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GitLab Inc (US) Benefits

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Specific to US based team members

US based benefits are arranged through Lumity. 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.

The 2020 Open Enrollment will begin October 19, 2020 and will end on October 30, 2020. Your plan will renew January 1, 2021. This will be an active enrollment, you must elect benefits in Lumity during the Open Enrollment window to have benefits in 2021. Please review the information added on the plans for 2021 below and the Digital Benefits Guide is also available to review. The Digital Benefits Guide includes relevant information as seen in this screenshot:

digital-benefits-guide-2021

Please review the full summary plan description of all related health benefits.

If you have any questions regarding benefits please reach out to Total Rewards directly. If you have any questions with the Lumity platform, feel free to reach out to their support personnel at support@lumity.com or 1-844-258-6489.

Carrier ID cards are normally received within 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. ID cards are also available within the Lumity mobile app: IOS or Android or available to be printed through the carrier website, myCigna, for Cigna participants. Please see the pamphlet for how to use the Lumity mobile app.

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 Lumity during onboarding and waive all coverages. Once your previous coverage is terminated, you should sign up for coverage through Lumity 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 Lumity can be found on the Accounting and Reporting page.

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.

For additional information on how Benefits or HSAs operate, please check out Lumity's resources.

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. 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:

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 Lumity. You will be asked to include supporting documents (see Required Documents), and list the date the change occurred.

You can start the process by logging into Lumity, selecting Benefits from the panel on the left, and selecting Update Benefits in the upper right. Lumity support can be contacted directly with any questions.

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:

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.

Cigna Medical Plans (2021)

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

Cigna 2021 Calendar Year Plans

Coverages:

In Network:

Plan Details Cigna - HSA Cigna EPO (PPO $0)** Cigna PPO 500***
Deductible (Single/Family) $2,000 / $2,800 $0 / $0 $500 / $1,000
OOP 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 OOPM 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.

Team Member Costs:

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

Tier 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

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. More details will be included in the SBCs once available.

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 Lumity 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.

Kaiser Medical Plans

Kaiser 2021 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:

Plan Details HMO 20 NorCal HMO 20 SoCal HMO 20 CO HMO 20 HI
Deductible (Single/Family) $0 / $0 $0 / $0 $0 / $0 $0 / $0
OOP 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

Team Member Costs:

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

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 Period to Submit Claims

For in-network services: N/A.

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

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 Lumity or Total Rewards with any questions about your plan. Once your child has arrived, please follow the steps outlined above in regard to this Qualifying Life Event.

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. Lumity's site 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 People Ops 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 Calendar Year Plan

Coverages:

Plan Details DPPO
Deductible $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.

Tier DPPO
Team Member Only $0
Team Member + Spouse $12
Team Member + Child(ren) $18
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 Calendar Year Plan

Coverages:

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

Team Member Costs:

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 an team member will be unable to work due to disability for less than 25 calendar days, no action is needed and the absence will be categorized under paid time off, unless you reside in the following locations:
    • California, Hawaii, New York: 7-day waiting period but benefits must begin on the 8th consecutive day of disability. Please inform Total rewards and apply for short-term disability within the 7-day waiting period.
    • New Jersey: 7-day waiting period, unless the disability is for an illness related to an epidemic. Please inform Total rewards and apply for short-term disability within the 7-day waiting period. Benefits must begin on the 8th consecutive day of disability. For disabilities lasting longer than 21 days, the waiting period is retroactively paid.
    • Rhode Island: No waiting period, but team member must be out of work for at least seven days to be eligible for benefits. Please inform Total rewards and apply for short-term disability as soon as possible.
  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 (unless you reside in the states listed above). 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 for the majority of states (*see other maximum benefit periods below), the team member will determine whether they are able to return back to work. If they are unable to, 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.
    • California: Maximum benefit period for short-term disability of 52 weeks.
    • Hawaii, New Jersey: Maximum benefit period for short-term disability of 26 weeks.
    • New York: Maximum benefit period for short-term disability of 26 weeks during any consecutive 52-week period.
    • Rhode Island: Maximum benefit period for short-term disability of 30 weeks.

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%

Employee 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 employee'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)

Administration of the 401(k) Match:

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:

Gitlab's 401(k) Committee Responsibilities:

Betterment's Responsibilities (co-fiduciary):

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.

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 Lumity. HSAs roll over completely year-to-year, and FSAs have a $550 rollover each calendar year. 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.

FSAs are employer-owned accounts. If you leave GitLab, you cannot take FSA accounts with you. You are able to use your full FSA amounts up to and on your last day, but not afterwards. Your FSA benefits stop on your termination date. WEX (Discovery) asks that all claims be submitted up to 90 days after termination date. 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 Lumity 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.

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.

FSA Period to Submit Claims

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

Commuter Benefits

GitLab offers commuter benefits which are administered through WEX (Discovery Benefits). The contribution limits from the IRS for 2020 are $270/month for parking and $270/month for 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.

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.

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@ domain and support@lumity.com. Lumity and the Total Rewards team will then help fill in any missing information, if applicable, and Lumity will forward to the carrier for review. Lumity will confirm receipt of the EOI with the carrier, track its status, and 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 two discount platforms offered through ADP and Lumity. These platforms provide 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.)]
  2. Click on the "MYSELF" tab in the navigation bar, hover your mouse over "Benefits" in the dropdown menu, and click "Employee Discounts - Life Mart".
  3. Confirm the email you use to access ADP and click "View my discounts" to enter the website.

To access PerkSpot through Lumity:

  1. Navigate to https://lumity.perkspot.com/.
  2. Click "Create an Account" and fill out the form in order to register.

Monthly Health Bill Payments

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

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 visit the Electronic Code of Federal Regulation for the most up to date data.

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 dispurse 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 Disbaility 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

Paternity Leave Paternity 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." Paternity Leave is also offset for any state eligible payments.

Maternity Leave For maternity 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).

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 sync with Lumity by the end of the next business day.
  2. Once the termination has synced with Lumity, 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.
  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

Tier Cigna EPO Cigna 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

Dental

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

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

Audit Processes

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.
    • Select "Benefits Administration" in the left toolbar.
    • Navigate to the "Reports" tab and select the "Employer Funding Report".
    • Download all reports for the months that have elapsed since the last audit was conducted.
  4. Add the new monthly report(s) to the Ongoing Discovery Audit spreadsheet as new tabs.
  5. Reconcile all funding sent by Accounts Payable against the Employer Funding Report details.
    • AP funding will be denoted as "MANUAL EMPLOYER TRANSACTION AND ADJUSTMENT" in these reports.
  6. On the "Funding Summary" tab, add the newly downloaded month(s) to the bottom of the summary table:
    • Add the year of the report(s) in column A.
    • Add the month of the report(s) in column B.
    • Copy the formula down for columns C, D, and E.
    • 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).
  7. 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.
  8. Any discrepancies or problems should be escalated to the Manager, Total Rewards.

WEX (Discovery) Payroll Audit

TODO

Lumity/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 Lumity.

Kaiser Medical

TODO

Cigna Dental/Vision

TODO

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