Commit ca1b1c12 authored by Boris Budini's avatar Boris Budini

Add test files

parent a77b329d
.. note::
**This page was uploaded from GitLab's Handbook**
Everyone at GitLab has a responsibility to prevent and stop harassment.
Working remotely means that the majority of our interactions are by
video call and written communication, such as email or shared documents,
with the exception of team summits, attending conferences together, and
local team meetups. No matter the method of communication, it is
expected that everyone will contribute to an inclusive and collaborative
working environment and respect each other at all times. Should you
become aware of or witness any form of harassment or behavior that
violates this policy or our `company values </handbook/values/>`__,
please report the incident directly to the Chief Culture Officer or
People Operations Generalist immediately for thorough investigation.
GitLab is a Silicon Valley, California based start-up that has grown
into a global fully distributed team. We strive to ensure our team is
fully aligned with Gitlab’s no tolerance harassment policy despite their
location. We want everyone to feel confident and comfortable
communicating concerns. GitLab respects, appreciates, understands and
supports every aspect of diversity. We aim to continuously foster a
globally aware team.
This policy applies to all team members employed by any entity of
GitLab, whether contractor or employee, in all locations. There are
local labor laws in every country and in the case of the United States,
state laws, that must be followed when handling, reporting and
investigating incidents of harassment. The People Operations team and
legal counsel, if required, in each of those countries will be called
upon to ensure compliance and the appropriate legal processes and
procedures are followed. Specific country requirements for employees
(subject to changes in employment law) are listed in the `Country & US
State Specific
Requirements <#country--us-state-specific-requirements>`__ section and
will be updated regularly. All individual contributors, managers, and
leaders will be subject to disciplinary action, up to and including
termination, for any act of harassment they commit.
Types of Harassment
The following are considered forms of harassment and will not be
tolerated by GitLab:
Sexual Harassment
Sexual harassment is considered unwelcome conduct of a sexual nature
that is sufficiently persistent or offensive enough to interfere with
the receiver’s job performance or create an intimidating, hostile or
offensive working environment.
Sexual harassment encompasses a wide range of conduct, examples of
misconduct include, but may not be limited to, the following actions:
1. Physical assaults or the attempt to commit an assault of a sexual
nature. This physical conduct can include touching, pinching,
patting, grabbing, brushing against or poking another team member's
2. Unwelcome sexual advances, propositions or other sexual comments,
such as sexually oriented gestures, noises, remarks, jokes or
comments about a person’s sexuality or sexual experience.
3. Preferential treatment or promises of preferential treatment to a
team member for submitting to sexual conduct, including soliciting or
attempting to solicit any team member to engage in sexual activity
for compensation or reward.
4. Subjecting, or threats of subjecting a team member to unwelcome
sexual attention or conduct or intentionally making performance of
the team member's role more difficult because of that team member's
5. Creating displays, communications, or publications including content
of a sexually offensive nature.
6. Purposely misgendering people, consistently referring to someone as
'he' after repeated requests to call someone a 'she' or vice versa.
Sexual harrassment is considered a form of team member misconduct and
sanctions will be enforced against individuals engaging in sexual
harrassment and against supervisory and managerial personnel who
knowingly allow such behaivor to continue. Any retaliation against an
individual who complain of sexual harrassment or who testify or assist
in any proceeding under the law is unlawful.
Any form of discrimination towards an individual is strictly prohibited.
Types of discrimination may include:
- Age
- Disability
- Race; including color, nationality, ethnic or national origin
- Religious belief or lack of religious belief
- Life expectancy
- Sex
- Sexual orientation
- Transgender status
If you believe you have been discriminated against or witnessed
discriminatory practices, please contact the Chief Culture Officer or
the People Operations Generalist to initiate an investigation into the
Bullying / Workplace Violence
GitLab does not tolerate violent acts or threats of violence. The
company will not tolerate fighting, bullying, coercion or use of abusive
or threatening words directed to, about or against a co-worker, lead,
manager, executive, candidate, client/customer or vendor. No individual
employed by GitLab should commit or threaten to commit any violent act
or discuss committing such offenses, even in a joking manner.
Retaliation of any sort for filing a claim of harassment will not be
tolerated. If you believe you have been retaliated against, please
contact the Chief Culture Officer or the People Operations Generalist to
initiate an investigation.
Speaking up during a public situation
If someone messes up, people are encouraged to speak up publicly and
within the moment, in order to let that person and others know, that
what happened, is not inclusive behaviour.
