This page contains GitLab's Team Member contracts and many other things around how we have scaled team members in ~65 countries. The DRI for all GitLab Team Member contracts are the People Operations Specialist team. Any changes to any contracts should be requested to the People Operations Specialist team and will require approval from our Director of Legal, Employment.
Team Member Type | Abbreviation | Location |
---|---|---|
Employee | Employee | Global |
Contractor : IND | Cont-IND | Non-US |
Contractor : C2C* | Cont-C2C | Non-US |
Employee : PEO | Emp-PEO | Non-US |
Contractor : PEO | Cont-PEO | Non-US |
Consultant | Cons-US | US Only |
Intern | Intern | Global |
GitLab has a few different team member types. The following tables each show how we hire and scale in ~68 countries in the world, where we have entities, where we use Professional Employer Organisations, and how we add new countries to our list.
To ensure the accurate entry of information in BambooHR, we created this table as guidance of what is applicable in which location. When adding new team members to BambooHR, please ensure you use this terminology for accurate reporting.
More information related to payroll processes can be found on the Payroll handbook page.
Country | Team Member Type(s) | Entity | Pay Frequency | Paid By | BambooHR Profile (Y/N) |
---|---|---|---|---|---|
Australia | Employee | GitLab PTY Ltd | 12 | GitLab Payroll Dept | Y |
Belgium | Employee | GitLab BV | 13.92 | GitLab Payroll Dept | Y |
Canada | Employee | GitLab Canada Corp | 26 | GitLab Payroll Dept | Y |
Germany | Employee | GitLab GmbH | 12 | GitLab Payroll Dept | Y |
Netherlands | Employee | GitLab BV | 12.96 | GitLab Payroll Dept | Y |
New Zealand | Employee | GitLab PTY Ltd NZ (Branch of GitLab PTY Ltd Australia) | 12 | GitLab Payroll Dept | Y |
United Kingdom | Employee | GitLab UK Ltd | 12 | GitLab Payroll Dept | Y |
United States | Employee | GitLab Inc | 24 | GitLab Payroll Dept | Y |
United States (Public Sector) | Employee | GitLab Federal LLC | 24 | GitLab Payroll Dept | Y |
Japan | Employee | GitLab GK | 12 | GitLab Payroll Dept | Y |
Ireland | Employee | GitLab Ireland Ltd | 12 | GitLab Payroll Dept | Y |
There are multiple options for PEO (Professional Employer Organizations), also known as Employers of Record, in the market. This is not the exact list of providers GitLab uses, but is intended to help the wider community when looking for vendors:
This table reflects where we use PEO's currently:
Country | Agreement Type(s) | Hiring Partner | Entity to Invoice (for AP only) | Pay Frequency | Paid By | BambooHR Profile (Y/N) |
---|---|---|---|---|---|---|
Austria | Employed via a PEO | Remote.com | GitLab IT BV | 12 | PEO | Y |
Brazil | Employed | Safeguard | GitLab IT BV | 12 | PEO | Y |
China | Employed | Global Upside | GitLab IT BV | 12 | PEO | Y |
France | Employed via a PEO | Safeguard | GitLab IT BV | 12 | PEO | Y |
Hungary | Employed via a PEO | Remote.com | GitLab IT BV | 12 | PEO | Y |
India | Employed via a PEO | Global Upside | GitLab IT BV | 12 | PEO | Y |
Italy | Employed via a PEO | Safeguard | GitLab IT BV | 14 | PEO | Y |
Philippines | Employed via a PEO | Global Upside | GitLab IT BV | 24 | PEO | Y |
Poland | Contracted via a PEO | CXC | GitLab IT BV | 12 | PEO | Y |
Portugal | Contracted via a PEO | CXC | GitLab IT BV | 12 | PEO | Y |
Romania | Contracted via a PEO | CXC | GitLab IT BV | 12 | PEO | Y |
Russia | Contracted via a PEO | CXC | GitLab IT BV | 12 | PEO | Y |
Spain | Employed via a PEO | Safeguard | GitLab IT BV | 12 | PEO | Y |
South Africa | Employed via a PEO | Remote.com | GitLab IT BV | 12 | PEO | Y |
South Korea | Employed via a PEO | Safeguard | GitLab IT BV | 12 | PEO | Y |
