.

Commuter Benefits

GitLab offers commuter benefits which are administered through WEX (Discovery Benefits). The contribution limits from the IRS for 2021 are $270/month for parking and $270/month for transit. Starting in 2022 the contribution limits will increase to $280/month for parking and $280 per month of transit. These contributions rollover month to month.

Commuter Benefits Period to Submit Claims

For active employees: Up to 180 days after plan year has concluded (also known as the runout period).

For terminated employees: Up to 90 days after the termination date.

Cigna Supplemental Life Insurance/AD&D

Team members who wish to elect additional life insurance above what is provided by GitLab through the Basic Life Insurance or elect life insurance for their dependents, can elect Voluntary Life Insurance through Cigna.

  • $10,000 Increments up to the lesser of 6x annual salary or $750,000 for team members
  • $5,000 Increments up to the lesser of $250,000 or 100% of team member election for spouses and domestic partners
  • $10,000 of coverage available for children
Evidence of Insurability

If you elect supplemental life insurance greater than the guaranteed issue of voluntary life insurance for yourself or dependent, you or your dependent may be required to complete an evidence of insurability (EOI). If required, you will be prompted and provided with the form during the enrollment process and can also access it here.

Please complete this form to the best of your ability, but if you're unsure for any field, please leave it blank. No information needs to be filled out for the ID # field and for security, you may also leave the Social Security Number field blank.

Once complete, please send the form to total-rewards@ gitlab. The Total Rewards team will then help fill in any missing information, if applicable, and will forward to the carrier for review. Total Rewards will confirm receipt of the EOI with the carrier, track its status, and the team or the carrier will reach out to the team member with any issues that need to be addressed in order for the EOI to be approved.

If you leave GitLab, all supplemental life insurance is not included in COBRA and will terminate on your last day at GitLab unless you choose to continue your or your spouse/children's life insurance directly with the carrier. Please contact the carrier (Cigna) for more information on premiums and setting this up.

Team Member Discount Platforms

US team members have access to a discount platform offered through ADP. This platform provides discounts for national and local brands and services.

To access LifeMart through ADP: 1. Login to ADP using the following link: [(https://workforcenow.adp.com.)] 1. Click on the "MYSELF" tab in the navigation bar, hover your mouse over "Benefits" in the dropdown menu, and click "Employee Discounts - Life Mart". 1. Confirm the email you use to access ADP and click "View my discounts" to enter the website.

GitLab Inc. United States Leave Policy

Based on the Family and Medical Leave Act, or FMLA, US team members are "eligible to take job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the team member had not taken leave." For more information on what defines an eligible team member and medical reason please see Employee Rights Under the Family and Medical Leave Act.

Apply For Parental Leave in the US

  1. Notify the Total Rewards team of intention to take parental leave at least 30 days in advance, or as soon as reasonable by entering the dates in PTO Roots via Slack.
  2. For a birthing parent (maternity leave), the team member will fill out the Leave Request Form and Assignment of Benefits and email the completed forms to total-rewards@gitlab.com.
    • The Assignment of benefits form states that Cigna will pay GitLab the funds and GitLab will disperse those funds to the team member. The intention of this form is to keep payroll consistent for the team member via GitLab payroll vs needing to offset disability payments from Cigna. GitLab may need to offset any state related payments if applicable.
    • Please see the Short-Term Disability claims process for more information on how the claim will be processed with Cigna as well as specifics on how to fill out the Leave Request Form.
  3. The Total Rewards team will send the team member an email with how payments will be processed and advise any differences in pay.
  4. The Total Rewards team will confirm payroll details with the Payroll team via the Payroll Changes google sheet.
  5. The team member will notify the Total Rewards team on their first day back to work.
  6. The Total Rewards team will get a notification once the claim is closed.
  7. TODO Outline process to return the team member to work

Payroll Processing During Parental Leave

Non-Birthing Person Leave Non-Birthing Person leave is not covered under Short-Term Disability, so if the team member is eligible for 100% of pay, payroll would enter 100% of the pay period hours under "Leave with Pay." Non-Birthing person leave is also offset for any state eligible payments.

Birthing Person Leave For Birthing Person leave, GitLab will verify 100% of the wages are paid for eligible team members through payroll, Short-term Disability (STD), and state leave pay (where applicable).

Parental leave is inclusive of public holidays that occur during within the start and end date of parental leave. GitLab will recieve the Short-Term Disability funds directly from Cigna and keep the GitLab team member paid at 100% of wages via payroll. Total Rewards will notify payroll of the "leave with pay" status using the start and end date of parental leave. Total Rewards will also notify payroll of any state related payments which may need to be offset.

State-Specific Allowed Leaves

Each US state varies when it comes to types of leave employers are required to allow employees to take. GitLab's Paid Time Off policy policy of "no ask, must tell" takes precendence but we still want our US team members to be aware of their specific types of leave in their state.

Leave Type State or City/Region
Bereavement Leave IL, OR, WA (Tacoma)
Blood/Bone Marrow/Organ Donation Leave AR, CA, CT, HI, IL, LA, ME, MD, MN, NE, NJ, NY, OR, SC, WI
Court Attendance/Witness Leave CA, CT, DC, FL, GA, HI, IL, IN, IA, KY, MD, MA, MN, MO, NV, ND, OH, OR, PA, RI, TX, UT, VT, VI, WI, WY
Crime Victims' Leave AL, AK, AZ, AR, CA, CO, CT, DE, MD, MA, MI, MN, MS, MO, MT, NH, NY, OH, OR, PA, RI, SC, VT, VA, WY
Domestic/Sexual Violence Victims' Leave AZ, AR, CA, CO, CT, DC, FL, HI, IL, IA, KS, ME, MD, MA, MI, MN, NV, NJ, NM, NY, NC, OR, PA, RI, TX, VT, VA, WA
Drinking and Driving Class Leave IA
Drug/alcohol Rehabilitation Leave CA
Election Officials' Leave AL, CA, DE, IL, KY, MN, NE, NC, OH, VA, WI
Emancipation Day Leave DC
Emergency Evacuation Leave TX
Legislative/Political Leave CT, IA, ME, MN, MT, NV, OK, OR, SD, TX, VT, WV
Literacy Leave CA
Mobile Support Unit Leave IN
Paid Family Leave CA, CO, CT, DC, MA, NJ, NY, OR, RI, WA
Pregnancy Disability Leave CA, CT, HI, IA, LA, MN, MT, NH, OR, WA
Public Health Emergency (Quarantine/Isolation) Leave AZ, CA (San Diego), CO, DE, IL (Cook Co), MA, MD (Montgomery Co), MI, MN, NJ, NY (Westchester Co & NYC), OR, PA (Pittsburgh), RI, SC, VT, WA
School Activities/Visitation Leave CA, DC, IL, LA, MA, MN, NV, NJ, NC, OR, RI, TN, VT
Student Leave DC
Volunteer Emergency Responder Leave AL, CA, CO, CT, DE, IL, IN, IA, KS, KY, LA, ME, MD, MA, MO, NE, NV, NH, NJ, NM, NY, NC, ND, OH, OR, PA, RI, SC, TN, UT, WA, WV, WI
Voting Leave AL, AK, AZ, AR, CA, CO, DC, GA, IL, IA, KS, KY, MD, MA, MN, MO, NE, NV, NM, NY, ND, OH, OK, SD, TN, TX, UT, VT, WV, WI, WY

COBRA

If you are enrolled in medical, dental, and/or vision when you terminate from GitLab (either voluntarily or involuntarily), you may be eligible to continue your coverage through COBRA.

Timeline

  1. Typically terminations are updated in BambooHR on the date of the termination and once updated, will then be updated in PlanSource by the end of the next business day.
  2. Once the termination has been added to PlanSource, the information will then be sent over to WEX (Discovery Benefits), our COBRA administrator. Government guidelines give 30 days for WEX (Discovery) to be notified of the COBRA eligibility, but typically this will take about 1-2 weeks.
  3. Once notified, WEX (Discovery) has 14 days to generate and send the COBRA enrollment packet. Allow normal mailing timelines (5-10 business days) to receive the packet once sent. You may also contact total-rewards@ gitlab at least a week after your termination date and we can send an electronic copy of your COBRA enrollment packet to you if it has been generated.
  4. You will have 60 days from the time you receive the COBRA packet to enroll either through the mail or online. Instructions for how to enroll will be included in your COBRA packet. Coverage will be retro-effective to the date coverage was lost.
  5. From the day you enroll, you have 45 days to bring your payments to current.
  6. You may remain on COBRA for up to 18 months. Please see the COBRA enrollment packet for information on extending COBRA an additional 18 months, if applicable. The state you reside in may allow for additional time on COBRA, but may be more expensive and include only Medical. Please consult the laws for your state for more information.

If you are currently employed and have any general COBRA questions, feel free to contact the Compensation & Benefits team. If you have terminated already or have specific questions on the administration of COBRA, feel free to contact WEX (Discovery) Benefits directly: (866) 451-3399.

Costs per Month

Medical

2021

Tier Cigna EPO Cigna HDHP HSA Cigna PPO Kaiser HMO NorCal Kaiser HMO SoCal Kaiser HMO CO Kaiser HMO HI
Team Member Only $562.21 $423.75 $549.39 $532.72 $532.72 $734.04 $495.41
Team Member + Domestic Partner $1,225.69 $917.57 $1,197.64 $1,230.19 $1,230.19 $1,614.88 $990.83
Team Member + Spouse $1,225.69 $917.57 $1,197.64 $1,230.19 $1,230.19 $1,614.88 $990.83
Team Member + Child(ren) $1,063.98 $797.22 $1,039.70 $1,086.73 $1,086.73 $1,468.08 $891.75
Family $1,699.62 $1,270.30 $1,660.70 $1,613.74 $1,613.74 $2,202.12 $1,486.24

2022

Tier Cigna EPO Cigna HDPHP HSA Cigna PPO Kaiser HMO NorCal Kaiser HMO SoCal Kaiser HMO CO Kaiser HMO HI
Team Member Only $617.15 $461.04 $602.85 $545.89 $545.89 $829.45 $523.05
Team Member + Domestic Partner $1,345.49 $1,003.65 $1.314.21 $1,260.63 $1,260.63 $1,824.79 $1,046.11
Team Member + Spouse $1,345.49 $1,003.65 $1,314.21 $1,260.63 $1,260.63 $1,824.79 $1,046.11
Team Member + Child(ren) $1,167.99 $871.43 $1,134.03 $1,113.62 $1,113.62 $1,658.90 $941.50
Family $1,865.77 $1,391.22 $1,822.35 $1,653.67 $1,653.67 $2,488.36 $1,569.16

Dental

2021

Tier Cigna DPPO
Team Member Only $39.77
Team Member + Domestic Partner $79.03
Team Member + Spouse $79.03
Team Member + Child(ren) $91.41
Family $140.24

2022

Tier Cigna DPPO
Team Member Only $41.13
Team Member + Domestic Partner $81.74
Team Member + Spouse $81.74
Team Member + Child(ren) $94.55
Family $145.05

Vision

Tier Cigna VPPO
Team Member Only $7.66
Team Member + Domestic Partner $15.35
Team Member + Spouse $15.35
Team Member + Child(ren) $12.99
Family $21.43

Total Rewards Processes & Audits for US benefits

Processes

EOI

DRI: TBD Cadence: Weekly until integration is in place.

  1. Log into Cigna For Employers, select Reports & Tools, and select Medical Underwriting.
  2. In the Medical Underwriting platform, select GitLab Inc and Activity in Last 7 Days.
  3. When an application moves to and "Approved" or "Closed" status, find the corresponding EOI Request in PlanSource find in the My Tasks section on the homepage.
  4. Checkmark all of the EOIs that are able to be reviewed at this time and click the button to Review the Selected Queue.
  5. If any amount over their current election is approved per the Cigna Underwriting website, update the effective date to the current date, select to send subscriber an email, and select to approve. If the entire requested amount was denied by Cigna, keep the original effective date and select to reject.

Qualifying Life Event (QLE) Processing

DRI: TBD Cadence: Ad hoc (check at least weekly)

  1. Log into PlanSource and select Life Events (in the "Your Tasks" box).
  2. For any new pending life events, you will need to request documentation from the team member:
  3. Once you have checked the Life Events task for any new life events, navigate to Document Requests in the "Your Tasks" box to review whether any team members have submitted documentation. Note that this may reflect 0 in your summary view even if the team member has submitted a document.
  4. If a new document has been submitted and needs review:
    • Click the task.
    • Click the link under "Documents Requested From Employee" which will open a side panel.
    • Click to open document in a new window if preview doesn't work.
    • Review the document per the documentation table below ensuring the effective date in the QLE matches the event date in the documentation.
    • If it meets documentation requirements, click "Accept." If not, click "Reject and Issue New" and reach out to the team member to explain what else is needed.
    • Once the documentation is accepted, you'll also want to make sure to approve the original life event.
  5. Once all documents and life events are approved in PlanSource, any carrier updates will also need to be made manually while the EDI integrations are being set up.
QLE Acceptable Documentation Table
Event Acceptable Documents Requirements
Marriage Marriage Certificate Name of team member, name of spouse, date of marriage, official seal/signature
Birth Birth certificate
Hospital Documentation
Name of team member, name of child, date of birth, hospital letterhead, seal, or signed by doctor/hospital admin (hospital documentation only)
Adoption Court order for adoption Team member name, new dependent's name, court order effective date
Divorce or annulment Divorce decree/court ruling for annulment Name of team member and ex-spouse, date of divorce/annulment
Establishment or Dissolution of Domestic Partnership N/A N/A
Death of Dependent Death Certificate Name of dependent, date of death
Gain of Coverage Elsewhere Benefits summary, letter from new benefits admin/HR, letter from new insurance carrier Name of team member and/or dependents being removed from coverage, effective date of new coverage, list of new coverages (medical, dental, vision)
Loss of Coverage Elsewhere Benefits summary, letter from old benefits admin/HR, letter from old insurance carrier, COBRA paperwork Name of team member and/or dependents being added to coverage, termination date of old coverage, list of coverages (medical, dental, vision) being lost

Making Updates in the Carrier Systems

This is a temporary process while EDI feeds are being set up.

Cigna

TODO

Kaiser

TODO

WEX Discovery

Cadence: Semi-Monthly, after each pay period DRI: TBD Temporary process until integrations are in place

HSA, DCFSA, Commuter Parking and Commuter Transit Funding

  1. Request a report from Payroll on the latest pay period's HSA, DCFSA, Commuter Parking and Commuter Transit Deductions.
    • HSA ONLY Log on to Plansource to Data & Tools > Reports. Search for HSA Funding Report, and enter the payroll date in the "Point In Time" date. Reconcile the Payroll Report and the PlanSource report to ensure that the HSA deduction data is accurate. If HSA funding data is missing from the Payroll Report, a double deduction may need to occur the following Pay cycle.
  2. Log on to Discover Wex Administration Portal. Click on "Imports" in the side menu
  3. Click on the "New Import"> "Contribution" . Check "Pre-populate Template" and select the savings account you'd like to fund:
    • If HSA - Select "Health Savings Account" under Plan Year - then check "Health Savings Account"
    • If DCFSA - Select the current plan year "1/01/2021 - 12/32/2021" - then check "Dependent Care FSA"
    • If Commuter Transit or Parketing - Select "Commuter Plan 2021" - then check "Mass Transit" and "Parking"
  4. Click "Download Template" This will generate a report with the following Columns: EmployeeIdentifier, Contribution Date, Contribution Discription, Contribution Amount, PlanName, PriorTax Year. Enter the information as follows:
    • EmployeeIdentifier: This Column is the Employee's SSN, and will already be populated for all employees that have an Open HSA Wex account.
    • Contribution Date: The Payroll Deduction date. Format should be MMDDYYYY - no dashes
    • Contribution Description: If the contribution is from the Employer (i.e. Employer HSA Funding) select "Employer". If the contribution is a deduction from the Employee, select "Payroll"
    • Contribution Amount: The amount that was deducted from the employees' paycheck OR the amount that the Employer is contribution to the employee's HSA.
    • PlanName: Pre-populated with the type of Funding account.
    • ProirTaxYear: Leave Blank
  5. Double check the Payroll report if any employees received a deduction or contribution and did not populate on the Pre-populated Template. If so, create a Wex account for that employee and add them to the report.
  6. Once the report is completed, download it as a CSV file. Return to the Wex Import Page where you had left off. Click on "Next", then upload the CSV file. Click "import"
  7. Check if the report had any errors or issues by going back to the "Import" page on the Administration Portal. Under "Pending" you will see if your report had any errors. If there were only a handful of errors you can update directly on the portal by selecting "Fix All". If there were many errors, you can cancel the report and upload a new one.

Census Updates

Cadence: Semi-monthly DRI: TBD Temporary process until intregrations are in place

BambooHR to PlanSource:

  1. Review the US Payroll Changes spreadsheet at the middle and end of each month for any changes that would need to be made in PlanSource ie job title changes, salary changes, address changes.
  2. If there are only a few updates to be made, navigate to the team member's profile directly and make any applicable updates.
  3. If there are many updates to be made, navigate in PlanSource to "Data & Tools" -> "Data" -> "Employee Update Worksheet". Download the template with the necessary fields and re-import here once updated with the information from the Payroll Changes spreadsheet.

PlanSource to Carriers:

  1. In PlanSource, navigate to "Data & Tools" -> "Reports" and download both an "Employee Census Report" and "Dependent Census Report" using the date range from the last time the report was ran to today's date.
  2. Any new hire enrollments or changes due to qualifying life events should have already been updated during separate processes. Any address changes or census changes not tied to a new hire or QLE will need to be updated in the applicable carriers system by logging into the admin portal, navigating to the team member's profile, and selecting to change/update.

Monthly Health Bill Payments

The Total Rewards Analyst will review and initiate payment for all monthly health bills in the United States.

  • All bills are available on the first of the month and should be paid by the 13th.
  • A reconciliation report will be made available in the PlanSource system. Total Rewards will transfer the reconciliation and Group Invoice documents to the US Benefits Billing Google Drive.
    • These documents will be used to verify the proper amount was billed and to provide department breakdowns to AP.
  • Total Rewards will login to each admin platform and pay the bills using the banking information and links found in the 1password note: "Monthly Heath Bills"
  • Total Rewards will then email a detailed breakdown of the amount/department totals to ap@gitlab.com for accounting purposes.
  • TODO Build in step-by-step process

Audits

WEX (Discovery) Funding Account Audit

This quarterly audit is conducted to ensure the funding of our account used for FSA, DCFSA, and commuter benefit plans according to Accounts Payable matches the amount of claims incurred in WEX (Discovery)'s system.

  1. Reach out to Accounts Payable to provide an updated payment history report for payments made to WEX (Discovery).
  2. In the Ongoing Discovery Audit spreadsheet, add new entries in the report provided by Accounts Payable to the bottom of the table in the "Discovery Payments History" tab.
  3. Navigate to WEX (Discovery)'s platform and log into the employer portal.
  4. Select "Benefits Administration" in the left toolbar.
  5. Navigate to the "Reports" tab and select the "Employer Funding Report".
  6. Download all reports for the months that have elapsed since the last audit was conducted.
  7. Add the new monthly report(s) to the Ongoing Discovery Audit spreadsheet as new tabs.
  8. Reconcile all funding sent by Accounts Payable against the Employer Funding Report details.
  9. AP funding will be denoted as "MANUAL EMPLOYER TRANSACTION AND ADJUSTMENT" in these reports.
  10. On the "Funding Summary" tab, add the newly downloaded month(s) to the bottom of the summary table:
  11. Add the year of the report(s) in column A.
  12. Add the month of the report(s) in column B.
  13. Copy the formula down for columns C, D, and E.
  14. For columns D and E, replace the year and month in the formula with the year and month inputted in a column A and B.
    • For example, if the formula current has =sumif('March 2020 Funding Detail'!A:A,"Manual Employer Transaction and Adjustment",'March 2020 Funding Detail'!H:H) and you are working on the row for April 2020, change the formula to say =sumif('April 2020 Funding Detail'!A:A,"Manual Employer Transaction and Adjustment",'April 2020 Funding Detail'!H:H).
  15. In the same "Funding Summary" tab, review the difference calculated in cell L3. This difference should be positive and roughly equivalent to the amount we currently have available in our Funding Account for WEX (Discovery), typically in the range of $5,000 to $50,000.
  16. Any discrepancies or problems should be escalated to the Manager, Total Rewards.

WEX (Discovery) Payroll Audit

TODO

PlanSource/Carrier Enrollment Audit

This quarterly audit is conducted to identify any differences in enrollment between the carrier records and what a team member has elected in PlanSource.

Kaiser Medical

TODO

Cigna Dental/Vision

TODO

The following benefits are provided by Remote and apply to team members who are contracted through Remote. If there are any questions, these should be directed to the Total Rewards team at GitLab who will then contact the appropriate individual at Remote.

South Africa

Healthcare Monthly Allowance

  • Healthcare Monthly Allowance will be paid by Remote as an allowance to the team members for their own Medical Coverage.
  • This amount will be paid on monthly basis with the regular payroll as a reimbursement.
  • Proof of coverage must be shared or forwarded to total-rewards@ domain in order to receive the correct allowance amount.
  • The allowance will be up to R5,000 per month for team member and up to R8,500 per month for team member plus Dependants.
  • The Total Rewards team will email the proof of coverage to Remote to have the reimbursement processed.

Discovery Life Provident Umbrella Fund (Provident fund match)

Under the Remote Technology scheme, the employer and member both pay 5% each to the Provident fund as contributions. Applicable tax laws provide that any contribution the employer makes is treated as a contribution made by the member. The contributions will qualify for a tax deduction in each tax year of assessment.

Group Life including the Global Education Protector & Funeral Family Benefit

  • Sum insured of the Group Life Cover will be 4 times of the annual salary.
  • The primary protection offered by group life cover is as follows:
    • Provide for living expenses for surviving dependants
    • Extinguish debt
    • Protect the lifestyle of the surviving dependants
    • Fund for the education costs of the surviving children
  • Upon the death of the member, spouse or child, a benefit payment equal to the amount of the Funeral Cover will be made.
  • The sum assured for this benefit is up to R30,000
  • This benefit is 100% contributed and covered by Remote.

Disability - Income Continuation Benefit

  • The Income Continuation Benefit is designed to provide team member with a payment equal to the income they received before they became disabled or severely ill.
  • Disability refers to injury, illness or disease that has resulted in a member being unable to perform his or her own job based on objective medical criteria.
  • Due to changes in the tax treatment of income protection benefits, the disability income benefit will be calculated on a flat 75% of member salary, but subject to a maximum of the team members’s net of tax salary or specified rand maximum including any retirement fund waiver benefits.
  • The 75% income continuation will come into effect from the 4th month of the leave.
  • This benefit is 100% contributed and covered by Remote.

Disability - Severe Illness

  • A severe illness is an illness that affects a person’s lifestyle in such a way that their ability to function normally is altered.
  • Sum assured of this benefit is twice the annual salary of the team member (2 x Annual Salary).
  • Discovery Life provides insurance to cover team member against the impact of a severe illness. The Severe Illness Benefit pays a lump sum if a team member is diagnosed with a covered physiological or anatomical severe illness. The claim payment is proportional to the severity of the illness, with severity levels that have been set to reflect the financial impact of the illness on their lifestyle.
  • The lump sum benefit provides financial assistance to ensure that the team member can maintain their lifestyle after a life-changing event. This could mean having their homes modified to accommodate their injury or illness, or reinvesting the money to replace the monthly income they can no longer earn
  • This benefit is 100% contributed and covered by the Remote.

For more details on benefits managed by Discovery: Remote Technology Employee Benefits

Parental Leave

To initiate your parental leave, submit the dates via PTO by Roots under the Parental Leave category. This will prompt Total Rewards to process your leave. You can find out more information about our Parental Leave policy on the general benefits page.

If you are eligible to receive parental leave from GitLab, your payments will be made up of payments from UIF and the rest from GitLab. Once you send your parental leave notification in PTO by Roots, Total Rewards will notify Remote. They will then get in touch with you to explain the UIF payment claim process.

Mexico

Social Security

All workers employed in Mexico must be registered with and contribute to the following institutions that deal with different social security insurance benefits: * Mexican Institute of Social Security (IMSS): * Provides medical services, child day care, accident and sickness compensation, pregnancy benefits and disability pensions * National Workers’ Housing Fund Institute (INFONAVIT): * Provides subsidized housing to employees as well as loans, and the Retirement Savings Program (SAR). SAR provides employees with retirement benefits when they reach 65 years of age.

Employees in Mexico are covered by the Social Security Law, under IMSS who is responsible for administering social security insurance benefits and the collection of contributions. * Both the employer and employee are required to contribute to social security, although the employer has the responsibility of withholding the employee’s contribution. * These contributions fund retirement pensions, health and maternity insurance, occupational risk, day-care, disability and life insurance, and unemployment/old age insurance.

Medical Benefits

  • Healthcare Monthly Allowance will be paid by Remote as an allowance to the team members.
  • The allowance will be 5000 USD per annum.
  • This amount will be paid on monthly basis with the regular payroll as a reimbursement.

Life Insurance

  • Life insurance cover provided via Remote (Details to be added by Total Rewards)

Christmas Bonus (Aguinaldo)

  • GitLab offers 30 working days pay (which includes total earnings + taxable allowances + commissions)
  • Paid by December 20th (so the employee can use it for the holiday)
  • Employees with less than one year of service will recieve a pro-rated christmas bonus.

Vacation Bonus (Prima)

The vacation premium is an additional cash benefit given to employees for use on their vacation. It is calculated as a minimum of 25% of daily salary multiplied by the number of days of vacation. Employees who have provided one year of service must be afforded a minimum of 6 paid vacation days in their first year of employment. Two working days will be added to that vacation time every following year through the fourth year. After five years, employers are required to add two days of vacation time every five years. * Here is a chart on how vacations days increase:

Year(s) Days
1 6
2 8
3 10
4 12
5 to 9 14
10 to 14 16
14 to 19 18

Calculation: * To calculate the vacation bonus based on 25% and a salary of $50,000 USD per year: * $50,000 USD divided by 365 days = $136.99 USD daily pay rate * $136.99 USD daily pay rate multiplied by 25% = $34.25 USD * $34.25 USD multiplied by 6 vacation days (first year) = $205.50 USD vacation bonus * It can be paid right away when the vacation is taken, or as a lump sum upon completing one year of service (or employment ends). It is the employer’s choice which method to use. * Unused leave must also be paid when employment ends (in other words, the employee does not ‘forfeit’ unused vacation time)

Mexico Parental Leave

Statutory General Entitlement

Maternity Leave: Team members can take 12 weeks of Maternity Leave (6 weeks before the child is born and 6 weeks after birth).

Paternity Leave: Team members can take 5 days of Paternity Leave.

Maternity Leave Payment

  • 12 weeks of the team member's Maternity Leave will be paid by the Mexican Social Security Institute (MSSI).
  • If eligible, GitLab will supplement the MSSI payments to ensure the team member receives 100% pay for up to 16 weeks of leave.

Paternity Leave Payment

  • If eligible, the team member will receive 100% paid Parental Leave from GitLab for up to 16 weeks.

Applying for Parental Leave in Mexico

To initiate your parental leave, submit your time off by selecting the Parental Leave category in PTO by Roots at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.

Mexico Sick Leave

Team members unable to work because of a nonwork-related injury or illness and who have made payments into the social security system for the four weeks before the condition developed are eligible for paid sick leave through the Social Security Institute. The benefit, which is 60% of an employee’s regular wage, is paid from the fourth day of the illness for up to 52 weeks and maybe extended for another 52 weeks.

Hungary

Social Security

The Hungarian Social Security Act has employer and team member contributions to cover statutory requirements such as pension, health insurance, and unemployment.

Medical

GitLab does not plan to offer Private Health Insurance at this time because team members in Hungary can access the public health system for free or at a lower cost through the Hungarian state healthcare system. This system is funded by the National Health Insurance Fund.

Pension

GitLab does not plan to offer pension benefit at this time as the Hungarian pension system provides for a minimum pension, with a qualifying condition of minimum 20 years of service, of HUF 28,500 per month. If the average contribution base is less than the amount of the minimum pension, the pension will equal 100% of the average monthly wage.

Life Insurance

GitLab does not plan to offer life insurance at this time as team members can access the benefits from Social insurance system if they get ill, injured or have a disability.

Hungary Parental Leave

Statutory General Entitlement

Maternity Leave: Team members can take up to 24 weeks of Maternity Leave. The leave must start 4 weeks prior to the scheduled due date.

Paternity Leave: Team members can take 5 days of Paternity Leave or 7 days in case of twins.

Parental Leave: Team members can take unpaid leave to care for their child until the child reaches the age of 3 or until the child reaches the age of 10 if the team member receives child care allowance. Team members are also entitled to extra vacation days based on the number of children they have:

  • two working days for one child;
  • four working days for two children;
  • a total of seven working days for more than two children under sixteen years of age.

Matenity Leave Payment

  • The team member will receive Pregnancy and Confinement Benefit (CSED) at a rate of 70% of their salary for 24 weeks.
  • If eligible, GitLab will supplement the CSED payments to ensure the team member receives 100% pay for up to 16 weeks.

Paternity Leave Payment

  • The team member will receive payment from the Hungarian State Treasury for 5 days of their leave.
  • If eligible, GitLab will supplement the State payments to ensure the team member receives 100% pay for up to 16 weeks.

Austria

Social Security

The Austrian Social Security Act General Social Insurance Act (Allgemeines Sozialversicherungsgesetz, ASVG) has employer and team member contributions to cover statutory requirements such as pension, health insurance, accident insurance and unemployment.

Medical

GitLab does not plan to offer Private Health Insurance at this time because team members in Austria can access the public Austrian health insurance system. This health insurance scheme covers all the team members and their family members.

Pension

GitLab does not plan to offer pension benefit at this time as Austria has their uniform pension system through The Act on the Harmonisation of Austrian Pension Systems. The amount of a pension is calculated on the basis of the duration of the pension insurance and amount of the contributions paid. In order to receive the pension a team member must have paid contributions for at least 180 months (15 years).

Life Insurance

GitLab does not plan to offer life insurance at this time as team members can access the benefits from Social insurance system if they get ill, injured or have a disability.

Bonus Payment

The salary will be paid paid 14 times a year. This includes 12 months salary and two bonuses.

Remote Technology - Austria Leave Policy

Statutory Maternity Leave

The statutory entitlement for maternity leave (Mutterschaftsurlaub) is 16 weeks. The leave must start 8 weeks prior to the scheduled delivery date. For high-risk births, leave after the birth can be extended to 12 weeks.

Statutory Parental Leave

Mothers and fathers are entitled to parental leave until the child reaches the age of 24 months (maximum), provided the parent in parental leave lives in the same household as the child. The minimum period of the parental leave is two months. The dismissal and termination protection ends four weeks after the end of the parental leave.

During the time of parental leave, and provided the conditions are satisfied, parents are entitled to childcare allowance(Kinderbetreuungsgeld) under the Child Care Payment Act from social security.

Introduction

GitLab has generated this handbook page to provide resources to team members relating to Financial Wellness. Please note that GitLab is not able to directly provide team members with any financial advice.

If you have any great resources that you have used in the past, please feel free to create a merge request to add to this page as everyone can contribute!

Financial Wellness Resources

Modern Health

Modern Health offers many self service resources to team members as part of the Employee Assistance benefit through GitLab.

Some of these resources include: * Ability to add a Financial Coach to your care team. * Digital program through the app titled Financial Well-being. * Modern Health Money Management Circle: GitLab hosted a Money Management Circle through Modern Health with an emphasis on the psychological component of Financial Wellness. Link to Recording * Session Description: What does “wealth” mean to you? Understanding the psychology of money and wealth can help you achieve your financial goals. Join this session with a Modern Health provider to learn how to assess your financial situation and identify your financial values and self-identity.

SageView

GitLab offers all team members the ability to use the Financial Wellness Program through SageView. This program includes: * 1:1 sessions for all GitLab team members globally to connect with a dedicated Wellness Specialist to discuss topics such as Investment Assets (including Stock Options), Asset Protection, Income Protection, Debt Management, and Estate Planning. * The main goal here is the commitment to help understanding how the GitLab equity plan works, and providing resources in what team members can consider in financial management. SageView won't provide tax, legal, or financial advice, but can help you to understand the pieces of information you will need to seek personal advise on to manage your own personal situation. * Access to Sage411 for general questions and investment support. * Access to SageView’s communications * Financial Wellness Workshops hosted by SageView

Please see the following flyer for more information and a link to schedule a consultation.

