@@ -9,13 +9,13 @@ This process is managed by the People Connect team as the DRI. For any question
Moving to a new location is an exciting adventure, and at GitLab, we want to encourage team members to utilize the flexibility that our relocation policy offers. However, there are multiple aspects to consider including eligibility, possible impact on compensation (including equity and benefit eligibility) and the impact on your role at GitLab.
**It's important to note that any relocation will require business approval; which will consider the ability of the team member to drive results in the new location and the impact of a relocation on the departmental budget. Consult your [FP&A Partner](/handbook/finance/financial-planning-and-analysis/sales-finance/#finance-business-partner-alignment) as soon as possible to ensure the compensation change is accounted for in the department budget.**
**It's important to note that for both candidates about to join GitLab or existing team members all relocation requests will require business approval, which will consider the ability of the team member to drive results in the new location and the impact of a relocation on the departmental budget. Consult your [FP&A Partner](/handbook/finance/financial-planning-and-analysis/sales-finance/#finance-business-partner-alignment) as soon as possible to ensure the compensation change is accounted for in the department budget.**
A relocation that results in no change in compensation can be approved by the team member's direct manager. Relocations resulting in an increase in compensation must be approved by the team member's direct manager, and location factor changes that are >.2 will require direct manager, VP as well as an e-group Member approval.
### Importance of Communicating Location
Team Members are required to communicate a relocation by following the short-term or long-term relocation process below prior to their move. The consequences of not communicating to the appropriate group could result in [underperformance]({{<ref"underperformance">}}) management action or loss of employment, depending on the circumstances.
All Team Members are required to request an approval to relocate prior to moving. The consequences of not communicating to the appropriate group could result in [underperformance]({{<ref"underperformance">}}) management action or loss of employment, depending on the circumstances.
Generally, team members may live or work outside their permanent residence for an aggregate amount of 183 days (6 months) per year. However, the amount does depend on the particular country (or state) and what it considers to be a "resident" for tax purposes, as well as what it considers the tax year. If you are not sure about the aggregate amount allowed by the country or state where you are visiting, you should check with your personal tax advisor. If you believe you or a team member you manage is at risk of exceeding (or has already exceeded) the aggregate amount of 183 days (6 months) (or less in certain countries), you must contact the People Connect Team **immediately**.
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@@ -47,7 +47,7 @@ It is at the company's discretion to determine whether it can approve the reloca
- GitLab only allows relocations to countries in which we already have a formed entity that carries no hiring restrictions. Review our [Country hiring guidelines]({{<ref"employment-solutions#country-hiring-guidelines">}}) to see if the country is eligible for a relocation.
- GitLab cannot accept relocation requests to a location where there might be the possibility of the formation of a new entity until it is formally established, open for hiring, and the business objectives are fully understood.
- You can only work in countries where you can establish eligibility to work in the country without visa sponsorship provided by GitLab.
- Relocation may also result in an adjustment to compensation, including equity eligibility, based on the location and the location factor. Depending on the location factor and the benefits offered in the particular country, the adjustment may result in an increase or a decrease to the compensation package. The Company retains discretion to determine whether it can support such an adjustment.
- Relocations can also result in an adjustment to compensation, including equity eligibility, based on the location and the location factor. Depending on the location factor and the benefits offered in the particular country, the adjustment will result in an increase or a decrease to the compensation package. The Company retains discretion to determine whether it can support the relocation due to the required adjustment.
At the onset, this practice may seem harsh when moving to a lower-paid location. One might argue that people should be paid the same regardless of where they live. However, if you look at it from another angle and compare this practice to what most companies do, it should make more sense. For example, if you work for a company with physical locations and they require you to work out of an office or close to an office, you'd have to live in that area. If you wanted to 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 that companies in the area pay at a locally competitive rate.
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@@ -107,7 +107,7 @@ If the country and the location factor don't change, no change in compensation i
1. The People Connect Team will determine the impact on compensation based on the relocation utilizing the following practices:
- If the relocation request within the same country does not result in a change in compensation, no further approvals are required and The People Connect team will [inform the manager of the relocation](https://docs.google.com/document/d/1Zq_sxT3ASsnLeTNFJV3-HE5aG3ebv_JXMzhW1zXcEQI/edit)
- If the country and/or the location factor changes, generally the compensation will be adjusted based on the location factor change. For example, if a team member currently resides in a location with a location factor of .70 and the move results in the team member landing in a location with a location factor of .75, the compensation recommendation will be to increase the salary to position the team member's salary to an equal position in the new range (compa-ratio). If the team member currently resides in a location with a location factor of .80 and the move results in landing in a location with a location factor of .70, the compensation recommendation will be to decrease the salary to position the team member's salary in an equal position in the new range. If the compensation range of the team member's role isn't available in our [compensation calculators](https://docs.google.com/spreadsheets/d/1lfWhPWOdQOpbORMiOawcQYpI4QWW8lpKetnWkneEkjE/edit?usp=sharing), the People Connect Team member reaches out to Total Rewards to discuss the new compensation.
- If the country and/or the location factor changes, the compensation will be adjusted based on the location factor change. For example, if a team member currently resides in a location with a location factor of .70 and the move results in the team member landing in a location with a location factor of .75, the compensation recommendation will be to increase the salary to position the team member's salary to an equal position in the new range (compa-ratio). If the team member currently resides in a location with a location factor of .80 and the move results in landing in a location with a location factor of .70, the compensation recommendation will be to decrease the salary to position the team member's salary in an equal position in the new range. If the compensation range of the team member's role isn't available in our [compensation calculators](https://docs.google.com/spreadsheets/d/1lfWhPWOdQOpbORMiOawcQYpI4QWW8lpKetnWkneEkjE/edit?usp=sharing), the People Connect Team member reaches out to Total Rewards to discuss the new compensation.
- If the relocation meets all requirements for a compensation change, the People Connect Team will [determine relocation salary](https://docs.google.com/spreadsheets/d/1lfWhPWOdQOpbORMiOawcQYpI4QWW8lpKetnWkneEkjE/edit#gid=341502022) using the same compa ratio as the previous location (if applicable) and [rounding best practice]({{<ref"compensation-calculator#rounding-best-practice">}}) method. Ensure that the new salary is within the comp range per the [Compensation Calculator](https://gitlab.okta.com/home/bookmark/0oa87j8ow7KXpsUy1357/2557)
1. The People Connect team will then [obtain approvals](https://docs.google.com/document/d/1kn97Y-B7iTULhhdJ8yDnFHXgB7yw1iQtbhQqJFRDPSM/edit#heading=h.46wc4xqdjyi7) for the relocation request and add the applicable [PBP of the division](/handbook/people-group#people-business-partner-alignment-to-division) in copy. Considerations in addition to budget availability include business criticality of the role, ability to perform the role from the proposed new location, and demonstrated performance by the team member. Any increase in location factor equal to or greater than .20 will require [VP approval](https://docs.google.com/document/d/1kn97Y-B7iTULhhdJ8yDnFHXgB7yw1iQtbhQqJFRDPSM/edit#heading=h.46wc4xqdjyi7) and following that [E-Group member approval](https://docs.google.com/document/d/1kn97Y-B7iTULhhdJ8yDnFHXgB7yw1iQtbhQqJFRDPSM/edit#heading=h.1m16plpt2yam) BEFORE [manager approval](https://docs.google.com/document/d/1kn97Y-B7iTULhhdJ8yDnFHXgB7yw1iQtbhQqJFRDPSM/edit#heading=h.638wcz4rf9gd) due to the possible significant impact on compensation with a copy to the Division Director and VP to add context and transparency for E-Group member consideration.