Switzerland | Employed via a PEO | Safeguard | GitLab IT BV | 12 | PEO | Y |
Ukraine | Contracted via a PEO | CXC | GitLab IT BV | 12 | PEO | Y |
Mexico | Employed via a PEO | Remote.com | GitLab IT BV | 12 | PEO | Y |
Israel | Contracted via a PEO | CXC | GitLab IT BV | 12 | PEO | Y |
Turkey | Contracted via a PEO | CXC | GitLab IT BV | 12 | PEO | Y |
Greece | Contracted via a PEO | CXC | GitLab IT BV | 12 | PEO | Y |
Contact information for our PEO representatives is found in the Entity & Co-Employer HR Contacts
note in the PeopleOps vault in 1Password. If a team member, manager or PBP has a question relating to a PEO, their process, or any related procedure for a PEO-employed team member, please email peopleops@gitlab.com
and the People Operations Specialist team will liaise and find a solution with the PEO's support.
These are everywhere else, where we do not have an Entity or PEO.
Country | Agreement Type(s) | Entity to Invoice (for AP only) | Pay Frequency | Paid By | BambooHR Profile (Y/N) |
---|---|---|---|---|---|
Lithuania | Contractor Company Agreement & Independent Contractor Agreement | GitLab IT BV | 12 | GitLab Payroll Dept | Y |
Moldova | Contractor Company Agreement | GitLab IT BV | 12 | GitLab Payroll Dept | Y |
Serbia | Contractor Company Agreement & Independent Contractor Agreement | GitLab IT BV | 12 | PEO | Y |
Everywhere else where we can hire | Independent Contractor Agreement | GitLab IT BV | 12 | GitLab Payroll Dept | Y |
United States (Consultant) | Person contracted through a vendor | Various vendors | 24 | GitLab Accounts Payable | N |
The following contracts are for reference only and are viewable by anyone with the link.
For team members legally able to work and live in the Netherlands, we should use the GitLab BV contract template. PEO contract templates should be provided by the PEO directly. We should not use GitLab BV or GitLab IT BV contracts for PEO models.
Locations where we do not have an entity or Professional Employer Organisation or for anyone hired under Meltano, GitLab IT BV contractor agreements should _always_ be used. Kindly keep in mind that if you were hired under a GitLab IT BV or GitLab BV Contractor agreement, that we are continuously working towards a Scalable Employment Solution in these locations, and your contract will therefore change in future:
If any changes are needed to any one of the contract templates, please ping the Director of Legal, Employment, Senior Manager, People Operations or one of the People Operations Specialists to make the change(s). The following process needs to be followed by the People Operations Specialist team:
No changes or edits should be made to the contracts without the required approval.
Fair Labor Standards Act: Exempt v. Non-exempt Employees
When a team member receives any change in compensation and/or title we need to create a Letter of Adjustment instead of staging an entirely new contract. This document is signed by the Manager, Total Rewards or the Sr. Director, Global People Operations or the Chief People Officer and the team member through either DocuSign (if the adjustment was a transfer/promotion done through Greenhouse) or HelloSign (if the adjustment was not done through Greenhouse, e.g. cost-of-living increases). When a team member applies for and receives a new position through Greenhouse, a Letter of Adjustment is prepared in lieu of a new contract using DocuSign. The Candidate Experience Specialist will prepare the letter. Using the Offer through DocuSign - Letter of Adjustment template in Greenhouse the letter is Cc'd to the Total Rewards team for processing.
Effective dates for a letter of adjustment should be the first (1st) of the month or the sixteenth (16th).
