@@ -426,57 +426,6 @@ GitLab IT BV contractors are eligible for company-wide benefits but not entity-s
**Changes and Updates:** GitLab continues to evaluate and enhance benefit offerings. We'll communicate any changes through official channels.
### Return-to-work Resources
#### Team member connections
It can be helpful to connect with other team members who are parents or caregivers as you return to work. Consider:
- Joining the `#intheparenthood` Slack channel to share tips, photos, and stories.
- Attending a [Caregivers Team Member Resource Group (TMRG)](/handbook/company/culture/inclusion/tmrg-tmag/tmrg-caregivers/) event or participating in the group.
- Making a merge request to add contributions to this page.
#### Parental Leave Support: Parentaly
More information can be found [here](/handbook/total-rewards/benefits/general-and-entity-benefits/#parental-leave-support-parentaly).
#### Tips for a smoother transition
GitLab team members compiled tips in a four-part blog series, linked below, looking at an array of issues surrounding working remotely with children. These shed light on parental leave policies worldwide, provide an inside view of working at GitLab with a newborn, and highlight strategies for working remotely with older children.
1.[Parental/maternity leave around the world – how does your country stack up?](https://about.gitlab.com/blog/2019/07/18/how-is-it-being-a-new-mom-working-for-gitlab/)
1.[How I balance a baby, a career at GitLab, and cultural expectations of motherhood](https://about.gitlab.com/blog/2019/07/25/balancing-career-and-baby/)
1.[How to make your home a space that works with kids](https://about.gitlab.com/blog/2019/08/01/working-remotely-with-children-at-home/)
1.[5 Things to keep in mind while working remotely with kids](https://about.gitlab.com/blog/2019/08/08/remote-kids-part-four/)
Tips from GitLab team members are the greater community are below, as well as how each aligns with at least one of [GitLab's values](/handbook/values/).
> What has worked for me is to integrate GitLab into my life, and not the other way around. I set very clear boundaries in my calendar of when is work time and when is family time. Per GitLab's [recommendation](/handbook/communication/#google-calendar), my calendar is viewable by anyone and clearly has time for: `kids test prep`, `visual therapy for one`, `judo pick-up` and other appointments I have outside of work. This prevents team members from scheduling over these instances.
>
> If someone *does* schedule over family time or personal time, I feel confident to decline, unless it is very urgent and I'm blocking it (I always suggest a new time first, before using family time for a meeting). I am also inclined to say that if folks keep scheduling outside of your work time, to make sure you [respond back and highlight that](/handbook/values/#transparency), and check if you can find an alternative time that works for both of you. — [*Nadia V.*](https://gitlab.com/Vatalidis)
Nadia's recommendation leans on [Transparency](/handbook/values/#transparency), as well as an important operating principle of [Efficiency](/handbook/values/#efficiency): [Be respectful of others' time](/handbook/values/#be-respectful-of-others-time).
> When I joined GitLab, it was great to see things in people's calendars like `baby time`, `homework with kids`, `date night`, etc. Part of [onboarding](/handbook/company/culture/all-remote/getting-started/) was [coffee chats](/handbook/company/culture/all-remote/informal-communication/#coffee-chats) so I saw these "meetings" on calendars as I tried to schedule chats. It reinforced our [family first operating principle](/handbook/values/#family-and-friends-first-work-second), and also normalized these activities. It helped me understand that I could set up similar boundaries and not sacrifice bed time or something similar just to have an empty hour on my calendar. — [*Seth B.*](https://gitlab.com/sethgitlab)
Seth's recommendation ties to an operating principle of Diversity, Inclusion & Belonging : [Family and friends first, work second](/handbook/values/#family-and-friends-first-work-second).