GitLab hosted a kickoff call with SageView to discuss an overview of the program’s benefit offerings for team members. * Recording: Presentation (Option 1), AMA (Option 2) * Session Description: * The specifics of Financial Wellness are different for everyone, but the common underlying theme is similar for most; identify your resources and utilize your opportunities in a way that gives you both peace of mind and the highest likelihood of achieving your financial goals.

LinkedIn Learning

Self Learning around money management is also available through the company sponsored LinkedIn Learning account.

Examples of Learning Courses include: * Managing Your Personal Finances * Behavioral Finance Foundations The Five-step Guide to Mastering Your Money * Personal Finance Tips & Tricks * Managing Your Personal Investments * Financial Wellness: Managing Personal Cash Flow

Schwab

Within Schwab, as of no later than December 9th, you will see a summary of your options (vested and unvested) and vested exercised shares. Exercised unvested options will be held at Computershare. When RSUs are granted, these will also be visible in Schwab.

Schwab can also assist with investment support as a complimentary service through GitLab.

Resources Available within Schwab: * Award Calculators: The following award calculators are available to account holders to hypothetically model different option and share scenarios. * Raise cash: How many shares would I need to sell, or options to exercise and sell, to raise a specific dollar amount? * Get shares: How much would it cost to exercise a stock option and hold the shares? * ​​Estimate the proceeds from a potential sale: How much cash could I receive from selling shares or exercising and selling stock options? * Raise cash and get shares: How many shares would I need to sell to pay for a stock option exercise and hold, plus raise additional cash? * Schwab also has a calculator library for modeling many other types of financial goals. * Schwab Insights - Examples of Available Modules include: * How to Invest * Investing Basics * How to Start Investing on Your Own * How to Invest 1,000, 10,000 or 100,000. * There is also a full Library of content relating * Schwab Learning Center with specific content related to: * Stocks: Develop a better understanding of the benefits and risks of stock ownership and how it may fit in your trading and investing plans. * Options: Take a closer look at options trading and different ways to build a strategy.

Total Rewards and Financial Wellness for Managers

An important component of the Total Rewards Package is Equity Compensation. Team Members can review their equity holdings in Schwab. Please note that vested and exercised shares are currently being held in Computershare. The Stock Admin team will be providing additional information on these shares.

In order for managers to understand the full picture of their team members’ total rewards package, the People Group has generated a Total Rewards Summary for managers to view vested and unvested holdings as of October 14, 2021 for each direct report.

Total Rewards Summary

The Total Rewards Summary will be available to managers of team members who have been granted equity on or before 2021-09-03. All RSU grants will not be shown on these summaries as the next grant date for RSUs to be reviewed and approved is 2021-12-15.

  • Log into BambooHR.
  • Navigate to the profile of one of your direct reports. Select the Documents tab and expand the Annual Compensation Review Total Rewards Statements folder.
  • You can either select the linked document name to open a quick view of the Total Rewards Summary in BambooHR or select the download button that appears to the right of the letter. If you are a manager and are unable to see the Documents tab for your team member, please reach out to total-rewards@ gitlab and we will review your access level.
  • Total Rewards Summary example
    • Each summary will have a Cash Compensation section outlining the current (FY22) compensation as of November 1st.
    • For team members who are paid a base salary only, the Target Bonus (Variable) column will show Not Applicable.
    • Each summary will also have a section for Equity Compensation. The table will show the amount and value of vested and unvested shares held by the team member as of 2021-10-14 with the conversion price detailed on the statement.
  • Team Members have access to their own equity holdings, so it’s not required to share the Total Rewards Summary with team members, unless it is useful in facilitating a conversation. To share the letter directly with the team member, select the gear button to the right of the letter, select "Share with Employee", and, in the pop up prompt, select "Share" again.
  • share letter

Manager Talking Points

The Total Rewards Summary has been generated for management to visualize and understand the total holdings of their direct reports. There is not a specific timeline for managers to have a conversation around Total Rewards with their direct reports, but we want to ensure managers are enabled to have a conversation as equity is likely top of mind for team members. When going into the conversation we recommend to consider the following points:

  • It’s important for all team members to understand and consider all components of the Total Rewards Package. One key component being the value of our equity program (Options, RSU’s & ESPP) as core to our Total Rewards (benefits, cash compensation, equity) at GitLab.
  • Equity aligns team members with a long term incentive for the company. By delivering results, GitLab has the ability to contribute to company performance and drive long-term potential value.
  • Team members may be eligible for Equity Compensation as part of their new hire package or the annual refresh program.
  • GitLab has recently adjusted the cliff for the RSU program by implementing an industry leading six month cliff for new hire grants and no cliff for promotion or refresh grants.
  • Close by checking in on how your team member is doing beyond their financial position. A quick and simple method is to use the “red, yellow, green” scale to ask your team members how they are feeling about their future at GitLab. The goal is to gain actionable feedback about how you can support them going forward.
  • Please note that Total Rewards will be discussed again in February as part of Annual Compensation Review. This is a great opportunity to check in with your direct reports ahead of the planning process, but it is important to not make any forward looking statements on increases during the review cycle.
  • Remember, financial incentives are only one aspect of what keeps our team members excited about their role at GitLab. Career opportunity and ability to make meaningful contributions were highlighted as the 2 highest areas of impact for our team members during our last Engagement Survey. Take this opportunity to have a holistic conversation about your team members’ future at GitLab in terms of their career and financial growth opportunity. Remember, we’re only at Mile 3 of the marathon.

Specific to Netherlands based team members

Vacation Money

Dutch team members get the customary month of vacation money (Vakantiegeld) in the month of May, as defined by the government. Note that Vakantiegeld is built into offers as well as our Compensation Calculator.

Medical

There is no additional medical coverage scheme through GitLab.

Note that in the Netherlands every citizen is obliged to have at least a basic health insurance package (basisverzekering) with a health insurance company. If you do not have health insurance, you can be fined by the Sociale Verzekeringsbank.

GitLab does not currently provide medical coverage due to the government policy of subsidizing private insurance.

Due to the Working Conditions Act, GitLab contracts an occupational safety and health service. The OSH-service can assist employees who are not able to work because of illness. The contact information for GitLab's designated Occupational Health Service provider is:

Zorg van de Zaak, Beneluxlaan 901, 3526 KK Utrecht, the Netherlands

Tel: 088-2778870 Email: info@zorgvandezaak.nl

Pension

State pension (AOW) is standard and will be paid out at retirement age. Starting January 1, 2021, GitLab will offer a private pension plan through Brand New Day for all team members over the age of 21 employed via a GitLab BV Netherlands employment contract. The pension plan will be a Defined Contribution Agreement with a flat rate of 3.00% of the pension base. The GitLab team member will contribute 2%, with the employer (GitLab) contributing 1%. The pension base equals the pensionable salary less the state pension offset. For additional training, Brand New Day has provided video explanations on how the pension plan works.

Pension Plan Summary: * Pension: The Pension plan is designed for team members to build up an invested pension fund that they cash in to purchase a retirement pension and a partner's pension that pays benefits upon their death after their retirement via monthly contributions. * Death Benefits: If a team member dies while in service and before the retirement date, the partner and/or children will receive death benefits. This is a life-long retirement pension for the partner and a temporary dependant's pension for their children which pays benefits on the death of the team member. * Incapacity for Work: This is a waiver of premium for incapacity for work. If a team member becomes partially or fully incapacitated for work, this portion of the plan continues to pay part or all of the pension contributions for team members to keep building up their pension fund and remain covered for the elected benefits.

Voluntary Pension Plan Summary: * Extra Pension: Team members can make additional voluntary contributions to have extra funds to purchase a retirement pension and a partner's pension that pays benefits upon their death after retirement. * Extra Death Benefits: Team members with a partner have the option of insuring an extra partner's pension upon their death prior to the retirement date. The following doc outlines additional information on how the voluntary ANW-gap pension works.

Individual value transfer: A team member can have the pension value accrued at a former employer transferred to Brand New Day. An individual value transfer must be requested from Brand New Day within six months of joining the scheme. Once this is complete, the years of service at any former employers count towards Death Benefits.

Investment Profile: Team members choose their own investment profile: neutral, defensive or offensive or their own mix of equities and bonds, within the limits set by Brand New Day. Furthermore, you can choose to put all the contributions in a savings fund.

Life Insurance

GitLab does not offer life insurance in the Netherlands at this time. Team members are automatically covered up to 70% of their last wage in case of disability by the governmental Employee Insurance Agency.

30% Tax Ruling

Eligible team members may apply for the 30% Tax Ruling. More information can be found on our Visas page. Kindly note, this can also be expensed.

Bike to Work/Tax Saver Commuter Scheme

GitLab uses HR Savvy to assist with the administration of the bike to work/tax saver commuter scheme.

Cycle to work will have a maximum expenditure of 1200 EUR for a bike. The team members can avail this benefit every 2 years. This duration will be calculated based on the start date of the previously availed bike scheme benefit.

Bike Applications: 1. The team member will email to Total Rewards team to initiate participation in the scheme. In the email they will mention the bike of their choice and accessories (if required)
2. Once the request to participate in the scheme is approved by Total Rewards team, they will inform HR Savvy on payroll@savvy-group.eu with the details shared by the team member. 3. HR Savvy will arrange an addendum to the employment contract which will be signed by GitLab and the team member. 4. Once the contract is signed, HR Savvy will invoice GitLab and purchase the bike on behalf of GitLab. 5. Total Rewards will notify payroll to reduce the team member's gross salary by the cost of the bike as per the addendum.

GitLab B.V. Netherlands Leave Policy

  • Statutory Sick Leave

    • Team members who are unable to work due to illness are entitled to 70% of their salary for up to 104 weeks. This leave runs concurrently with GitLab PTO. Team members will receive 100% of their salary for the first 25 days of illness.
    • GitLab complies with Dutch local Laws regarding sick leave. Local laws override any leave policy we have in the benefit of the team members.
    • Team members must select Out Sick in PTO by Roots to ensure that all sick time is properly tracked. For complete reporting procedures, please review the sick time procedure for The Netherlands here.
  • Statutory Maternity leave

    • The team member is entitled to a maximum six weeks' leave prior to the estimated date of childbirth and for ten weeks after that date; therefore totaling sixteen weeks.
    • The team member can reduce the leave period prior to the estimated date of childbirth to at least four weeks. In that case, the number of days not taken prior to the estimated date of childbirth is added to the leave period following the estimated date of childbirth.
    • In the event of incapacity for work from six weeks prior to the estimated date of childbirth, the sixteen-week period for pregnancy and childbirth leave commences at that time, regardless of which agreements have been made.
    • Besides this, you’re also entitled to continuous wage during your leave which will still be paid out by GitLab. However, the UWV offers GitLab a WAZO (Work and Care Act) settlement which is destined to cover your salary while on leave. The UWV ensures expert and efficient implementation of team member insurance and the WAZO settlement is one of these insurances. This maternity benefit (WAZO) lasts at least 16 weeks and covers 100% of the daily wage. In order for GitLab to receive this settlement HRSavvy will inform the UWV about your pregnancy via an application form. To apply, please inform peopleops@domain and total-rewards@domain when you’d wish for your maternity leave to start. The exact start date is up to you to decide. Please note that your leave can start 6 weeks prior to, but no later than, 4 weeks before your due date. HRSavvy will then work with you directly to apply and keep peopleops@domain in cc.
    • If the team member is eligible for GitLab parental leave, the statutory leave will run concurrently with GitLab parental leave.
  • Statutory Paternity/Partner leave

    • After your partner has given birth, you are entitled to up to five days of paid parental leave.
    • Within 6 months of the birth you are also entitled to 5 weeks of additional paid leave ("Aanvullend geboorteverlof") at a maximum of 70% of the maximum day wage. If you have a compensation that is higher than the maximum day wage you will receive the 70% of the maximum day wage as set by the UWV.
    • Please also refer to the company policy as when more beneficial they supersede the statutory leave benefits.
  • Adoption and Foster Leave

    • Team members who have adopted or taken in a foster child are entitled to 6 weeks of leave and adoption or foster care allowance.
    • This leave runs concurrently with GitLab Parental Leave. GitLab will supplement adoption or foster care allowance for eligible team members so that they receive 100% of their pay for the first 16 weeks of leave.
    • Team members must notify Total Rewards of their intent to take adoption or foster leave at least three weeks in advance, and must designate this time off as Parental Leave in PTO by Roots to ensure that statutory entitlements are properly tracked.
  • Statutory Parental Leave

    • Team members who have a child 8 years old or younger and are qualified for parental leave, are entitled to take unpaid parental leave. The amount of leave may not exceed 26 times the number of hours the team member works in one week.
  • Vacation Leave

    • Team members are entitled to at least 20 vacation days per year which run concurrently with GitLab PTO. The days will accrue at 1.67 days/month from the team member's start date. Any unused days will be carried into the next calendar year, but expire on July 1st. Should the team member leave GitLab within the calendar year, an entitlement to a pro rata part vacation days exists. Team members must designate all vacation days taken as Vacation in PTO by Roots to ensure that vacation entitlement is properly tracked.

People Ops will consult with HRSavvy to ensure that the statute is met.

  • Short-term Care Leave

    • Short-term care leave is available to team members who must provide essential care to someone who is ill or otherwise in real need. In order to be eligible, the team member must be the only person who can look after the person in need during that period of time.
    • Team members are entitled to a maximum of twice the number of their normal weekly hours agreed upon in their employment contract, per 12-month period. For example, if a team member’s contract states that they have a 40-hour work week, then that team member may take 80 hours of short-term care leave in one 12-month period.
    • Team members are entitled to 70% of their salary to be paid by the employer. This leave runs concurrently with GitLab PTO. GitLab team members will receive 100% of their pay for the first 25 days of short-term care leave.
    • Team members must notify their manager and Total Rewards of their intent to take short-term care leave as soon as possible.
  • Long-term Care Leave

    • Team members are entitled to long-term care in the event that their child, partner, or parent has a serious, life-threatening illness.
    • Team members are entitled to a maximum of 6 times the number of their normal weekly hours agreed upon in their employment contract, per 12-month period of time. For example, if a team member’s contract states that they have a 40-hour work week, then that team member may take 240 hours of long-term care leave in one 12-month period.
    • There is no entitlement to pay during long-term care leave; however, this leave runs concurrently with GitLab PTO, so team members will receive 100% of their pay for the first 25 days of leave.
    • Team members should notify their manager and Total Rewards of their intention to take long-term care leave as soon as possible.

Applying for Leave in the Netherlands

HRSavvy can assist in applying for maternity leave covered by social security. In this application the company can decide whether the benefit is paid to the team member directly, or the employer continues paying the salary and receives the benefit. The last option is done in most of the cases.

India

All of the benefits listed below are administered and managed by Global Upside. As part of the onboarding process Global Upside will reach out to team members in their first week to arrange setup and enrollment. Should you have any questions, please contact:

Email Purpose
gitlabpayroll@globalpeoservices.com Payroll-related questions
gitlabHR@globalpeoservices.com All Other Queries (Benefits, Human Resources and Leave)

Medical Benefits

  • Group Mediclaim Policy is arranged through ICICI Lombard
  • Group Mediclaim Policy which will take care of hospitalization expenses, the coverage provided is available for the team member, their spouse, up to two children, and dependent parents or parent in-laws. Should additional cover be required this will need to be purchased by the team member in the form of an Individual Policy. This can not be purchased under the Group Mediclaim Policy.
  • Group Personal Accident policy including accidental death benefit.
  • For additional information on how Benefits operate, please check out the documentation on the Google Drive.

Pension

Global Upside has a provident fund that the members pay to the government. This is included in the CTC. It ensures retirement benefits and family pensions on death in service. EPF benefits typically extend to all team members in an organization

  • Member Contribution(% of base salary): EPF: 3.67% and EPS: 8.33%, Total Contribution: 12%

  • Employer Contribution(% of base salary): EPF: 12%, EPS: None Salary Ceiling: EPF: Mandatory contribution remains up to a monthly salary ceiling of INR15,000

Life Insurance

Most companies in India do not offer life insurance as part of the benefits package. Global Upside, similarly, does not offer a life insurance plan to GitLab team members. Most workers in India will typically get their own life insurance which can be portable throughout their lifetime.

Meal Vouchers

Sodexo Meal Cards are an optional benefit. These Meal Cards work like a Debit Card, which can be used at any outlet selling food items and non-alcoholic beverages that accept card payments. If you would like purchase these a deduction from salary will be made each month. All team members are given the option to opt-in for Sodexo cards during the pre-onboarding process managed by the CES (Candidate Experience Specialist) team.

Global Upside India Parental Leave

Statutory Leave Entitlement

Maternity Leave: Team members can take up to 26 weeks of Maternity Leave (for up to 2 occassions).

Paternity Leave: Team members can take up to 3 days of Paternity Leave.

Maternity Leave Payment

  • If you are eligible, you will receive 100% paid Parental Leave from GitLab for up to 26 weeks.
  • Every female team member availing maternity leave is eligible for an insurance coverage of INR 50,000 for expenses related to delivery.

Paternity Leave Payment

  • If you are eligible, you will receive 100% paid Parental Leave from GitLab for up to 16 weeks.

Applying for Parental Leave in India

To initiate your parental leave, submit your time off by selecting the Parental Leave category in PTO by Roots at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.

Gratuity

Gratuity is a statutory offering in India per The Payment of Gratuity Act, 1972 which is offered through Global Upside based on the Global Upside hire date.

Loyalty Bonus Scheme

GitLab has implemented a private loyalty bonus scheme since some team members have been contracted through different employment types as we have worked through country conversion processes. Therefore, the GitLab Loyalty Bonus Scheme will supplement gratuity based on the GitLab hire date vs the PEO hire date.

Elibility: One can only claim Loyalty Bonus after retirement or resign from the service after completing 5 years of continuous service.

Forfeiture of Loyalty Bonus: The full amount of Loyalty Bonus can be forfeited if a team member’s services have been terminated due to: a) Riotous or disorderly conduct or any other violent act; b) Committing an offence involving moral turpitude.

Calculation of Loyalty Bonus:

Loyalty Bonus Amount = Gratuity Calculation using GitLab Hire Date + Gratuity Calculation using PEO Hire Date

The duration for Gratuity Calculation using GitLab Hire Date is the duration prior to the hire date of the PEO

Note: The Loyalty Bonus Amount is provided by GitLab to the team members. Any amount which GitLab will pay as Loyalty Bonus would be fully taxable for the team members.

Total Rewards Responsibilities: * Maintain Gratuity Calculation sheet * Update the sheet every month * Send an email to Accounts team on or before 5th of every month to calculate the accruals.

Philippines

All of the benefits listed below are administered and managed by Global Upside.

Social Security System

The Philippine Social Security System has employer and team member contributions to cover benefits such as pension, unemployment, maternity disability, sickness, death and funeral.

Home Development Mutual Fund (HDMF)

The HDMF, also known as the Pag-IBIG Fund, is a provident savings system to provide affordable shelter financing to members employed by local / foreign-based employers as well as self-employed members.

Philippine Health Insurance Corporation (PhilHealth)

PhilHealth is a government corporation attached to the Department of Health. It provides health insurance coverage and ensures affordable & accessible health care services for all members.

Medical Benefits

  • GitLab offers International Healthcare Insurance through NOW Health International which covers 100% of team member contributions and 66% for spouse & kids of premiums for medical, vision, dental and maternity coverage.
  • For specific information on how your benefits operate, please read the NOW WorldCare Member's Handbook. Feel free to also peruse NOW Health International’s document library.

13th Month Pay

The 13th month pay is mandatory in the Philippines under the labor code and by Presidential Decree 851. Every level of team member is entitled to 13th month pay as long as they have worked at least one month during the calendar year. It is calculated as 1/12 of the total basic salary earned during the year. It has to be paid out by December 24 or the end of the contract, whichever is sooner.

Vacation Leave

Team members are entitled to five days of paid vacation leave after 12 months of service, referred to as "service incentive leave" by the Labour Code.

Global Upside Philippines Parental Leave

Statutory Leave Entitlement

Maternity Leave: Team members can take up to 105 days of Maternity Leave. Team members may request an additional 30 days of unpaid Maternity Leave. Solo mothers have the option to extend by 15 days.

Paternity Leave: Team members can take up 7 days of Paternity Leave or up to 14 days if the team member's wife allocates him 7 days of extra Paternity Leave.

Maternity Leave Payment

  • Team members may receive Maternity Leave payment from the SSS for up to 105 days.
  • If eligible, GitLab will supplement your pay to ensure you receive 100% pay for up to 16 weeks of your leave.

Paternity Leave Payment

  • Team members may receive Paternity Leave payment from the SSS for up to 7 days (if allocated from the wife's Maternity Leave payment).
  • If eligible, GitLab will supplement your pay to ensure you receive 100% pay for up to 16 weeks of your leave.

Applying for Parental Leave in the Philippines

To initiate your parental leave, submit your time off by selecting the Parental Leave category in PTO by Roots at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.

Kenya

All of the benefits listed below are administered and managed by Global Upside.

Medical (Healthcare Monthly Allowance)

  • Healthcare Monthly Allowance will be paid by Global Upside as an allowance to the team members for their own Medical Coverage.
  • This amount will be paid on monthly basis with the regular payroll as a reimbursement.
  • Proof of coverage must be shared or forwarded to total-rewards@ domain in order to receive the correct allowance amount.
  • The allowance will be up to 300 USD per month for team member and up to 500 USD per month for team member plus Dependents. (USD amount can be converted to the local currency using the latest Currency Conversion Factor)
  • The Total Rewards team will send a confirmation email to Global Upside to have the reimbursement processed.

Pension

GitLab does not plan to offer pension benefit at this time as Kenya has their Pension system called as National Social Security Fund (N.S.S.F).

Life Insurance and Disability

GitLab offers company paid International Group Life and Disability Plans through Allianz Care. This covers Life Insurance, Accidental Death & Accidental Dismemberment, Short Term Disability and Long Term Disability.

Global Upside - Kenya Leave Policy

Statutory Parental Leave

Maternity Leave: Team members can take up to 3 months of Maternity Leave.

Paternity Leave: Team members can take up to 2 weeks of Paternity Leave.

Maternity Leave Payment

  • If you are eligible, you will receive 100% paid Parental Leave from GitLab for up to 16 weeks.

Paternity Leave Payment

  • If you are eligible, you will receive 100% paid Parental Leave from GitLab for up to 16 weeks.

Applying for Parental Leave in Kenya

To initiate your parental leave, submit your time off by selecting the Parental Leave category in PTO by Roots at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.

Chile

All of the benefits listed below are administered and managed by Global Upside.

Medical

  • GitLab offers International Healthcare Insurance through NOW Health Insurance which covers 100% of team member contributions and 66% for eligible dependents of premiums for medical, vision, dental and maternity coverage.
  • NOW health insurance will be administered directly by Global Upside.
  • For any addition or modification a team member can reach out to Global Upside Benefits Team at benefitsops@globalupside.com.
  • During the onboarding of a New Hire, Global Upside will collect the team member & their eligible dependent's census for benefit enrolment.
  • Once enrolled in NOW Health Insurance, you will be able to access your mobile pass or digital membership card through your online portfolio. This mobile pass or digital membership card replaces the traditional, physical membership card.

Pension

GitLab does not plan to offer pension benefit at this time as Chile has their pension system known as Chile pension system

Life Insurance

GitLab does not plan to offer life insurance at this time as team members can access the benefits from Social insurance system if they get ill, injured or have a disability.

Global Upside - Chile Leave Policy

Statutory Parental Leave

Maternity Leave: Team members can take up to 30 weeks of Maternity Leave, made up of 6 weeks of prenatal leave ("Prenatal leave") before the expected date of birth and 12 weeks of post-natal leave ("Post-natal leave") after the birth, and are prohibited from working during this period. After Post-natal leave, they have parental leave ("Parental leave") that can be used in two ways: 12 weeks full-time or 18 weeks working half-time.

Paternity Leave: Team members can take up to 5 working days of Paternity Leave.

Maternity Leave Payment

  • If you are eligible, you will receive 100% paid Parental Leave from GitLab for up to 30 weeks.

Paternity Leave Payment

  • If you are eligible, you will receive 100% paid Parental Leave from GitLab for up to 16 weeks.

Applying for Parental Leave in Chile

To initiate your parental leave, submit your time off by selecting the Parental Leave category in PTO by Roots at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.

Bereavement leave

Team members are entitled to seven consecutive days of paid leave in the event of the death of a child, spouse or civil partner. Three working days of paid leave in the event of the death of a parent or an unborn child.

Marriage leave

In case of marriage or civil union, a team member is entitled to have five continuous working days of paid leave.

Costa Rica

All of the benefits listed below are administered and managed by Global Upside.

Medical

  • GitLab offers International Healthcare Insurance through NOW Health Insurance which covers 100% of team member contributions and 66% for eligible dependents of premiums for medical, vision, dental and maternity coverage.
  • NOW health insurance will be administered directly by Global Upside.
  • For any addition or modification a team member can reach out to Global Upside Benefits Team at benefitsops@globalupside.com.
  • During the onboarding of a New Hire, Global Upside will collect the team member & their eligible dependent's census for benefit enrolment.
  • Once enrolled in NOW Health Insurance, you will be able to access your mobile pass or digital membership card through your online portfolio. This mobile pass or digital membership card replaces the traditional, physical membership card.

Pension

GitLab does not plan to offer pension benefit at this time as Costa Rica has their pension system known as Chile pension system

Life Insurance and Disability

GitLab offers company paid International Group Life and Disability Plans through Allianz Care. This covers Life Insurance, Accidental Death & Accidental Dismemberment, Short Term Disability and Long Term Disability.

13th Salary (Aguinaldo)

The 13th salary is equal to a month’s pay and must be paid within the first 20 days of December each year.

Global Upside - Costa Rica Leave Policy

Statutory Parental Leave

Maternity Leave: Team members can take up to 4 months of Maternity Leave, made up of 1 month before the expected date of delivery and 3 months after it.

Paternity Leave: There is no statutory Paternity leave in Costa Rica.

Maternity Leave Payment

  • If you are eligible, you will receive 50% paid Parental Leave from GitLab for up to 4 months. The Social Security Administration pays the remaining 50%.

Paternity Leave Payment

  • If you are eligible, you will receive 100% paid Parental Leave from GitLab for up to 16 weeks.

Applying for Parental Leave in Costa Rica

To initiate your parental leave, submit your time off by selecting the Parental Leave category in PTO by Roots at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.

Adoption Leave

Team members who adopt a child are entitled to 3 months’ paid leave starting from the date of child birth. To take adoption leave, team members need to submit a certificate from the National Foundation for Children or a family court confirming the adoption, to the employer.

Denmark

All of the benefits listed below are administered and managed by Global Upside.

Medical

GitLab does not plan to offer Private Health Insurance at this time because team members in Denmark can access the public healthcare system. This healthcare system covers all the team members and their family members.

Pension

GitLab will directly contribute to the Team Members private pension saving plan. The GitLab team member will contribute 4% of the monthly base salary, with GitLab contributing 8% of the team members monthly base salary. The Employer contribution to the pension savings plan will be paid directly into the insurance or bank account (as the case may be) in conjunction with the Employer’s payment of the monthly salary to the team member.

Life Insurance

GitLab does not plan to offer life insurance at this time as team members can access the benefits from Social insurance system if they get ill, injured or have a disability.

Global Upside - Denmark Leave Policy

Statutory Parental Leave

Maternity Leave: Team members can take up to 50 weeks of Maternity Leave, made up of 4 weeks before expected childbirth, 14 weeks after childbirth, and 32 weeks of additional parental leave subsequent to the 14th week of childbirth.

Paternity Leave: Team members receive paid leave of 5 days for the birth or adoption of a child. In case the mother dies during childbirth, or during her maternity leave, the father is entitled to her unused leave. The same leave policies apply to adoptive parents..

Maternity Leave Payment

  • If you are eligible, you will receive 100% paid Parental Leave from GitLab for up to 50 weeks. This paid salary on account of maternity leave may get reimbursed from the public authority Udbetaling Danmark.

Paternity Leave Payment

  • If you are eligible, you will receive 100% paid Parental Leave from GitLab for up to 16 weeks.

Applying for Parental Leave in Denmark

To initiate your parental leave, submit your time off by selecting the Parental Leave category in PTO by Roots at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.

Adoption Leave

Adoptive parents can take paid leave for 14 weeks post-adoption. The adoptive parents can share the leave of 14 weeks between them, but only one of them can take leave at a given time. Additionally, one of the adoptive parents is entitled to paid leave of 2 consecutive weeks within the first 14 weeks after adoption of the child, allowing the adoptive parents to be on leave together during this period.

Latvia

All of the benefits listed below are administered and managed by Global Upside.

Medical (Healthcare Monthly Allowance)

  • Healthcare Monthly Allowance will be paid by Global Upside as an allowance to the team members for their own Medical Coverage.
  • This amount will be paid on monthly basis with the regular payroll as a reimbursement.
  • Proof of coverage must be shared or forwarded to total-rewards@ domain in order to receive the correct allowance amount.
  • The allowance will be up to 300 USD per month for team member and up to 500 USD per month for team member plus Dependents. (USD amount can be converted to the local currency using the latest Currency Conversion Factor)
  • The Total Rewards team will send a confirmation email to Global Upside to have the reimbursement processed.

Pension

GitLab does not plan to offer pension benefit at this time as Latvia has their Pension system called as State Funded Pension Scheme.

Life Insurance

Most companies in Latvia do not offer life insurance as part of the benefits package. GitLab, similarly, does not offer a life insurance plan to the Team members.

Global Upside - Latvia Leave Policy

Statutory Parental Leave

Maternity Leave: Team members are entitled to up to 56 calendar days of prenatal leave and 56 calendar days of maternity leave for a total of 112 days.

  • Supplementary prenatal leave of 14 days may be granted (for a total of 70 days of prenatal leave)if a woman who has initiated pregnancy-related medical care at a preventive medical institution by the 12th week of pregnancy has continued for the whole period of pregnancy.

  • Supplementary maternity leave of 14 days bay be granted (for a total of 70 days of maternity leave) if there are complications in pregnancy, childbirth, or the postnatal period or if two or more children are born.

Paternity Leave: Team members are entitled to take up to 10 days of Paternity Leave which must be taken within the first two months of the child’s birth.

  • In the event that the mother has died, refuses to care for the child, or cannot take care of the child due to illness, injury, or other health-related reason up to the 42nd day of the period following childbirth, the father (or another person who actually takes care of the child) will be entitled to leave for the period up to the 70th day of the child’s life.

Adoption Leave For a family which has adopted a child up to 18 years of age, one of the adopters is entitled to 10 days of leave.

Parental Leave All team members are entitled to up to 1 ½ years of parental leave for the birth or adoption of a child until the child reaches eight years old. * This leave may be taken in a single period or in parts. If taken in parts, the total leave must not exceed 1 ½ years. * Team members must notify Total Rewards one month in advance of beginning parental leave, and at least two weeks in advance if returning from leave early.

Maternity Leave Payment

  • If you are eligible, you will receive 100% paid Parental Leave from GitLab for up to 16 weeks.

Paternity Leave Payment

  • If you are eligible, you will receive 100% paid Parental Leave from GitLab for up to 16 weeks.

Applying for Parental Leave in Latvia

To initiate your parental leave, submit your time off by selecting the Parental Leave category in PTO by Roots at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.

Introduction

At GitLab, team members have access to the Growth and Development benefit to access external resources to develop their career.