Once the document has been signed, the Candidate Experience Specialist marks the individual as hired in GreenHouse. This will not initiate the team member to be exported to the HRIS (BambooHR), but if the team member is duplicated, reach out to the PeopleOps Engineering team. The signed letter is uploaded into BambooHR under the Contracts and Changes folder on the Documents Tab by the Total Rewards Analyst. The Total Rewards team ensures the information in HRIS and Payroll systems is updated.
Upon joining GitLab, some team members (location-dependent, see the below table for detail about each location) will have a probationary period between 3 and 9 months. Common practice is for contracts in each country to have the maximum allowable probationary period. In case of relocation to a different country or change of contract, if a team member has continued service with GitLab (tenure with GitLab has been uninterrupted) and they have already passed the probationary period of their original location or contract, they do not need to go through the probation period of their new location or contract. As per the onboarding process a notification in BambooHR would have been created.
The People Experience Team is responsible for managing the probationary period process internally (communication with the team member, their manager, confirmation of probationary period completion, and updating BambooHR), while the People Operations Specialist Team is responsible for managing relationships with legal counsel externally on a global scale to ensure compliance and iteration. If an exception request is made to end a probation period early, this should be escalated by the team member's manager to a skip-level and the People Business Partner via email. We will then evaluate the risk, performance and overall reason for the request. Further escalation to Legal might be necessary as well as decision making on how to proceed. There should be no expectation of approval.
For Managers
For People Experience Team
people-exp@ gitlab.com
and the manager.Contracts & Changes
folder of the Documents tab of the direct reports' BambooHR profile.If the team member is contracted or employed through one of our PEOs, the People Experience Associate will also need to reach out to the appropriate point of contact for that PEO to inform them of the team member's probation period completion. That information is listed in the Entity & Co-Employer HR Contacts
folder within the 1Password People Ops Vault.
Current Entities and Co-employers with Probationary Periods:
Country | Probation Period | Notice during probation | Notice after probation |
---|---|---|---|
Australia | 6 months | 1 week | 1 month |
Austria | 1 months | No notice | Less than 2 years is 6 weeks notice. 3-5 years is 2 months.6-15 years is 3 months. 16-25 years is 4 months. 25 years and above 5 months. |
Brazil | 3 months | No notice, but there are termination costs. Employers must pay team members half of the the time remaining until the end of the probation period. (Example: Start date 2020-04-01, termination 2020-06-20, 10 days remaining until meeting 90-day probation period. Payment due for 5 days.) | 30 days for less than one year's tenure. This is increased by 3 days per additional year of service up to a maximum of 90 days. (Ex. A team member with 3 years + 2 months of service needs 36 days' notice.) |
China | 3 months | 3 days | N/A |
France | 3 months | 2 weeks | For indefinite term contract: Executive level must have 3 months notice, all others 1 month. For fixed-term contract: No notice. |
Germany | 6 months | 2 weeks | 4 weeks |
Hungary | 3 months | No notice | 30 Days |
India | 6 months | 1 week | 30 days |
Ireland | 6 months | 1 week | 1 month |
Italy | 6 months | No notice | Executives: 6 months (less than 4 years of service), 8 months (between 4-10 years of service). All other team members: 60 working days (<5 years of service), 90 working days (between 5-10 years of service), 120 working days (more than 10 years of service). |
Japan | 6 months | One week | 30 days |
Mexico | 3 months | No notice | No notice |
Netherlands | 1 months | 1 day | 1 month before contract end |
New Zealand | 6 months | N/A | N/A |
Philippines | 6 months | 30 days | 30 days |
South Africa | 6 months | 1 week | 1 week if the employee has been employed for six months or less. 2 weeks if the employee has been employed for more than six months but less than one year. 4 weeks if an employee has been employed for one year or more. |
Spain | 3 months | No notice | 15 days |
Switzerland | 3 months | 2 days (or no notice if there are grounds) | 7 days if during months 4-6. 30 days after 6 months of employment. There can be no notice if there are grounds for an immediate offboarding. |
United Kingdom | 6 months (For any team member with a contract issued after April 22, 2020. For contracts issued prior to April 22, 2020 a 3-month probation period is applicable.) | 1 week | 1 month |
Countries without Probation Periods:
Country | Notice |
---|---|
Canada | 2 weeks |
Israel | 30 days |
South Korea | 1 month |
Turkey | 2 weeks |
USA - Federal | 2 weeks |
USA - Inc | 2 weeks |
GitLab strives to help its team members maintain the ability to work on projects that are unrelated to GitLab’s business, including other open-source projects. Our PIAA does not grant GitLab any rights to any creations that you may make that are not related to GitLab's business or the work you do for GitLab. That is, you are free to develop those creations without requesting approval in advance from GitLab.