> The hardest part of coming back from parental leave has been getting caught up/reintegrating with the GitLab team while sleep deprived. I recommend taking to heart the `don't worry` portion of GitLab's guide to paid time off, which states: "You don't need to worry about taking time off to go to the gym, take a nap, go grocery shopping, do household chores, help someone, take care of a loved one, etc. If you have urgent tasks, but something comes up or takes longer than expected, just ensure the rest of the team **knows** and someone can pick up the tasks (assuming you're able to communicate)." — [*Jonathan S.*](https://gitlab.com/jschafer)
Jonathan's recommendation adds a layer of nuance to [Have Ownership & Accountability](/handbook/values/#have-ownership--accountability), an operating principle of [Results](/handbook/values/#results). It also touches on [Give agency](/handbook/values/#give-agency), an operating principle of [Collaboration](/handbook/values/#collaboration), which empowers team members to focus on what they think is most beneficial.
> Take advantage of GitLab's bias towards [asynchronous communication](/handbook/company/culture/all-remote/). A child's schedule shifts rapidly, and I've found it useful to structure my days around my son's routine rather than force him to operate on a rigid timeline. Being a part of a [100% remote team](/handbook/company/culture/all-remote/) empowers team members to [embrace work/life harmony](/handbook/company/culture/all-remote/) in whatever way suits them. Moreover, it's liberating to be able to shift when and where I work depending on the needs of my family.
>
> It's important to talk about family. For a company to sustain a culture that embraces parents and empathizes with the associated needs, these realities must be shared in the open and not allowed to become taboo. — [*Darren M.*](https://gitlab.com/dmurph)
### Team Member Toolkit
Parents at GitLab who are reentering work following parental leave are encouraged to read the [Team Member Tool Kit](/handbook/total-rewards/benefits/parental-leave-toolkit/#team-member-tool-kit) and to reach out to team members who self-designate as a [Parental Leave Reentry Buddy](/handbook/total-rewards/benefits/parental-leave-toolkit/#parental-leave-reentry-buddies).
Managers of soon to be parents should check out this [Manager Tool Kit](https://theloop.gitlab.com/site/5ea8f77b-a0c3-4983-ba40-1463a96d8e21/page/772afb15-974d-4798-a383-fd7b49ca724d) for best practices in supporting your team members as they prepare for and return from Parental Leave.
If you're interested in learning about how other GitLab team members approach parenthood, take a look at [the parenting resources wiki page](https://gitlab.com/gitlab-com/gitlab-team-member-resources/wikis/parenting) and [#intheparenthood](https://gitlab.slack.com/messages/CHADS8G12/) on Slack.
## GitLab Cares - Team Member Disaster Relief Program
When Team Members are affected by natural disasters such as fires, earthquakes, floods, etc..., GitLab has established a Team Member Relief Program to assist with financial hardship from these disasters or other emergencies. This program is managed in partnership with E4E Relief, a non-profit that helps businesses establish global disaster relief programs for their Team Members.
The [Manager Toolkit: Leave of Absence](https://theloop.gitlab.com/site/5ea8f77b-a0c3-4983-ba40-1463a96d8e21/page/772afb15-974d-4798-a383-fd7b49ca724d?f=gvpffg) can be found on the Loop. This guide helps you navigate your responsibilities and support team members through their leave journey.
## General Guidelines For Managers on Resource Allocation
If you have a team member going out on parental leave, a common question might be "how should I reallocate their tasks and output while they are out?" Below are general guidelines for managers based on the length of leave taken by the team member. **Note** - local law supersedes these guidelines where applicable:
- Leave less than 1 month: Use internal resources.
- Leave less than 6 months: Use internal resources who may be eligible for an [interim bonus](/handbook/total-rewards/incentives/#compensation-for-acting-and-interim-roles), and/or consider hiring a temporary contractor
- Leave longer than 6 months: Use internal resources who may be eligible for an [interim bonus](/handbook/total-rewards/incentives/#compensation-for-acting-and-interim-roles), hire a temporary contractor.
- Leave longer than 1 year: Consider a backfill ensuring there will be a similar (level, scope, etc) role for the person when they return.
## Parental Leave Reentry Buddies
We want our team members to feel supported throughout the entire life-cycle of their leave. Returning from any leave is hard, and navigating work and parenthood can be challenging. Parental Leave Reentry Buddies are an important part in supporting our team members returning from leave, and we ask GitLab team members to volunteer (being a parent yourself is not required).