Growth and Development Benefit Eligibility

  • Team members who are full-time and have been employed for three months can participate in this benefit. If you are a part-time GitLab team member, you may still be eligible to participate in this benefit but your reimbursement might be reduced. These situations will be discussed on a case-by-case basis.
  • Team members who are meeting performance expectations in their current role:
    • Currently in good standing with GitLab in terms of performance and behaviours
    • Not currently on a PIP
    • Not on any type of remedial, formal coaching as outlined in the Underperformance page

Examples of requests that may be approved: * A Backend Engineer who is not on a performance improvement plan seeking a bachelor's degree in Computer Science. * A People Operations Generalist seeking a master's in Human Resources with a concentration in International Employee Relations. * A Security Analyst seeking to take courses to gain a Cybersecurity certificate through an accredited college or university. * A Product Marketing Manager seeking to take courses to become a Certified Brand Manager from The Association of International Product Marketing and Management. * A Technical Account Manager seeking to obtain a Cloud Certification such as CompTIA Cloud, AWS Certified Solutions Architect, MicroSoft MCSA/MCSE, Cisco CCNA/CCNP. * Learning how to code for all team members (for example Learning Rails on Codecademy).

Examples of requests that may be denied: * A Marketing Manager seeking a master's in Human Resources, but has no intention of applying to a role in people ops. * A Frontend Engineer seeking a master's in computer science who is on a performance improvement plan or having discussions around underperformance. * If the tuition reimbursement budget has been reached, then your request may be denied, even if you meet eligibility requirements.

How to Apply For Growth and Development Benefits

Step 1: Have a career development conversation with your manager to discuss the learning opportunity. It's important to discuss timing, team member capacity, and application timeline for both the program and benefit processing. This conversation should allow time for you to apply for program/benefit and your manager to ensure team budget capacity.

Step 2: Create a new Growth & Development issue at least 30 days before the commencement date: * Use this issue template for applications relating to Academic Study. * Use this issue template for other types of Growth & Development applications. * For bulk applications or if you are a manager creating one issue for your team members, please include the team members' GitLab emails on the issue.

  • Note: This application process is visible internally. It is preferred and more efficient to create an issue for your application, however, if there is any reason that you would like to keep your application confidential, please send growth-development@gitlab an email with the details of your application (refer to the issue templates for the information required).

Step 3: Request approval on the issue. Manager approval is needed for all applications and Executive Leader approval is needed for applications above $1000 USD.

  • Once the manager has approved, there is no further action to be taken by the manager. They can unassign themselves to the issue if they wish. Total Rewards will update the labels on the issue.

  • Field organization executive signatures should be routed by the following:

    • Enterprise Sales: Mike Pyle (VP of Enterprise Sales)
    • Customer Success: David Sakamoto (VP of Customer Success)
    • Commercial Sales: Ryan O'Nell (VP of Commercial Sales)
    • Field Operations: David Hong (VP of Field Operations)
    • Worldwide Channels: Michelle Hodges (VP of Worldwide Channels)

Step 4: Claim for reimbursement: * If you have signed up for academic study, you may claim for reimbursement once you receive your grade/transcript (this can be done at the end of each semester if your course is split into semesters or at the end of the program). You may close the issue once you have received reimbursement for the whole program. * For other types of Growth & Development opportunities, you may claim for reimbursement once you have obtained the reimbursement requirement per the table below. You may close the issue once you have gained approval for your application.

Your 4th Trimester Applications

For Your 4th Trimester applications, please notify Total Rewards that you would like to participate in the program by sending an email to growth-development@gitlab.com.

Reimbursements of Growth and Development Applications

If the cost is $1,000 USD or less

If the cost is over $1,000 USD * For conferences, workshops, professional memberships, please send the invoice to growth-development@gitlab once you have signed up. For academic study, send a copy of your grades/transcript and invoice to growth-development@gitlab. Please see the Growth & Development table for what additional documentation may be required for reimbursement. * Total Rewards will then notify payroll to begin the reimbursement process.

Recoupment of Growth and Development Reimbursements

If you voluntarily terminate employment with GitLab prior to completing twelve consecutive months of active employment, expenses of $1,000 USD and over will need to be refunded to GitLab.

Tax Implications

In some countries, the Growth and Development Benefit may be considered as taxable income and can be (partially) exempted from personal income taxes or subject to employer withholding taxes. Check the tax table for any tax implications in your country.

For example, in the United States 2021 tax year, if GitLab pays over $5,250 for educational benefits for you during the year, you must generally pay tax on the amount over $5,250.

Please contact Payroll or People Ops for any tax-related questions in your country.

Processing Growth and Development Applications

Reimbursements for over $1,000 USD will be processed by the following:

  1. Team member opens a new Growth & Development issue and requests for approval from their Manager and Executive Leader (if the application is over $1000 USD).
  2. Total Rewards will log the application on their Growth & Development Benefit log and assign the label GrowhDevelopment::Logged.
  3. Total Rewards will update the label of the issue according to the approval progress of the application.
  4. Total Rewards will check the eligibility (hire date and tally) of the team member on the Growth & Development log.
  5. Once the team member completes the program or receives the invoice (for non academic study applications), the team member will send growth-development@gitlab.com a copy of the transcript/proof of completion/invoice.
  6. Total Rewards will upload the documents in the team member's BambooHR Growth & Development folder.
  7. Total Rewards will notify payroll.
  8. Total Rewards will update the status of the application on the log and change it to Payroll Notified.
  9. Once payroll is notified, reimbursement will occur in the following pay cycle for the team member.

Types of Growth and Development Reimbursements

Please note the reimbursement section above before proceeding. The training budget does not include the cost for traveling to and from an event.

Category Description Eligibility for Reimbursement Requirements for Reimbursement (in addition to G&D form) Approver (above $1,000 USD)
Academic Study GitLab supports team members who wish to continue their education and growth within their professional career.
The benefit will cover only the tuition and enrollment related fees.
Additional fees related to parking, books, supplies, technology, or administrative charges are not covered as part of the program. Tuition will be validated by receipt showing proof of payment.
- The course must be from a credentialed college or university and must be relevant to your role’s goals and development.
- If the education provider does not allow for tuition/payment deferment and this would cause financial strain, you can request to receive 50% of the reimbursement up front and the other 50% upon successful completion of the course/program
- The relevance of the classes taken for each semester will be subject to the approval of the manager.
- The grade must be equivalent to a “B”.
- A final grade report or transcript is required to receive reimbursement. - Manager, E-Group Member.
Your 4th Trimester Coaching Your 4th Trimester is a 90-day coaching program with Broad Perspective Consulting. The purpose of the program is to help parents (regardless of gender) be as prepared as possible to be a working parent through coaching and development. The cost of this program is $2,300 USD. - Team members returning from Parental Leave.
- The provider will invoice GitLab directly.
- n/a n/a
Professional Coaching Professional coaching for managers and leaders to support their development in their area of interest. We encourage team members to utilize GitLab's internal resources but understand that some team members may desire to have additional external coaching resources to develop their leadership skills. Team members are expected to know their confidentiality obligations and are responsible for keeping conversations SAFE during coaching sessions. The specifics of your coaching sessions will not be communicated to GitLab. While not required, we strongly encourage you to share your experience, learnings, reflections, and discoveries with your manager so they can reinforce them and support you on this journey. Individual contributors below Grade 8 are encouraged to receive coaching and mentorship from their managers and our internal resources. - Managers or Individual Contributors Grade 8 and above
- Invoice from the coach is required to receive reimbursement.
Manager, E-Group Member
English Language Courses As GitLab expands globally, we want to support our team members where English may not be their first language. Managers are encouraged to recommend this benefit to team members whose engagement as a part of GitLab and/or performance may be improved by further developing their English language skills. Examples of English Language Courses:
- Coursera offers a wide variety of online English courses in partnership with various reputable colleges and universities, like the Business English for Non-Native Speakers course and the Improve your English Communication Skills Specialization .
Their courses range from improving your English language skills to more specialized courses that focus on English for STEM or career development.
- Cambridge C2 Exam Prep Course is a program to consider if preparring to take the Cambridge English Qualification. This is an internationally recognized test and qualification of English language ability. More prep course materials can be found here or via International House London
- The University of Texas Austin has multiple self-paced writing and pronounciation courses available.
- LinkedIn Learning has many courses for English.
- Writing in Plain English seems particularly well suited for improving async communication. Language learning Apps and sites can be effective tools.
- Duolingo offers gamified way to learn English, plus other languages.
- Memrise is helpful for vocabulary building.
- Use italki to find a English tutor. 1:1 instruction is often necessary for continued improvement, especially once a person has reached basic proficiency.
- English Language Courses offered in-person or online by a local college or university or English language courses offered online by a non-local college or university.
Courses offered in-person or online by a credential college or university or an English language school are eligible for reimbursement. - Invoice/receipt when submitting through Expensify. N/A as a course amount isn’t likely to exceed $1,000 USD. If this does exceed $1,000 USD, the academic study criteria would apply.
Professional Development/Certifications/Licenses Any certifications/licenses that you and your manager think will be relevant to your development. Certifications and licenses related to your role. - For reimbursements above $1,000 USD, a final grade report or satisfactory certificate of completion will be required to receive reimbursement. Manager, E-Group Member
Professional Dues/Membership Any professional development membership or dues that will be relevant to your growth and development. - Professional membership to an accredited organization that aligns with your role
- Professional dues needed in order to continue members in an accredited organization.
- An invoice for the dues/membership. Manager, E-Group Member
Workshops and Conferences Work-related conferences including registration, lodging, and meals. The training budget does not include the cost for traveling to and from an event. We encourage people to be speakers in conferences. More information for people interested in speaking can be found on our Corporate Marketing page. We suggest to the attendees bring and share a post or document about the news and interesting items that can bring value to our environment. - Before scheduling any travel or time off to attend a conference, please discuss your request with your manager.
- The manager will approve the request if the conference is work-related and the timing doesn't interfere with GitLab deliverables. After manager approval, the team member needs to submit a Growth & Development form for expenses either over $1,000 or under $1,000. Once all parties sign the document, they can schedule travel. Please review current GitLab travel policy for the most up-to-date information about booking and planning conference travel and determine if travel is business essential during Covid-19.
- Reimbursement for the workshop or conference fee, and for related expenses will be processed once proof of attendance is provided. Attach a copy of the Growth & Development Benefit Form to your expenses. Manager, E-Group Member
Self-Service Learning (LinkedIn Learning, Coursera, Others) The company will pay for all courses related to learning how to code (for example Learning Rails on Codecademy), and you may also allocate work time to take courses that interest you. If you are new to development, we encourage you to learn Git through GitLab, and feel free to ask any questions in the #git-help Slack channel. - The course must be related to your role. - A final grade report or satisfactory certificate of completion are required to receive reimbursements over $1,000 USD. Manager, E-Group Member

Example programs by department

The following programs have been contributed by leaders across the organization. These programs may be approved under the Growth and Development policy. If you know of a specific course or program that you or a team member has benefited from, please open an MR and add to this page.

Department Program Notes
Any Crucial Conversations Crucial Conversations skills represent the standard in effective communication and the marker of high-performance individuals and organizations everywhere.
Any MIT Cultural Awareness for Global Business help professionals improve their intercultural and global leadership skills so that they can succeed in today’s multicultural business environments.
Any MIT Leadership and Innovation MIT Professional Education has created the online Leadership & Innovation program, which merges the development of leadership skills with the vision needed to address innovation processes in organizations.
Any MIT Professional Certification Program in Digital Transformation designed reskilling and upskilling solutions, to help organizations build a culture of continuous education providing their employees with the knowledge and skills needed for the 4th Industrial Revolution.
Any Code Academy Review their course catalog for all programs offered
Any O'Reilly Technical Training O’Reilly learning provides individuals, teams, and businesses with expert-created and curated information covering all the areas that will shape our future—including artificial intelligence, operations, data, UX design, finance, leadership, and more.
Any Udemy Online courses in a variety of content areas
Any Coursera Online courses in a variety of content areas
Any LinkedIn Learning Certification Prep and Continuing Education LinkedIn Learning offers on-demand courses to help individuals prepare for professional certification exams and earn continuing education units (CEU's)
Sales/Technical Sales/Marketing MIT Cloud and DevOps Online Program MIT Professional Education is proud to announce this new, practical program that will explain the vast technological transformation that has occurred in recent years. Content and activities are designed to allow participants to become part of this transformation through technologies such as DevOps and Cloud Computing.
Engineering Managers/Directors 7CTOs Executive coaching for CTOs
Engineering Managers/Directors PlatoHQ Leadership mentorship for engineering teams
Finance/Accounting Licenses and CPE Credits Program Examples: Certified public accountant, Certified financial analyst, Certified management accountant, Enrolled agent, Certified internal auditor, Certified fraud examiner, Chartered global management accountant, Certified Payroll Professional, Fundamental Payroll Certification
Development and Product Certified Agile Leadership Scrum Alliance certified agilists who teach Certified Agile Leadership demonstrate years of real-world experience and success coaching agile teams and supporting agile transformations.

Crucial Conversations training

The Learning and Development team is excited to deliver Crucial Conversations training internally to team members. Currently, 2 members of the GitLab L&D team are certified to deliver this training. The team will co-deliver the Crucial Conversations content in a hybrid format, including self-paced learning and live learning practice sessions. Read more program details in the Learning and Development handbook.

Crucial Conversations charges per-learner to deliver this content. Each license costs $295 per license. The following section outlines how the team member G&D benefit can be used to participate in this training.

  1. First, please fill out this Google form to express interest in taking the training. You are not committing to the training by filling out this form.
  2. The L&D team will assess interest/team need and organize cohorts based on this Google form. The team will contact you to confirm your availability before signing you up for a cohort.
  3. The L&D team will open a G&D benefit issue and tag you in the issue. Please ask your manager to comment on the issue with a note saying approved to gain manager approval of your participation.
  4. Once approved, L&D will process the purchase of the licenses and distribute to participants by generating an invoice and sending it to GitLab's accounts payable team.

The L&D and Total Rewards teams will collaborate to purchase the course license on your behalf and the cost will count towwards your Growth and Development budget.

You must complete the Crucial Conversations self-paced training and attend at least 4 live training sessions within 3 months of starting the training. If you do not complete the training in this timeframe, you will be required to pay for the cost of your license.

Administration of Your 4th Trimester

  1. If the team member lives in a country where this benefit is considered taxable income (currently only in Australia and some cases in Belgium), notify payroll.
  2. Total Rewards will send an introductory email to Your 4th Trimester to the team member and Barbara Palmer barbara@your4thtrimester.com outlining the expected leave date, expected return to work date and date of birthing event. Barbara will conduct the intake with the team member and communicate directly for any coaching throughout the program.

Billing: Your 4th Trimester will bill GitLab for this benefit quarterly with 50% at intake and 50% at the completion of the coaching program per participant. If there are more than 5 participants in a quarter, there will be a discount on the bill. If there are any tax implications for the GitLab team member, Total Rewards will work with payroll to ensure this is reported compliantly.

Recoupment of Growth & Development Reimbursements

Process for Total Rewards Analysts for recouping Growth & Development reimbursements of over $1000 USD:

  • Check when the reimbursement was processed (via payroll changes sheets)
  • Ask payroll for the pay stubs
  • Fill out a Recoupment Notice Form
  • Have the form audited by someone in the Total Rewards team
  • Stage the document in DocuSign
  • Fill out the Growth & Development Recoupment Log

Introduction

The reimbursement of Growth & Development benefits may be considered as taxable income in some countries. Subject to changing local legislation, the table below outlines what the tax impact might be on receiving Growth & Development reimbursements from GitLab.

Tax Impact Table

Country Category Tax Impact
United States Academic Study If GitLab pays over $5,250 for educational benefits for you during the year, you must generally pay tax on the amount over $5,250
Your 4th Trimester Coaching TBD
Professional Coaching TBD
English Language Courses If GitLab pays over $5,250 for educational benefits for you during the year, you must generally pay tax on the amount over $5,250
Professional Development/Certifications/Licenses If GitLab pays over $5,250 for educational benefits for you during the year, you must generally pay tax on the amount over $5,250
Professional Dues/Membership TBD
Workshops and Conferences TBD
Self-Service Learning (LinkedIn Learning, Coursera, Others) TBD
South Africa Academic Study Generally, any bona fide scholarship or bursary granted to enable or assist any person to study at a recognised educational or research institution is exempt from normal tax. This exemption is, however, subject to certain conditions, particularly where the scholarship or bursary is granted by an employer (or an associated institution in relation to that employer) to an employee or to a relative of such employee.
Your 4th Trimester Coaching, Professional Coaching, English Language Courses, Workshops and Conferences, Self-service learning (Linkedin Learning, Coursera, others) Expenditure in connection with in-house or on-the-job training or courses presented by training institutions for or on behalf of employers does not represent a taxable benefit in the hands of the employees of the employer if the training is job-related and at the employer’s premises. This is in terms of paragraph 10(2)(c), which provides that no value will be placed on the benefit derived by employees on services rendered by the employer to his or her or its employees at their place of work for the better performance of their duties.
Professional development/ certification/ licenses, Professional dues/ membership EXEMPT IF CRITERIA ARE MET Employer-paid professional fees, if such membership is a condition of employment
Australia Academic study, Your 4th Trimester Coaching, Professional coaching, English language courses, Professional development/ certification/ licenses, Professional dues/ membership Workshops and Conferences, Self-service learning (Linkedin Learning, Coursera, othera) Broadly speaking if you are reimbursing an employee for any out-of-pocket expenses they have incurred, no taxation would apply. However, if the intent of the business is to give the employee an allowance to cover the costs of the below, then there would be scope for the payment to be taxable. The client’s company accountant would be the one to make the determination based on the nature of the payment and once that determination has been reached we can treat it accordingly in the payroll Paypac: In that case this is definitely up to the determination of the company accountant/BAS Agent. As the creation and lodgement of FBT returns are outside of the scope of payroll, we are not able to make this determination on behalf of the client. A resource that they can consult for this is here: https://www.ato.gov.au/General/Fringe-benefits-tax-(FBT)/Types-of-fringe-benefits/. In reading through the page and the below, the items appear to closely look like the examples of expense payment fringe benefits but again, that is just my opinion and I would still rely on their accountant to make this decision. However, once that determination is made and if there are reportable FBT amounts that need to be reported for employees on the STP file, we can record these for the client.
Hungary Academic study, Your 4th Trimester Coaching, Professional coaching, English language courses, Professional development/ certification/ licenses, Professional dues/ membership Workshops and Conferences, Self-service learning (Linkedin Learning, Coursera, othera) In principal training and education costs shall be recorded as expense of the company so ideally these are not staff costs. Only if there are no invoices issued in the name of the Company and we need to reimburse the cost to the employee. In this case this is taxable as regular salary, so e.g. if we reimburse net HUF 100.000 to the employee it means it is run through payroll as cca. gross HUF 150,000 and employer’s contribution is 17% on top of this.
Mexico Academic study, Your 4th Trimester Coaching, Professional coaching, English language courses, Professional development/ certification/ licenses, Professional dues/ membership Workshops and Conferences, Self-service learning (Linkedin Learning, Coursera, othera) In MX, all these expenses can be non-taxable, as long as the employee provides an invoice adressed to the employer's local legal entity. (the invoice needs to have the employer's tax number "RFC") So if the employee can provide an invoice addressed to Remote's legal entity in Mexico, it can be processed as non-taxable. Please note that it will requiered to be an invoice and not a receipt since those are not valid for tax purposes.
Austria Academic study, Your 4th Trimester Coaching, Professional coaching, English language courses, Professional development/ certification/ licenses, Professional dues/ membership Workshops and Conferences, Self-service learning (Linkedin Learning, Coursera, othera) Costs are deductible for the employer if the training is in regard to the employee’s current profession or to a similar work. It is important that the training is based on an entrepreneurial/professional requirement. If the training is based on private cause then this is subject to tax if employer grants reimbursement. The tax may differ dependent on each case - we need the employee's info to give more details.
Netherlands Academic study, Your 4th Trimester Coaching, Professional coaching, English language courses, Professional development/ certification/ licenses, Professional dues/ membership Workshops and Conferences, Self-service learning (Linkedin Learning, Coursera, othera) it’s allowed and tax free to pay for conferences and college fees for employees in the Netherlands as long as they need this for their job. When we can document that the employee needs this to be able to do their work properly than it’s fine to pay for this from the company and its tax free. The employee cannot deduct the costs for these in their income tax return because the company paid for it.
United Kingdom Academic study, Your 4th Trimester Coaching, Professional coaching, English language courses, Professional development/ certification/ licenses, Professional dues/ membership Workshops and Conferences, Self-service learning (Linkedin Learning, Coursera, othera) Tax-free with the exception of Trimester coaching which doesn’t sound business related.
Switzerland Academic study, Your 4th Trimester Coaching, Professional coaching, English language courses, Professional development/ certification/ licenses, Professional dues/ membership Workshops and Conferences, Self-service learning (Linkedin Learning, Coursera, othera) A Swiss worker every year can submit valid expenses to the Swiss administration and might have a rebate on some amount. Taxation rules are different from one Canton to another. As these questions are related to tax a tax adviser would be better to answer these questions.
Italy Academic study, Your 4th Trimester Coaching, Professional coaching, English language courses, Professional development/ certification/ licenses, Professional dues/ membership Workshops and Conferences, Self-service learning (Linkedin Learning, Coursera, othera) Unfortunately the below list refers to taxable expenses. Since the taxable expenses and allowance has the same rate of taxation, we would suggest to include a monthly (or eventual) Wellness Allowance (gross) which will be paid to the employee and recorded in the addendum. In this way the employees will avoid the expenses submitting process as well as Gitlab will avoid to approve them.
Brazil Academic study, Your 4th Trimester Coaching, Professional coaching, English language courses, Professional development/ certification/ licenses, Professional dues/ membership Workshops and Conferences, Self-service learning (Linkedin Learning, Coursera, othera) Any of the items below can not be taxable if it is just sent as expense reimbursement. If the requirement is to advance an amount for reimbursement, it would be required to invoice the amount first, and when the employee requires to but any item, the ICE will make the deposit so the employee can buy and in the moment sends the vouchers to the ICE.
Japan Academic study, Your 4th Trimester Coaching, Professional coaching, English language courses, Professional development/ certification/ licenses, Professional dues/ membership Workshops and Conferences, Self-service learning (Linkedin Learning, Coursera, othera) Payment that considering learning / Education, will be Non-Taxable & There will be no impact on Social Insurance & Labor insurance as well.

GitLab PTY Australia Specific Benefits

Fair Work Information Statement

Medical

GitLab does not plan to offer Private Health Insurance at this time because Australians can access the public health system for free or at a lower cost through Medicare (funded by tax).

Please note, Medicare doesn't cover all costs and other health services. Depending on the treatment, tests required and medications, individuals may still have to pay out of pocket. Some individuals may also have to pay a Medicare levy and a Medicare levy surcharge. These individuals can avoid the surcharge by taking out private health insurance.

Superannuation

GitLab will make superannuation contributions directly to the team member's nominated super fund according to the Australian Government Super Guarantee rate which is currently set at 10% of the team member's total salary. Super is on top of the salary listed in the compensation calculator/contract.

Superannuation payments due dates

Super payment due dates has been a common topic in #loc_australia. However, there is no reason to worry when payments do not happen monthly as they may be done quarterly.

The Australian Taxation Office (ATO) states the following:

You pay super for eligible employees calculated from the day they start with you. You must make the payments at least four times a year, by the quarterly due dates.

Payments due dates can be found on the ATO website.

Superannuation Salary Sacrifice

Team members in Australia have the option to make concessional super contributions by sacrificing some of their pre-tax pay and arrange to have it paid into their superfund instead. The combined total of GitLab and salary sacrificed contributions must not be more than $27,500 per financial year.

Salary Sacrifice FAQ

  • How do I make concessional contributions to my superannuation?
    • Email total-rewards@gitlab.com with the percentage or amount of your salary that you would like to sacrifice.
  • Can I change the amount or opt out?
    • Yes, if you wish to change the amount/percentage or opt out, simply send total-rewards@gitlab.com an email.
  • Is it possible to start from any month?
    • Yes, it would be processed on the next available payroll.

Life insurance

GitLab does not plan to offer life insurance at this time as Australians can access government payments and services if they get ill, injured or have a disability. Most Australians who choose to have life insurance take out cover from their super fund.

Workers' Compensation

Fair Work statement

GitLab renews the Workers' Compensation premium annually for each state. Premium are based on the annual declared wages.

Below are the list of Workers' Compensation regulator for each state:

State Regulator
NSW iCare Worker Insurance
QLD WorkCover
NT WorkCover
SA ReturnToWorkSA
TAS Allianz
WA WorkCover
VIC WorkSafe

If you need to file a claim, kindly reach out to the Payroll Team or email nonuspayroll@gitlab.com.

On-Call (Engineering only)

Certain groups in the Engineering division are expected to participate in on-call for business continuity and/or customer support. For more details on the on-call procedure, please reference the on-call page. The purpose of this section is to provide an overview of time in lieu that will be offered for the Development and Infrastructure departments effective February 1, 2021. We will continue to review and implement to other departments within Engineering iteratively.

With our global team, we strive for a "follow the sun" model for on-call rotation. This way, team members can participate in on-call during their daytime rather than their nighttime in their respective regions (APAC, EMEA and AMER). In APAC, the majority of the team members are located in Australia. We want to ensure engineers in Australia are 1) eligible for on-call shifts, and 2) stay aligned with local laws to ensure proper rest/recovery time after on-call shifts.

Engineers based in Australia who are part of the Development and Infrastructure departments will be eligible for time in lieu after on-call shifts. Time in lieu is time off from work that is granted to team members to work outside of standard working hours (I.E. ordinary hours).

How much time in lieu will I receive for volunteering for on-call shifts?
  • 4-hour shift = ½ day time in lieu
  • 8-hour shift = 1 day time in lieu
  • 24-hour shift = 3 days time in lieu

For weekend shifts please be particularly mindful about managing your time to ensure you are not exceeding a 38 hour work-week, and feel free to leverage our unlimited PTO policy to complement time in lieu.

Note: The full shift (state of readiness) is compensated by time in lieu - rather than only the "actual time worked"

What should I do when I want to take more time off after an on-call shift?

If you need additional time to ensure a good work/life balance, on top of the time in lieu, you can leverage our Unlimited PTO policy as described here.

When can time in lieu be taken?

Time in lieu should be taken within 2 weeks after completion of the on-call shift. We want to ensure that time in lieu is taken close to the on-call shift to ensure that team members have sufficient time to rest.

Do all on-call shifts result in time in lieu?

No, only on-call shifts outside of working hours (I.E. weekends, evenings, etc.). Please note that not all teams require weekend or evening on-call shifts, so this may not be applicable for all.

How do I request time in lieu?

Time in lieu should be requested via PTO by Roots by selecting the On-Call Time in Lieu option.

GitLab PTY Australia Annual, Sick and Carer's Leave, and Other Statutory Leaves

Annual Leave

  • Full-time team members are entitled to 4 weeks paid annual leave in accordance with the Fair Work Act 2009 (Cth) per year of continuous service. This amount will be pro-rated for part-time team members by reference to the team member’s ordinary hours of work.
  • Annual leave accrues progressively and accumulates from year to year.
  • This leave runs concurrently with GitLab PTO. Team members should select Vacation in PTO by Roots to ensure that leave entitlements are properly tracked. For team members who are not covered by a modern award or enterprise agreement, they may be asked to take a period of paid annual leave if such request is reasonable, such as when a team member has accrued an excessive amount of paid annual leave.

Personal/Carer’s Leave

  • Team members will be entitled to personal/carer’s leave in accordance with the Fair Work Act 2009 (Cth) as varied from time to time. Currently that entitlement is 10 days of paid personal/carer’s leave for each year of continuous service for full-time team members and pro rata for part-time team members based on ordinary hours of work.
  • Personal/carer’s leave is cumulative and accrues progressively.
  • This leave runs concurrently with GitLab PTO. Team members should select Out Sick in PTO by Roots to ensure that leave entitlements are properly tracked. If you wish to take Carer's Leave but don't want to change your Slack status to Out Sick, send your Carer's Leave request to total-rewards@gitlab.com and the Total Rewards team will manually add your leave to BambooHR and notify payroll.

Long Service Leave

  • Team members may be eligible for long service leave in accordance with state/territory based legislation as varied from time to time.
  • This leave runs concurrently with GitLab PTO. Team members should select Vacation in PTO by Roots to ensure that leave entitlements are properly tracked.

Other Types of Leave

Family and Domestic Violence Leave

Compassionate and Bereavement Leave

  • All employees are entitled to 2 days of paid compassionate leave in the event that an immediate family or household member dies or suffers a life threatening illness or injury.
  • This leave runs concurrently with GitLab PTO. Team members should select Bereavement Leave in PTO by Roots to ensure that leave entitlements are properly tracked.

Public Holidays

  • All team members are entitled to at least their base pay rate for all hours worked on public holidays.
  • Team members who take time off for public holidays are entitled to their base pay rate for the ordinary hours they would have worked. GitLab encourages all team members to take time off for the holidays they observe.
  • Team members must select Public Holiday in PTO by Roots to ensure that statutory entitlements are properly tracked.

Community Service Leave

  • All team members are entitled to unpaid community service leave for voluntary emergency management activities. Team members are also entitled to paid community service leave for jury duty.
  • A team member engages in a voluntary emergency management activity if:
    • The activity involves dealing with an emergency or natural disaster
  • The team member engages in the activity on a voluntary basis if:
    • The team member was either requested to engage in an activity, or it would be reasonable to expect that such a request would have been made if circumstances had permitted, and
    • The team member is a member of, or has a member-like association with a recognized emergency management body. More information can be found on the FairWork Ombudsman Website.

Jury Duty * Team members are entitled to “make-up pay” for the first 10 days of jury selection and jury duty. GitLab will supplement the difference between the amount that the team member has been paid and their ordinary pay to ensure that the team member receives 100% of their salary for the first 10 days of jury duty/selection. * This leave runs concurrently with GitLab PTO. Team members must select Mandatory Civilian Service in PTO by Roots to ensure that statutory entitlements are properly tracked. * Team members must notify their manager of the period or expected period of leave as soon as possible and provide evidence showing they attended jury selection or jury duty.

GitLab PTY Australia Parental Leave

Statutory Leave Entitlement

All team members are entitled to up to 12 months of unpaid parental leave if they have been at GitLab for at least 12 months. They can also request up to 12 months of additional unpaid parental leave.

Australian Government Parental Leave Payment * For team members with a yearly salary of $150,000 AUD or less, and who meet various other tests including a work test and residency rules. The parent must also be the primary carer of the child: * All payments are managed by Services Australia (Federal government) and some employees will receive payment directly from Services Australia. * Only certain deductions can be made from Parental Leave Pay under the Australian Government Paid Parental Leave Scheme. * For team members with a yearly salary above $150,000 AUD: * If you are eligible, you will receive 100% paid Parental Leave from GitLab for up to 16 weeks.

Applying for Parental Leave in Australia * To initiate your parental leave, submit your time off by selecting the Parental Leave category in PTO by Roots at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy. * If you are applying for government-funded Parental Leave Pay, you can apply up to 3 months before your child's due date.

Record-keeping for paid Parental Leave: * In addition to the usual record-keeping requirements, employers that have team members getting government-funded Parental Leave Pay also have to keep the following records: * the amount of Parental Leave Pay funding received from the government for each team member and the period it covers * the date each parental leave payment was made to the team member * the period each payment covers * the gross amount of the payment * the net amount paid and the amount of income tax withheld (including other payments, if any, were made) * a statement identifying the payment as Parental Leave Pay under the Australian Government Paid Parental Leave Scheme * the amount of any deductions made from each payment.

Pay slips for Parental Leave payments: * Team members who get Australian Government Parental Leave Pay have to be given a pay slip for each payment. The pay slip must specify that the payments are Parental Leave Pay under the Australian Government Paid Parental Leave Scheme. * Ordinary pay slip requirements apply to pay slips given to team members getting government-funded Parental Leave Pay.

GitLab PTY New Zealand Specific Benefits

Accounting Fee Reimbursement

New Zealand team members are eligible for a one time reimbursement of up to $750 NZD for accounting or tax-related fees. The purpose of this reimbursement is to help our team members reconcile any accounting activities and tax returns from when they were independent contractors through GitLab BV or contracted through CXC. Since tax-related activities will be less complex after the transition to our team members' employment under the PTY LTD entity, this reimbursement benefit will only be valid until December 2021. To get reimbursed for this expense, please follow the Expense Reimbursement process.