This makes for a situation from which all parties can learn, and is one
which promotes understanding. Additionally it makes it possible for that
someone to de-escalate the situation by correcting themselves and
This does not ensure there will be no consequences. However, it will
greatly reduce the chance of escalation and has the potential to return
a situation to once again become comfortable and inclusive.
Reporting Alleged Harassment
1. Any individual who believes they have been the target of harassment
of any kind is encouraged to immediately and directly address the
harasser, letting them know that their behavior is unwelcome,
offensive and must stop immediately.
2. If they do not wish to address the harasser directly or the behavior
doesn’t cease, they should report the misconduct to the Chief Culture
Officer or the People Operations Generalist.
3. Once reported, an impartial investigation will be conducted by People
Operations or by an independent third party, depending on the
severity and circumstances of the complaint.
4. Individual(s) reporting an incident or pattern of behavior will be
asked to provide a written account of any action(s) causing concern,
dates and times such actions occurred, and names of anyone involved,
including participants and witnesses. All complaints or concerns of
alleged harassment or discrimination will be taken seriously and
handled confidentially.
The Role of Managers
If managers become aware of misconduct, they must deal expeditiously,
seriously, confidentially and fairly with any allegations, whether or
not there has been a written or formal complaint made to People
Operations. Informed managers are expected to:
1. Take all complaints or concerns of alleged harassment seriously no
matter how minor or who is involved.
2. Ensure that any form of harassment or misconduct is immediately
reported to People Operations.
3. Take appropriate action to prevent retaliation or the alleged
misconduct from recurring during and after an investigation.
Managers who knowingly allow or tolerate any form of harassment or
retaliation, including the failure to immediately report such misconduct
to People Operations, are in violation of this policy and subject to
disciplinary action, including termination.
The Role of Individual Contributors
All employees have the responsibility to help create and maintain a work
environment free of bullying and harassment and can help by:
1. Being aware of how their own behavior may affect others and changing
it if necessary
2. Treating their colleagues with dignity and respect
3. Taking a stand if they think inappropriate jokes or comments are
being made to others
4. Making it clear to others where they find their behavior unacceptable
5. Intervening, if possible, to stop harassment or bullying occurring
6. Reporting promptly to their manager or the People Operations
department any incident of bullying or harassment witnessed by them.
The Role of People Operations
The Chief Culture Officer, People Operations Business Partners, and
People Operations Generalist are responsible for:
1. Ensuring that any individual filing a complaint and any accused
individual(s) is made aware of the seriousness of misconduct.
2. Explaining GitLab's no tolerance harassment policy and investigation
procedures to all individuals included in a complaint.
3. Arranging for an immediate investigation of alleged misconduct and
the preparation of a written report summarizing the results of the
investigation and making recommendations for remediation to
designated company officials.
4. Notifying appropriate authorities (police, FBI, country specific
bureaus) when criminal activities are alleged.
5. Exploring informal means of resolving potential harassment if a
written (formal) complaint is not made when verbal allegations are
Classification of disciplinary action
All individual contributors, managers, and leaders will be subject to
disciplinary action, up to and including termination, for any act of
harassment they commit. Although disciplinary action will be specific to
each case, it can generally be classified into 4 levels:
Level 1
First time occurrences of inappropriate behavior. An act out of
character. After formal investigation coworkers still feel comfortable
working with the delinquent.
- Suspension (Paid/Unpaid based on country)
- Formal apology towards inflicted parties
Level 2
Recurring socially inappropriate behavior.
- Suspension (Paid/Unpaid based on country)
- Mandatory course on Inclusivity
- Formal apology towards inflicted parties
- Written admonition
- Potential transfer to another team
- Potential of termination
Level 3
Major infraction, including retaliation, or recurring socially
inappropriate behavior after a written admonition.
- Termination of contract
Level 4
Serious cases, including any criminal offence.
- Termination of contract
- Reported to the Police/Authorities
Training & Guidance
Training and guidance on understanding, preventing, and dealing with
discrimination & sexual harassment will be provided to both managers and
individual contributors. This training will be given annually or as when
new legal requirements are introduced.