A Parental Leave Reentry Buddy helps team members reconnect with GitLab and ease back into working after [parental leave](/handbook/total-rewards/benefits/general-and-entity-benefits/#parental-leave). A Parental Leave Reentry Buddy is an advocate for a successful return to work, and is able to empathize with concerns about reentering the workplace.
## Team Member Toolkit
Responsibilities may include but are not limited to:
Any team member that is considering a leave of absence, is encouraged to review our company [Leave Policies](/handbook/people-group/time-off-and-absence/leave-types/) and your [country specific leave information](/handbook/total-rewards/benefits/general-and-entity-benefits/).
1. Facilitate weekly [coffee chats](/handbook/company/culture/all-remote/informal-communication/#coffee-chats) to catch up on non-work topics, and listen to any concerns they have or issues they've encountered since returning to work.
- Make it fun! Returning to work can be stressful, so coffee chats are a great time to step away from work and talk about something else.
1. Be available to help your team member navigate through any company or departmental changes that occurred while on leave.
### Pre-Leave
*Future iterations are still being considered, and will be added to this section as the program evolves. If you have any feedback regarding this program, please contact `leaves@domain` or share with the People Operations team via HelpLab.*
We recognize that the nature of the leave will impact the amount of notice a team member may be able to provide (i.e. more planning and advanced notice will be given for parental leaves vs. a medical leave which could arise unexpectedly). When possible, team members should:
### What Makes a Successful Reentry Buddy
- Prepare a coverage plan with their managers and fellow team members.
- Set an out of office message in Gmail and identify someone to contact during their absence. Slack and Gcal will also need to be updated to reflect the absence.
- Parental Leave:
- Consider support from [Parentaly](https://www.parentaly.com/join/coaching-program/gitlab) to help you build a strong coverage plan, transition your work effectively and return to work with confidence after leave. You can read more about this benefit and how to sign-up in the [Parental Leave Support (Parentaly)](/handbook/total-rewards/benefits/general-and-entity-benefits/#parental-leave-support-parentaly) handbook section.
- Watch the videos below from Parentaly:
-[Creating a strong career vision through parental leave](https://www.youtube.com/watch?v=HlmubbY64QU)
-[When to start the coverage planning process](https://www.youtube.com/watch?v=Dpdh-QLlz_4)
-[Why it’s hard for employees to return to work after parental leave](https://www.youtube.com/watch?v=h8vLKiMPBV8)
1. While it is recommended that this buddy work within the same department as the team member reentering work, it is not a requirement. We just ask that you dedicate your attention and resources to supporting your team member.
- If you are asked to be a buddy, work with your manager to delegate or temporarily pause certain duties to assist a team member as they ramp back up to 100%.
1. You are passionate about GitLab and its team members.
1. You are able to commit 10-20% of your time for two to four weeks to team members returning from leave.
1. You feel comfortable sharing feedback regarding what is working well, and suggestions for future iterations of this program.
1. (*Recommended but not required*) You are comfortable with Git and GitLab and can answer team member questions.
### Returning from Leave
### Find a Parental Leave Reentry Buddy
Here's what to expect in your first few weeks back from leave:
Visit the [GitLab Team page](/handbook/company/team/) and search for 'Parental Leave Reentry Buddy', or ask on Slack in `#intheparenthood`.
- Align with your manager on a ramp-up timeline. Remember, catching up takes time, ramping up gradually is normal and expected!
- Use async-first practices to ease back in
- Leverage AI tools to assist with your catch-up!
-**Pro-tip**: GitLab's **[Back in the Loop](https://app.glean.com/chat/agents/c8f2490a88314f0ca37667f283d99b21)** Glean agent scans activity while you were out and generates a prioritized summary of what you need to know.
- If [accommodations](/handbook/people-policies/inc-usa/#reasonable-accommodation) are needed due to restrictions recommended by your physician, please submit a [Reasonable Accommodation HelpLab request](https://helplab.gitlab.systems/esc?id=emp_taxonomy_topic&topic_id=34cc2e54eb84e210725cf4f2bad0cd6c) to the Team Member Relations team.