Annual Leave

Team members are entitled to a minimum of four weeks’ annual leave per year. Annual leave does not expire and can be carried over each year, but GitLab may set expectations on how much annual leave employees may accumulate and may require employees to take entitled leave with 14 days notice. Annual leave runs concurrently with GitLab PTO. Team members must select the Vacation option in PTO by Roots when taking vacation time to ensure that annual leave entitlement is properly tracked.

On-Call (Engineering-only)

New Zealand employment law requires that work on a formal Public Holiday, including on-call, is compensated with time-in-lieu. Overtime pay is also required in certain situations, for example: whether the on-call shift fell on a "normal" working day or not, and whether the team member was called to work during their on-call shift. The policy linked above covers for the time-in-lieu requirement but we do not yet have a set mechanism for handling overtime pay requirements.

New Zealand-based team members may not be on-call on a New Zealand Public Holiday, and must seek/find a replacement for any shifts where they may be indicated as being on call on a Public Holiday. To ensure we remain compliant with local laws we team members to consider local laws when volunteering for/accepting shifts.

The process is as follows:

  1. When scheduling we should avoid on-call taking/assigning on-call shifts on Public Holidays. A "Public Holiday" will be deemed as any day included in the official holidays on this website.
  2. If a team member is assigned for an on-call shift that falls on a Public Holiday, they need to align with their manager and try to find a replacement for that shift. If it’s impossible to find a replacement and the team member ends up taking the on-call shift on a Public Holiday, the process to follow is:

  3. Team member should obtain manager approval for taking the shift.

  4. If the team member is not called in to work during their on-call shift, a regular time-in-lieu compensation for the shift should be applied.
  5. If the team member is called in to work during their on call shift, they are responsible for recording their hours worked during the shift and report to payroll/manager in order for overtime payment processing.

Note: To stay in compliance with local laws we would follow the New Zealand government website with regards to compensation for worked time during on-call.

Sick Leave

  • Team members in New Zealand are eligible to take paid time off according to our PTO policy.
  • Team members in New Zealand are entitled to 10 days' sick leave after six months’ current continuous employment with GitLab. For each 12-month period after meeting the above criteria, each team member gets at least ten days’ sick leave.
  • If in any year the team member doesn’t meet the criteria, then they don’t get any new sick leave entitlement, but can use their sick leave balance which may have carried over. An employee may re-qualify for sick leave as soon as they meet the criteria. The maximum amount of sick leave that can be accumulated under the Holidays Act 2003 is 20 days.

  • Sick Leave runs concurrently with GitLab PTO. Team members must designate any time off for illness as Out Sick in PTO by Roots to ensure that sick leave entitlement is properly tracked.

  • In accordance with the Holidays Act, GitLab may require a medical certificate if you have been absent due to illness.

  • Unused sick leave will not be paid out to the team member upon termination of employment.

Injured Leave * When the team member is taking leave for the first week of a non-work accident, they can use sick leave and/or annual leave if they have any. This leave runs concurrently with GitLab PTO. Team members must designate time off for injury as Out Sick or Vacation in PTO by Roots if they wish to use sick leave or annual leave for the first week of an injury. Team members must notify Total rewards (total-rewards@gitlab.com) as soon as possible when they will need to go out on injured leave.

GitLab PTY New Zealand Parental Leave

Statutory Leave Entitlement

Primary Carer Leave * Team members who have been employed for at least six months and become a “Primary Carer” as defined under the Parental Leave and Employment Protection Act 1987 can receive government-funded parental leave pay (Primary Carer Leave). * A Primary Carer is either the biological mother OR a person (that is not the biological mother or her spouse/partner) who will take primary responsibility for the care, development, and upbringing of a child under six years old on a permanent basis. * Primary Carer Leave can last up to 26 weeks and must be taken in one continuous period. * Primary Carer Leave typically starts on the due date or date of birth, but may begin up to 6 weeks earlier if arrangements are made between the team member and manager.

Parental Leave

Extended Leave * Team members who have been employed for at least six months, but less than twelve and are eligible under the Parental Leave and Employment Protection Act 1987 are entitled to up to a total of 26 weeks of unpaid leave (less time taken for Primary Carer Leave, if applicable). * Team members who have been employed for at least twelve months and are eligible under the Parental Leave and Employment Protection Act 1987 are entitled to up to 52 weeks of unpaid leave (less time taken for Primary Carer Leave. A maximum of 26 weeks may be deducted from extended leave).

Special Leave * Team members who are pregnant can also take up to 10 days of unpaid special leave for pregnancy-related reasons such as antenatal classes, scans, or midwife appointments. This is in addition to primary carer leave. * This leave will run concurrently with GitLab PTO. If you do not want to select Out Sick in PTO by Roots, you may email total-rewards@gitlab.com with the date(s) that you will be taking special leave.

Partner Leave * If you are a spouse or partner of a primary carer and have been employed for at least six months, but less than twelve months, you are entitled to one week of unpaid partner's leave. * If you are a spouse or partner of a primary carer and you have been employed for at least twelve months, you are entitled to two weeks of unpaid partner's leave. * Partner Leave will run concurrently with GitLab Parental Leave. If you are eligible, you will receive 100% paid Parental Leave from GitLab for up to 16 weeks. * Team members must select Parental Leave in PTO by Roots to ensure that their time off is properly tracked.

Applying for Parental Leave in New Zealand

  • To initiate your parental leave, submit your time off by selecting the Parental Leave category in PTO by Roots at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.
  • To apply for government-funded Parental Leave pay, please submit your application via IRD. Total Rewards will have to fill out the "Employer Declaration" part of the form.
  • If you are eligible, GitLab will supplement the government-funded payment to ensure that you receive 100% pay for up to 16 weeks of your Parental Leave.

Other Types of Leave

Stress Leave

  • A team member with workplace stress that amounts to an illness may take sick leave. The ordinary conditions for sick leave apply. If the team member has been sick for a period of 3 or more consecutive days, the team member may be asked to provide a medical certificate.
  • This leave runs concurrently with GitLab PTO. Team members must designate Stress Leave as Out Sick in PTO by Roots to ensure that statutory entitlements are properly tracked.

For more information related to this policy, please reivew the Employment New Zealand website

Leave for Defence Force Volunteers

  • Under the Volunteers Employment Protection Act 1973, all team members who are members of the Armed Forces are entitled to unpaid job-protected leave during military training and/or service.
  • This leave runs concurrently with GitLab PTO. Team members must email the Absence team (parental-leave@gitlab.com) as soon as possible to notify them of the first date of leave and, if possible, the end date of their leave.
  • Team members must select Mandatory Civilian Service in PTO by Roots to ensure that statutory entitlements are properly tracked.

For more information related to this policy, please reivew the Employment New Zealand website

Election Voting Leave

  • Team members are entitled to 2 hours of paid time off to vote in general (parliamentary) elections on polling day if they are registered as an elector of the district and have not had a reasonable opportunity to vote before starting work. GitLab encourages you to take time off to vote or volunteer at the polls.
  • This leave runs concurrently with GitLab PTO. Team members must select Mandatory Civilian Service in PTO by Roots to ensure that statutory entitlements are properly tracked.

For more information related to this policy, please reivew the Employment New Zealand website

Jury Service

  • All team members who have been called for jury service are entitled to unpaid leave for the duration of the service. Team members who attend jury service receive an attendance fee from the Ministry of Justice.
  • Jury Service Leave runs concurrently with GitLab PTO. Team members must select Jury Duty in PTO by Roots to ensure that statutory entitlements are properly tracked.

For more information related to this policy, please reivew the Employment New Zealand website

Bereavement Leave

All team members who have been employed for six months are entitled to three days of paid leave in the event of the death of a spouse or partner, parent, child, sibling, grandparent, grandchild, or parent of a spouse or partner, and one day in the event of the death of another person not previously listed. * This leave runs concurrently with GitLab PTO. Team members must designate this time off as Bereavement Leave in PTO by Roots to ensure that statutory entitlements are properly tracked. * All team members who have been employed for six months are entitled to three days paid leave if a pregnancy ended by way of a miscarriage or still-birth in circumstances that give rise to an entitlement to bereavement leave under the Holidays Act 2003.

For more information related to this policy, please reivew the Employment New Zealand website.

Family Violence Leave

All team members who have been employed for a six month continuous period are entitled to 10 days of paid leave if they have been affected by family violence. * This leave may also be taken to support a child who has experienced domestic violence as long as they live with the team member for some of the time. * A person is affected by family violence if they are a person against whom any other person is inflicting, or has inflicted family violence, and/or a person with whom there ordinarily or periodically resides a child against whom any other person is inflicting or has inflicted, family violence. * Team members may also request short-term flexible working arrangements for up to 2 months.
* This leave runs concurrently with GitLab PTO. Team members should notify the Absence team (parental-leave@gitlab.com) if they need to make use of this leave. * Team members must designate this time off as Out Sick in PTO by Roots to ensure that statutory entitlements are properly tracked.

For more information regarding this policy, please reivew the Employment New Zealand website.

COVID-19 and the workplace

GitLab and its team members need to work together to protect New Zealand and keep each other safe during the global COVID-19 pandemic. This means that normal obligations to keep in regular contact and to act in good faith are more important than ever. * This leave runs concurrently with GitLab PTO. Team members must designate this time off as Out Sick in PTO by Roots to ensure that statutory entitlements are properly tracked.

For more information pleave review the Employment New Zealand website.

Garden Leave

A GitLab team member may use Garden Leave when they have provided their resignation and a Garden Leave is mutually agreed upon by both the team member and GitLab. Team members can not be forced to take a Garden Leave, but both the team member and GitLab may find it useful in the following situations:

  • the team member has access to commercially sensitive information and is going to be working for a competitor at the end of their notice period. Any limit of trade provision would take effect after the employee’s employment ends. However, employers should be aware that if an employee’s employment agreement contains both a garden leave provision and a restraint of trade provision, the period the employee is on garden leave may be taken into consideration in working out whether or not the restraint of trade provision is reasonable (and therefore enforceable). The restraint of trade provision takes effect after the end of the garden leave period.

  • is distracting other team members while they're in their notice period

  • is being made redundant and the employer is not requiring them to report to work during their notice period so they can look for other job opportunities while they can still say they’re currently employed

  • has been dismissed on notice and their presence is creating an uncomfortable atmosphere for everyone.

  • Team members must designate this time off as Vacation in PTO by Roots to ensure that statutory entitlements are properly tracked.

For more information pleave review the Employment New Zealand website

Leave Without Pay

Leave without pay is when GitLab allows an team member time off work when they would otherwise be working, but doesn’t pay them for this time. Leave without pay (LWOP) doesn’t end an team member’s employment, and usually the team member returns to their same position and terms and conditions after taking leave without pay (unless the employee and team member agree otherwise). Leave without pay can affect the employee's annual holidays payment and entitlement in some situations.

  • Team members must designate this time off as Out Sick in PTO by Roots.

For more information regarding Leave without Pay, please review the Employment New Zealand's website.

Long Service Leave

While not a legal requirement, long service leave may be negotiated between a team member and GitLab as additional entitlements under their employment agreement.

  • This leave runs concurrently with GitLab PTO. Team members must designate this time off as Vacation in PTO by Roots.

Medical

GitLab does not plan at this time to offer Private Health Insurance benefits because New Zealand residents can access free or subsidised medical care in New Zealand through the public healthcare system. Injuries and accidents are covered by the Accident Compensation Corporation.

Pension

GitLab's KiwiSaver contributions will be 3% on top of base salary. Team members will automatically be enrolled in the KiwiSaver scheme but may elect to opt out within the first 56 days of employment. To opt-out they should follow the process on IRD site. GitLab will deduct a participating team member's contributions from their before-tax pay at the team member's chosen contribution rate (3%, 4%, 6%, 8% or 10%). If a team member does not choose a contribution rate, the default rate of 3% will be used to calculate deductions.

Life Insurance

GitLab does not plan at this time to offer Life Insurance benefits because New Zealanders can access government payments and services to help if they get ill, injured or have a disability.

Specific to Canadian Team Members

Benefits are administered by Canada Life. The benefits decision discussions are held by Total Rewards and the Comp Group to elect the next year's benefits by the carrier's deadlines.

GitLab covers 100% of team member, spouse, dependents, and/or domestic partner premiums for medical, dental, and vision coverage.

Please review the full policy document for more information on the benefits being offered.

Group Health Coverage

GitLab offers medical, dental, and vision coverage at no cost to the team member. The benefits are outlined in the following benefit summary as well as below. This documentation also has details on the products and services available under the plan. 

Medical Coverages

Coverage Summary: * Prescription Drugs: 80% - Nil deductible; 90% if purchased at Costco * Pay Direct Drug Card: Included - Generic Mandatory * Maximum: Unlimited * Fertility Drugs: Unlimited as per all prescription medication * Smoking Cessations: $500 lifetime maximum * Vaccines: Included - reasonable & customary maximum * Major Medical: 80% * Annual Deductible: None * Hospitalization: 100% - Bill deductible - Semi-Private * Orthotic Shoes: $ 300 per benefit year maximum * Othotic Inserts: combined with shoes * Hearing Aids: $700 every 5 years * Paramedical Practitioners: 80% - $300 per practitioner per benefit year maximum * Included Specialists: Chiropractor, Osteopath, Naturopath, Podiatrist, Chirpodist, Speech Therapist, Psychologist, Social Worker, Massage Therapist, Physiotherapist, Acupuncturist, Dietician, No Doctor's referral required on any paramedical services * Out of Country: 100% - Nill deductible - Unlimited * Maximum Duration: 60 consecutive days * Trip Cancellation: Not Included * Private Duty Nursing: $5,000 for a maximum of 12 months per condition * Survivor Benefit: 24 months * Termination Age: Retirement

Akira - Virtual Care

GitLab team members enrolled in Canada Life have the option of Akira Virtual Care. This is a on-demand virtual care solution. It gives members and their family direct access to secure medical consults with friendly, knowledgeable clinicians – 24/7. For more information, please see the flyer.

Consult+ - Virtual Health Care

Effective May 1, 2021 GitLab team members and their dependants enrolled in Canada Life have the option of Consult+. This gives members and their family online access to meet with medical professionals and spend less time in clinic waiting rooms. For more information, please see the flyer

Dental Coverages

Coverage Summary: * Annual Deductible: None * Basic & Preventative: 80% * Periodontic & Endodontic: 80% * Annual Maximum: $2,000 per benefit year * Major Restorative Services: 50% * Annual Maximum: $2,000 per benefit year * Orthodontic Services: 50% (children age 6 and older) * Lifetime Maximum: $1,500 * Recall visit: Two visits per benefit year * Scaling & Rooting Units: 10 in any 12 months * White Filings: Included * Free Guide: Current * Survivor Benefit: 24 months * Termation Age: Retirement

Vision Coverages

Coverage Summary: * Vision Care: 100% - $200 every 24 months * Eye Exams: 100% - 1 visit every 24 months - reasonable & customary maximum

Life Insurance / AD&D

Coverage Summary: * Benefit: 2 times annual earnings to a maximum of $250,000 * Reduction: Reduces by 50% at age 65 * Termination Age: Reduces by 50% at age 65

Long Term Disability

Coverage Summary: * Benefit: 66.67% of monthly earnings to a maximum of $12,500 (Taxable) * Monthly Maximum: 12,500 * Tax Status: Taxable * Elimination Period: 90 days * Benefit Period: To age 65 * Definition: 2 years own occupation * Offsets: Primary * Cost of Living Adjustment: Not included * Non-Evidence Maximum: 7,000 (see below for EOI instructions to increase up to 12,500) * Termination: Age 65

Evidence of Insurability (EOI)

Please fill out the Evidence of Insurability Form * Reach out to Total Rewards to fill out section 1-3 first. * Total Rewards will return this to you to complete the remaining sections. * Once completed, please submit directly to Canada Life at groupmed@canadalife.com

Enrollment

GitLab has chosen a digital administration platform, Collage, to manage our benefits administration for all plans except the RRSP plan. Consider this platform as your single source of truth when it comes to benefits, where you can enroll in the plan, update your enrollment information and view coverage.

For new hires: You will be receiving an invitation from no-reply@collage.co with a personalized link. Click on that link to set up your profile. Please reach out to the Total Rewards team at total-rewards@gitlab.com if you have any questions! Here are some additional instructions on how to set up your account and enroll in benefits.

Member ID: When you complete your digitial enrollment, Collage will populate a Member ID # for you. You can find the Member ID # in the Benefits Tab on your Collage profile page. You may need this number to complete your Evidence of Insurability form or your Beneficairy Designation form.

Updating Coverage Status and Enrollment of Domestic Partners, Spouses, and Dependents

For instructions on adding your spouse, dependents, and updating your coverage stutus, please review the Employee Collage Benefits HQ Handbook

Domestic Partner Enrollment: Canada Life uses the first day cohabitating as the date of eligibility to enter into the GitLab health plan. Anyone who has a common law spouse that they wish to add, moving from Single to Family coverage, for example, will need to do so within 30 days of moving in together. For further instructions on adding your

Canada Life Enrollment

In addition to enrollment in the Collage portal, you can also register directly with Canada Life. To register, you can do so by following this registration link. This will allow you access to Canada Life’s GroupNet for Plan Members and the ability to download the GroupNet Mobile app on your mobile device. Once registered you will have access to online claims submission, your electronic benefits card, direct deposit of claim payments, view the status of your claims and more. Canada Life has also provided the following Welcome Packet. The french version of the welcome packet is also available.

Learn how to use GroupNet for Plan Members by watching the helpful videos in the following pdf.

Canada Life User Portal and App

Canada Life has a user portal and App available to download that allows you to access your benefits information and ID cards. Please see the brochure for more information and instructions on registering.

Insurance Cards

Printed Canada Life benefits cards are being phased out and it is recommended to print a PDF card for yourself and your spouse (if applicable). You can also access your electronic drug card online through the Groupnet for Plan Members site or through the mobile app.

For further instructions on how this can be obtained online, please review the following PDF.

This card provides your group plan number and member identification number. Keep this information with you at all times and use it when requested by a health or dental provider or in case of medical emergency when traveling.

Canada Life Tools

Canada Life has designed tools and services to make your life easier, allowing you to access your coverage details when you want, the way you want.  

Frequently asked questions

  • Can the pharmacist submit my prescription claim electronically without a drug card?
    • Yes, as long as you have the necessary information, a physical card is not needed for your prescription claim to be electronically submitted. Here are a few options for you: Log-on to GroupNet for Plan Members and print out a paper copy of your drug card. Log-on to GroupNet for Plan Members (Mobile App or online) and save an electronic card to your phone. Provide your pharmacist you plan number, identification number, date of birth and identify if the patient is the employee, spouse or dependent child. 
  • Who should I contact with questions?
    • For health, prescription drug, dental or out-of-country coverage or claims inquiries, please call 1-800-957-9777 or email Canada Life at grp_hd_inquire@gwl.ca.
  • What are my key responsibilities as a plan member?
    • If you experience a major lifestyles event, you must advise your plan administrator within 31 days of the event and complete any corresponding paperwork. Failure to notify Canada Life of a lifestyle event within 31 days of the event, could result in limitations or declined coverage. Please see your plan administrator for support.
    • Major lifestyles events include: 
      • Marriage - legal or common-law (1st day of cohabitation)
      • Legal Separation
      • Divorce or termination of a common-law relationship
      • Death of spouse or insured child, Birth or adoption of a child
      • Loss of spouse’s benefits
      • Dependents becoming ineligible for dependent coverage either because of their age or student status 

Registered Retirement Savings Plan (RRSP)

Effective November 1, 2021, eligible Canadian Team Members can enroll in GitLab's Group Registered Retirement Savings Plan (RRSP). Under this plan you can begin contributing pre-tax income towards a retirement savings account managed by our provider, Canada Life.

Plan Details

  • Eligible: Start date or November 1, 2021 if hired before the plan effective date.
  • Match: GitLab will match up to 3% of base salary with a cap of 2,500 CAD. Team members may voluntarily choose to contribute more than 3% with no employer match.
  • Eligibility criteria: All full-time (defined as working at least 30 hours per week) team members of GitLab Canada Corp.
  • Contributions may be updated at any time, but please allow 1 - 2 payroll cycles for the new contribution amount to reflect in your paycheck.

RRSP Enrollment

For enrolling into the RRSP, please navigate to Canada Life's RRSP portal and follow the directions in the enrollment express pdf. For a more detailed overview of enrolling and navigating the RRSP platform, please reference the enrollment express guide.

  • Once enrolled, a plan administrator will need to approve your enrollment. This may take up to two weeks.
  • If you need any help, please contact Canada Life at 1-800-724-3402, our broker SC Insurance at info@scinsurance.ca, or the Total Rewards team at total-rewards@gitlab.com.
  • Please remember to select a beneficiary when enrolling. This is separate from the beneficiary elected for your life insurance plan.

Canada Pension Plan (CPP)

Employer contributions are made to the federal Canada Pension Plan (CPP).

PTO and Vacation Information

GitLab Canada Corp's statutory vacation requirements are found on the GitLab PTO handbook page. Vacation time runs concurrently with GitLab PTO. Team members must designate all vacation time taken as Vacation in PTO by Roots to ensure that vacation entitlement is properly tracked.

Sick Pay

Ontario - Team members who have been employed by GitLab for at least two consecutive weeks are entitled to up to three full days of job protected unpaid sick leave every calendar year under the Employment Standards Act (ESA). Leave under ESA runs concurrently with GitLab PTO. Employees must designate any time off for illness as Out Sick in PTO by Roots to ensure that annual sick leave entitlement is properly tracked.

Quebec - The Act Respecting Labour Standards (ALS) provides for two days of paid absence per calendar year (January 1 to December 31). This leave runs concurrently with GitLab PTO. Employees must designate any time off for illness as Out Sick in PTO by Roots to ensure that annual sick leave entitlement is properly tracked.

Québec - La Loi sur les normes du travail (N-1.1) prévoit deux jours d'absence rémunérée par année civile (du 1er janvier au 31 décembre). Ce congé s'exécute simultanément avec les règles de congé de GitLab. Les employés doivent désigner tout congé de maladie par la catégorie «Out Sick» dans PTO par Roots, pour s'assurer que le droit aux congés de maladie annuels est correctement suivi.

GitLab Canada Corp Parental leave

Statutory General Entitlement

Maternity Leave:

Ontario * Team members who have been employed at GitLab for at least 13 weeks before their due date are entitled to 17 weeks of Maternity Leave. This leave may begin as early as 17 weeks prior to the expected date of birth. If the child is not born within the first 17 weeks of maternity leave, then maternity leave is extended until the date of birth. Once maternity leave has started, it must be taken all at once.

Quebec * Team members are entitled to 18 weeks of Maternity Leave. This leave may begin as early as 16 weeks prior to the expected date of birth and end no later than 20 weeks after the week of delivery. If the leave begins at the time of the delivery, the week of the delivery is not included in the calculation of leave. If delivery occurs after the expected date, the team member is entitled to at least 2 weeks of maternity leave after the delivery, even if the 18 week entitlement has already been used. At the request of the parent, this leave may be suspended, divided, or extended if the health conditions of the parent or child require it.

British Columbia * Pregnant team members can take up to 17 consecutive weeks of unpaid maternity leave. Leave must begin on or before the date the baby is born. It cannot start earlier than 13 weeks before the expected date of birth. Leave continues for at least 6 weeks after childbirth. If the team member is unable to return to work for reasons related to childbirth, the leave can be extended for six weeks (for a total of 23 weeks) after the baby is born.

Alberta * Team members who have been employed by GitLab for at least 90 days are entitled to up to 16 consecutive weeks of unpaid maternity leave. The number of weeks exceeds the Employment Insurance benefit length by one week in recognition of the waiting period. Leave can start up to 13 weeks prior to the expected date of birth, and no later than the date of birth. Pregnant team members must take at least 6 weeks of leave after birth.

Manitoba * Team members who have worked with GitLab for at least seven consecutive months are entitled to up to 17 weeks of maternity leave. Generally, leave will end 17 weeks after it began; however, team members are entitled to more maternity leave equal to the number of days between the expected date and the actual date of birth. For example, if the actual date of birth is 14 days after the estimated date of delivery, the team member would receive an additional 14 days of maternity leave. Team members who have taken maternity leave and also wish to take parental leave, must do so immediately following maternity leave, unless another arrangement has been agreed upon.

Paternity Leave

Quebec * Team members are entitled to 5 consecutive weeks of paternity leave. This leave may begin as of the week of the child’s birth and end no later than 78 weeks after the child’s birth. At the request of the parent, this leave may be suspended, divided, or extended if the health conditions of the parent or child require it.

Parental Leave:

Ontario * All team members who have been employed at GitLab for at least 13 weeks prior to taking leave, are eligible for up to 61 or 63 weeks of Parental Leave. The parent who gives birth to the child is entitled to take up to 61 weeks of parental leave. All other new parents are entitled to take up to 63 weeks of parental leave. This leave may be taken at any time during the first 78 weeks after your child is born, or the day your child comes into your care. Parental leave must be taken in one continuous period.

Quebec * Team members are entitled to up to 65 weeks of parental leave in addition to 18-week maternity leave or 5-week paternity leave. At the request of the parent, this leave may be suspended, divided, or extended if the health conditions of the parent or child require it.

British Columbia * Team members can take up to 62 weeks of unpaid parental leave any time within 78 weeks of their baby being born, or an adoptive child being placed. Team members who take maternity leave are entitled to 61 weeks of parental leave which begins immediately after maternity leave ends (for a total of 78 weeks), unless another agreement is made. Parental leave can be extended by up to five weeks if the child needs more care due to a physical, psychological or emotional condition.

Alberta * Team members who have been employed by GitLab for at least 90 days can take up to 62 weeks of unpaid parental leave. The number of weeks of leave exceeds the Employment Insurance benefit length by one week in recognition of the waiting period. Leave can start any time after the birth or adoption of a child, but must be completed within 78 weeks of the date the baby is born or placed with the parents. In the case of a pregnant team member, parental leave begins immediately following maternity leave.

Manitoba * Team members who have been employed with GitLab for at least 7 consecutive months are entitled to 63 weeks of parental leave. Parental leave can begin up to 18 months after the birth or adoption of a child. Team members who have taken maternity leave and wish to take parental leave as well, must do so immediately following maternity leave.

Maternity Leave Payment

  • Team members in Ontario, British Columbia, Alberta, and Manitoba may be eligible to receive Employment Insurance Maternity Benefit through the Government of Canada for up to 15 weeks of Maternity Leave if they meet the required eligibility criteria..
    • The Province of Québec is responsible for providing maternity, paternity, parental, and adoption benefits to residents of Quebec through a program called the Québec Parental Insurance Plan.
  • Team members may also be eligible to receive Employment Insurance Parental Benefit (see below) if they meet the required eligibility criteria.
  • If a team member is eligible to receive Employment Insurance and also eligible to receive payments under GitLab's paid Parental Leave, GitLab will supplement Employment Insurance payments for up to 16 weeks such that the gross amount of the Employment Insurance payments plus GitLab’s top-up payment under Parental Leave will equal 100% of the team members’ normal weekly salary during each week of the top-up payments.
  • If a team member is ineligible to receive Employment Insurance, but eligible to take GitLab's paid Parental Leave, GitLab will pay 100% of the team members’ normal weekly salary for up to 16 weeks of leave.
  • To determine your eligibility for such benefits and/or apply for Employment Insurance, follow the instructions on the Service Canada website. Please note that GitLab is not responsible for, or at all involved in, the adjudication of claims for employment insurance benefits.

Parental Leave Payment

  • Team members in Ontario, British Columbia, Alberta, and Manitoba may be eligible to receive Employment Insurance Standard Parental Benefit through the Government of Canada of up to 35 weeks or Employment Insurance Extended Parental Benefit of up to 61 weeks if they meet the required eligibility criteria.
    • The Province of Québec is responsible for providing maternity, paternity, parental, and adoption benefits to residents of Quebec through a program called the Québec Parental Insurance Plan.
  • If a team member is eligible to receive Employment Insurance and also eligible to receive payments under GitLab's paid Parental Leave, GitLab will supplement Employment Insurance payments for up to 16 weeks such that the gross amount of the Employment Insurance payments plus GitLab’s top-up payment under Parental Leave will equal 100% of the team members’ normal weekly salary during each week of the top-up payments.
  • If a team member is ineligible to receive Employment Insurance, but eligible to take GitLab's Parental Leave, GitLab will pay 100% of the team members’ normal weekly salary for up to 16 weeks of leave.
  • To determine your eligibility for such benefits and/or apply for Employment Insurance, follow the instructions on the Service Canada website. Please note that GitLab is not responsible for, or at all involved in, the adjudication of claims for employment insurance benefits.

Applying for Parental Leave in Canada

  • To initiate your parental leave, submit your time off by selecting the Parental Leave category in PTO by Roots at least 6 weeks before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.
  • Pregnant team members must provide a certificate from a health care practitioner certifying their pregnancy to Total Rewards (total-rewards@gitlab.com).

GitLab Parental Leave Payments and Employment Insurance

The Employment Insurance benefit and Quebec Parental Insurance plan provides government financial assistance to parents who are away from work to care for their newborn or newly adopted child or if they are pregnant or have recently given birth.

The combined amount of Employment Insurance payments and supplementary payments from GitLab cannot exceed a team member's normal weekly earnings. The supplementary payment will not be used to reduce other statutory accumulated benefits such as sick leave, vacation leave or severance pay.

Per the statutory requirements in Canada, a team member is ineligible to receive any Employment Insurance payments if they are receiving full parental leave pay from GitLab.

It is important to be aware that the eligibility requirements for Employment Insurance benefits and eligibility to take a job-protected leave in your province may be different. For more information on Employment Insurance, contact Government of Canada or Government of Quebec

Other Leave Types

Ontario

The following statutory leave types run concurrently with GitLab PTO. Each leave is separate, and the right to each leave is independent of any right a team member may have to other leave(s). A team member may be entitled to more than one leave for the same event. A team member’s entitlement to any statutory leaves of absence is governed by the legislation applicable in the province in which the employee works for the Company. Statutory leaves of absence will be tracked separately. Any additional paid or unpaid leaves provided by GitLab, are inclusive of, and not in addition to, any concurrent paid or unpaid leaves provided by the applicable employment standards legislation. Additional information can be found on the Government of Ontario website. Statutory leave for which team members are not entitled to pay will be paid at 100% of the team member’s salary for the first 25 days. If the team member is eligible for a government benefit, GitLab will supplement the payment so that the team member receives 100% of their salary for the first 25 days. To initiate leave, and ensure that statutory entitlements are properly tracked, team members should submit their time off by selecting the appropriate option in PTO by Roots. If none applies, team members should reach out to their managers and Total Rewards as soon as possible to ascertain the type of leave applicable in the situation.

Bereavement Leave Team members who have been employed by GitLab for at least 2 consecutive weeks * 2 unpaid days each calendar year for the death of a family member.

Family Responsibility Leave Team members who have been employed by GitLab for at least 2 consecutive weeks * 3 unpaid days of leave each calendar year because of an illness, injury, medical emergency, or urgent matter relating to certain relatives.

Family Caregiver Leave * Up to 8 weeks per calendar year, per specified family member.

Family Medical Leave * Up to 28 weeks in a 52-week period to provide care or support to certain family members and other qualifying individuals who have a serious medical condition with a significant risk of death.

Critical Illness Leave Team members who have been employed with Gitlab for six consecutive months * Up to 37 weeks within a 52-week period of leave in relation to a critically ill minor child * Up to 17 weeks within a 52-week period in relation to a critically ill adult. * The team member must submit a medical certificate.

Child Death Leave Team members who have been employed with Gitlab for at least six consecutive months
* Up to 104 weeks of leave with respect to the death of a child. Team members who take time away from work because of a crime-related death of a child may apply for a Federal Income Support Grant.

Crime-related child disappearance leave Team members who have been employed with Gitlab for at least six consecutive months * Up to 104 weeks of leave with respect to the crime-related disappearance of a child. Team members who take time away from work because of a crime-related death of a child may apply for a Federal Income Support Grant.

Domestic or sexual violence leave Team members who have been employed with Gitlab for at least 13 consecutive weeks * 10 days and 15 weeks of domestic or sexual violence leave each calendar year. The first 5 days of leave are paid.

Infectious disease emergency leave * Team members are entitled to take this leave for specified reasons related to a designated infectious disease. The only disease for which infectious disease emergency leave may be taken as of 2021-03-09 is COVID-19.