If your employment contract was created prior to November 2017, we have created an amendment to the PIAA agreement which can be viewed here. It amends the 2A section of the PIAA. Please email the People Experience team who will complete and stage the document for signatures. The Amendment will first be signed by our Senior Director, People Success and then the team member.
Before beginning work on outside projects, second jobs, additional work - paid or unpaid, that could potentially impair your ability to perform your obligations to GitLab or could be deemed a conflict of interest, you must obtain approval in writing from your Manager, and further approval from your E-group leaders as needed, facilitated by the relevant People Partner for your department. This is also required to those at the offer stage who have yet to start their employment with GitLab.
No
or None
. If content was entered, CES will notify the People Experience team in the #people-exp_ces private slack channel with the link to the candidate's Greenhouse profile.Information needed in the email:
peopleops@ gitlab.com
for processing.peopleops@ gitlab.com
for processing.Contracts and Changes
folder.Contracts and Changes
folder.For any approved outside activity in which the GitLab team member will use their GitLab account, this activity must be stored in a separate, personal project. All other work completed as part of their GitLab employment or contract should be stored in a GitLab namespace with a GitLab copyright.
Consent Form for GitLab Usability Test
During this usability test, I agree to participate in an online session using my computer and telephone. During the session, I will be interviewed about the site, asked to find information or complete tasks using the site, asked to complete an online questionnaire about the experience, and I may be video recorded (together, these form the “Materials”).
I understand and consent to the use and release of the Materials by GitLab B.V. (“GitLab”). These materials will likely be made public. I understand that it is the discretion of GitLab to decide whether and how to use the Materials. I relinquish any rights to the Materials and understand the recording may be copied and used by GitLab without further permission. I hereby agree to release, defend, and hold harmless GitLab and its agents or employees, from and against any claims, damages or liability arising from or related to the use of the Materials, including but not limited to libel, defamation, invasion of privacy or right of publicity, infringement of copyright or trademark, misuse, distortion, blurring, alteration, optical illusion or use in composite form, either intentionally or otherwise, that may occur or be produced in taking, processing, reduction or production of the Materials, their publication or distribution.
I have read the above authorization, release, and agreement and I am fully familiar with the contents thereof. This release shall be binding upon me and my heirs, legal representatives, and assigns. I understand that participation is voluntary and I agree to immediately raise any concerns I might have.
If you have any questions after today, please contact {GitLab Contact Person}.
Please sign below to indicate that you have read and understand the information on this form and that any questions you might have about the session have been answered.
Date:{Date}
Please print your name: {Usability Tester Name}
Please sign your name:
Thank you!
We appreciate your participation.
At GitLab, we hire people from all over the world and all walks of life. Diversity, Inclusion & Belonging is one of our core values. However, as an all-remote company we do face challenges with hiring in certain countries. Each country has unique and complex rules, laws, and regulations, that can affect our ability to conduct business, as well as the employability of the citizens and residents of those countries.