- Re-familiarize yourself with the [Company Wide Benefits](/handbook/total-rewards/benefits/general-and-entity-benefits/#health--wellness) that are available to all team members:
-[Modern Health - Mental Health Support](/handbook/total-rewards/benefits/general-and-entity-benefits/#modern-health---mental-health-support)
-[Bereave Support Benefits](/handbook/total-rewards/benefits/general-and-entity-benefits/#bereave-support-benefits)
- Connect with the community!
-[#parenting](https://gitlab.enterprise.slack.com/archives/CHADS8G12) – Slack channel for parents and caregivers. Tips, photos, stories, and solidarity.
- Caregivers TMRG – Team Member Resource Group for caregivers. Attend events or participate asynchronously. [Learn more](/handbook/company/culture/inclusion/tmrg-tmag/tmrg-caregivers/).
- Schedule some [coffee chats](/handbook/company/culture/all-remote/informal-communication/#coffee-chats) to catch up with your fellow team members and other cross-functional partners!
- Read [Parenting as a remote worker](/handbook/company/culture/all-remote/parenting/)
- Read tips from GitLab team members and the greater community are below, as well as how each aligns with at least one of [GitLab’s values](/handbook/values/).
### Volunteer to Become a Parental Leave Reentry Buddy
> What has worked for me is to integrate GitLab into my life, and not the other way around. I set very clear boundaries in my calendar of when is work time and when is family time. Per GitLab's [recommendation](/handbook/communication/#google-calendar), my calendar is viewable by anyone and clearly has time for: `kids test prep`, `visual therapy for one`, `judo pick-up` and other appointments I have outside of work. This prevents team members from scheduling over these instances.
>
> If someone *does* schedule over family time or personal time, I feel confident to decline, unless it is very urgent and I'm blocking it (I always suggest a new time first, before using family time for a meeting). I am also inclined to say that if folks keep scheduling outside of your work time, to make sure you [respond back and highlight that](/handbook/values/#transparency), and check if you can find an alternative time that works for both of you. — [*Nadia V.*](https://gitlab.com/Vatalidis)
1. Contact `leaves@domain` or create a request in HelpLab if you're interested in becoming a Parental Leave Reentry buddy or would like more information.
Nadia's recommendation leans on [Transparency](/handbook/values/#transparency), as well as an important operating principle of [Efficiency](/handbook/values/#efficiency): [Be respectful of others' time](/handbook/values/#be-respectful-of-others-time).
### Adding Parental Leave Reentry Buddy to your GitLab Profile
> When I joined GitLab, it was great to see things in people's calendars like `baby time`, `homework with kids`, `date night`, etc. Part of [onboarding](/handbook/company/culture/all-remote/getting-started/) was [coffee chats](/handbook/company/culture/all-remote/informal-communication/#coffee-chats) so I saw these "meetings" on calendars as I tried to schedule chats. It reinforced our [family first operating principle](/handbook/values/#family-and-friends-first-work-second), and also normalized these activities. It helped me understand that I could set up similar boundaries and not sacrifice bed time or something similar just to have an empty hour on my calendar. — [*Seth B.*](https://gitlab.com/sethgitlab)
1. Find your [yml file](/handbook/about/editing-handbook/#add-yourself-to-the-team-page).
1. Add `Parental Leave Reentry buddy` to the `departments` section in your entry (keeping your existing departments):
Seth's recommendation ties to an operating principle of Diversity, Inclusion & Belonging: [Family and friends first, work second](/handbook/values/#family-and-friends-first-work-second).
```yaml
departments:
-...
-Parental Leave Reentry buddy
```
> The hardest part of coming back from parental leave has been getting caught up/reintegrating with the GitLab team while sleep deprived. I recommend taking to heart the `don't worry` portion of GitLab's guide to paid time off, which states: "You don't need to worry about taking time off to go to the gym, take a nap, go grocery shopping, do household chores, help someone, take care of a loved one, etc. If you have urgent tasks, but something comes up or takes longer than expected, just ensure the rest of the team **knows** and someone can pick up the tasks (assuming you're able to communicate)." — [*Jonathan S.*](https://gitlab.com/jschafer)
1. Add the following code above the `expertise` section in your entry:
Jonathan's recommendation adds a layer of nuance to [Have Ownership & Accountability](/handbook/values/#have-ownership--accountability), an operating principle of [Results](/handbook/values/#results). It also touches on [Give agency](/handbook/values/#give-agency), an operating principle of [Collaboration](/handbook/values/#collaboration), which empowers team members to focus on what they think is most beneficial.