`COM 001 Common Ground: Prevention of Harassment, Sexual Harassment, and
Abusive Conduct in the workplace (2
hrs) <>`__ This training will be
assigned to all managers using `Will Interactive's content and LMS
platform <>`__. Details on how to use the
platform can be found on the `learning and development
page. </handbook/people-operations/learning-and-development/index.html#common-ground-harassment-prevention-for-managers>`__
Once the course has been completed each manager will receive a
certificate of completion which will be kept on their employee record in
Country & US State Specific Requirements
GitLab BV (The Netherlands)
**Complaint Procedure**
If attempts to solve the problem in an informal manner prove
insufficient or if these attempts were refused or proved to be
ineffective, the victim may follow the procedure below.
1. Write a motivated complaint and send it to the Chief Culture Officer
or the People Operations Generalist. In case the Chief Culture
Officer or the People Operations Generalist receives the complaint,
they must immediately handle the written complaint.
2. The Chief Culture Officer or the People Operations Generalist shall
ensure that within a reasonable period of time the complaint is
included in a dated document including the statements of the victim
and any witnesses, as well as the outcome of any mediation.
3. The victim and the witnesses receive a copy of their statement.
4. A copy of the complaint will immediately be handed over to the
responsible person within GitLab.
5. After submission of the complaint to the responsible person within
GitLab, an investigation will be initiated. This investigation may be
conducted by a third party (independent party) depending on the
complaint itself.
6. After the investigation, the conclusion and a proposal for
appropriate measures will be handed over to the responsible person
within GitLab.
7. GitLab will take the appropriate measures.
Without prejudice to the provisions that may arise from a judicial
process instituted by the victim, the person guilty of undesirable
conduct shall impose one or more of the following sanctions:
• A written admonition.
• Transfer to another department.
• Termination of the agreement.
GitLab shall impose, by registered letter and within five working days,
the sanctions imposed upon the person who has been guilty of undesirable
behavior. In case an employee abuses this complaint procedure, the above
sanctions may also apply for the employee.
GitLab BV (Belgium)
**Psychosocial Intervention**
GitLab has engaged with an external health and safety service called
`Mensura <>`__ who are
responsible for handling any complaints received of harassment that can
not be resolved informally and internally. Team members in Belgium may
contact this service if they wish and make a request for an informal or
formal psychosocial intervention. A request for a formal intervention
should include the following:
- a precise description of the constitutive facts of violence or
psychological or sexual harassment at work, according to the
- when and where each of the events took place;
- the identity of the person(s) involved;
- the request to the Employer to take appropriate measures to put an
end to the events.
The psychosocial intervention advisor will investigate further and
provide a report to the employee and People Operations with a
recommended course of action.
GitLab LTD (The UK)
**Complaint Procedure**
1. If the employee does not wish to address the harasser directly or the
behavior does not cease, then the employee (accompanied by a
colleague/union representative if they wish) should report the
misconduct to their line manager or a member of the People Operations
team. Wherever appropriate the line manager and or the People
Operations team may attempt to resolve the situation on an informal
2. If the informal approach does not resolve matters or the situation is
too serious to be dealt with informally, the employee will need to
make a formal complaint to the line manager and/or the People
Operations Team.
3. Once reported, a formal investigation will be conducted impartially
by People Operations or by an independent third party, depending on
the severity and circumstances of the complaint. Individual(s)
reporting an incident or pattern of behavior will be asked to provide
a written account of any action(s) causing concern, dates and times
such actions occurred, and names of anyone involved, including
participants and witnesses. All complaints or concerns of alleged
harassment or discrimination will be taken seriously and handled
promptly, sensitively and confidentially.
4. Wherever possible the Company will try to ensure that the employee
and the alleged harasser are not required to work together whilst the
complaint is being investigated. This may involve the alleged
harasser being suspended or transferred to another work area. In very
serious cases, a criminal offence may have been committed and the
employee may wish to report the matter to the Police/Authorities.
5. Employees will be kept informed of the general progress of the
investigation and the outcome of any disciplinary proceeding.
6. If following investigation, the complaint is upheld, appropriate
disciplinary proceedings will be brought against the alleged harasser
up to and including dismissal for gross misconduct. GitLab will work
to prevent recurrence of the behavior.
7. If following investigation, the complaint is not upheld then the
company will support both the employee and the alleged harasser in
rebuilding their working relationship and may consider making
arrangements to avoid the employee and the alleged harasser working
8. Where the employee is unhappy with the outcome of the formal
investigation, they have the right to appeal against the outcome if
they can demonstrate why they believe a particular aspect of the
investigation has materially affected the outcome. Appeals must be
submitted within 10 working days of receiving the outcome of the
9. People Operations will arrange a meeting to take place with the
appeal chair within a reasonable time period. The appeal chair’s
decision will be final and there is no further right of appeal. The
appeal chair will be independent of the investigation.