Organ Donor Leave Team members who have been employed with Gitlab for at least 13 weeks * Up to to 13 weeks of organ donor leave for the purpose of undergoing surgery to donate all or part of certain organs to a person. * This leave may be extended an additional 13 weeks for a maximum of 26 weeks.

Reservist Leave Reservists who have been employed with Gitlab for at least six consecutive months * Unpaid leave for the time necessary to engage in an international operation or an operation within Canada to deal with an emergency or its aftermath. This includes pre-deployment and post-deployment activities when applicable.

Québec

The following leave types run concurrently with GitLab PTO. Statutory leave for which team members are not entitled to pay will be paid at 100% of the team member’s salary for the first 25 days. If the team member is eligible for a government benefit, GitLab will supplement the payment so that the team member receives 100% of their salary for the first 25 days. To initiate leave, and ensure that statutory entitlements are properly tracked, team members should submit their time off by selecting the appropriate option in PTO by Roots. If none applies, team members should reach out to their managers and Total Rewards as soon as possible. More information on these leave entitlements can be found on the Commission des Normes, de l’Equité website.

Reservist Leave * A reservist of the Canadian Armed Forces may be absent from civilian work, without pay, to conduct operations in Canada or abroad: * Abroad: After 12 months of uninterrupted service with their employer, reservists may be absent from work to take part in a Canadian Armed Forces operation abroad for a period of up to 18 months. An operation abroad includes preparation, training, rest and travel from their place of residence and back; * In Canada: A reservist may be absent from work to take part in a Canadian Armed Forces operation in Canada in order to: - provide assistance in the event of a major disaster within the meaning of the Loi sur la sécurité civile; - assist the civil authority at the request of the Attorney General of Québec pursuant to the National Defence Act; - intervene in any other emergency situation designated by the Government. * In Canada or abroad: A reservist may be absent from work to take part in any other Canadian Armed Forces operation under the circumstances, the conditions and for the period prescribed by regulation; * Annual training: A reservist may be absent from work to take part in annual training with the Canadian Armed Forces for a period of up to 15 days; * Exceptions: A reservist does not have the right to be absent from work in the following situations: - if there is a danger to the life, health or safety of other workers or the population; - if there is a risk of destruction or serious deterioration of buildings or movable property, or in a case of force majeure; if their absence is contrary to their professional code of ethics.

Marriage or civil union * 1 day of paid leave for the team member’s marriage or civil union when it falls on a week day. * 1 day of unpaid leave for the marriage or civil union of a parent, child, sibling, or child of spouse.

Parental or family obligations Team members who have been employed with Gitlab for at least 3 months * 10 days per year; team members are entitled to pay for the first 2 days. * Up to 16 weeks in one 12-month period to care for a loved one due to a serious accident or serious illness * Up to 27 weeks in one 12-month period if the critically ill person suffers from a life-threatening illness * Up to 36 weeks in a 12-month period if the seriously ill or injured person is a minor child.

Bereavement Leave * 5 days of leave in the event of the death of an immediate family member. Team members are entitled to pay for the first 2 days. * Up to 104 weeks of unpaid leave following the death of a minor child, or suicide of spouse, parent or child. If the death occurs when the team member is eligible for parental benefits, the benefits will be paid until the end of the 2nd week following the death.

Disappearance of a minor child * Up to 104 weeks of unpaid leave.

Organ or tissue donation: * Team members are entitled to up to 26 weeks of unpaid leave over a 12-month period for organ or tissue donation for transplant.

Victims of a Crime * Team members who are victims of a crime that renders them unable to perform their regular job are entitled to unpaid leave for up to 104 weeks. * Team members may also be entitled to leave if: * their minor child suffers serious injuries as a result of a criminal offense; * their spouse or child of full age dies as a result of a criminal offense. * Exceptions: The leave entitlement does not apply if the worker or the deceased person (spouse or child of full age) participated in the criminal offense or contributed to the injury through their gross fault, i.e., through their recklessness, carelessness or gross negligence.

Victim of domestic or sexual violence: * Workers who must be absent from work as a result of domestic or sexual violence are entitled to an unpaid absence of up to 26 weeks over a 12-month period.

Non-work related accident or illness Team members who have been employed with Gitlab for at least 3 consecutive months * 2 paid days per calendar year (which do not roll over) and up to 26 weeks over a 12-month period for the following reasons: * Sickness or accident that is not related to their work and which renders them unable to work. * Family obligations relating to care, health, or education of child or spouse’s child. * Family obligations as an informal caregiver for a relative or another person who is ill.

The following leave types do not run concurrently with GitLab PTO: * Occupational disease * Work accident

British Columbia

  • The following leave types run concurrently with GitLab PTO. Statutory leave for which team members are not entitled to pay will be paid at 100% of the team member’s salary for the first 25 days. If the team member is eligible for a government benefit, GitLab will supplement the payment so that the team member receives 100% of their salary for the first 25 days. To initiate leave, and ensure that statutory entitlements are properly tracked, team members should submit their time off by selecting the appropriate option in PTO by Roots. If none applies, team members should reach out to their managers and Total Rewards as soon as possible. More information on these leave entitlements can be found on the Government of British Columbia’s website.

Leave respecting domestic or sexual violence * 5 days of paid leave, 5 days of unpaid leave, and 15 weeks of additional unpaid leave, if necessary. This leave also applies to parents of a child or dependent impacted by this kind of violence.

Personal illness or injury leave Team members who have been employed with Gitlab for at least 90 days * Up to 3 days of unpaid leave each year.

Family Responsibility Leave * Up to 5 days of unpaid leave in each employment year (beginning on the date the team member started work) to help with the care, health or education of a child under the age of 19 in their care or to care for the health of any other immediate family member. * Does not carry over from year to year

Critical Illness or Injury Leave * Up to 36 weeks within a 52-week period to care for a child under the age of 19. * Up to 16 weeks within a 52-week period to care for a family member who is 19 years of age or older. * Team members must provide Total Rewards with a medical certificate certifying that the life of the family member is at risk, the care/support can be provided by someone who is not a medical professional, and specifying the period of time for which the family member will need care/support.

Compassionate Care Leave * Up to 27 weeks within a 52-week period to care for a family member who is gravely ill. * Team members are required to provide Total Rewards with a medical certificate stating that the family member has a serious medical condition and is at significant risk of death within 26 weeks.

Bereavement Leave * Up to 3 days of unpaid leave.

Leave respecting the disappearance of a child * Up to 52 weeks of unpaid leave for employees whose child has gone missing in circumstances where it is likely the child’s disappearance is the result of a crime.

Leave respecting the death of a child * 104 weeks of unpaid leave

Reservists Leave Team members who are reservists for the Canadian Forces * Team members who are reservists are entitled to unpaid leave if they are deployed to a Canadian Forces operation outside Canada, or if they are engaged, either inside or outside Canada, in pre-deployment or post-deployment activities in connection with such an operation. Reservists are also entitled to unpaid leave if they are deployed to a Canadian Forces operation inside Canada that will be providing assistance in dealing with an emergency or its aftermath. Reservists are entitled to this leave for as long as the deployment circumstances apply. In addition, team members who are reservists are entitled to 20 days per year of unpaid leave to participate in Canadian Forces training activities.

Jury Duty * Unpaid leave to attend court as a juror

COVID-19 Related Leave * Team members can take unpaid leave if unable to work for specified reasons related to COVID-19: https://www2.gov.bc.ca/gov/content/employment-business/employment-standards-advice/employment-standards/time-off/leaves-of-absence. This leave will be available for as long as the circumstances that require the leave are present.

Alberta

The following leave types run concurrently with GitLab PTO. Statutory leave for which team members are not entitled to pay will be paid at 100% of the team member’s salary for the first 25 days. If the team member is eligible for a government benefit, GitLab will supplement the payment so that the team member receives 100% of their salary for the first 25 days. To initiate leave, and ensure that statutory entitlements are properly tracked, team members should submit their time off by selecting the appropriate option in PTO by Roots. If none applies, team members should reach out to their managers and Total Rewards as soon as possible. More information about these leave types can be found on the Government of Alberta website.

Bereavement Leave Team members who have been employed with Gitlab for at least 90 days * 3 days of unpaid leave per year for the death of a family member

Citizenship Ceremony Leave Team members who have been employed with Gitlab for at least 90 days * Up to a half-day of unpaid leave to attend citizenship ceremony

Compassionate Care Leave Team members who have been employed with Gitlab for at least 90 days * Up to 27 weeks of unpaid leave to give care or support to a gravely ill family member with a significant risk of dying within 26 weeks. * Team members must submit a medical certificate to Total Rewards (total-rewards@gitlab.com) * Team members may also be eligible for Employment Insurance

COVID-19 Leave * 14 days of unpaid leave for team members who are in quarantine due to COVID-19

Critical Illness of a Child Leave Team members who have been employed with Gitlab for at least 90 days * Up to 36 weeks for the critical illness of the team member's child. * Team members may be eligible for Employment Insurance.

Death or disappearance of a child leave Team members who have been employed with Gitlab for 90 days * Up to 52 weeks if the child has disappeared * Up to 104 weeks if the child has died as the probable result of a crime

Domestic Violence Leave Team members who have been employed with Gitlab for at least 90 days * Up to 10 days of unpaid leave each calendar year. This does not carry over if unused.

Long-term illness and injury leave Team members who have been employed with Gitlab for at least 90 days * Up to 16 weeks of unpaid leave. * Team members may be eligible for Employment Insurance. * Team members must submit a medical certificate issued by a nurse practitioner or physician stating the estimated duration of leave.

Personal and family responsibility leave Team members who have been employed with Gitlab for 90 days * Up to 5 days each calendar year to care for their own health or to meet family responsibilities in relation to a family member. This does not carry over to the following year if unused.

Reservist Leave Team members who have been employed with Gitlab for at least 26 consecutive weeks * Up to 20 days each calendar year for annual training * As long as necessary to accommodate the period of service required for international or domestic deployment.

Manitoba

The following statutory leave types run concurrently with GitLab PTO. Statutory leave for which team members are not entitled to pay will be paid at 100% of the team member’s salary for the first 25 days. If the team member is eligible for a government benefit, GitLab will supplement the payment so that the team member receives 100% of their salary for the first 25 days. A team member’s entitlement to any statutory leaves of absence is governed by the legislation applicable in the province in which the employee works for the Company. Statutory leaves of absence will be tracked separately. Any additional paid or unpaid leaves provided by GitLab, are inclusive of, and not in addition to, any concurrent paid or unpaid leaves provided by the applicable employment standards legislation. To initiate leave, and ensure that statutory entitlements are properly tracked, team members should submit their time off by selecting the appropriate option in PTO by Roots. If none applies, team members should reach out to their managers and Total Rewards as soon as possible to ascertain the type of leave applicable in the situation. More information can be found on the Government of Manitoba website.

Family Leave Team members who have been employed with Gitlab for at least 30 days * 3 days of unpaid leave for a team member to deal with family responsibilities or personal illness.

Bereavement Leave Team members who have been employed with Gitlab for at least 30 days * 3 days of unpaid leave for a team member to deal with the death of a family member

Compassionate Care Leave Team members who have been employed with Gitlab for at least 90 days * 28 weeks of unpaid leave for a team member to care for a seriously ill family member

Long-term Leave for Serious Illness or Injury Team members who have been employed with Gitlab for at least 90 days * 17 weeks of unpaid leave for team members who have a long-term serious illness or injury.

Interpersonal Violence Leave Team members who have been employed with Gitlab for at least 90 days * 10 days and 17 weeks of unpaid leave for a team member to address a situation of violence in the home. Team members are entitled to pay for the first 5 days.

Leave for Citizenship Team members who have been employed with GitLab for at least 30 days * 4 hours of unpaid leave for a new Canadian to receive their certificate of citizenship.

Leave Related to the Death or Disappearance of a Child Team members who have been employed with Gitlab for at least 30 days * Up to 52 weeks for parents dealing with the disappearance of a child * Up to 104 weeks for parents dealing with the death of a child as the result of a crime

Reservist Leave Team members who have been employed with Gitlab for at least 3 months * Unpaid leave for the duration of their deployment or service.

Organ Donation Leave Team members who have been employed with Gitlab for at least 30 days * 13 weeks of unpaid leave for a team member to donate an organ or tissue.

Critical Illness Leave Team members who have been employed with GitLab for at least 30 days are entitled for Critical Illness Leave to care for a child under 18 years. Team members who have been employed with GitLab for at least 90 days are entitled to Critical Illness Leave to care for an adult. * Up to 37 weeks of leave within a 52-week period to provide care or support to a critically ill child under 18 years old. * Up to 17 weeks of leave within a 52-week period to provide care or support to a critically ill adult.

Administrative Details for Benefits Team

On the pay changes deadline (every 2 weeks) the following steps should be taken: 1. Review any pending accounts and approve if they are actively employed with GitLab Canada Corp. 1. Create a payroll deduction detail report of all active enrollments and update any changes in the Canada Payroll Changes file to be processed on the next payroll. 1. Once payroll has been processed, the Payroll team will provide a report of $ amounts deducted from team members. This should be returned to our contact at Canada Life or uploaded directly through the portal (preferred method).

Offboarding: * The Canada Life RRSP portal is not able to be connected to Collage so team members will need to be manually removed from the RRSP plan upon termination.

Please see the administration guide for additional instructions.

Specific to UK based employees

GitLab LTD Homeworking and Flexible Working Policy

For any queries related to UK benefits, please email total-rewards@gitlab.com for further assistance.

Medical Insurance

For UK-based team members, GitLab provides 100% paid membership of medical insurance with AXA PPP. This private medical insurance level is named Business Health Select with core cover. Family members can be added to the insurance and GitLab will pay 66% of the cost to include them. Further information can also be found in the AXA PPP Brochure.

Please let the Total Rewards team know if you would like to join the scheme via email to total-rewards@gitlab.com. Include the full names and date of birth of all dependants you would like added to the scheme. The Total Rewards team will forward your request to our UK HR partners by email. Please note that it can take 7 - 10 working days to receive a reply and confirmation from AXA PPP.

FYI Total Rewards team: The UK HR partner's contact information can be found in the Entity and Co-Employer HR Contacts note in the PeopleOps vault in 1Password.

The current coverage includes:

  • Full outpatient cover
  • £0 Excess (meaning that employees are fully covered)
  • Extra covers (all included)
    • Therapies cover option
    • Mental Health cover option
    • Extra Care option includes hospital at home, cash benefit, oral surgery, chiropody
    • Extra Cancer care option
  • Virtual GP appointments – DR@Hand

  • Note: Optical and dentist cashback option is not included.

Please also note that this is a taxable benefit. The underwriting is on a Moratorium basis, meaning that team members will not have cover for treatment of medical problems they may have had in the five years before joining. Please refer to page 14 in the AXA PPP Brochure for more information.

Obtaining a Medical Insurance Quote

During Vistra's initial onboarding email to enroll in the scheme, they will provide a quote for a team member to add coverage and an estimate for adding dependents. The cost of dependendent cover can be estimated as follows:

Tier Multiplier
Team Member + Spouse 2x Team Member Premium
Team Member + Child(ren) 1.6x Team Member Premium
Family 2.5x Team Member Premium

Vision

As GitLab team members work (DSE) display screens equipment on a regular basis, GitLab will reimburse team members for a full eye examination and vision test up to 30 GBP.

If the test shows that the team member needs corrective lenses exclusively for DSE work, GitLab will reimburse towards the cost of a basic pair of frames and lenses (i.e. not designer lenses) up to 120 GBP.

The team member needs to provide documentation (a prescription) from the optician that confirms if the lenses are specifically required for reading a display screen only (this is normally a very small proportion of users) and not required for general day to day use. Please submit your receipts via expensify and prescription to Total Rewards.

GitLab will explore adding vision coverage as a future iteration to our health benefits

Life Insurance

Life Insurance provides peace of mind for you and your loved ones with a tax-free lump sum payout in the event of your untimely death, helping to relieve financial concern during a time of grief. GitLab offers Life Insurance via Unum to all team members between age 16 and State Pension Age. The pension benefit is 4x basic annual salary up to the Free Cover Limit. Employees with a base salary of £375,000 or higher will need to apply for a medical assessment to receive cover over the Free Cover Limit. Please reach out to Total Rewards if you are eligible and wish to apply for the additional cover.

To designate a beneficiary for this benefit, please complete the Expression of Wish Form and send the completed form to the Total Rewards Team.

Employee Assistance Program (EAP)

As part of the life insurance benefit, Unum also offers an Employee Assistance Program for those based in the United Kingdom. For information on how to use the EAP, please see the following document in the google drive.

Help @ Hand

As part of the life insurance benefit, Unum also offers Help@hand providing you and your family with fast, direct access to medical experts through one easy-to-use app, including: * Remote GPs * Physiotherapy * Mental Health Support * Medical Second Opinions * Life, money, and well-being support

New Team Members should expect an enrollment email from Help@Hand the first week of the month following their hire date.

Income Protection

Income Protection provides financial support if you’re unable to work due to illness or injury for a specified length of time, and aims to help you, your family and others who depend on the money you earn. GitLab's policy with Unum will help us to ensure you receive a percentage of your income if you can’t work because of illness or injury. It also includes direct access to expert Vocational Rehabilitation Consultants who can support you while you’re off and ease your return to work.

All team members (between age 16 and State Pension Age) are enrolled in Income Protection of 66% of base salary up to the Free Cover Limit payable after you’ve been absent for 13 weeks effective as of the date of hire. Employees with a base salary of £226,000 or higher will need to apply for a medical assessment to receive cover over the Free Cover Limit. Please reach out to Total Rewards if you are eligible and wish to apply for the additional cover.

Please reach out to Total Rewards for information on how to apply for Income Protection with Unum. Payments are made exactly like your salary, and tax and National Insurance contributions are deducted in the usual way. If you are absent due to illness or injury on the day your cover or an increase in cover is due to begin, you may not be eligible until you return to active work in your usual role.

Pension Introduction

GitLab provides and contributes into an Auto-Enrollment personal pension scheme with Scottish Widows. GitLab is also working with Oakley Financial who are able to provide help and guidance should employees have any questions about the pension scheme. An email and telephone service is available and you can find the details in the contacts section.

Salary Sacrifice

From November 2019 GitLab will be offering the option to contribute to your Company Pension Scheme via Salary Exchange. As part of this Salary Exchange offering GitLab will be passing on their employer NI saving to you as an employee in the form of an increased pension contribution. You can find more information in the following document detailing the benefits and potential disadvantages of changing to a Salary Exchange arrangement.

Salary Sacrifice FAQ * Can we change the amount during the period we're contracted for salary exchange? * Yes it is possible to change the amount/increase your employee percent; Vistra will issue a new letter with a new amount. * What happens if our 'actual' salary changes during the period? * Your employee contribution is a percent of basic pay so if your basic pay increase the pension contribution will too. * What happens if we receive a discretionary bonus? * Your definition of pensionable pay is basic salary the percent will not automatically be applied to the bonus. Should you wish to contribute part of you bonus to your pension pot you can do that. * Is it possible to start from any month? * Yes it is; it would be processed on the next available payroll. * How do I make changes to my salary sacrifice amount? * Email total-rewards@gitlab.com with the new percentage of your salary that you would like to sacrifice.

Auto-Enrollment

Auto-enrollment is a scheme brought in by the Government as they want everyone to save more for their retirement. Employees will receive a letter from GitLab informing them when they have been auto enrolled in the scheme. As this is now law, employees will be auto enrolled into the GitLab UK Group Personal Pension Scheme from January 1, 2018 or as soon as they join the company if:

  • Earnings are over £10,000 a year
  • Employees are aged 22 or over; and
  • Are under the state pension age

If an employee does not meet these criteria then they will be considered an Entitled Worker (earn less than £5,824 p.a) or a Non-Eligible Jobholder (earn between £5,824 and £10,000 p.a).

  • Entitled workers must be offered the opportunity to join the pension scheme. They can make contributions to the pension scheme if they choose. However, there is no requirement for GitLab to make a contribution
  • Non-Eligible jobholders must be offered the opportunity to opt in to an automatic enrollment scheme.

Scottish Widows Group Personal Pension Scheme

The following process is followed by GitLab People Operations to join the Scheme during onboarding:

  • During onboarding, the People Experience Associate Team informs Vistra Payroll of a new hire that joined the company in the UK.
  • Once Vistra payroll has this information, the employee will be set up on the payroll and added to the pension file for Scottish Widows in preparation to be uploaded.
  • The pension file is sent to Scottish Widows around the end of 6th of each month and will include any joiners/changes/leavers from the previous month’s payroll run. For example everyone who has been included on the pension file in October (the cut off is 20th October) Scottish Widows will be notified around 6th November
  • Any employee who joins after 20th or has not been included on the pension file will be picked up in the following month’s file.
  • Scottish Widows receive the pension file around 6th of each month and will process all joiners/changes/leavers accordingly.
  • New joiners should expect to receive their welcome pack within 14 working days after Scottish Widows receives the pension file.

When an employee joins the scheme they will be sent a welcome pack stating that they are now a scheme member, it will also have their login details. Employees can login to access their own personal fund and can make adjustments as they see fit. Some other key points of the scheme are as follows:

  • The default fund is the Scottish Widows Pension Investment Approach - Balanced.
  • There are over 50 funds and 9 lifestyle profile options
  • This is a personal pension which means it can be taken with the employee if they leave GitLab
  • Employees will receive tax relief on their contributions, between 20% and 45% depending on their current income tax band
  • Each individual plan has an Annual Management Charges (AMC) of 0.70% per annum.
  • There are no charges on contributions or transfers into the plan
  • There are no charges on transfers out of the plan
  • Scottish Widows has a workplace pension webpage with lots of documentation about the scheme. Find the URL in this document.

Pension Contribution Percentages

The certification level that has been chosen is basic salary only and will not include commission, bonuses or any over time payments. The contributions will be paid monthly and will be shown on the pay-slips.

  • From April 6, 2018 these contributions are a minimum of:
    • Employee: 2% of basic salary
    • GitLab: 4% of basic salary ^
  • From April 6, 2019 to a minimum of:
    • Employee: 5% of basic salary
    • GitLab: 4% of basic salary ^
  • As your contribution is a percentage of your pay, the amounts will automatically increase or decrease in accordance with your basic pay. These contributions will be taken from your pay and will include tax relief.

  • You may increase the contribution percentage you pay by contacting Non US Payroll team via email. Please note the company contribution will remain fixed as above. The total maximum contribution you can make is £40,000 p.a.

  • These percentages are gross percentages using the relief at source method. As basic rate tax relief is then added by the pension provider, the amount on your payslip will typically be the net amount, which is 80% of the employee's contribution.

These contribution percentages are in line with The Pension Regulator's Auto-enrollment legislation. Should the government's minimum contribution standards change further GitLab will contact you to advise the new levels to comply with legislation.

Opting Out

If you decide to opt out of the scheme you can do this within one month of the enrollment date by following the instructions in the information from Scottish Widows. The Opt Out deadlines are:

  • You have four weeks from when the Scottish Widows welcome letter is dated.

  • If you do opt out by this date, any contributions that have already been taken from your pay will be returned to you and you'll be treated as if you had never joined the pension scheme.

  • If you don't opt out by this date, you can stop contributing at any time, in accordance with the pension scheme rules. If you do this, both your contributions and GitLab's, up to that point, will remain invested in your pension pot until you take your benefits.

  • You can also opt-out by completing the Scottish Widows ‘Opt-out form for Group Pension Scheme’. The form can be found line at http://www.scottishwidows.co.uk/aethirdparty. The form must be printed and completed, then returned to People Operations.

  • The pension provider will also be able to tell you when the one month opt-out period started, if you aren’t sure.

  • An opt-out from the pension scheme normally lasts for three years. If you've opted out, or stopped contributions to the scheme, GitLab is required to automatically enroll you into the scheme at a later date (normally every three years).

Contacts

You can contact Scottish Widows or Oakley Financial directly using the contact details in this pdf.

Re-joining

If you decide to re-join the scheme you can do so by emailing or sending a signed letter to People Operations. If you send an email, it should be from your personal email address, please ensure it contains the phrase I confirm I personally submitted this notice to join a workplace pension scheme. You can only re-join once in any 12 month period.

Reports

Each month payroll will provide reports to People Operations that need to be kept for compliance. These will be filed in the Auto-Enrollment Pension folder on the Google Drive, accessible only to the People Operations team.

Changing the Pension Scheme Investment Approach

There's a workplace pension webpage linked from this pdf that contains information about all the options available.

When your policy is first set up, it'll be set to:

  • 'Pension Investment Approach' (PIA)
  • A lifestyle switching approach for managing your investments as you approach retirement.
  • A default investment fund (such as 'Scottish Widows Pension Portfolio Two Pension')

The policy website will tell you:

Although you are currently invested in a Pension Investment Approach you also have other options such as investing in our range of individual funds or changing to a Premier Pension Investment Approach.

Read about all these investment options, and the funds available, on the workplace pension webpage.

Changing your investment approach or funds could adversely affect your retirement income. Get advice, such as from Oakley Financial.

Selecting funds online.

This is an advanced feature that carries significant risk. For team-members comfortable with this, it's not obvious how to enable it.

To access 'investing in our range of individual funds' online you need to call Scottish Widows, and ask:

  • To come out of the lifestyle approach.
  • To come out of 'Pension Investment Approach' (PIA)
  • For online access to the range of funds.

The change may take a couple of days to come into effect, and they'll write and confirm the change.

Having enabled online fund management, you can search for and select the funds on the policy website.

The workplace pension page also has a link to a fund list, plus a PDF which explains: - The different groups of funds Scottish Widows offers. - A summary of each fund.

A fund factsheet is provided for each fund with usual information such as previous performance.

Management charges vary by fund and are not on the fact sheets: use the charges sheet tool on the workplace pension page..

GitLab LTD United Kingdom Leave Policy

Sick Leave

Team members are entitled to Statutory Sick Pay (“SSP”)for up to 28 weeks, to be paid by GitLab. SSP is paid when a team member is sick for at least 4 days in a row (including non-working days); however, team members are not entitled to SSP for the first three "waiting" days. * A team member who is out sick for at least four days, but no more than 7 days will need to complete a Company Self-Certification Form and return it to total-rewards@gitlab.com. * Team members who will be out sick for more than 7 days must provide a fit note and notify Total Rewards (total-rewards@gitlab.com) as soon as possible.
* Team members who have received SSP in the last 8 weeks who need additional sick pay will be paid for waiting days, including the initial 3-day period of the second leave. * Sick Leave runs concurrently with GitLab PTO. Team members must designate any time off for illness as Out Sick in PTO by Roots to ensure that annual sick leave entitlement is properly tracked. GitLab PTO is inclusive of any entitlement in respect of statutory sick pay.

Statutory Vacation Leave

Team members are entitled to at least 28 vacation days which consist of 20 days of standard annual leave plus 8 public holidays. These days will accrue from the team member’s start date. * Entitlement to vacation leave is pro rata for any part-time team members based on hours worked.
* It is important for UK team members to utilize time off for public holidays as the total amount of annual leave is accrued here inclusive of public holidays. * Team members must designate any vacation time taken as Vacation in PTO by Roots to ensure that vacation entitlement is properly tracked. * Under normal circumstances, there is no carryover for unused vacation days, with exceptions where a team member cannot take annual leave due to sickness or maternity leave; however, given the situation surrounding COVID-19, the UK government has relaxed measures on the carry over of annual leave for the following two calendar years: 2020-2021 and 2021-2022.

Parental Leave

Statutory Maternity Leave: Team members can take up to 52 weeks of Maternity Leave. * The earliest that the Maternity Leave can start is 11 weeks before the expected week of childbirth. * If the baby is early, maternity leave will start the day after childbirth * Maternity leave will begin automatically if the team member is off work for a pregnancy-related illness in the 4 weeks before the expected week of childbirth.

  • Team members are not required to take the full 52 weeks of maternity leave, but must take at least 2 weeks of leave after the baby is born. Team members should give at least eight weeks’ notice if they would like to change their return to work date.

Statutory Paternity Leave: Team members can take up to 2 weeks of Paternity Leave or up to 50 weeks of Shared Parental Leave. * Paternity Leave cannot be taken after Shared Parental Leave.

Statutory Adoption Leave: Team members can take up to 52 weeks of Adoption Leave. * Leave can start: * up to 14 days before the expected placement date * when a team member has been matched with a child by a UK adoption agency * when the child arrives in the UK or within 28 days of this date (for overseas adoptions) * the day the child is born or the day after (for parents in surrogacy arrangements). * Only one person in a couple can take adoption leave. The other parent may be entitled to take paternity leave. * Team members must notify Total Rewards within 28 days if the date of placement (or UK arrival date for overseas adoptions) changes. * Team members should give at least 8 weeks’ notice if they would like to change their return to work date.

Maternity Leave Payment

Team members can receive Statutory Maternity Pay for up to 39 weeks: * To be eligible for Statutory Maternity Pay, team members must have continuous employment with GitLab for at least 26 weeks leading up to the "qualifying week" (15th week before the expected week of childbirth). Eligible team members are entitled to: * 90% of the team member's average weekly earnings (before tax) for the first 6 weeks. * £151.97 or 90% of the team member's average weekly earnings (whichever is lower) for the next 33 weeks. This also applies to the leave amounts provided for Paternity Leave and Adoption Leave.

If eligible, GitLab will supplement the team member's pay to ensure they receive 100% pay for up to 16 weeks of their leave.

To apply for Maternity Leave: * Submit your time off by selecting the Parental Leave category in PTO by Roots at least 30 days before your leave starts. * Send Total Rewards a completed MATB1 Certificate no later than 21 days before your leave start date. * Total Rewards will then complete a Risk Assessment Form within 1-3 days of receiving notification of your leave. The purpose of the assessment is to make the team member aware of any hazards or “risks” to her in the workplace/home office to reduce potential injury to her or her baby. * Total Rewards will notify payroll and email Vistra a copy of the MATB1, start date of leave, and outline what pay the team member is eligible for (statutory, supplemental, etc). Payroll will then automatically calculate the SMP due each pay period based on this information. The recovery of 90% will be outlined on the monthly payroll spreadsheet so that the finance team has indication of the amounts being offset each month.
* Payroll will continue to be the same while on parental leave but Vistra will file for reimbursement of any statutory funds once the proper paperwork has been sent.

If you do not qualify for Statutory Maternity Pay, you may qualify for Maternity Allowance. * If a team member is eligible for maternity allowance and GitLab Parental Leave, GitLab will supplement the allowance so that team members receive 100% of their pay for up to 16 weeks of their leave.

Paternity Leave Payment

  • Team members can receive Statutory Paternity Pay for up to 2 weeks which is £151.97 or 90% of the team member's average weekly earnings (whichever is lower) OR Shared Parental Leave Pay for up to 37 weeks which is £151.97 a week or 90% of the team member's average weekly earnings, whichever is lower.

  • To qualify, team members must have been continuously employed with GitLab for at least 26 weeks leading up to the "qualifying week" (15th week before the baby is due or the matching week if adopting).

  • If eligible, GitLab will supplement the team member's pay to ensure they receive 100% pay for up to 16 weeks of their leave.

  • To apply for Paternity Leave

    • Submit your time off by selecting the Parental Leave category in PTO by Roots at least 30 days before your leave starts.
    • Send Total Rewards a completed SPP Form if applying for Statutory Paternity Pay or one of the SPL Forms if applying for Shared Parental Leave pay.
    • Total Rewards will notify payroll and email Vistra a copy of the form, dates of leave and outline what pay the team member is eligible for (statutory, supplemental, etc).

Adoption Leave Payment

  • Team members can receive statutory adoption pay for up to 39 weeks:
    • 90% of the team member's average weekly earnings (before tax) for the first 6 weeks.
    • £151.97 or 90% of the team member's average weekly earnings (whichever is lower) for the next 33 weeks.
    • To be eligible for statutory adoption pay, team members must have had continuous employment with GitLab for at least 26 weeks leading up to the week they were matched with the child.

