A voluntary termination occurs when a team member informs his or her manager of a resignation.
If you are a current team member and you are thinking about resigning from GitLab, we encourage you to speak with your manager, People Ops, or another trusted team member to discuss your reasons for wanting to leave. At GitLab we want to ensure that all issues team members are facing are discussed and resolved to result in a great work environment.
If resignation is the only solution after you have discussed your concerns, then please follow these procedures.
The exit interview provides team members with the opportunity to freely express views about working at GitLab. POBP will reach out to the team member to conduct an interview via Zoom. If for some reason that is not possible, POBP will send a form to the team member to complete. Once the interview has been completed with the team member, POBP will conduct an interview with the manager. All comments from the exit interviews will be kept confidential. People Operations will compile data from exit interviews to determine if feedback to the head of the employee’s department or other members of management is necessary.
All voluntary terminations will be added to a Slack Channel
gitlab-alumni. The purpose of this channel is to network with team members who have voluntarily left the company to preserve the relationships built while at GitLab. The channel is voluntary to all former and current team members.
GitLab, the company, monitors the channel and can remove people from it at their sole discretion.
Involuntary termination of any team member is never easy. We've created some guidelines and information to make this process as humane as we can. Beyond the points outlined below, make sure to refer to our guidelines on underperformance, as well as the offboarding issue.
We strive to maintain personal information regarding all team members private, this includes information regarding an team members voluntary or involuntary departure from GitLab. However, a manager with the consent and approval of the departing team member can share more details with the GitLab team regarding the decision to leave GitLab. For a voluntary departure a team member may have chosen to leave for many different reasons, career development, promotion, a new role or career path, dislike remote work, etc. For example, a team member may tell their manager that they really miss being in an office environment and remote work is not suitable for their personality. Based on that decision they have taken another opportunity that allows them to go to an office. If the departing team member gives their manager permission to share that information then the manager will share while making the departure announcement on the team call. We want all GitLab team members to be engaged, happy and fullfilled in their work and if remote work, the requirements of the job or the role it self are not fullfilling we wish our team members the best of luck in their next endeavor. Regarding involuntary terminations, certain information can also be shared with the GitLab team regarding the departure. Some team members do not thrive or enjoy the work that they were hired to do. For example after starting at GitLab a team member quickly learns they have no desire or interest to learn Git or work with Git. This doesn't make them a bad person, it just means they don't have the interest for the role and based on that the decision was made to exit the company. Again, we want all team members to enjoy and thrive in their work and that may or may not be at GitLab. If the departing employee approves the manager can share that information when the departure is announced. Simply after starting the team member realized this was not a good fit and working with their manager decided to leave. A note to managers, you should always agree with the departing team member on what will be shared and never share something that you would not want the departing team member to hear about. In some instances there will be no further clarification on why a team member has departed, if there are concerns you can address those with your manager. Different levels of transparency will exist based on maintaining respectful treatment for all departures. Having team members leave may be a learning opportunity for some, but should not be a point of gossip for anyone. Managers will need to balance the opportunity for learning with the expectation of privacy and consult their People Business Partner should they have questions.
Transparency is one of our values. In the case of terminations transparency can be painfully specific, calling out an employee’s flaws, while inviting more questions and gossip. We opt to share the feedback only with peers and reports of the person since we balance transparency with our value of collaboration and negative is 1-1.
Ideally, the manager and the team member have walked through the guidelines on underperformance before reaching this point.
The following points need to be covered for any team member:
The following points need to be covered for US-based employees:
If appropriate (to be determined by conversation with the manager, CEO, and People Ops), use the following termination memo, which is provided here as an openly viewable Google Doc, but of course needs to be personalized and tailored to each individual's situation. As written, it is applicable to US-based employees only.
If appropriate (currently only in the case of US based employees, and to be determined by conversation with the manager, CEO, and People Ops) prepare a Separation and Release of Claims Agreement following the steps outlined here. All of these steps are done by People Ops unless specified differently.
As explained briefly in the offboarding issue, GitLab does not provide any context around why people are leaving when they do. However as mentioned in the procedures, for voluntary terminations, the team member can share their reasons for leaving if they wish. If they choose not to then we say: "As of today, X is no longer with GitLab. Out of respect for their privacy I can't go into details. If you have questions about tasks or projects that need to be picked up, please let me know."
If someone is let go involuntarily, this generally cannot be shared since it affects the individual's privacy and job performance is intentionally kept between an individual and their manager. Given the expectations and responsibility that come with a VP and above position, when there is an involuntary termination for one of these positions, additional context for the personnel change will be provided to the organization. If you are not close to an employee's termination, it may seem unnecessarily swift. Please remember that these decisions are never made without following a process to come to a positive resolution first - we need to protect the interests of the individual as well as the company, and terminations are a last resort. While we are used to Transparency by default according to our company values, we are limited in what we can share about private employee issues. Please discuss any concerns you have about another employee's termination with your manager.
Silence is unpleasant. It's unpleasant because we are human, which means that we are generally curious and genuinely interested in the well-being of our team members.
Is it more unpleasant in a remote setting? Probably not. When people are all in the same office building, they can "kinda sorta" know what may be coming because of the grapevine, the water cooler, and so on. When the news hits it might be less of a shock - only because of unprofessional behavior in the first place. But at larger companies with multiple office buildings, departures will tend to come as more of a surprise and with less context (at least to the people in other buildings).
GitLab's turnover data is only viewable internally. This data is updated on a monthly basis by People Operations.
Before starting an offboarding issue, make sure that the team member's resignation or termination has been discussed and cleared with at least the member of the executive team to whom the team member (in)directly reports.
When it is time for offboarding, [create a new confidential issue]https://gitlab.com/gitlab-com/people-ops/employment/issues/new) for former team member using the
offboarding template using the dropdown, and edit it for applicability to the individual. Please update the checklist as more steps arise.
As part of offboarding, any GitLab property valued above 1,000 USD needs to be returned to GitLab. GitLab will pay for the shipping either by People Ops sending a FedEx shipping slip or it can be returned by another mutually agreed method. If property is not returned, GitLab reserves the right to use a creditor company to help retrieve the property. Please see asset tracking for more information.
Pull up the departing contributors home address. Find a Fedex location close to them. Then follow the template below.
"Hi [Name of team member]
The closest Fedex to you is located on [full street address, city, state, zip code]. Driving or walking directions can be found here: [enter link from “mapping home location to the Fedex location”]
Once there you can use Fedex boxes that you need and do the following actions:
Please let People Ops know if you have any questions.
To remove someone from Expensify Log in to Expensify and go to "Settings" in the left sidebar. Select the right policy based upon the entity that employs the team member. Select "People" in the left menu. Select the individual's name and click "Remove". If the person has a company credit card assigned to them please notify Finance before un-assigning it.