California Law Requirements
Every team member located in the state of California will be required to
sign an acknowledgement confirming they have read, reviewed and
understood the following three documents:
- `State requirements
policy <>`__
- `California Law Prohibits Workplace Discrimination &
Harassment <>`__
- `Sexual Harassment & Civil
Remedies <>`__
These will be sent via HelloSign for signature.
We are continuously gathering country specific references to review
regulation and obtain guidance on the management of harassment or
misconduct at work. Here are a few authorities we referred to in the
creation of this policy:
- `Equal Employer Opportunity Commission
(EEOC) <>`__
- `Society of Human Resource Management
(SHRM) <>`__
Further Guidance (Country Specific)
- `UK: Acas (advisory service for employees and
employers) <>`__
- `The Netherlands: Inspectorate SZW <>`__
- `India: Ministry of Labour &
Employment <>`__
- `Belgium: Unia: For equality, against
discrimination <>`__
.. note::
**This page was uploaded from GitLab's Handbook**
Code of Business Conduct & Ethics
GitLab is committed to serving our customers and employing individuals
with personal standards consistent with that of our
`values </handbook/values/>`__. This Code is designed to deter
wrongdoing and to promote:
- Honest and ethical conduct, including the ethical handling of actual
or apparent conflicts of interest between personal and professional
- Full, fair, accurate, timely, and understandable disclosure in
reports and documents we file with regulatory agencies and in our
other public communications;
- Compliance with applicable laws, rules, and regulations;
- The prompt internal reporting of violations of this Code; and
- Accountability for adherence to this Code.
Our Code applies to all directors, officers, employees, and contractors
of GitLab and its affiliates and subsidiaries. Agents and vendors of
GitLab are also expected to read, understand, and abide by this Code.
This Code should help guide your conduct in the course of our business.
Many of the principles described in this Code are general in nature, and
the Code does not cover every situation that may arise. Use common sense
and good judgment in applying this Code. If you have any questions about
applying the Code, please seek guidance. Not all information regarding
the conduct of our business is found in this Code. Please review the
applicable policies and procedures in specific areas as they apply as
found in our `Team Handbook </handbook/>`__.
Complying with the Code
To maintain the highest standards of integrity, we must dedicate
ourselves to complying with this Code, company policies and procedures,
and applicable laws and regulations. Violations of this Code not only
damage our company’s standing in the communities we serve--they may also
be illegal. Team members involved in violating this Code will likely
face negative consequences. GitLab will take the appropriate
disciplinary action in response to each case, up to and including
termination. In addition, team members involved may be subject to
government fines or criminal or civil liability.
Reporting Violations
If you think this Code or any GitLab policy is being violated, or if you
have an ethics question, you have several reporting options:
- Discuss the issue with your supervisor
- Discuss the issue with another supervisor or manager
- Contact People Operations or Legal department.
- Contact GitLab’s 24-hour hotline
All reports (formal or informal) made to a GitLab supervisor, manager or
executive should be promptly escalated to People Operations and the
Legal team. GitLab will then review the report promptly and thoroughly
to determine if an investigation is warranted.
**Investigation Process** If Legal has determined it appropriate, GitLab
will promptly initiate an appropriate investigation into all possible
violations of law and GitLab policy. The Senior Director of Legal
Affairs will engage the HR Business Partner assigned to the business
department to investigate the report(s), unless the complaint is against
a member of the People Operations team, in which case the investigation
will be conducted by the Legal team. If the report is made against a
member of the executive team or if there are multiple complainants
regarding the same individual and/or issue, outside counsel will be
retained by Legal to conduct the investigation. If the complaint is made
against a member of the Legal team, the Chief Culture Officer will lead
the investigation.
GitLab expects all employees and contractors to cooperate in
investigations fully and candidly.
**Investigation Timeline** GitLab will make all reasonable efforts to
initiate an investigation into the allegation(s) and conclude the
investigation in a timely fashion. Depending on the type of
investigation the steps and timeline for each investigation will vary.