Unpaid Parental Leave

  • Team members who have been employed with GitLab for more than one year are eligible for up to 18 weeks of unpaid leave to look after their child's welfare.
    • The entitlement is per child up to the age of 18, regardless of the person's employer.
    • The balance of unpaid parental leave carries over to each employer. For example, if someone has taken 10 weeks of unpaid parental leave with their previous employer, they would be entitled to 8 weeks of leave with their new employer.
    • Each parent can take up to 4 weeks each year per child, unless otherwise agreed with their employer.

Other Job-Protected Leave

The following leave types run concurrently with GitLab PTO. Team members should initiate leave by selecting the appropriate option in PTO by Roots. If none applies, the team members should notify their manager and Total Rewards total-rewards@gitlab.com to initiate leave.

Magistrate Duty: Any team member who is a magistrate is entitled to leave to carry out their duties. Magistrates will need to be in court for at least 13 days or 26 half-days per year.

Justice of the Peace (Scotland): Any team member who is a Justice of the Peace is entitled to leave to carry out their duties.

Jury Service: Team members who are called for jury service are entitled to time off to complete the service. Jury Service usually lasts up to 10 days, but can last longer.

Parental Bereavement Leave: Team members are entitled to 2 weeks of leave for a child under 18 who has died or if the team member has a stillbirth after 24 weeks of pregnancy.

Time off for Public Duties: Team members are entitled to a reasonable amount of time off if they are a local councillor, a school governor, a member of any statutory tribunal, a member of the managing or governing body of an educational establishment, a member of a health authority, a member of a school council or board in Scotland, a member of the Environment Agency or the Scottish Environment Protection agency, a member of the prison independent monitoring boards (England or Wales) or a member of the prison visiting committees (Scotland), a member of Scottish Water or a Water Customer Consultation Panel, or a trade union member. The amount of time should be agreed upon between the team member and the manager beforehand based on how long the duties might take, the amount of time the team member has already taken off for public duties, and how the time off will affect the business.

Employers' Liability Insurance

You can view the Certificate of Employers' Liability Insurance here.

Monthly Medical Bill Payments

The Total Rewards Analyst will collect the invoice and provide a department breakdown to Accounts Payable for AXA PPP each month.

  1. Send an email to all UK benefits contacts at Vistra on the 10th of the month requesting the AXA PPP invoice for that month. Subsequent emails may be required to ensure timely delivery of the invoice.
  2. Once the invoice has been received, add this to the Monthly AXA Invoices folder in the Benefits Google drive.
  3. Transcribe the PDF into a new tab of the Monthly AXA Bills spreadsheet.
    • The easiest way to do this is to duplicate a previous detail tab, add in the new invoice amounts, and insert any new team members that have been added to the plan.
  4. Run a new Department report for all UK team members from BambooHR and overwrite this in the BambooHR department report tab.
    • If you duplicated a previous tab when transcribing the PDF, the formula should automatically add everyone's department. Make sure everyone has a department associated with their record in the detail tab before proceeding to the next step.
  5. Add a new tab to the spreadsheet for the department summary:
    • Create a pivot table in this tab using the detail tab.
    • Add "Department" to the "Rows" section of the pivot table builder.
    • Add "Invoice Amount (GBP)" to the "Values" section of the pivot table builder and set this to summarize by "Sum".
  6. Once completed, send an email to Accounts Payable notifying that the invoice and department summary are ready to view.

Medical

  • GitLab offers Supplementary Medical insurance through AXA Health Insurance which covers 100% of team member contributions and 66% for spouse & kids of premiums for medical, vision, dental and maternity coverage.
  • For specific information on how your benefits operate, please read the following documents:

Pension

GitLab does not plan to offer pension benefit at this time as team members registered to the France's Social Security Program are also registered with the National Pension Scheme.

Life Insurance and Disability

GitLab offers company paid Group Life and Disability Plans through AXA. This covers Life Insurance, Accidental Death & Accidental Dismemberment, Short Term Disability and Long Term Disability.

Gitlab France S.A.S. Parental Leave

Statutory Parental Leave

Maternity Leave: Team members are entitled to - 16 weeks maternity leave for first child and second child (6 weeks before and 10 weeks after birth) - 26 weeks maternity leave for third child (8 weeks before and 18 weeks after birth) - 34 weeks maternity leave for twins (12 weeks before and 22 weeks after birth) - 46 weeks maternity leave in case of triplets or more (24 weeks before and 22 weeks after birth)

Paternity Leave: Team members are entitled to 28 days of paternity leave and 35 days in case of multiple births (twins, triplets, etc.). This consists of the following: - Three days of mandatory leave to begin, at the team member's choice, on the date of birth or the first working day following the date of birth. - Four days mandatory leave immediately following the initial 3-day birth leave. - A final period of 21 days. The team member may choose to split this period into two parts of at least five days.

Maternity Leave Payment

  • Eligible team members may apply for maternity allowance through social security. Statutory maternity leave runs concurrently with GitLab Parental Leave. If you are eligible for GitLab Parental Leave and you receive a maternity leave allowance, GitLab will supplement your pay so that you receive 100% of your salary for the first 16 weeks of leave.

Paternity Leave Payment

  • Team members are entitled to be paid by their employer for the first 3 days of paternity leave. Eligible team members may apply for paternity benefits through social security. Statutory paternity leave runs concurrently with GitLab Parental Leave. If you are eligible for GitLab Parental Leave and you receive a paternity leave allowance, GitLab will supplement your pay so that you receive 100% of yor salary for the first 16 weeks of leave.

Applying for Parental Leave in France

To initiate your parental leave, submit your time off by selecting the Parental Leave category in PTO by Roots at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.

Specific to Employees Based in Germany

Currently, GitLab does not provide additional benefits over and above the mandatory state requirements. General GitLab benefits still apply. As part of the guiding principles this will be reviewed.

German Social Security System

GitLab and team members contributions to pension, health insurance, care in old age insurance and unemployment insurance are mandatory, as required by the state system. The payments are calculated each month by payroll and are shown on the employee pay-slips.

Further information can also be found on the Germany Trade & Invest Website.

Life Insurance

GitLab does not plan to offer different Life Insurance Benefits because team members can access employer insurance and government pension schemes to help with payments in the event of a death of a family member. The GitLab Life Insurance plan still applies.

GitLab GmbH Germany Leave Policy

GitLab GmbH Germany Parental Leave

To initiate your Parental Leave, submit the dates in PTO by Roots under the Parental Leave category. This will prompt Total Rewards to process your leave. You can find out more information about our Parental Leave policy here.

Statutory Leave Entitlement

Maternity Protection

Maternity Leave: Regardless of the length of service, under the Maternity Protection Act, pregnant team members are entitled to 6 weeks of leave before their estimated due date. If a woman does not give birth on the expected day, the period of protection before childbirth is shortened or extended accordingly. Team members may choose to opt-out of the six-week maternity protection period before their due date. This declaration can be revoked at any time with effect for the future.

The Maternity Protection period after the delivery is 8 weeks following the birth (or 12 weeks in case of multiple or premature birth and if the child is medically diagnosed with a disability within the meaning of sec. 2 para. 1 sentence 1 of Book 9 of the Social Code (Neuntes Buch Sozialgesetzbuch) before the end of eight weeks after delivery). Team members may not opt-out of the maternity protection period following childbirth. In case of premature delivery, the period of protection after delivery is extended by the period of reduction of the period of protection before delivery; if the child has been diagnosed with a disability in the sense described above, the period of protection after delivery is extended only if the woman applies for it. The team member will receive full payment during this period. GitLab may receive reimbursement of these payments from the team member's health insurance carrier. Please notify Total Rewards your health insurance carrier name and your insurance number.

Under the Maternity Protection Act, a breastfeeding woman may request time off during the first 12 months after delivery for the time necessary for breastfeeding, but at least twice a day for half an hour or once a day for one hour; the woman retains the wage claim against the employer during the period of breastfeeding.

Parental Leave

Parental Leave: All team members who are or become parents are entitled to take up to three years of Parental Leave.

Regardless of the length of service, under German law employees may take up to three years of parental leave following the child’s birth, adoption or foster care placement. The entitlement is valid until a child reaches the age of three years. A period of up to 24 months may be taken between the child's third birthday and the completion of his or her eighth year of life. The parental leave can be distributed over three time periods, without approval of the employer. Distribution over further periods is possible only with the employer's consent.

In case a woman takes parental leave subsequently to the child’s birth, the period of maternity leave is credited for the parental leave. For expecting mothers, they may take the Maternity Protection period followed by Parental Leave. GitLab will provide full Parental Leave pay (provided the team member meets the eligibility criteria) for up to 16 weeks of the total leave (including the Maternity Protection period). The team member may apply for state benefits for the remainder of their Parental Leave.

Maternity Leave Payment

  • If you are a member of the statutory health insurance, you are entitled to a maximum maternity allowance of 13 euros per day during the Maternity Protection Period. GitLab will supplement your pay so that you receive 100% of your salary for the duration of the Maternity Protection Period.
  • If you are privately insured and receive a daily sickness allowance during the Maternity Protection Period, GitLab will supplement your pay so that you receive 100% of your salary for the duration of the Maternity Protection Period.
  • If you are privately insured and will not receive a daily sickness allowance, you may qualify for a one-time payment of up to 210 euros from the Federal Social Security Office. GitLab will supplement your pay so that you receive 100% of your salary for the duration of the Maternity Protection Period.
    • GitLab may receive reimbursement of these payments from the team member's health insurance carrier. Please provide Total Rewards with the name of your insurance provider and Versichertennummer (insurance number).
    • Total Rewards will then send payroll the team member's insurance details.
  • If eligible, paid Parental Leave at GitLab will start from the beginning of the Maternity Protection Period and run concurrently with any statutory allowances, if applicable.
  • If you wish to take Parental Leave directly after your Maternity Protection Period ends, you may do so. If eligible, GitLab will pay up to 16 weeks of your total leave (including Maternity Protection), the rest will be unpaid.

Parental Leave Payment

  • Eligible team members may receive government-funded Parental Leave Pay (Basiselterngeld, EltengeldPlus or Partnerschaftsbonus. Parents are generally entitled to a monthly parental allowance paid by the German state for the maximum of in total 14 months. The allowance is granted for the time between the child’s birth and completion of the 14th month of life. The total amount of parental allowance months can be split up between the parents or taken by only one parent. The allowance’s amount is 67% of the income from employment before childbirth, but at least EUR 300 and a maximum of EUR 1,800. There is no entitlement to parental allowance in the case of foster children. Team members can find further information on parental leave benefits via the Federal Ministry for Family Affairs, Senior Citizens, Women and Youth.
  • If eligible, GitLab will supplement your pay to ensure you receive 100% pay for up to 16 weeks of your leave.
  • Please notify Total Rewards what state benefit you will be applying for and how much you will be receiving.
    • Total Rewards will then notify payroll to process the difference.

Applying for Parental Leave in Germany

  • Team members must register their parental leave, in writing (wet signature), 7 weeks before the desired start date if your child is under 3 years old, and 13 weeks prior to the desired start date if your child is between 3 and 8 years old. At the same time it must be declared for which periods within two years parental leave is to be taken.
  • A request for parental leave by facsimile or email does not comply with the written form requirement and is therefore void.
  • Please register your leave, in addition to the written application, by emailing total-rewards@gitlab.com and selecting the Parental Leave option in PTO by Roots.
  • Please familiarize yourself with GitLab's Parental Leave policy.

Part-time work during parental leave

During the parental leave, employees are statutorily entitled to part-time work (15 to 30 hours per week) provided that the employer usually employs more than 15 employees, the employment relationship exists for at least six months, the reduction is not opposed by urgent operational reasons and the employee has submitted the request in writing (wet signature, see above) seven weeks for the period up to the child’s third birthday and 13 weeks for the period between the child’s third birthday and the completion of his or her eighth year of life before the start of the part-time work. The request must include the start and scope of the reduced working hours.

For expecting fathers, team members will need to apply for a state benefit (Basiselterngeld, ElterngeldPlus or Partnerschaftsbonus). If a team member is eligible for Parental Leave, GitLab will supplement Parental Leave pay for up to 16 weeks of Parental Leave. Please notify Total Rewards which state benefit you are applying for and how much you will be receiving so that payroll can process the appropriate supplementary amount. Team members can find further information on parental leave benefits via the Federal Ministry for Family Affairs, Senior Citizens, Women and Youth.

https://about.gitlab.com/handbook/total-rewards/benefits/general-and-entity-benefits/#parental-leave

Vacation Leave

Team members are entitled to at least 20 vacation days which run concurrently with GitLab PTO. The days will accrue from the start date. In general, team members must take their annual vacation days during the calendar year, otherwise it is forfeited. However, unused vacation days can be carried forward until the 31st of March of the next calendar year if the team member was unable to take the holiday due to operational or personal reasons. Team members must designate all vacation time taken as Vacation in PTO by Roots to ensure that vacation entitlement is properly tracked.

Long-term Care Insurance (Pflegeversicherung)

Long-term care insurance was introduced on January 1, 1995 as an independent branch of social insurance. Comprehensive compulsory insurance applies to all those who are legally or privately insured. Everyone who has statutory health insurance is automatically covered by social long-term care insurance. Anyone who is insured in the statutory health insurance automatically belongs to the social long-term care insurance scheme.

Family Care Leave and Nursing Leave

Per the Family Care Leave Act and the Care Leave Act, in certain cases team members are able to receive partial or full care allowance as a wage replacement benefit. This is granted on request by the long-term care insurance (Pflegeversicherung) of the team member in need of care. Team members must provide proof of the relevant illness of the close relative by means of a medical certificate. Please contact the German citizen hotline for health insurance at (030) 340 60 66-01 or the German Federal Ministry of Health at poststelle (at) bmg.bund.de for more information. Please also review the Care Guide

  • Team members who need time to organize or ensure the care of a close relative in need of care in an acute care situation can take partial paid leave for up to ten days;
  • Team members who care for a close relative or a close relative at home can also, under certain conditions, take full or partial leave of work for up to six months;
  • Team members who accompany a close relative in the last phase of life can claim full or partial leave from work for up to three months;
  • Team members who care for a close relative in need of care in a home environment are entitled to family care leave, i.e. to a partial leave of absence for one continuous period of up to 24 months with a minimum of 15 working hours per week;
  • If the relative is underage, there is an entitlement to leave even if care takes place outside the home environment.

This leave runs concurrently with GitLab PTO. When partial paid leave is claimed, GitLab will supplement the team member's benefit so that they receive 100% of their pay for the first 25 days of leave. Please communicate with Total Rewards to ensure your eligibility and awareness of your proposed leave.

Sick Leave

Statutory Sick Leave

  • Team members are entitled to 100% of their salary to be paid by GitLab for the first six weeks if they are unable to work due to an illness. This runs concurrently with GitLab PTO. Team members should select Out Sick in PTO by Roots to initiate leave. Team members must also upload a medical certificate by the third day of absence to BambooHR > Documents > Employee Uploads folder. Alternatively, please email the medical certificate to the Team Member Relations Specialist team via teammemberrelations @gitlab.com and will file this to BambooHR accordingly.
  • If the team member is sick for more than six weeks, they can apply for "Krankengeld" from their health insurer. The benefit amount will be less than the team member's salary.

During COVID-19

During the COVID-19 Pandemic, per German labor law, team members are required to present a doctor's certificate if they need to take more than 3+ consecutive sick days. We encourage all team members to meet with a virtual doctor for the certificate to avoid the need to leave home. The team member will send doctor's note to the Team Member Relations Specialists at teammemberrelations@gitlab.com. The Team Member Relations Specialists will file this in their BambooHR profile and forward to Payroll for processing.

Infection Protection Act

The Infection Protection Act was recently updated with a few amendments related to entitlement to expanded children's sickness benefits related to the Coronavirus. Please review the current law of the Infection Protection Act (IfSG)and contact your doctor to see how it applies to your situation and family.

Medical

GitLab offers Supplementary Medical Insurance through AVIVA Health Insurance which covers 100% of team member and eligible dependents (spouse & kids) contributions of premiums for the following plans: 1. MyBenefits Plus Group Basic Medical + Major Medical 2. MyBenefits Plus Group Outpatient (GP + SP) 3. MyBenefits Plus Group Denticare

AvivaOnline IT Helpdesk Contact Information: - Hotline: 1800 827 9955 or 6827 9955 - Fax: (65) 6827 7700 - Email: avivaonline_ithelpdesk@aviva-asia.com - Address: Aviva Asia Pte Ltd, 4 Shenton Way #01-01 SGX Centre 2, Singapore 068807

Enrollment

Team Members will be enrolled into the medical plans by Global Upside upon their start date.

Team Members who experience a qualified status change can update their information by sending an email to Global Upside at benefitsops@globalupside.com.

When adding a new dependent to the plan, please include the following information in your request to Global Upside: * Dependent Name * Dependent Date of Birth * NRIC Number * Gender * Nationality

Pension

GitLab does not plan to offer a supplementary private pension benefit at this time as Singapore has their Pension system called as Central Provident Fund

Life Insurance and Disability

GitLab offers company paid Group Term Life and Group Personal Accident through AVIVA. This covers Life Insurance and Accidental Death & Accidental Dismemberment.

GitLab Singapore Pte Ltd Parental Leave

Statutory Leave Entitlements

Maternity Leave

Team members who have been continuously employed by GitLab for at least 3 months immediately before the birth of their child may be entitled to either 16 weeks of government-paid maternity leave in accordance with the Child Development Co-Savings Act or 12 weeks of maternity leave in accordance with the Employment Act. Eligibility can be determined by visiting the Ministry of Manpower website.

Government-paid maternity leave entitlement - For 1st and 2nd births, team members are entitled to 8 weeks paid by their employer and 8 weeks paid by the government. - The first 8 weeks of leave must be taken in one continuous block. The following 8 weeks may be broken up into different periods; however, it must end no later than 12 months from the child's date of birth. - For eligible team members, this leave runs concurrently with GitLab Parental Leave. Team members must initiate their leave by selecting the Parental Leave option in PTO by Roots at least 30 days before leave starts.

Applying for government paid maternity leave - Team members must submit a GPML Declaration to Total Rewards as soon as possible. - GitLab will continue to pay the team member's salary during their leave and submit a claim for reimbursement. - For 1st and 2nd births, GitLab will apply for reimbursement for the 9th - 16th weeks of leave. For 3rd and subsequent births, GitLab will apply for reimbursement for the full 16 weeks.

Maternity Leave entitlements under the Employment Act - Eligible team members may be entitled to 12 weeks of maternity leave. This entitlement includes 8 weeks of leave paid by their employer and 4 weeks of unpaid leave.

To initiate leave: - Team members must submit their leave request through PTO by Roots by choosing the Parental Leave option. - For eligible team members, this leave runs concurrently with GitLab Parental Leave. If eligible, team members would receive up to 16 weeks of paid maternity leave.

Paternity Leave

Team members who have been continuously employed by GitLab for at least 3 months immediately before their child's due date may be entitled to 2 weeks of government-paid paternity leave. Please visit the Ministry of Manpower website for more information on eligibility. - For eligible team members, this leave runs concurrently with GitLab Parental Leave. If eligible, team members would receive up to 16 weeks of paid paternity leave.

Applying for Government-Paid Paternity Leave - Team members must submit their leave request through PTO by Roots by choosing the Parental Leave option. - Team members must submit a GPPL Declaration to Total Rewards as soon as possible. - GitLab will continue to pay the team member's salary during their leave and submit a claim for reimbursement.

Annual Leave

  • Team members in Singapore are entitled to Fourteen (14) days of annual leave per year which accrues on a pro rata basis throughout the year. This leave runs concurrently with GitLab PTO. Team members should initiate leave by entering their time off into PTO by Roots and selecting the Vacation option.
  • Team members must coordinate with their team prior to taking time off to ensure business continuity. The Company may in its absolute discretion rescind its approval for any leave applied for where the exigencies of work so require.
  • Unused annual leave may not be carried forward from any year to a succeeding year except with the prior approval of the Company.
  • Unless the Company approves or requires otherwise, annual leave may not be used to offset any notice periods related to a team member's resignation or termination.

Other Leave

  • Team members in Singapore are entitled to such outpatient sick leave and hospitalization leave as provided in the Employment Act.
  • Your entitlement (if any) to maternity leave and benefits, adoption leave, childcare leave, extended childcare leave, unpaid infant care leave, shared parental leave and paternity leave shall be as provided in the Child Development Co-Savings Act and the Employment Act.

Specific to Japan Based Team Members

Team members in Japan have the following statutory state benefits available: medical, pension, and unemployment.

GitLab does not plan on offering additional private medical or pension benefits at this time due to the government cover.

GitLab will continue to review responses from the Global Benefits Survey as well as budgetary availability with respect to adding supplementary benefits in Japan.

Medical

All the Japanese team members will be covered by a statutory benefit known as Social Insurance. This health insurance plan will be managed by the National Health Insurance Association (Zenkoku-Kenkohoken-Kyokai or in short Kyokai Kenpo).

Pension

Team members registered to the Social Insurance are also registered with the Employee Pension system. This system provides a pension to members who have worked in Japan at least 25 years from the age of 60 years old. Pension benefits depend form individual career so there is no standard payments.

Unemployment Insurance

  • All the Japanese team members are entitled to the government’s unemployment insurance system, known as koyou hoken (unemployment insurance). Koyou hoken, also known as shitsugyou hokken (unemployment benefit), is meant to help members, including foreign members, who have recently been unemployed.
  • Members enrolling in unemployment insurance must be working at least 20 hours per week, and to expect to be employed for at least 31 days.
  • Unemployment Insurance covers Unemployment benefits, Childcare Leave Allowance, Nursing Care Leave Allowance and Education/Training Allowance.

Annual Health Check Up

  • Members covered by the Social general insurance system “Kyokai Kenpo” are entitled to a benefit of an annual health check up in any of the hospitals designated under “Kyokai Kenpo”. The Japanese team members can also have a checkup in a non-designated institution.
  • In both the cases the team members can expense up to 12000 JPY against the actual bills via Expensify.
    • The invoice must be uploaded to Expensify to validate the total remiburseable amount. Please do not upload any personal medican data, only the invoice with the total amount due. If you have any questions or concerns please reach out to Total Rewards.

GitLab GK Leave Policy

Sick Leave

  • When a person is unable to work because of injury or sickness and GitLab provides no pay, the Health Insurance Scheme provides 60% of the standard monthly remuneration (determined on the basis of the insured person's basic monthly salary/wage) as a sickness or injury benefit from the fourth day, for up to 18 months.

  • Team members must designate any time off for illness as Out Sick in PTO by Roots to ensure that time off is properly tracked. In the event that a team member is out sick for greater than three consecutive calendar days, the team member must then follow the process with regard to Communicating Illness-Related Leave.

Annual/Vacation Leave

A team member who has been continuously employed for six months is entitled to a minimum of ten days’ annual paid leave on the day after completing six months of employment. The entitlement increases by one day per year for the following two years and by two days per year thereafter, up to a maximum of 20 days per year. Annual paid leave runs concurrently with GitLab PTO. Team members must designate all vacation time taken as Vacation in PTO by Roots to ensure that vacation entitlement is properly tracked. Unused annual paid leave expires after two years if not used. Team members are not entitled to payment for unused vacation time upon termination of employment.

Statutory Maternity Leave

The statutory entitlement for maternity leave is 14 weeks. The leave must start 6 weeks prior to the scheduled delivery date. During the entire period of maternity leave, when the team member is not paid from GitLab, the team member is entitled to 2/3 of her base salary from the government as maternity leave allowance, as listed below, which is covered by health insurance.

Statutory Parental Leave (Child Care Leave)

  • Team members are entitled to unpaid leave until their child's first birthday (or second if certain conditions are met).

  • Child care leave starts from the day after the maternity leave ends (i.e. 8 weeks after the birth date) or from the birth day of the child for fathers, to the day before the child reaches the age of 1.

  • If both parents take child care leave, the end date of leave can be extended to when the child is 1 year and 2 months old, however, total duration of child care leave including post-birth maternity leave should be up to 1 year.

  • During the entire period of child care leave, if the team member is not paid by GitLab, the team member is entitled to 2/3 of their base salary (with the cap of monthly JPY305,712) for the first 6 months and 50% (with the cap of monthly JPY228,150) after 7th month, which is covered by labor insurance.

  • Fathers can take childcare leave twice: once during the postnatal period (8-week period directly following childbirth) and once during the remainder of the year following the postnatal period, up until the child turns one year old.

  • Fixed-term team members must have been employed with GitLab for over a year to qualify for childcare leave.

  • Additionally, the team member must return to work after childcare leave ends and continue to work for GitLab until at least two days before the child turns 2 years old in order to be entitled to childcare leave.

Maternity Leave Payment

  • Team members may be eligible for maternity leave allowance equal to 2/3 of the team member's base salary for the duration of maternity leave. The allowance also covers the delay period if the actual date of birth is later than the expected due date.
  • If the team member is a dependent under their spouse's health insurance, they will not be eligible for maternity leave allowance.

  • If eligible, the team member may choose to take GitLab Parental Leave for the first 16 weeks of maternity leave. During this time, the team member will not be eligible for maternity leave allowance from the government. GitLab parental leave and government maternity leave allowance do not run concurrently.

Childcare Leave Payment

  • Team members must have been enrolled in social insurance for at least one year in the past 2 years prior to applying for childcare leave in order to be eligible for childcare leave allowance.

  • Social insurance will pay the team member 67% of their base salary for the first 6 months of Child Care Leave and 50% of their salary for the remainder of leave.

  • If eligible, the team member may choose to take GitLab Parental Leave for the first 16 weeks. During this time, the team member will not be eligible for child care leave allowance from the government. GitLab Parental Leave and government child care leave allowance do not run concurrently.

Other Job-Protected Leave

Nursing Care Leave: Team members may be eligible to take up to 93 days of leave to provide nursing care to a family member. Team members who meet the conditions of nursing care leave may apply for an allowance.

Child Nursing Care Leave: : Team members who need time off to care for a sick or injured child are entitled to up to 5 days for 1 child or up to 10 days for 2 or more children. This leave runs concurrently with GitLab PTO.

Family Care Leave: Team members are entitled to 5 days of leave to look after a sick or injured family member, or up to 10 days for 2 or more family members. This leave runs concurrently with GitLab PTO.

Menstrual Leave: A female team member whose ability to attend work is significantly impeded by menstruation can request unpaid menstrual leave.

Time off To Exercise Civil Rights: A team member exercising their civil right such as voting or serving as a juror can request unpaid time off.

Medical

GitLab offers a private medical plan through VHI which gives you access to cutting-edge medical treatments, health screenings and protection against the high medical costs of private care. GitLab covers 100% of the premiums for team members and eligible dependents.

For a full breakdown of plan descriptions please review the following Company Plan Plus Level 1.3 details and Table of Benefits.

To find out which hospitals and treatment centers are covered on your plan, please refer to the directories of approved facilities which are available at Vhi.ie/downloads or contact VHI directly via the Corporate Advice Line: 056 777 5800.

Does Lifetime Community Rating (LCR) Apply? From 1st of May 2015, if you are 35 or over when you first take out private health insurance, you will pay an additional amount of 2% for each year that you are aged 35 and over. Please contact VHI if you think this may apply.

Enroll in the VHI Plan

GitLab's VHI scheme will begin November 1, 2020. You can choose to enroll from this date or from your hire date (if later than Nov 1st). Team members will need to enroll via VHI directly either through the online portal or by calling VHI. GitLab has selected Company Plan Plus Level 1.3 company wide. If you feel that this does not suit your needs (or family member needs), please call VHI on 056 777 5800 and they will be able to discuss your requirements.

As part of the initial enrollment, please use the following enrollment guide to review the plans and enroll either via the online platform or by calling VHI. Enrollment will close on October 26th for a November 1st effective date.

The policy may renew automaticallly at the end of each policy year. If renewed, notification will be sent to the team member by email.

Tax Implications of Medical Plans

The health insurance allowance is treated like any other income or allowance under Revenue Commissioners rules. Your normal tax rate including other statutory deductions will apply. You will be liable for Benefit in kind on your health insurance premium, for more information please read here.

Pension

GitLab offers a private pension plan via a defined contribution scheme. Orca Financial is an Irish owned Financial Services company to help with the administration of the pension on behalf of GitLab. The pension provider is Aviva. Aviva allows for transfers into the plan and can set up an AVC pension for any members that wish to contribute above the minimum required contribution.

Orca has put together the following video with information about the plan as a resource.

Pension Match

GitLab will match up to 5% of annual base salary of the team member's contributions. Team members may opt for a higher contribution but GitLab will only match up to 5%.

Enrollment

To enroll in the pension plan or to make changes to an existing contribution, please email total-rewards@gitlab.com with the desired percent contribution. Total Rewards will add Orca Financial info@orca.ie to the email thread. Orca will gather all relevant information from the team member to add to the pension plan. On the 7th of every month, Orca will send Payroll and Total Rewards a summary of any changes to the pension plan which Total Rewards will update in the appropriate payroll changes spreadsheet. Total Rewards will also file the original election email in BambooHR under the "Benefits and ISO" folder for an audit trail.

After each pay cycle, Payroll will send Aviva (ccing Orca and Total Rewards) a spreadsheet with all contributions for Aviva to reconcile.

If you have any questions about a pension plan, how pension benefits work in Ireland, or anything else, please reach out to Orca Financial who will be able to assist you directly. Email: info@orca.ie Phone: +353 1 2103030

You will be able to review the investment strategy once enrolled through the Fund centre on the Aviva website.

Death in Service

All full-time GitLab team members in Ireland are eligible for death in service at 4x annual salary. Team members are automatically enrolled in this benefit. This benefit is administered through Aviva. Team members may be contacted to complete an additional questionniare if their covered amount is over the scheme limits, with potential medical underwriting required. More information can be found on the Retirement and Death Benefit Scheme Rules document.

Team members can complete a Expression of Wish Form to request a beneficiary for this benefit. Once completed, please send directly to info@orca.ie

Disability

All full-time GitLab team members are eligible for disability cover in the amount of 66% of base salary less social welfare to age 65 (after 13 weeks deferred period). This benefit is administered through Aviva.

Additional Benefits Through Aviva

Bike to Work/Tax Saver Commuter Scheme

GitLab uses TravelHub to assist with the administration of the bike to work/tax saver commuter scheme. The GitLab specific online portal can be found at GitLab Travel Hub. Team members will need to register and account to enter the GitLab specific online portal. Here is a link to TravelHub's FAQs about these programs.

From 2021, Cycle to work will have a maximum expenditure of 1250 EUR or 1500 EUR for an electric bike. The scheme may now be availed of once in 4 consecutive tax years, previously this was once every 5 years.

Bike Applications:

  1. Once your account is created, select a Bike to Work Ltd partner shop.
  2. Pick the new bike and accessories if required.
  3. Upload the quote received from the bike ship to the TravelHub portal to have the order approved.
  4. The Total Rewards team will receive an email with the request to login, review, and approve the application (credentials can be found in 1password). Please note that all payments should be made to TravelHub directly and not to the supplier chosen by staff. TravelHub will pay the supplier once the employee has received their Bike or Ticket.
  5. Total Rewards will notify payroll to reduce the team member's gross salary by the cost of the bike using a Salary Sacrifice Agreement.

Ticket Applications:

  1. Once your account is created, select a Travel Operator.
  2. Select either a monthly or yearly ticket.
  3. Submit the travel ticket to the TravelHub portal to have the order approved.
  4. The Total Rewards team will receive an email with the request to login, review, and approve the application (credentials can be found in 1password).
  5. Total Rewards will notify payroll to reduce the team member's gross salary by the cost of the ticket using a Salary Sacrifice Agreement.
  6. Note: There is a 4% (plus VAT) booking fee for annual tickets and a 10 EUR (VAT inclusive) booking fee for monthly tickets paid for by the team member by being added to the price of the ticket.

Once the total rewards team has approved the bike or ticket application, an invoice is generated. Once payment as been received, TravelHub emails the team member a voucher to use in the bike shop or tickets are dispatched in to the team member.

GitLab Ireland LTD Leave Policy

Sick Leave

  • Team members should refer to GitLab's PTO Policy as there is no statutory requirement to provide paid sick leave in Ireland.
  • Team members must designate all time off for illness as Out Sick to ensure that PTO is properly tracked.

