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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.
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.
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.
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
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.
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:
|NSW||iCare Worker Insurance|
If you need to file a claim, kindly reach out to the Payroll Team or email firstname.lastname@example.org.
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).
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"
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.
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.
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.
Time in lieu should be requested via PTO by Roots by selecting the
On-Call Time in Lieu option.
Vacationin 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.
Out Sickin 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 email@example.com and the Total Rewards team will manually add your leave to BambooHR and notify payroll.
Vacationin PTO by Roots to ensure that leave entitlements are properly tracked.
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
Applying for Parental Leave in Australia
Record-keeping for paid Parental Leave:
Pay slips for Parental Leave payments:
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.
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.
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:
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.
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.
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 (firstname.lastname@example.org) as soon as possible when they will need to go out on injured leave.
If the leave will last longer than five days and is covered by the Accident Compensation Corporation (ACC) scheme, GitLab will top up the ACC payment from 80 to 100% for the first 25 days.
Primary Carer Leave
Out Sickin PTO by Roots, you may email email@example.com with the date(s) that you will be taking special leave.
Parental Leavein PTO by Roots to ensure that their time off is properly tracked.
Parental Leavecategory in PTO by Roots at least 30 days before your leave starts. Please familiarize yourself with GitLab's Parental Leave policy.
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.
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.
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.