**Investigation Findings**
The investigation findings will be reported back to the Senior Director
of Legal Affairs. Based on the investigation findings, Legal will make a
determination as to whether the allegation(s) were founded, unfounded or
inconclusive. This determination will be documented in writing and made
part of the investigation report. The determinations are as follows:
- Violation Found. Where a violation of GitLab policies, workplace
rules or law is found to have occurred, Legal will review the
findings and make a recommendation for corrective action to the Chief
Culture Officer and the executive leader of the accused's reporting
line. Together the CCO, the business unit and Legal will determine
the proper corrective action. If the accused is a member of the
executive team then Legal will confer with the CEO, and where
necessary, the Board of Directors. Once a corrective action has been
determined, the accused will be notified of the finding and of the
specific corrective actions to be taken. The accused employee's
manager will also be notified if appropriate. No details about the
nature or extent of disciplinary or corrective actions will be
disclosed to the complainant(s) or witness(es) unless there is as
compelling reason to do so (e.g., personal safety)
- No Violation Found. In this situation, the complainant (if known) and
the accused should be notified that GitLab investigated the
allegation(s) and found that the evidence did not support the claim.
- Inconclusive investigation. In some cases, the evidence may not
conclusively indicate whether the allegation(s) was founded or
unfounded. If such a situation occurs, the complainant (if known) and
the accused will be notified that a thorough investigation has been
conducted, but GitLab has been unable to establish the truth or
falsity of the allegation(s). GitLab will take appropriate steps to
ensure that the persons involved understand the requirements of
GitLab's policies and applicable law, and that GitLab will monitor
the situation to ensure compliance in the future.
**How to Contact GitLab's 24-hour hotline:**
GitLab has engaged Lighthouse Services to provide an anonymous ethics
and compliance hotline for all team members. The purpose of the service
is to insure that any team member wishing to submit a report anonymously
can do so without the fear of
`retribution <#commitment-to-non-retaliation>`__.
Reports may cover but are not limited to the following topics: Ethical
violations, Wrongful Discharge, Unsafe Working Conditions, Internal
Controls, Quality of Service, Vandalism and Sabotage, `Sexual
Harassment </handbook/anti-harassment/#sts=Sexual%20Harassment>`__,
Theft, Discrimination, Conduct Violations, Alcohol and Substance Abuse,
Threats, Fraud, Bribery and Kickbacks, Conflict of Interest, Improper
Conduct, Theft and Embezzlement, Violation of Company Policy, Violation
of the Law, Misuse of Company Property, Falsification of Contract,
Reports or Records.
Please note that the information provided by you may be the basis of an
internal and/or external investigation into the issue you are reporting
and your anonymity will be protected to the extent possible by law by
Lighthouse. However, your identity may become known during the course of
the investigation because of the information you have provided. Reports
are submitted by Lighthouse to a company designee for investigation
according to our company policies.
Lighthouse Services toll free number and other methods of reporting are
available 24 hours a day, 7 days a week for use by team members.
- Website:
- USA Telephone:
- English speaking USA and Canada: 833-480-0010
- Spanish speaking USA and Canada: 800-216-1288
- French speaking Canada: 855-725-0002
- Spanish speaking Mexico: 01-800-681-5340
- All other countries telephone: +1-800-603-2869
- E-mail: (must include company name
with report)
- Fax: (215) 689-3885 (must include company name with report)
Commitment to Non-Retaliation
Any employee or contractor who reports a violation will be treated with
dignity and respect and will not be subjected to any form of discipline
or retaliation for reporting in good faith. Retaliation against anyone
who provides information or otherwise assists in an investigation or
proceeding will be treated as a violation of this Code.
Having a diverse workforce--made up of team members who bring a wide
variety of skills, abilities, experiences and perspectives--is essential
to our success. We are committed to the principles of equal opportunity,
inclusion, and respect. All employment-related decisions must be based
on company needs, job requirements, and individual qualifications.
Always take full advantage of what our team members have to offer;
listen and be inclusive.
- We do not tolerate discrimination against anyone--team members,
customers, business partners, or other stakeholders--on the basis of
race, color, religion, national origin, sex (including pregnancy),
age, disability, HIV status, sexual orientation, gender identity,
marital status, past or present military service ,or any other status
protected by the laws or regulations in the locations where we
- We comply with laws regarding employment of immigrants and
non-citizens and provide equal employment opportunity to everyone who
is legally authorized to work in the applicable country.
- We provide reasonable accommodations to individuals with disabilities
and remove any artificial barriers to success.