We are growing and continuously expanding our hiring capabilities in a variety of geographies. However, at this time we are unable to hire employees and contractors in certain specified countries due to a variety of reasons. Specific country hiring information is discussed with potential candidates. GitLab is able to hire team members who are eligible to work in the location of their residence. GitLab cannot assist or facilitate a process to help you become eligible to work in a location if you do not already have that eligibility. The hiring in certain countries can be paused for a variety of reasons at any time. In other locations, hiring is not possible. Countries where hiring is either not possible or currently paused are:
As GitLab continues to scale, we will be converting all team members to an employment scalable solution as per our OKR. Team members are hired in the following ways:
To better understand how we decide on what country to convert next, please follow this link to our risk matrix (this is an internal document, as this is unique to GitLab). We measure risk on both the total target cash & the number of team members in said location. To follow along on the progress, view our Country Conversions and Entity tracking issue(this link is internal to GitLab team members only).
This also aligns with GitLab's strategy and growth plans.
We were interviewed live by members of the Recruiting and People Business Partner teams, and we encourage all team members to watch this video with frequently asked questions about Country Conversions:
The People Operations Specialist is responsible for managing the country conversion processes outlined below.
@gl-recruiting
in the Country Conversion and Entity Creation Tracking issue.non-official country vendor recommendation
based on: employee experience, social norms in the location, cost impact to the employee, overall SLA between GitLab and the country vendor, cost impact to GitLab, country vendor ability to scale and delivery quickly, alignment with our values, and meeting tech needs/digital way of working. This recommendation should be shared with the larger People Operations International Expansion for feedback in the #country_conversions Slack channel.non-official country vendor recommendation
first and aim to align the benefits package with GitLab's needs.people-group-confidential
Slack channel to confirm that a new country vendor has been selected and to highlight the conversion date.Employee and Contracts Templates and Staging
folder in the shared drive. These should then be sent to the main Account Manager of the selected PEO to confirm which local contact should be used for the conversion.Mutual Termination Agreement
that will be shared using this template.Mutual Termination Agreements
should be sent ~72 hours after team members have received their new contracts.Mutual Termination Agreement
, found in the Drive called Employee and Contractor Templates and Staging
mentioned above. This will need to be uploaded to HelloSign signed by both the team member and CFO in accordance with the new selected start date of the team member. The start date is usually within two calendar months after the initial conversion email was sent.
Note: Once the Mutual Termination Agreement is signed, it is essential that it is uploaded to the team member's BambooHR profile in the Contracts & Changes
section.payroll type
, location
, and any other relevant updates.total-rewards@gitlab.com
to audit BambooHR and other systems to ensure there are no pending updates.hiring: false
to hiring: true
.status
in the Country Conversions and Entity Creation Tracking issue to reflect the conversion as complete.PBP Resources - Offboarding Documents and Templates - PEO Offboarding Processes
To gather quotes from the Health Insurance/Life Insurance vendors, the Total Rewards team may need to share Team Members personal information with the PEO. This information can include: Name, DOB and Gender & the same details for Team Member’s Dependant.
Process of gathering information:
countryconversions@gitlab.com
and nonuspayroll@gitlab.com
, as well as the Sr. Manager, Global Payroll and Payments.people-group-confidential
Slack channel to confirm that the country is being converted to a legal entity and highlight the conversion date. Communicate any PEO overlap or transition time, per item 3.Contracts & Changes
folder.Mutual Termination Agreement
that will be shared using this template.Mutual Termination Agreements
should be sent ~72 hours after team members have received their new contracts.Mutual Termination Agreement
, found in the Drive called Employee and Contractor Templates and Staging
mentioned above. This will need to be uploaded to HelloSign signed by both the team member and CFO in accordance with the new selected start date of the team member. The start date is usually within two calendar months after the initial conversion email was sent.