Vacation Leave

  • Team members are entitled to a maximum of four weeks of statutory vacation each year, which is calculated in accordance with the Organisation of Working Time Act of 1997. Part-time team members’ entitlement is calculated on a pro-rata basis. Unused statutory vacation time may not be carried over into the following calendar year, other than under exceptional circumstances and with GitLab’s prior written consent. GitLab does not provide pay in lieu of unused statutory vacation entitlement other than on termination of employment. If your employment terminates for any reason, you will receive pay for any accrued but unused statutory vacation entitlement. If your employment terminates, and at the date of termination you have exceeded your statutory vacation entitlement, the excess will be deducted from your final pay. Vacation leave runs concurrently with GitLab PTO. Team members must designate any vacation time taken as Vacation in PTO by Roots to ensure that vacation entitlement is properly tracked.

GitLab Ireland LTD Maternity, Adoptive, Paternity, Parent’s and Parental Leave

Statutory Leave Entitlement

Maternity Leave: Team members can take up to 26 weeks of ordinary Maternity Leave. The leave must start at least 2 weeks before the baby's due date and be taken for at least 4 weeks after the baby is born. Team members can take additional unpaid Maternity Leave for up to 16 more weeks, beginning immediately after the end of 26 weeks of ordinary Maternity Leave. If you wish to take additional unpaid Maternity Leave, please notify Total Rewards at least 4 weeks before the ordinary Maternity Leave is due to end.

Adoptive Leave: All team members who qualify as “qualifying adopters” are entitled to a minimum of 24 consecutive weeks of ordinary Adoptive Leave beginning on the first day of the placement of the child, and up to 16 weeks of additional unpaid Adoptive Leave, beginning immediately after the end of the 24 weeks of ordinary Adoptive Leave. If you wish to take additional unpaid Adoptive Leave, please notify Total Rewards at least 4 weeks before the ordinary Adoptive Leave is due to end.

Paternity Leave: All team members who qualify as “relevant parents” can take up to 2 consecutive weeks of Paternity Leave, taken within the first 6 months following the birth/adoption.

Parent’s Leave: All team members who qualify as “relevant parents” can take up to 5 weeks of Parent's Leave during the first 2 years of their child's life, or within 2 years of the adoption event. Leave may be taken in one continuous period, or in several periods of not less than one week.

Parental Leave: All team members who qualify as “relevant parents” can take up to 26 weeks of unpaid Parental Leave.

GitLab Parental Leave Payment

  • For team members who are eligible for GitLab Parental Leave and are eligible to receive State Maternity/Adoptive/Paternity/Parent’s benefit from the Department of Social Protection (DSP), GitLab will supplement their pay so that they receive 100% of their salary for up to a total of 16 weeks of leave taken in the first year after the birth/adoption event. The 16-week balance is per birth or adoption event.
  • If a team member is eligible for GitLab Parental Leave, but ineligible for State Maternity/Adoptive/Paternity/Parent’s benefit from the DSP, they will receive 100% of their pay from GitLab for up to a total of 16 weeks of leave taken in the first year after the birth/adoption event. The 16-week balance is per birth or adoption event.

State Maternity Leave Payment

  • You may be eligible to receive State Maternity Benefit at 245 EUR per week for up to 26 weeks subject to your PRSI contributions.
  • To apply for State Maternity Benefit, please notify Total Rewards of the start and end date of your leave.
  • Total Rewards will then send you a completed MB2 form.
  • Submit your application via the Maternity Benefit gov.ie website at least 6 weeks before you intend to start your leave.

State Adoptive Leave Payment

  • You may be eligible to receive State Adoptive Benefit at 245 EUR per week for up to 24 weeks subject to your PRSI contributions.
  • To apply for State Adoptive Benefit, please notify Total Rewards of the start and end date of your leave.
  • Submit your application via the Adoptive Benefit gov.ie website at least 6 weeks before you intend to start your leave.

State Paternity Leave Payment

  • You may be eligible to receive State Paternity Benefit at 245 EUR per week for up to 2 weeks subject to your PRSI contributions.
  • To apply for State Paternity Benefit, please notify Total Rewards of your child's due date.
  • Total Rewards will then send you a completed PB2 form.
  • Submit your application via the Paternity Benefit gov.ie website at least 4 weeks before you intend to start your leave.

State Parent’s Leave Payment

  • Team members must give written notice to Total Rewards (total-rewards@gitlab.com) of their intention to take parent’s leave at least six weeks before the intended start date.
  • Team members who take Parent’s Leave may also qualify for Parent’s Benefit if they have enough social insurance (PRSI) contributions.
  • To apply for Parent's Benefit, submit your application via the Parent's Benefit gov.ie website.
  • Parent’s Leave runs concurrently with GitLab Parental Leave.

Parental Leave

  • Team members who have been employed for at least one year are entitled to up to 26 weeks of unpaid parental leave to care for a child under the age of 12 (or the age of 16 for a child with a disability). If you have been employed for at least 3 months, and your child is near the age threshold, you are entitled to pro-rata parental leave.
  • This leave may be taken in one continuous period or in two separate periods (with at least 10 weeks between each period), or broken into days/hours if agreed upon with your manager.
  • Team members with more than one child may only take a maximum of 26 weeks parental leave in a 12 month period, except in the case of multiple births (e.g. twins).
  • Periods of parental leave taken during any previous employment will be taken into account in calculating the entitlement to parental leave.
  • Team members must give written notice to Total Rewards (total-rewards@gitlab.com) at least six weeks before taking leave.
  • Team members must sign a confirmation document at least four weeks before leave is set to begin.

Midwife Support Service

The Vhi Midwife Support Service is a new and improved benefit that’s available to team members. The midwife service gives expectant parents the opportunity to have three antenatal consultations staged throughout each trimester of their pregnancy. Once the team members new baby arrives, you can avail of four postnatal consultations over the following six weeks. The team member's dedicated midwife will guide them through the pregnancy journey offering education and support for each stage along the way. Expectant parents can register via the Vhi App or by emailing midwife@vhi.ie. Once registered, you will receive an email confirmation followed by a call from the Vhi midwife team within 2 working days. For more information please see the Midwife Support Service flyer

Applying for Maternity, Adoptive, Paternity, Parent’s or Parental Leave in Ireland

To initiate your leave, submit your time off by selecting the Parental Leave category in PTO by Roots at least 30 days before your leave starts and contact total-rewards@gitlab.com. Please familiarize yourself with GitLab's Parental Leave policy.

Other Types of Statutory Leave

Carer's Leave

  • Team members who have been continuously employed for 12 months are entitled to up to 104 weeks of unpaid leave to personally provide full-time care and attention to a person who needs such care.
  • The decision as to whether the relevant person is in need of full-time care and attention will be made by a Deciding Officer or Appeals Officer of the Dept. of Employment Affairs and Social Protection based on information provided by the person's general medical practitioner and assessment by the Department's medical advisor.
  • Leave may be taken in one continuous period of 104 weeks, or in several periods that amount to no more than 104 weeks.
  • The minimum period of Carer’s Leave you can take is 13 weeks. If Carer’s Leave is taken in more than one period, there must be at least 6 weeks in between each period.
  • You must submit written notice to Total Rewards (total-rewards@gitlab.com) of your intention to take Carer's Leave at least 6 weeks before the leave begins. Written notice must include the following details:
    1. The date on which you intend to commence the leave
    2. The duration of the leave
    3. The manner in which you propose to take the leave
    4. A statement that an application for a decision that the person to be cared for is a relevant person for the purposes of the Carer's Leave Act, 2001, has been made to the Department of Employment Affairs and Social Protection
    5. Your signature and date
  • Once notice has been given, the team member must submit a copy of the decision from the Deciding Officer of the Department of Employment Affairs and Social Protection, that the person to be cared for is medically certified as requiring full-time care and attention.
  • Once Carer’s Leave has been approved, at least two weeks before the start of leave, the team member must complete a confirmation document. GitLab will retain a copy, and provide the team member with a copy.
  • If you have enough PRSI contributions, you may qualify for Carer's Benefit from the Department of Social Protection. If you do not qualify for Carer’s Benefit, you may qualify for Carer's Allowance. You can take Carer's Leave even if you do not qualify for these payments.
  • Carer’s Leave runs concurrently with GitLab PTO. If you receive Carer’s Benefit or Carer’s Allowance from DSP, GitLab will supplement your payment so that you receive 100% of your salary for the first 25 days.

Force Majeure Leave

  • Team members are entitled to paid Force Majeure Leave when, due to urgent family reasons, their immediate presence is indispensable due to the injury or illness of a close family member.
  • The maximum amount of leave is 3 days in any 12-month period or 5 days in any 36-month period.
  • This leave runs concurrently with GitLab PTO.

Jury Service

  • Team members are entitled to paid time off to attend jury selection/jury duty. This leave runs concurrently with GitLab PTO. Team members must select Mandatory Civilian Service in PTO by Roots to ensure that statutory entitlements are properly tracked.

The following benefits are provided by Safeguard and apply to team members who are contracted through Safeguard. If there are any questions, these should be directed to the Total Reward team at GitLab who will then contact the appropriate individual at Safeguard.

Brazil

  • Medical and dental insurances are provided by the local provider, Operadora Bradesco Saúde.
  • Both the company and team members make contributions to the National Institute of Social Security which covers benefits such as retirement, pension, illness, disability and unemployment. These social security contributions are included as part of Safeguard’s payroll process.

France

Social security contributions towards pension, disability and health insurance are made via Safeguard’s payroll process.

Italy

  • Medical - Team members have access to government-subsidized healthcare as well as additional insurance called QU.A.S. The annual cost for QU.A.S. is 56 EUR paid by the team member and 350 EUR paid by the company.

  • Pension and Life Insurance - As part of Safeguard payroll, mandatory contributions are made towards social security funds. Quadri & Impiegati Employees have the possibility to join the complementary pension fund Fon.te. The optional employee contribution of 0,55% will be matched by an additional employer contribution of 1,55%. Dirigenti (Managers) the NCA grants private pension benefits through the funds Mario Negri.

Spain

We are currently unable to hire any more employees or contractors in Spain. Please see Country Hiring Guidelines for more information.

  • Currently Safeguard does not provide private healthcare
  • Accruals for 13th and 14th month salaries
  • General risks and unemployment insurance
  • Salary guarantee fund (FOGASA)
  • Work accident insurance

GitLab currently has no plans to offer Life Insurance, Private Medical cover, or a private pension due to the government cover in Spain. If GitLab did want to look into offering such benefits through Safeguard, the employees would need to subscribe themselves to the insurance companies and they would be paid for it in the form of allowance on a monthly basis covering the price that the insurance company requests; this would then be billed to Gitlab.

Other countries

Safeguard uses multiple third parties across the globe to assist in locations where they do not have a direct payroll.

Switzerland

As per social security obligations, for its part, the employer pays: - half of the total premium of the AVS/AI/APG - the whole of the accident insurance contribution (professional) - half of the loss of earnings insurance in the event of sickness - half the total unemployment benefit insurance premium - half the total maternity insurance premium - part of training and execution - LPP Silver - During the execution of a mission at a client of the employer, the employee is insured against the risks of occupational accidents at the CNA. If it works 8 hours or more per week, it is also insured against the risks of nonprofessional accidents at the SUVA, according to the legal provisions in force. The SUVA benefits replace the obligation to pay wages according to art. 32a CO. The waiting period is 3 days from the accident. - Employees are entitled to maternity benefits, in accordance with article 16b of the law on allowances for losses of earnings, LAPG, if they have been compulsorily insured within the meaning of the old-age and survivors insurance, LAVS, during the 9 months preceding the childbirth and that during this period, they were in gainful employment lasting 5 months and are still paid at the date of childbirth. The right to the allowance takes effect from the day of childbirth. The mother benefits from maternity leave up to a maximum of 14 weeks paid at a rate of 80% of the average earnings for the activity carried out before childbirth. The benefit is paid in the form of a daily subsistence allowance (max. 98 daily subsistence allowances). If the mother takes up her gainful employment again during this period, the right is extinguished early.

Specific to Belgium Based Employees

Belgian employees are on state benefits. This includes sickness, medical, disability, pension, and unemployment. For more information, please take a look at the corresponding government website.

GitLab does not plan on offering additional private medical or pension benefits at this time due to the government cover.

GitLab will continue to review responses from the Global Benefits Survey as well as budgetary availability with respect to adding a Life Insurance policy for team members in Belgium.

Annual Mandatory Indexation: Each year Belgian’s Joint Industrial Committee 227 (JIC 227) completes a salary review and recommends an adjustment in keeping with the cost of living. That adjustment is referred to as salary indexation and affects employees of companies that are subject to the committee's oversight. GitLab processes these mandated increases as part of Annual Compensation Review. An email will be sent to affected team members that will state their salary increase is an advance payment (partly) on the given year indexation, aiming at compensating (partly) for the increased costs of living and will ask for an acknowledgment of receipt of said email to each employee.

Ecocheques

Each year all employees will be sent ecocheques no later than July 31. In accordance with the local law these are provided by GitLab at no cost to the individuals. These are currently sent by GitLab's payroll provider in electronic form via a Sodexo card. A pin for this card will be sent separately. The maximum value is 250 Euros, the amount that will be granted is pro-rated depending on the employee's start date. The reference period is from July 1 of the previous year to June 30 of the year of payment. These ecocheques must be used to purchase ecological products and services; you can always find a current list of what is available on the National Labor Council.pdf) website. These ecocheques are exempt from social security contributions and may not be awarded for replacement or conversion of salary.

Belgium Holiday Schedule

Pursuant to article 13 of the law on paid public holidays, employers are obliged to inform employees of observance holidays granted in lieu of public holidays which fall on a Sunday or another day of inactivity. Below is the 2022 Holiday and Observance schedule for Team Members in Belgium:

Date Holiday Replacement Day
Saturday January 1st New Year's Day Friday, December 31st, 2021
Monday April 18th Easter Monday
Sunday May 1st Labour Day Monday May 2nd
Thursday May 26th Ascension Day
Monday June 6th Whit Monday
Thursday July 21st National Holiday
Monday August 15th Assumption Day
Tuesday November 1st All Saints Day
Friday November 11th Armistice
Sunday December 25th Christmas Monday December 26th

GitLab B.V. Belgium Leave Policy

  • Sick Leave

    • Every team member remains entitled to their remuneration to be paid by GitLab during the first 30-day period of incapacity for work, regardless of their seniority. This leave runs concurrently with GitLab PTO. Team members must designate any time off for illness as Out Sick in PTO by Roots to ensure that sick leave entitlement is properly tracked.
      • When two incapacities follow one another without interruption (e.g. successive sicknesses of a different nature), there is only one period of incapacity and the guaranteed remuneration is not due again.
      • If a team member is incapacitated again after returning to work normally, the guaranteed remuneration is not due again if the new incapacity for work occurs within the first 14 days following the end of a period of incapacity for work that gave rise to the payment of the guaranteed remuneration.
        • If the entitlement to the guaranteed salary has not been fully exhausted during the first period of incapacity, the team member is entitled to the guaranteed salary for the remaining period of incapacity.
        • A new guaranteed salary is also due again if the team member can prove by means of a medical certificate that this new incapacity for work was caused by another sickness or accident.
  • Statutory Parental Leave

    • Pregnant team members are entitled to 15 weeks of maternity leave which consists of two periods: prenatal leave of 6 weeks and postnatal leave of 9 weeks.
      • Prenatal Leave: At the pregnant team member's request, this leave starts, at the earliest, six weeks before the expected date of delivery and is comprised of the following:
        • One week of obligatory rest before delivery. (It is prohibited for an employer to employ a pregnant team member from the seventh calendar day preceding the expected date of delivery)
        • An optional period of rest during the first five weeks. This may be taken up, at the team member's choice, either:
          • in full before the one-week obligatory prenatal rest,
          • after the nine week obligatory postnatal rest,
          • or partly before the obligatory prenatal rest and partly after the obligatory postnatal rest.
        • If the child is born later than the expected date of delivery, pre-natal leave is extended to the actual date of delivery.
      • Postnatal Leave is comprised of the following:
        • Nine weeks obligatory leave immediately after delivery. In no case may an employer employ the team member concerned during this period, even if they ask for it or agree to it.
        • Where appropriate, following this obligatory postnatal leave, the team member may take the whole or part of the period of five weeks of optional prenatal leave. This leave can be transferred only on condition that the team member resumed their work from the sixth week preceding the actual date of delivery.
      • It is prohibited for employers to allow pregnant team members to work overtime.
      • For team members who have been with GitLab for six months and completed a probationary period:
        • Both prenatal and postnatal leave run concurrently with GitLab Parental Leave.
        • GitLab will supplement statutory maternity leave payments so that the team member continues to receive 100% of their salary for up to 16 weeks.
    • Paternity Leave: every team member is entitled to ten days of leave following the birth of a child, to be used at the team member's discretion within four months following the date of child birth. For team members who have been with GitLab for six months and completed a probationary period, this leave will run concurrently with GitLab Parental Leave. Team members are entitled to 100% of their salary for the first three days of paternity leave to be paid by GitLab. For team members who are eligible for GitLab parental leave, the remainder of the statutory entitlement will be supplemented by GitLab, so that the team member continues to receive 100% of their salary for the following seven days.
      • To process a paternity leave, GitLab will notify the payroll provider who will conversely update the pay code and notify the social office.
    • Parental leave should be requested by the team member and registered by three months before the start of leave.
  • Statutory Vacation Leave

    • Full-time team members are entitled to 20 statutory vacation days per year. If a team member leaves GitLab, the company will prepare a vacation certificate with the number of unused vacation days in the current year and early vacation pay for the vacation days that were already accrued for the following year. The employee can then hand over these documents to their next employer to determine vacation entitlements. Similarly, GitLab requires the vacation certificate from new team members' previous employer to ensure vacation pay is properly calculated and added to June payroll.
    • Vacation Leave runs concurrently with GitLab PTO. Team members must designate any vacation time taken as Vacation in PTO by Roots to ensure that vacation entitlement is properly tracked.

Note: GitLab has a global no ask time off policy, which is the guideline for all GitLab employees globally. We highlight statutory requirements for some countries as well to ensure local compliance, but stress that our Paid Time Off policy is applicable for all GitLab team members globally irrespective of local policy.

People Ops will consult with Vistra to ensure that the statute is met.

Medical

GitLab does not plan to offer Private Health Insurance at this time because all the Korean team members will be covered by a statutory benefit known as National Health Insurance (NHI). This health insurance scheme covers all the team members and their family members.

Pension

GitLab does not plan to offer pension benefit at this time as team members registered to the Korea's Social Security Program are also registered with the National Pension Scheme.

Life Insurance

GitLab does not plan to offer life insurance at this time as team members can access the benefits from Social insurance system.

GitLab Korea LTD Parental Leave

Statutory Leave Entitlement

Maternity Leave: Team member can take up to 90 days (120 days in case of multiple births). The start date can be agreed by the employer and team member, however 45 (60 in the case of multiple births) calendar days of leave must be taken immediately after the date of delivery.

Maternity leave should be granted even in the case of miscarriage or stillbirth as follows: * within 11 weeks into pregnancy: Five days of leave from the date of miscarriage or stillbirth * 12-15 weeks into pregnancy: 10 days’ leave from the miscarriage or stillbirth date * 16-21 weeks into pregnancy: 30 days’ leave from the miscarriage or stillbirth date * 22-27 weeks into pregnancy: 60 days’ leave from the miscarriage or stillbirth date * 28+ weeks into pregnancy: 90 days’ leave from the miscarriage or stillbirth date

Paternity Leave: Team members can take 10 days of Paternity Leave after the delivery date. The Paternity Leave can be used within 90 days after the delivery date and this leave can be used separately, split into a maximum of two periods.

Parental Leave (Child Care Leave): Parents who have worked for an employer for more than one year may be eligible for parental leave. * Such leave applies to parents whose children are under six years old * Each parent is eligible for up to one year of leave * Parents cannot take leave at the same time * The parent is entitled to 40% of his/her monthly income from Employment Insurance Fund

Maternity Leave Payment

The first 60 days (75 days in case of multiple births) are calculated based on the regular wage by the employer and the remaining 30 days are covered by the Employment Insurance Fund. If you are eligible, GitLab will supplement insurance payments to ensure you receive 100% pay for up to 16 weeks of your Parental Leave.

Paternity Leave Payment

If you are eligible, you will receive 100% paid Parental Leave from GitLab for up to 16 weeks.

Applying for Parental Leave in Korea

To initiate your parental leave, submit your time off by selecting the Parental Leave category in PTO by Roots at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.

Manager Tool Kit

Do you have a team member preparing for parental leave and want to ensure you understand how to support? There are many things to consider when we think about parental leave as a manager. This toolkit is for everyone who is managing someone who is expecting to become, or has recently become, a parent.

To-Do List

  • Review our parental leave benefits/policy
  • Congratulate your team member This is a time when many parents report feeling vulnerable, so your support will make all the difference. Suggested things to say when you are told the news: Congratulations, How are you feeling?, How can we support you?, Do you know how to access the relevant maternity/shared parental/adoption policy?, Is the pregnancy/adoption confidential for now?
  • Virtual Baby (or Growing Your Family) Shower Although we are fully distributed, there are many ways we can celebrate with our team members as people who work in office. One of those ways could be a virtual baby shower.
  • Arrange Out of Office Coverage This may vary for work functions (i.e sales, etc). Consider what happens if the person needs to leave earlier than planned due to medical issues.
  • When the team member becomes a parent, send your team member a flower arrangement to congratulate them! You can leverage the gift/flower process outlined here on the People group page managed by the the People Experience Associates. Keep in mind that your team member might be staying in the hospital for some time to recover, so pick a delivery date in the future when they are more likely to be home.
  • Manager todos while the team member is out of office::
    • Keep a running list in your 1:1 Agenda of significant changes or events while they were out on leave to fill them in on once they are back. For example, it may helpful to link to the specific Group Conversions that pertain to their role for ease in finding these resources upon return.
  • Ask how the team member wants to be communicated to while out (if at all): Ask if the person would like you to check in during leave. Some team members might want to chat informally, to ensure they are not forgotten or feel as though they have an impact on the company. Ensure any communication while the team member is on leave is not work related.
  • Communication with the team member as the transition back to work: For a parent coming back to work there can be high levels of uncertainty on what to expect when they return. A couple examples to help the transition back to work can be:
    • First, ask how they are doing.
    • Update the team member on what they have missed since they have been out and any context you have captured in the 1:1 doc.
    • If possible, advise the team member to archive all emails when they come back to start fresh. If there is something they need to follow up on, have their colleagues follow up in a new correspondence or add them to an active thread.
    • Recommend that they read GitLab's guide to parenting as a remote worker

General Guidelines For Managers on Resource Allocation

If you have a team member going out on parental leave, a common question might be "how should I reallocate their tasks and output while they are out?" Below are general guidelines for managers based on the length of leave taken by the team member. Note - local law supersedes these guidelines where applicable:

  • Leave less than 1 month: Use internal resources.
  • Leave less than 6 months: Use internal resources who may be eligible for an interim bonus, and/or consider hiring a temporary contractor
  • Leave longer than 6 months: Use internal resources who may be eligible for an interim bonus, hire a temporary contractor.
  • Leave longer than 1 year: Consider a backfill ensuring there will be a similar (level, scope, etc) role for the person when they return.

Parental Leave Reentry Buddies

Fellow GitLab team members, regardless of whether they are a parent, are encouraged to volunteer as a Parental Leave Reentry Buddy.

At a high level, a Parental Leave Reentry Buddy volunteers to help team members coming back online after parental leave. It is recommended that this buddy work within the same department as the team member reentering work, but this is not a requirement. If you are asked to be a buddy, work with your manager to delegate or temporarily pause certain duties to assist a team member as they ramp back up to 100%.

As a guide, Parental Leave Reentry Buddies should set aside around 10% to 20% of their time to assist with reentry for two to four weeks.

Responsibilities include:

  1. Facilitate coffee chats to catch up with team members on non-work topics.
  2. Answer questions about top concerns, projects, and milestones that occur during parental leave.
  3. Surface relevant handbook pages that are created during parental leave.
  4. Advise of relevant new hires onboarded during parental leave.

Specifics on responsibilities and expectations are still being considered, and will be added to this section in future iterations.

Find a Parental Leave Reentry Buddy

Visit the GitLab Team page and search for 'Parental Leave Reentry Buddy', or ask on Slack in #intheparenthood.

Become a Parental Leave Reentry Buddy

If you're comfortable using Git and GitLab and want to help team members troubleshoot problems and accelerate their learning, please follow these steps to indicate your availability as a Parental Leave Reentry buddy:

  1. Find your entry in the team.yml file.
  2. Add Parental Leave Reentry buddy to the departments section in your entry (keeping your existing departments): ``` departments:
    • ...
    • Parental Leave Reentry buddy ```
  3. Add the following code above the story section in your entry: expertise: | <li><a href="https://about.gitlab.com/handbook/people-group/general-onboarding/parental-leave-buddy/">Parental Leave Reentry buddy</a></li>
  4. If you already have an expertise section, add the list item portion of the above code: <li><a href="https://about.gitlab.com/handbook/people-group/general-onboarding/parental-leave-buddy/">Parental Leave Reentry buddy</a></li>

Virtual Baby (or Growing Your Family) Shower

A nice way to celebrate a team member's new addition to their family is by hosting a virtual baby/growing your family shower. In colocated companies, this is something that teams often do to wish a team member well as they head out on parental or adoption leave. We encourage virtual showers to be considered for all team members (not just birthing parents). In order to help teams host a virtual shower, here are some resources that can help you get started: 1. Ask the team member if they would be comfortable with a virtual shower. In a remote environment, surprising the parent-to-be is less effective as they need to be an active participant in the process. 1. If the team member is comfortable and open to an event, ask them who they would like to include in the celebration and if they have any gift registries that other team members can buy gifts from so they are purchasing items that the baby will need. The purchase of gifts should always be optional. 1. Send out an invite in advance of the event so attendees can plan to be available for that date and time. 1. Create an agenda for the event. Be mindful to create an inclusive and welcoming atmosphere. Consider running potential games by the celebrated team member to ensure comfortability. See a sample agenda below: * Kick off the meeting by thanking everyone for coming, review the agenda and how games and prizes will be work.
* Start meeting off with opening ice breaker: An option is a Baby MadLibs game. * Game 1 - Measure the belly. If the soon-to-be parent is a birthing parent, you can play this game. It requires a roll of toilet paper. Participants guess how many sheets of toilet paper it will take to wrap around the birthing parent's belly. The closest guess gets a prize. * Open presents - Have the soon-to-be parent save the presents shipped to them to be opened during the celebration. * Game 2 - Songs with the word "Baby." Have participants write as many songs as they can think of that have the word "baby" in them. Whoever thinks of the most songs within three minutes, wins a prize.
* Close the event with an open forum for people to ask fun questions and send positive affirmations.

Team Member Tool Kit

Parental Leave Policy Feedback

If you have any feedback about your parental leave experience for the People group to review you can always email total-rewards@gitlab.com or open an issue using our Parental Feedback Issue Template.


Return to the main GitLab Benefits page.

Global Benefits Survey

We've partnered with Culture Amp to run our Global Benefits Survey, which will launch annually in June. We run this survey to collect feedback from all team members, which will be aggregated and analyzed. Using Culture Amp's reporting tools, we'll analyze the data to find the most common trends for desired benefit iterations. We will use this information to generate a roadmap and share these results with everyone at GitLab.

This is an opportunity to share with the Total Rewards team what benefits you think are great, what benefits are lacking, and what you think is most important to adjust. While we will review and prioritize all feedback, not all input may be implemented in the next few iterations. We will continue to ask the organization what is important to team members, but also take into account our fiduciary responsibility to maintain our operating costs.

Timeline of the Survey Results: * Survey goes out to team members * Survey closes * Survey results analyzed * Survey Results Shared with the GitLab Team * Survey Results issues opened to begin implementation of any changes * Q3 OKR to implement changes based on survey results viewed in Q2

Thank you again for playing a part in our efforts to continually improve total rewards at GitLab. If you have any questions, please reach out to the Total Rewards team via email.

Contact Total Rewards

If you have any feedback or questions about the global benefits survey, please contact Total Rewards.

2020 Survey Results Roadmap

  • Increased Education around benefits as I understand my benefits package at GitLab decreased by 7% company wide. Also to increase awareness on the Total Rewards team is who to reach out to since there is company wide score of 3.82 out of 5 (lowest score among ICs). Related Issue.
    • Actions taken:
      • Updated the Total Rewards landing page and the People Group contacts page with our contact details.
      • Introduced the Benefits calculator so team members can work out their overall Total Rewards package, including fixed costs, general benefits, remote benefits and entity-specific benefits.
      • WIP - Embed the entity-specific benefits calculator under respective entity benefit pages.
      • Implemented the Compensation, Benefits and Equity Knowledge Assessments.
      • Updated the onboarding issue to prompt new team members to familiarize themselves on their Total Rewards package and complete the knowledge assessments.
      • Updated the Becoming a GitLab Manager issue template to prompt new managers to read the Total Rewards pages and check-in with their team members to ensure they understand their Total Rewards package.
      • Added the Total Rewards handbook link to promotion and compensation change letters.
      • Added the Benefits Calculator link and screenshot to all FY22 Total Rewards Statements.
  • Country Conversion Benefits Reviews & New Entity Benefits Reviews ongoing based on list from the Country Conversions team.
  • Existing Entity Benefits Review
    • Netherlands: Implement a Pension Plan, Complete.
    • Canada Pension Plan: Received FP&A budgetary pre-approval, review slated to begin in May.
    • Belgium Benefits: Received FP&A budgetary pre-approval, review slated to begin in April.
    • UK Life/Income Protection: Received FP&A budgetary pre-approval, review slated to begin in April.
    • Germany Pension Plan: Received FP&A budgetary pre-approval, review slated to begin in April.
    • Review US 401k plan match: Not approved from a budget perspective for FY22, will review vesting requirement.
  • Review Paid Medical Leave Plan for 16 weeks
  • Review Coaching Program for Parental Leave: Implemented in FY21.
  • Review Wellness Offerings for FY22 as similar response to 2019 survey that this is the top benefit team members would want to see implemented (especially in EMEA market): Not approved from a budget perspective for FY22.

Global Benefits Survey Results 2020

Participation: 62% (0% YOY change)

Rating Rubric 5 - strongly agree 4 - agree 3 - neutral 2 - disagree 1 - strongly disagree

Benefits Satisfaction Score

The benefits satisfaction score is an average of responses to all ratings questions including general company-wide benefits questions and country-specific questions. Country breakdown only provided for n>4.

By Country:

Country Score
Australia 3.68
Austria 3.32
Canada 3.46
Germany 3.52
Hungary 3.44
India 3.48
Ireland 3.06
Mexico 3.42
Netherlands 3.26
New Zealand 3.61
Poland 3.59
Romania 3.51
Russian Federation 3.63
Singapore 3.33
South Africa 3.79
Turkey 3.81
Ukraine 3.43
United Kingdom 3.48
United States 3.69

By demographic:

Demographic Score
Male 3.60
Female 3.59
Individual Contributor 3.64
Manager 3.47
Leader 3.49
Company Overall 3.60

General Benefits Survey Responses

  1. I understand my benefits package at GitLab.

    GitLab 2019 Score 2020 Score YOY Change
    Male 4.16 3.89 -7.63%
    Female 4.21 3.87 -6.86%
    Individual Contributor 4.13 3.88 -6.15%
    Manager 4.35 3.88 -10.90%
    Leader 4.46 4.00 -10.31%
    Company Overall 4.18 3.88 -7.07%

    By Country:

    Country 2020 Score
    Australia 3.98
    Austria 3.40
    Canada 3.73
    Germany 3.72
    Hungary 3.25
    India 3.67
    Ireland 3.70
    Mexico 3.50
    Netherlands 3.56
    New Zealand 4.18
    Poland 4.00
    Romania 3.86
    Russian Federation 4.00
    Singapore 3.67
    South Africa 3.40
    Turkey 3.60
    Ukraine 3.40
    United Kingdom 3.86
    United States 3.99
  2. The general benefits at GitLab are equal to or better than what is offered by similar employers.