Report suspected discrimination right away and never retaliate against
anyone who raises a good faith belief that unlawful discrimination has
occurred. Employees and contractors should refer to the `GitLab
Anti-Harassment Policy </handbook/anti-harassment/>`__ for more
Every employee or contractor has a right to a work environment free from
harassment, regardless of whether the harasser is a co-worker,
supervisor, manager, customer, vendor, or visitor. Please refer to the
`GitLab Anti-Harassment Policy </handbook/anti-harassment/>`__ for more
information. As is the case with any violation of the Code, you have a
responsibility to report any harassing behavior or condition regardless
of if you are directly involved or just a witness.
Fair Wages
Our company is committed to following all applicable wage and hour laws
and regulations. To help ensure that all work performed for GitLab is
compensated correctly, team members compensated on the basis of hours
worked must `report and record
time </handbook/finance/#sts=Timesheets>`__ accurately. For more
information on compensation, please refer to our `Compensation
Principles </handbook/people-operations/global-compensation/>`__.
Substance Abuse
GitLab strives to maintain a workplace that is free from illegal use,
possession, sale, or distribution of alcohol or controlled substances.
Legal or illegal substances shall not be used in a manner that impairs a
person’s performance of assigned tasks. This will help to maintain the
efficient and effective operation of the business, and to ensure
customers receive the proper service. GitLab team members must also
adhere the local laws of where they reside and where they travel to,
including the `GitLab Summit </company/culture/contribute/>`__.
Employee Information Privacy
GitLab respects the confidentiality of the personal information of
employees and contractors. This includes employee and contractor medical
and personnel records. All team members records are kept in
`BambooHR </handbook/people-operations/#sts=Using%20BambooHR>`__. Team
members have self service access to their profile. Where available,
documents and information are shared with the team member within the
platform. If the team member would like to view their entire profile
from the admin view, please schedule a call with People Operations to
walk through a screen share or request screenshots to be sent to your
personal email address. Access to personal information is only
authorized when there is a legitimate and lawful reason, and access is
only granted to appropriate personnel. Requests for confidential
employee or contractor information from anyone outside our company under
any circumstances must be approved in accordance with applicable laws.
It is important to remember, however, that employees and contractors
should have no expectation of privacy with regard to normal course
workplace communication or any personal property used for GitLab
If there is no requirement within someone's job description to be
public-facing, then team members can opt-out of any public exposure.
Team members can opt-out of being added to the `team
page <>`__ or what content about
them is shown on the team page and can use either only their initials or
an alias if desired. Since GitLab publishes much of our content,
including video calls and meetings, the only way to ensure no unwanted
exposure from these videos is to have video turned off and initials or
an alias added to the Zoom profile name whenever a call is being
recorded. Zoom shows whether a call is being recorded at the top right
of the video screen, and team members are always encouraged to ask if a
video will be shared or not. For any GitLab livestreams through YouTube,
a team member can watch and comment through YouTube instead of through
the internal video call. Any questions can be sent directly to our
People Ops and Legal teams.
Proprietary and Confidential Information
In carrying out GitLab’s business, team members often learn confidential
or proprietary information about our company, its customers, prospective
customers, or other third parties. Team members must maintain the
confidentiality of all information entrusted to them, except when
disclosure is authorized or legally mandated.
Confidential or proprietary information includes: \* Any non-public
information concerning GitLab, including its businesses, financial
performance, results or prospects \* Any non-public information provided
by a third party - With the expectation that the information will be
kept confidential and used solely for the business purpose for which it
was conveyed
GitLab’s confidentiality provisions can be found in the `employee and
templates </handbook/contracts/#employee-contractor-agreements>`__, but
these may vary from what you agreed to at the time of your contract. For
specific information about your obligations regarding confidentiality,
please reference your contract.
Physical Assets and Resources
All employees and contractors must protect our `company
assets </handbook/spending-company-money/>`__, such as equipment,
inventory, supplies, cash, and information. Treat company assets with
the same care you would if they were your own. No employee or contractor
may commit theft, fraud or embezzlement, or misuse company property.
GitLab Internal Acceptable Use Policy
The `Gitlab Internal Acceptable Use
Policy <>`__
specifies requirements related to the use of GitLab computing resources
and data assets by GitLab team members so as to protect our customers,
team members, contractors, company, and other partners from harm caused
by both deliberate and inadvertent misuse. Our intention in publishing
`policy <>`__
is not to impose restrictions but outline information security
guidelines intended to protect GitLab assets.
Proper Use of Electronic Media