Note: Once the Mutual Termination Agreement is signed, it is essential that it is uploaded to the team member's BambooHR profile in the Contracts & Changes
folder.payroll type
, location
, and any other relevant updates.entity
in Greenhouse.total-rewards@gitlab.com
to audit BambooHR and other systems to ensure there are no pending updates.hiring: false
to hiring: true
; update the Employment Types at GitLab and collaborate with the Candidate Experience Specialist team to update the Contracts & International Expansion page.status
in the Country Conversions and Entity Creation Tracking issue to reflect the conversion as complete.Below is a visual workflow that summarizes the country conversions process.
Division Owner | Color |
---|---|
People Ops | Purple |
Tax/Finance | Yellow |
Total Rewards | Blue |
Payroll | Green |
Country Vendor (external) | Red |
As part of the country conversion and benefits review process, the Total Rewards and People Operations team will review the gross value of cash compensation and benefits while also ensuring alignment to the employee rate in the compensation calculator.
The total rewards and people ops specialist team should also review alignment to the compensation ranges based on the new employee status and the range of the compensation calculator. Whenever we change salaries as part of a country conversion, these should be consistently applied among all team members in that country.
This process is managed by the People Operations Specialist team as the DRI, in partnership with Total Rewards and the People Business Partners.
If you are not changing your permanent location (where you pay taxes and maintain residency), but instead are traveling to different locations over a period of time, you are responsible for maintaining your health insurance, visas, and any other item directly relating to your travel.
Since any short-term stay is your decision and not required by GitLab as part of your role, you will not be eligible to utilize the Business Accident Travel Policy or submit any expenses related to your travel. If you are hired in a role requiring a time zone alignment, you must still be able to fulfill that requirement.
If your short-term stay is for less than 6 months in a new location, there is no need to update your address in BambooHR. If you plan on staying in a location for more than 6 months, that becomes your residence and you must complete the long-term relocation process described below before any transition to that location. Team members must confirm with the people specialist team before they plan on working from a new location for 6 months or less. In most countries, tax residency is determined by the place where a GitLab Team Member keeps its vital interests. This is the place where you are registered, where your SO and/or dependents live, the place where you work, where you live, where you keep your subscriptions etc.
If you are interested in a possible long-term relocation (defined below), you need to confirm that you are eligible to work in that location without any interference or aid from GitLab, please refer to our Visa page for more information about this. If you do research and see that you could be eligible if GitLab completed a task, even if it is just a letter, unfortunately that is not possible. GitLab cannot assist or facilitate a process to help you become eligible to work in a location if you do not already have that eligibility. You are of course free to apply and gain that eligibility if there are steps you can take that do not involve GitLab.
Once you are certain that you are eligible to work in your requested Relocation location, upload proof of your eligibility to the Employee Uploads folder in the Documents tab of your BambooHR profile. This eligibility needs to be for your employment as an employee or contractor, as different countries have different hiring models but the eventual goal is to convert all contractors to employees so we do need to know that you are eligible to be employed under all models.
Different than business travel, vacation, or visiting a relative for a few weeks, a relocation means that you will establish yourself in a new location outside of your current metro area. If you are ending your current residential living arrangement, spending more than six months in one location as part of an extensive period of travel and/or will have your mail delivered to an address in a different city, please follow the steps below.
Please note, it is at the company's discretion to offer you a contract in your new location. Here are some examples why that is the case:
At the time of the location update, and assuming that we can make an offer in that location, we will take into consideration your new metro region when determining your compensation in that region.
At the onset, this practice sounds harsh when moving to a lower-paid region. One might argue that it seems unfair for the organization to pay someone less for the same work in the same role, regardless of where they go. However, if you look at it from another angle for a minute and compare this practice to what most companies do, it should make more sense. For example, say you work for a company with physical locations and say they haven't accepted that remote work is as productive as coming into the office yet. If you wanted to pack up and move to a location where they did not have a physical site, you would have no alternative but to resign and seek new employment in your new location. You would find quickly that companies in the area pay at a locally competitive rate.