    GitLab 2019 Score 2020 Score YOY Change
    Male 3.67 3.42 -6.90%
    Female 3.66 3.46 -5.58%
    Individual Contributor 3.72 3.50 -5.80%
    Manager 3.33 3.23 -2.98%
    Leader 3.46 3.12 -9.96%
    Company Overall 3.66 3.43 -6.31%

    By Country:

    Country 2020 Score
    Australia 3.51
    Austria 2.20
    Canada 3.17
    Germany 3.24
    Hungary 3.13
    India 3.00
    Ireland 2.57
    Mexico 2.67
    Netherlands 2.75
    New Zealand 3.55
    Poland 3.58
    Romania 3.29
    Russian Federation 3.00
    Singapore 2.67
    South Africa 3.67
    Turkey 3.40
    Ukraine 3.60
    United Kingdom 3.18
    United States 3.64
  3. The general benefits at GitLab save me a great deal of time and/or money, and add significant value to my employee experience.

    GitLab 2019 Score 2020 Score YOY Change
    Male 3.75 3.65 -2.66%
    Female 3.79 3.59 -5.40%
    Individual Contributor 3.83 3.70 -3.39%
    Manager 3.38 3.41 0.84%
    Leader 3.54 3.43 -3.00%
    Company Overall 3.77 3.63 -3.71%

    By Country:

    Country 2020 Score
    Australia 3.67
    Austria 3.20
    Canada 3.40
    Germany 3.86
    Hungary 3.75
    India 3.73
    Ireland 3.00
    Mexico 3.50
    Netherlands 2.96
    New Zealand 3.36
    Poland 3.42
    Romania 3.71
    Russian Federation 3.33
    Singapore 2.83
    South Africa 3.50
    Turkey 3.60
    Ukraine 3.60
    United Kingdom 3.21
    United States 3.79
  4. My benefits package provides quality coverage for myself and, if applicable, my dependents.

    GitLab 2019 Score 2020 Score YOY Change
    Male 3.59 3.82 6.45%
    Female 3.63 3.72 2.39%
    Individual Contributor 3.63 3.77 3.86%
    Manager 3.38 3.83 13.36%
    Leader 3.58 3.81 6.41%
    Company Overall 3.60 3.79 5.14%

    By Country:

    Country 2020 Score
    Canada 3.68
    India 2.07
    United Kingdom 3.06
    United States 3.94
  5. The wellness offerings at GitLab help me lead a happier, healthier life.

    GitLab 2019 Score 2020 Score YOY Change
    Male 3.39 3.23 -4.86%
    Female 3.28 3.28 -0.01%
    Individual Contributor 3.41 3.31 -3.07%
    Manager 3.26 3.01 -7.76%
    Leader 2.92 3.18 8.78%
    Company Overall 3.36 3.24 -3.50%

    By Country:

    Country 2020 Score
    Australia 3.07
    Canada 3.36
    Germany 2.74
    Hungary 2.88
    India 3.27
    Ireland 2.57
    Mexico 3.33
    Netherlands 2.74
    New Zealand 3.20
    Poland 2.83
    Romania 3.14
    Russian Federation 2.83
    Singapore 3.50
    South Africa 4.17
    Turkey 3.80
    Ukraine 3.20
    United Kingdom 3.04
    United States 3.41
  6. I believe our benefits package is one of the top reasons people apply to work at GitLab.

    GitLab 2019 Score 2020 Score YOY Change
    Male 2.87 3.04 5.87%
    Female 2.81 3.16 12.40%
    Individual Contributor 2.96 3.18 7.38%
    Manager 2.40 2.76 14.87%
    Leader 2.35 2.79 18.83%
    Company Overall 2.86 3.08 7.55%

    By Country:

    Country 2020 Score
    Australia 3.19
    Canada 2.57
    Germany 3.24
    Hungary 3.63
    India 3.07
    Ireland 2.48
    Mexico 3.00
    Netherlands 2.68
    New Zealand 3.09
    Poland 3.33
    Romania 2.71
    Russian Federation 2.67
    Singapore 2.17
    South Africa 3.40
    Turkey 3.20
    Ukraine 2.80
    United Kingdom 2.73
    United States 3.19
  7. Should I have or care for a(nother) child, the parental leave policy is sufficient.

    GitLab 2019 Score 2020 Score YOY Change
    Male 3.95 3.95 0.09%
    Female 3.44 3.60 4.60%
    Individual Contributor 3.82 3.84 0.49%
    Manager 3.61 3.89 7.68%
    Leader 4.04 3.80 -6.04%
    Company Overall 3.81 3.84 0.91%

    By Country:

    Country 2020 Score
    Australia 3.85
    Austria 3.80
    Canada 3.50
    Germany 3.62
    Hungary 3.88
    India 3.79
    Ireland 3.39
    Mexico 4.00
    Netherlands 3.57
    New Zealand 3.44
    Poland 3.64
    Romania 3.00
    Russian Federation 3.50
    Singapore 3.33
    South Africa 4.33
    Turkey 4.60
    Ukraine 3.20
    United Kingdom 3.80
    United States 3.97
  8. The vacation policy allows me sufficient time to recharge.

    GitLab 2019 Score 2020 Score YOY Change
    Male 4.48 4.39 -2.09%
    Female 4.40 4.37 -0.68%
    Individual Contributor 4.49 4.43 -1.29%
    Manager 4.27 4.24 -0.79%
    Leader 4.38 4.21 -3.94%
    Company Overall 4.46 4.38 -1.76%

    By Country:

    Country 2020 Score
    Australia 4.49
    Austria 4.80
    Canada 4.30
    Germany 4.21
    Hungary 4.50
    India 4.33
    Ireland 3.83
    Mexico 4.00
    Netherlands 4.40
    New Zealand 4.36
    Poland 4.42
    Romania 4.43
    Russian Federation 4.50
    Singapore 4.50
    South Africa 4.67
    Turkey 4.60
    Ukraine 4.80
    United Kingdom 4.47
    United States 4.40
  9. I believe our benefits package is one of the top reasons why people stay at GitLab.

    GitLab 2019 Score 2020 Score YOY Change
    Male 3.08 3.24 5.21%
    Female 3.13 3.31 5.77%
    Individual Contributor 3.21 3.35 4.36%
    Manager 2.58 3.00 16.28%
    Leader 2.54 2.98 17.37%
    Company Overall 3.09 3.26 5.58%

    By Country:

    Country 2020 Score
    Australia 3.30
    Austria 2.80
    Canada 2.80
    Germany 3.41
    Hungary 3.25
    India 3.07
    Ireland 2.65
    Mexico 3.17
    Netherlands 2.79
    New Zealand 3.27
    Poland 3.50
    Romania 3.14
    Russian Federation 3.50
    Singapore 2.33
    South Africa 3.50
    Turkey 3.20
    Ukraine 2.60
    United Kingdom 3.04
    United States 3.38
  10. I believe investing more of the company’s money into improving benefits at GitLab will help to attract and retain talent.

    GitLab 2019 Score 2020 Score YOY Change
    Male 4.16 4.13 -0.68%
    Female 4.25 4.16 -2.07%
    Individual Contributor 4.20 4.16 -0.97%
    Manager 4.25 4.11 -3.27%
    Leader 3.85 4.02 4.39%
    Company Overall 4.18 4.14 -0.93%

    By Country:

    Country 2020 Score
    Australia 3.98
    Austria 4.40
    Canada 3.97
    Germany 4.29
    Hungary 4.13
    India 4.33
    Ireland 4.57
    Mexico 4.00
    Netherlands 3.92
    New Zealand 3.82
    Poland 3.83
    Romania 3.43
    Russian Federation 4.50
    Singapore 4.33
    South Africa 4.33
    Turkey 4.60
    Ukraine 3.40
    United Kingdom 4.33
    United States 4.12
  11. When I take time off, I don't feel it is necessary to check in with work periodically.

    GitLab 2020 Score
    Male 3.67
    Female 3.40
    Individual Contributor 3.68
    Manager 3.33
    Leader 3.23
    Company Overall 3.59

    By Country:

    Country 2020 Score
    Australia 4.05
    Austria 3.40
    Canada 3.40
    Germany 3.79
    Hungary 3.25
    India 4.20
    Ireland 2.96
    Mexico 2.83
    Netherlands 3.52
    New Zealand 3.55
    Poland 3.83
    Romania 3.71
    Russian Federation 4.00
    Singapore 4.00
    South Africa 4.00
    Turkey 4.00
    Ukraine 3.60
    United Kingdom 3.53
    United States 3.50
  12. I understand how our PTO works in sync with my local statutory PTO entitlement.

    GitLab 2020 Score
    Male 3.98
    Female 4.02
    Individual Contributor 4.02
    Manager 3.85
    Leader 4.12
    Company Overall 3.99

    By Country:

    Country 2020 Score
    Australia 3.79
    Austria 3.60
    Canada 4.00
    Germany 4.00
    Hungary 4.00
    India 4.47
    Ireland 3.78
    Mexico 3.83
    Netherlands 4.08
    New Zealand 4.18
    Poland 4.00
    Romania 4.43
    Russian Federation 4.67
    Singapore 3.50
    South Africa 3.33
    Turkey 4.20
    Ukraine 4.20
    United Kingdom 3.88
    United States 4.04
  13. I believe our Employee Assistance Plan offered by Modern Health is a valuable benefit worth retaining.

    GitLab 2020 Score
    Male 3.10
    Female 3.40
    Individual Contributor 3.20
    Manager 3.14
    Leader 3.22
    Company Overall 3.19

    By Country:

    Country 2020 Score
    Australia 3.21
    Austria 3.00
    Canada 2.93
    Germany 2.54
    Hungary 2.86
    India 3.14
    Ireland 2.91
    Mexico 3.80
    Netherlands 2.70
    New Zealand 3.00
    Poland 2.67
    Romania 3.14
    Russian Federation 2.40
    Singapore 3.33
    South Africa 4.00
    Ukraine 2.40
    United Kingdom 3.20
    United States 3.37
  14. If I have questions or concerns regarding benefits, I know whom to reach out to.

    GitLab 2020 Score
    Male 3.85
    Female 3.78
    Individual Contributor 3.77
    Manager 3.97
    Leader 4.08
    Company Overall 3.82

    By Country:

    Country 2020 Score
    Australia 4.02
    Austria 3.60
    Canada 3.90
    Germany 3.61
    Hungary 3.25
    India 3.73
    Ireland 3.65
    Mexico 3.50
    Netherlands 3.52
    New Zealand 3.91
    Poland 3.75
    Romania 4.14
    Russian Federation 4.17
    Singapore 3.50
    South Africa 4.50
    Turkey 3.60
    Ukraine 3.40
    United Kingdom 3.77
    United States 3.87
  15. What has worked best in convincing me to take PTO?

    Response Count % of Respondents
    Stress 333 42%
    Example from my manager. 391 50%
    Encouragement from my manager/peers to support my wellbeing through time off.  475 61%
    Example from leaders, for example Sid. 456 58%
    Reduced workload. 101 13%
    Other (Expanded on below.) 118 15%
    • Summary of Other Responses:
      • When I feel it's needed.
      • Family first/family time.
      • Addressing burn out/taking time to rest.
      • Example from peers.
      • PTO by Roots reminders.
      • Friends and Family Day specifically.
  16. I participated in the Simple Habit free trial and would like to see this benefit offered permanently (survey respondents were instructed to select one).

    Response Count % of Respondents
    Yes, I participated and agree with the statement above. 15 2%
    No, I did not participate, but am interested in GitLab offering a meditation and mental-wellness benefit in addition to Modern Health. 500 64%
    Yes, I participated and do not agree with the statement above. 6 1%
    No, I did not participate and am not interested in GitLab offering a mediation and mental-wellness benefit. 258 33%
  17. What corporate social responsibility activities would you like to see GitLab enter? The purpose of corporate social responsibility is to give back to the community, take part in philanthropic causes, and provide positive social value

    • Summary of Responses:
      • Giving team members a set amount of money to donate to causes they support each year.
      • Donation matching for donations made by team members or hours volunteered.
      • Community/Volunteer Day(s) similar to Family and Friends Day where everyone has the day off.
      • Youth initiatives including supporting underrepresented, underprivileged, and/or minority youth in their education, coding, mentorship, etc.
      • Donating to and supporting causes that support ending inequality such as causes that support LGBTQ+ people, Black Lives Matter, organizations that support minorities and minorities in tech, etc.
      • Coding initiatives especially for women and minorities.
      • Donating to and supporting environmental causes, reducing our carbon footprint, creating an incentive program for team members to be more green.
      • Supporting open source projects.
      • Donating free licenses and GitLab support/training to charitable organizations.
      • Providing mentorships and internships in support of D&I initiatives.

Entity Specific Questions

  1. The country-specific benefits provided by GitLab are comparable or better than what is offered by similar employers in my country.

    GitLab Australia Score United States Score Netherlands Score Canada Score India Score United Kingdom Score Germany Score New Zealand Score
    Male 3.21 3.75 2.29 3.14 2.18 3.12 2.91 3.50
    Female 4.67 3.72 2.71 3.00 2.75 2.79 3.20 3.00
    Individual Contributor 3.50 3.79 2.53 3.19 2.29 3.05 3.22 3.50
    Manager 2.89 3.70 2.50 2.71 3.00 3.00 1.50 3.00
    Leader 2.50 3.46 1.67 4.00 n/a 2.00 n/a n/a
    Overall 3.32 3.74 2.42 3.10 2.33 3.02 2.96 3.43
  2. My benefits package provides quality coverage for myself and, if applicable, my dependents.

    GitLab United States Score Canada Score India Score United Kingdom Score
    Male 4.00 3.71 1.91 3.12
    Female 3.83 3.57 2.50 2.93
    Individual Contributor 3.94 3.86 2.00 3.08
    Manager 3.99 3.00 3.00 3.00
    Leader 3.83 4.00 n/a 3.00
    Overall 3.94 3.68 2.07 3.06
  3. The benefits provided by Safeguard are comparable or better than what is offered by similar employers.

    GitLab Ireland Score Hungary Score
    Male 1.54 2.67
    Female 1.50 1.50
    Individual Contributor 1.59 2.20
    Manager 1.25 n/a
    Leader 1.50 n/a
    Overall 1.52 2.20
  4. I am satisfied with my employment through Safeguard and know who to contact if any problems were to arise.

    GitLab Ireland Score Hungary Score
    Male 2.38 3.33
    Female 2.20 3.00
    Individual Contributor 2.35 3.20
    Manager 2.25 n/a
    Leader 2.00 n/a
    Overall 2.30 3.20
  5. The 401k match is equivalent to or better than what is offered by similar companies.

    GitLab United States Score
    Male 2.66
    Female 2.73
    Individual Contributor 2.77
    Manager 2.52
    Leader 2.48
    Overall 2.69
  6. The 17% uplift to my salary is sufficient to pay for costs and benefits that would ordinarily be paid for by an employer.

    GitLab Austria Score Mexico Score Poland Score Romania Score Russian Federation Score Singapore Score Turkey Score Ukraine Score
    Male 3.20 3.33 3.57 2.67 4.00 3.00 3.00 3.50
    Female n/a 2.33 3.00 3.25 2.50 n/a 5.00 4.00
    Individual Contributor 3.00 2.60 3.44 3.00 3.80 3.00 3.40 3.50
    Manager n/a 4.00 3.00 n/a 2.00 n/a n/a 5.00
    Leader 4.00 n/a n/a n/a n/a n/a n/a n/a
    Overall 3.20 2.83 3.40 3.00 3.50 3.00 3.40 3.80
  7. Out of the following options, which benefit would you most like to see GitLab offer in the future? (select up to 4)

  8. Americas

    Response United States (% of Respondents) Canada (% of Respondents) Mexico (% of Respondents)
    Paid parental leave above 16 weeks. 14% 30% 0%
    100% paid medical leave for 16 weeks. 16% 10% 67%
    Expanded mental health offerings (ie. Therapy, meditation, etc.)  24% 27% 50%
    Wellness stipend.  47% 40% 33%
    Childcare stipend. 18% 20% 0%
    Student loan assistance program.  12% 3% 17%
    Health insurance.  n/a n/a n/a
    Parental leave transition coaching.  1% 0% 0%
    Ergonomics consultations. 5% 13% 0%
    Global Pension with employer match./Company pension plan. n/a 13% 83%
    Annual company-wide bonus. 60% 57% 50%
    Charitable giving. 23% 23% 0%
    Higher 401k match/higher cap. 79% n/a n/a
    Supplementary medical plans (Accident Insurance, Critical Illness Insurance, Hospital Indemnity Plan) 3% n/a n/a
    Increased HSA contribution or HSA contribution for Team Member + Spouse/Team Member + Child(ren)/Family tiers of coverage. 13% n/a n/a
    RRSP with employer match. n/a 63% n/a
  9. EMEA

    Response Ireland (% of Respondents) Netherlands (% of Respondents) United Kingdom (% of Respondents) Germany (% of Respondents) Hungary (% of Respondents) Austria (% of Respondents) Poland (% of Respondents) Romania (% of Respondents) Russian Federation (% of Respondents) Turkey (% of Respondents) Ukraine (% of Respondents)
    Paid parental leave above 16 weeks. 26% 8% 35% 10% 25% 20% 42% 43% 33% 20% 40%
    100% paid medical leave for 16 weeks. 26% 24% 33% 7% 13% 40% 42% 57% 50% 0% 20%
    Expanded mental health offerings (ie. Therapy, meditation, etc.)  35% 16% 33% 10% 50% 20% 25% 29% 33% 40% 0%
    Wellness stipend.  39% 8% 51% 31% 13% 40% 33% 0% 50% 0% 20%
    Childcare stipend. 22% 8% 16% 28% 0% 20% 33% 43% 17 % 20% 60%
    Student loan assistance program.  9% 0% 12% 14% 0% 0% 0% 14% 0% 0% 0%
    Health insurance.  n/a 40% n/a n/a n/a n/a n/a n/a n/a 0% 0%
    Parental leave transition coaching.  0% 0% 6% 3% 0% 0% 17% 14% 0% 0% 0%
    Ergonomics consultations. 4% 32% 6% 10% 25% 0% 17% 0% 17% 40% 0%
    Global Pension with employer match./Company pension plan. 78% 88% n/a 62% 63% 60% 25% 57% 33% 40% 20%
    Annual company-wide bonus. 48% 44% 43% 76% 63% 100% 33% 71% 83% 80% 80%
    Charitable giving. 13% 12% 24% 38% 38% 0% 25% 29% 0% 0% 20%
    Group disability policy. n/a n/a 8% n/a n/a n/a n/a n/a n/a n/a n/a
  10. APAC

    Response Australia (% of Respondents) India (% of Respondents) New Zealand (% of Respondents) Singapore (% of Respondents)
    Paid parental leave above 16 weeks. 23% 13% 36% 17%
    100% paid medical leave for 16 weeks. 14% 53% 36% 33%
    Expanded mental health offerings (ie. Therapy, meditation, etc.)  16% 47% 18% 17%
    Wellness stipend.  42% 33% 9% 83%
    Childcare stipend. 9% 13% 9% 17%
    Student loan assistance program.  5% 13% 9% 17%
    Health insurance.  60% n/a 45% n/a
    Parental leave transition coaching.  2% 0% 0% 0%
    Ergonomics consultations. 5% 13% 0% 0%
    Global Pension with employer match./Company pension plan. 21% 47% 9% 50%
    Annual company-wide bonus. 53% 80% 36% 67%
    Charitable giving. 28% 0% 27% 33%
    Higher KiwiSaver contribution. n/a n/a 45% n/a
  11. Which benefit would you be most willing to sacrifice to allow for new benefits?

  12. Americas

    Response United States (% of Respondents) Canada (% of Respondents) Mexico (% of Respondents)
    Paid parental leave. 4% 0% 0%
    Employee Assistance Program (Modern Health). 21% 40% 50%
    Office supplies/furniture reimbursement.  4% 0% 17%
    Tuition Reimbursement.  14% 3% 0%
    Business Travel Accident Policy. 10% 3% 0%
    Discretionary Bonuses.  7% 0% 17%
    Referral Bonuses.  13% 23% 0%
    Stock options  0% 0% 0%
    Visiting grant 21% 20% 0%
    $20,000 Life Insurance (Expression of Wishes)/Company Life Insurance Policy n/a 3% 0%
    Medical/Health coverage 0% 0% n/a
    Dental/Vision 0% n/a n/a | n/a
    401(k) Match 1% n/a n/a | n/a
  13. EMEA

    Response Ireland (% of Respondents) Netherlands (% of Respondents) United Kingdom (% of Respondents) Germany (% of Respondents) Hungary (% of Respondents) Austria (% of Respondents) Poland (% of Respondents) Romania (% of Respondents) Russian Federation (% of Respondents) Turkey (% of Respondents) Ukraine (% of Respondents)
    Paid parental leave. 0% 4% 4% 0% 0% 0% 0% 0% 0% 0% 0%
    Employee Assistance Program (Modern Health). 17% 40% 20% 48% 38% 40% 42% 43% 33% 20% 60%
    Office supplies/furniture reimbursement.  0% 4% 4% 0% 0% 0% 0% 0% 0% 0% 40%
    Tuition Reimbursement.  22% 8% 8% 3% 0% 40% 8% 14% 17% 20% 0%
    Business Travel Accident Policy. 4% 0% 8% 7% 0% 0% 0% 14% 17% 20% 0%
    Discretionary Bonuses.  9% 4% 12% 7% 13% 0% 0% 0% 0% 0% 0%
    Referral Bonuses.  12% 20% 20% 17% 0% 20% 25% 14% 0% 40% 0%
    Stock options  0% 0% 0% 0% 13% 0% 0% 0% 0% 0% 0%
    Visiting grant 17% 12% 12% 0% 13% 0% 25% 14% 17% 0% 0%
    $20,000 Life Insurance (Expression of Wishes)/Company Life Insurance Policy 13% 8% 0% 14% 0% 0% 0% 0% 0% 0% 0%
    Medical/Health coverage n/a n/a 4% n/a n/a n/a n/a n/a n/a n/a n/a | n/a
    Pension n/a n/a 0% n/a n/a n/a n/a n/a n/a n/a n/a | n/a
  14. APAC

    Response Australia (% of Respondents) India (% of Respondents) New Zealand (% of Respondents) Singapore (% of Respondents)
    Paid parental leave. 9% 0% 0% 0%
    Employee Assistance Program (Modern Health). 26% 33% 27% 17%
    Office supplies/furniture reimbursement.  5% 0% 0% 0%
    Tuition Reimbursement.  9% 7% 9% 17%
    Business Travel Accident Policy. 5% 7% 9% 0%
    Discretionary Bonuses.  14% 13% 0% 17%
    Referral Bonuses.  2% 7% 9% 17%
    Stock options  5% 0% 0% 0%
    Visiting grant 5% 27% 18% 17%
    $20,000 Life Insurance (Expression of Wishes)/Company Life Insurance Policy 19% 0% 27% 17%
  15. Which benefits do you most want GitLab to retain? (select up to 4)

  16. Americas

    Response United States (% of Respondents) Canada (% of Respondents) Mexico (% of Respondents)
    Paid parental leave. 27% 43% 38%
    Employee Assistance Program (Modern Health). 2% 7% 13%
    Office supplies/furniture reimbursement.  22% 67% 50%
    Tuition Reimbursement.  7% 20% 25%
    Business Travel Accident Policy. 1% 7% 0%
    Discretionary Bonuses.  17% 30% 38%
    Referral Bonuses.  2% 3% 38%
    Stock options  59% 70% 63%
    Visiting grant 9% 13% 0%
    $20,000 Life Insurance (Expression of Wishes)/Company Life Insurance Policy 0% 13% 13%
    Medical/Health coverage 87% 70% n/a
    Dental/Vision 74% n/a n/a
    401(k) Match 73% n/a n/a
  17. EMEA

    Response Ireland (% of Respondents) Netherlands (% of Respondents) United Kingdom (% of Respondents) Germany (% of Respondents) Hungary (% of Respondents) Austria (% of Respondents) Poland (% of Respondents) Romania (% of Respondents) Russian Federation (% of Respondents) Turkey (% of Respondents) Ukraine (% of Respondents)
    Paid parental leave. 57% 56% 41% 55% 60% 17% 83% 86% 83% 60% 60%
    Employee Assistance Program (Modern Health). 4% 12% 6% 7% 0% 0% 0% 0% 0% 20% 0%
    Office supplies/furniture reimbursement.  65% 56% 55% 69% 80% 67% 92% 57% 67% 60% 20%
    Tuition Reimbursement.  35% 32% 12% 14% 0% 33% 25% 0% 0% 0% 20%
    Business Travel Accident Policy. 4% 4% 2% 3% 0% 33% 0% 14% 33% 0% 0%
    Discretionary Bonuses.  39% 44% 27% 48% 60% 67% 42% 86% 67% 60% 80%
    Referral Bonuses.  22% 8% 8% 3% 0% 0% 17% 29% 0% 0% 20%
    Stock options  87% 84% 69% 62% 100% 100% 83% 86% 100% 80% 80%
    Visiting grant 0% 40% 22% 38% 60% 50% 17% 14% 17% 0% 40%
    $20,000 Life Insurance (Expression of Wishes)/Company Life Insurance Policy 13% 12% 6% 10% 0% 33% 8% 0% 0% 20% 20%
    Medical/Health coverage n/a n/a 37% n/a n/a n/a n/a n/a n/a n/a
    Pension n/a n/a 59% n/a n/a n/a n/a n/a n/a n/a
  18. APAC

    Response Australia (% of Respondents) India (% of Respondents) New Zealand (% of Respondents) Singapore (% of Respondents)
    Paid parental leave. 40% 40% 73% 50%
    Employee Assistance Program (Modern Health). 16% 7% 0% 17%
    Office supplies/furniture reimbursement.  67% 73% 82% 83%
    Tuition Reimbursement.  23% 33% 18% 33%
    Business Travel Accident Policy. 19% 13% 0% 0%
    Discretionary Bonuses.  49% 67% 55% 50%
    Referral Bonuses.  2% 20% 0% 17%
    Stock options  77% 73% 36% 100%
    Visiting grant 49% 33% 73% 33%
    $20,000 Life Insurance (Expression of Wishes)/Company Life Insurance Policy 5% 20% 27% 17%
  19. What provider for Health/Medical benefits do you prefer?

  20. United States

Response Count % of Respondents
UHC 185 43%
Anthem/BCBS 79 18%
Cigna 34 8%
Kaiser 32 7%
Aetna 20 5%
Humana 4 1%
No Preference 14 3%
No Response 63 15%
Other (Expanded on below.) 16 4%
  • Summary of Other responses:

    • Plan details would matter more.
    • Not enrolled in GitLab's plan.
    • Reflections on the American healthcare system.
    • Unsure how to compare.
    • Smaller provider not listed here.
  • Canada

Response Count % of Respondents
Canada Life 14 47%
Manulife 6 20%
Sunlife 1 3%
Blue Cross 1 3%
No Response 4 13%
No Preference 2 7%
Other 2 7%
  • India
Response Count % of Respondents
ICICI Lombard 4 27%
HDFC ERGO / Apollo Munich 3 20%
Bajaj Allianz 2 13%
No Response 3 20%
Other (Expanded on below.) 3 20%
  • Summary of Other responses:

    • No opinion, but would like a higher coverage level.
  • United Kingdom

Response Count % of Respondents
BUPA 12 24%
AXA PPP 11 22%
Virgin Active 2 4%
Simply Health 1 2%
Aviva 1 2%
No Response 12 14%
Other (Expanded on below.) 22 45%
  • Summary of Other responses:

    • No preference.
    • Vitality.
  • What provider for Dental/Vision do you prefer?

  • United States

Response Count % of Respondents
Cigna 153 35%
Delta/Dental 96 22%
UHC 20 5%
Anthem/BCBS 19 4%
Aetna 16 4%
Metlife 13 3%
No Preference 19 4%
No Response 87 20%
Other (Expanded on below.) 16 4%
  • Summary of Other responses:

    * Plan details would matter more.
    * Unsure how to compare.
    * General reflections on the American healthcare system.
    * Not on GitLab's policy.
    * Provider not listed above.
    * This question should have been split out for Dental and Vision since not all of these providers do both (I also realized what I did here and will split them next year.)
    
  • What provider for spending accounts do you prefer (HSA, FSA, LPFSA)?

  • United States

Response Count % of Respondents
Discovery 113 26%
Optum 47 11%
WageWorks 44 10%
No Preference 17 4%
No Response 151 35%
Other (Expanded on below.) 53 12%
  • Summary of Other responses:

    • Don't utilize this benefit.
    • Not informed enough on the choices to respond.
    • Option not listed above.
  • If GitLab were to convert you to a team member employed through an entity, what benefits would you expect to receive/are offered by most employers in your country? (select all that apply)

Response Austria (% of Respondents) Mexico (% of Respondents) Poland (% of Respondents) Romania (% of Respondents) Russian Federation (% of Respondents) Singapore (% of Respondents) Turkey (% of Respondents) Ukraine (% of Respondents)
Health insurance. 80% 100% 92% 100% 100% 83% 100% 60%
Dental insurance. 60% 33% 42% 71% 83% 100% 60% 40%
Vision insurance. 20% 33% 25% 43% 17% 83% 40% 20%
Optional life insurance. 20% 50% 50% 71% 50% 83% 40% 0%
Disability insurance. 20% 33% 33% 29% 17% 83% 40% 20%
Pension. 80% 67% 58% 86% 50% 50% 100% 40%
  1. If GitLab were to convert you to a team member employed through an entity, what benefits could GitLab offer that would be considered premium/only a top-tier employer would provide? (select all that apply)
Response Austria (% of Respondents) Mexico (% of Respondents) Poland (% of Respondents) Romania (% of Respondents) Russian Federation (% of Respondents) Singapore (% of Respondents) Turkey (% of Respondents) Ukraine (% of Respondents)
Health insurance. 0% 17% 8% 29% 17% 83% 20% 40%
Dental insurance. 20% 67% 50% 71% 67% 67% 60% 60%
Vision insurance. 40% 33% 17% 57% 33% 83% 40% 20%
Optional life insurance. 60% 0% 25% 71% 50% 67% 60% 20%
Disability insurance. 20% 17% 8% 43% 50% 83% 20% 40%
Pension. 0% 50% 8% 43% 17% 33% 20% 60%

Benefits Not Currently Being Implemented

This section serves to highlight benefits that we have previously researched, but have decided not to move forward with implementing at this time. As the company grows, circumstances change, and/or we receive new information, we may decide to revisit any benefits added to this list.

Telehealth

We researched and selected four vendors to receive more information. Demo calls were conducted with three of these vendors where we learned more about the solutions and pricing. After reviewing the results of the benefits survey, there wasn’t enough interest in a telehealth solution to justify the price so we decided to not move forward with any of the vendors at this time.

While we aren't offering a global telehealth solution at this time, team members based in the US who are enrolled in our Cigna or Kaiser medical plans can access telehealth services through these plans. Other team members may have options for telehealth available to them through their provider.

Further information and corresponding discussion are available under Compensation Issue #15 (internal).

Coworking Space Agreement

We researched whether there was an account that could be set up with a coworking space chain that would make it easier for team members to utilize these spaces. Three major chains with global coverage were contacted with one responding. After conducting a survey, the type of account this chain offers doesn't align with the way the majority of team members utilize coworking spaces. Team members are still welcome to follow the existing process of expensing a coworking space.

Further information, survey results, and corresponding discussion are available under Total Rewards Issue #30 (internal).

Wellness Program

We researched and selected three vendors and conducted a cost analysis with Finance. At this time, it does not fit into the budget for benefits to be offered for FY21, but will be revisited when we evaluate benefits and budget for the next fiscal year. Further information and corresponding discussion are available under Total Rewards Issue #37 (internal).

SafetyWing

SafetyWing is a global medical benefits provider. At this time we will not be offering this benefit globally as we are focused on entity specific benefits (which many have medical plans already in place) and the ongoing international expansion process (where a team member is converted to an employee of either a PEO or a GitLab Entity). Further information, survey results, and corresponding discussion are available under Total Rewards Issue #124 (internal).

Family Planning

GitLab has reviewed adding more comprehensive family planning benefits. We did a introductory call with a company that provides fertility benefits who advised the company would pay claims out of pocket which integrates better with self funded medical plans. Since we are not yet at the size or stage to be self funded it would currently be difficult to offer this benefit. At the time we are able to be self funded we will reevaluate. Further information and corresponding discussion are available under Total Rewards Issue #196 (internal).