> Take advantage of GitLab's bias towards [asynchronous communication](/handbook/company/culture/all-remote/). A child's schedule shifts rapidly, and I've found it useful to structure my days around my son's routine rather than force him to operate on a rigid timeline. Being a part of a [100% remote team](/handbook/company/culture/all-remote/) empowers team members to [embrace work/life harmony](/handbook/company/culture/all-remote/) in whatever way suits them. Moreover, it's liberating to be able to shift when and where I work depending on the needs of my family.
>
> It's important to talk about family. For a company to sustain a culture that embraces parents and empathizes with the associated needs, these realities must be shared in the open and not allowed to become taboo. — [*Darren M.*](https://gitlab.com/dmurph)
1. If you already have an `expertise` section, add the list item portion of the above code:
If you have any feedback about your parental leave experience for the People group to review you can always email `leaves@domain` or open an issue using our [Parental Feedback Issue Template](https://gitlab.com/gitlab-com/people-group/total-rewards/-/issues/new?issue%5Bassignee_id%5D=&issue%5Bmilestone_id%5D=).
- Slack channel to connect with other parents — `#parenting` ([Join Slack channel](https://gitlab.enterprise.slack.com/archives/CHADS8G12) - *for GitLab team members only*)
- Read the handbook section on [returning from parental leave](/handbook/total-rewards/benefits/general-and-entity-benefits/#return-to-work-resources) with tips for the transition back to work
- Consider reaching out to a [Parental Leave Reentry Buddy](#parental-leave-reentry-buddies)
- Read [GitLab's guide to parenting as a remote worker](/handbook/company/culture/all-remote/parenting/)
- Consider support from [Parentaly](https://www.parentaly.com/join/coaching-program/gitlab) to help you build a strong coverage plan, transition your work effectively and return to work with confidence after leave
- Watch the videos below from Parentaly:
The [Manager Toolkit: Leave of Absence](https://theloop.gitlab.com/site/5ea8f77b-a0c3-4983-ba40-1463a96d8e21/page/772afb15-974d-4798-a383-fd7b49ca724d?f=gvpffg) can be found on the Loop. This guide helps you navigate your responsibilities and support team members through their leave journey.
1.[Creating a strong career vision through parental leave](https://www.youtube.com/watch?v=HlmubbY64QU)
1.[When to start the coverage planning process](https://www.youtube.com/watch?v=Dpdh-QLlz_4)
1.[Why it's hard for employees to return to work after parental leave](https://www.youtube.com/watch?v=h8vLKiMPBV8)
## General Guidelines For Managers on Resource Allocation
## Parental Leave Policy Feedback
If you have a team member going out on parental leave, a common question might be "how should I reallocate their tasks and output while they are out?" Below are general guidelines for managers based on the length of leave taken by the team member. **Note** - local law supersedes these guidelines where applicable:
If you have any feedback about your parental leave experience for the People group to review you can always email `leaves@domain` or open an issue using our [Parental Feedback Issue Template](https://gitlab.com/gitlab-com/people-group/total-rewards/-/issues/new?issue%5Bassignee_id%5D=&issue%5Bmilestone_id%5D=).
- Leave less than 1 month: Use internal resources.
- Leave less than 6 months: Use internal resources who may be eligible for an [interim bonus](/handbook/total-rewards/incentives/#compensation-for-acting-and-interim-roles), and/or consider hiring a temporary contractor
- Leave longer than 6 months: Use internal resources who may be eligible for an [interim bonus](/handbook/total-rewards/incentives/#compensation-for-acting-and-interim-roles), hire a temporary contractor.
- Leave longer than 1 year: Consider a backfill ensuring there will be a similar (level, scope, etc) role for the person when they return.