Now, let's say the company did have a site in your new location and they offered the flexibility to transfer. If they did not have a similar position open, you would have to either apply for a different open position in the same company or resign and apply externally (back to the realization that other companies will pay at local competitive rate). If you were lucky enough that they did have a similar role in the new location, a transfer would come with a pay rate based on the local market to ensure equity across all incumbents (people in the job) by location.
Adjusting pay according to the local market in all cases is fair to everyone. We can't remain consistent if we make exceptions to the policy and allow someone to make greater than local competitive rate for the same work others in that region are doing (or will be hired to do). We realize we might lose a few good people over this pay policy, but being fair to all team members is not negotiable. It is a value we stand behind and take very seriously.
If you are considering a move it is best to discuss this with your manager as soon as possible, always before you are thinking of moving, to understand the impact to compensation or your role at GitLab. In almost all situations the compensation may change. In some instances a move will not align to your proposed location, (e.g. a recruiter hired in EMEA to support EMEA would not be approved to move to the US). It is the company's discretion to offer you a contract in your new location or to not continue with your contract based on a relocation. For an idea about the impact please check with our Total Rewards team for an accurate salary in the new geographical area, we also do involve the Total Rewards team during the process, the actual amount will be reviewed and will need approval before a relocation is approved.
If you are going to spend six months or more in one location this will be considered as a relocation and your compensation will be evaluated based on the new geo area.
Team Member Please start this process more than 3 months before your ideal relocation date, if the relocation request is to a different country, or more than 30 days prior to your requested relocation date if the relocation is within the same country.
Note: Any applicable changes in compensation will not be effective until your move date (or the date you start working in the new location), which will be listed as the effective date on your new contract.
People Ops, Total Rewards, PBP's & Payroll
uspayroll @gitlab.com
or nonuspayroll @gitlab.com
) for visibility on any upcoming changes.Contracts & Changes
folder.People Experience Associate
Employee and Contracts Templates and Staging
folder in the shared drive.Contracts & Changes
folder in BambooHR.total-rewards@ gitlab.com
and Payroll uspayroll@ gitlab.com
or nonuspayroll@ gitlab.com
to notify them of the changes.Team Member
Total Rewards
People Experience Team
Contracts & Changes
folder in BambooHR.
-If the team member is relocating to the Netherlands, People Experience team will prepare another letter stating that it’s of economic importance that the team member is travelling to the Netherlands, and why it’s of economic importance. Besides this, the letter needs to state a reason why this work must be done from the Netherlands at this moment and not from abroad and why the travel can’t be postponed. The letter is for the airline and not for the IND.The airline decides based on the letter from the IND and employer’s letter if the person can go on the plane.The following templateshall be used.Contracts & Changes
folder in BambooHR.total-rewards@ gitlab.com
and Payroll uspayroll@ gitlab.com
or nonuspayroll@ gitlab.com
to notify them of the changes.Team Member
Total Rewards
Home
tab, click My Info
or hover over your job title and click View My Info
Personal
tab, scroll down to the section where your current address appearsSave Changes
Your request will be sent to the Total Rewards team for final review and approval. Until the change is approved, which usually occurs within 24 hours, your address section will be greyed out.
The below process can be used for the following:
When creating a new contract, if it is to be for 12 months, that timeframe is always to be written as (for example):
When renewing a contract, if it is to be for 12 months, the timeframes are at be seen as (for example):
Stock Options
line in the Key Terms section, unless additional shares are being given.nonuspayroll@ gitlab.com
to notify.Note: A team member cannot have more than three temporary contracts with the same employer in a row. If a fourth contract is offered by GitLab then it must be a permanent one.
Important: Best practice for team members in the Netherlands is to issue two consecutive 1-year Temporary Contracts prior to moving to an indefinite contract. After the completion of two consecutive 1-year Temporary Contracts, we move to the indefinite contract. Should a team member request an indefinite employment contract after the initial 1-year Temporary Contract, approval via email should be requested based on performance from the team member's manager as well as the People Business Partner and a Division leader.