Add test files

about/anti-harassement.rst

+.. note::
+  **This page was uploaded from GitLab's Handbook**
+
+Introduction
+------------
+
+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.
+
+Perspective
+-----------
+
+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.
+
+Scope
+-----
+
+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
+   body.
+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
+   sex.
+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.
+
+Discrimination
+~~~~~~~~~~~~~~
+
+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
+behavior.
+
+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
+~~~~~~~~~~~
+
+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
+apologising.
+
+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
+   shared.
+
+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.
+
+Course
+~~~~~~
+
+`COM 001 Common Ground: Prevention of Harassment, Sexual Harassment, and
+Abusive Conduct in the workplace (2
+hrs) <https://learning.willinteractive.com/>`__ This training will be
+assigned to all managers using `Will Interactive's content and LMS
+platform <https://willinteractive.com/>`__. 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
+BambooHR.
+
+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.
+
+**Sanctions**
+
+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 <https://www.mensura.be/en/about-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
+   Employee;
+-  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
+   basis.
+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
+   together.
+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
+   complaint.
+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 <https://docs.google.com/document/d/1n6tOlhAOJ-wtVjV8Iq-nGa5XgiDfolbHSqmmyE-XQas/edit>`__
+-  `California Law Prohibits Workplace Discrimination &
+   Harassment <https://drive.google.com/file/d/0Bwy71gCp1WgtcU1DeU5qQUxQR0E/view?usp=sharing>`__
+-  `Sexual Harassment & Civil
+   Remedies <https://drive.google.com/file/d/0Bwy71gCp1WgtYWZlRnF0TW1fdlU/view?usp=sharing>`__
+
+These will be sent via HelloSign for signature.
+
+Resources
+---------
+
+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) <https://www.eeoc.gov/laws/index.cfm>`__
+-  `Society of Human Resource Management
+   (SHRM) <https://www.shrm.org/ResourcesAndTools/legal-and-compliance/employment-law/pages/federal-statutes-regulations-and-guidance.aspx>`__
+
+Further Guidance (Country Specific)
+-----------------------------------
+
+-  `UK: Acas (advisory service for employees and
+   employers) <http://www.acas.org.uk/index.aspx?articleid=1864>`__
+-  `The Netherlands: Inspectorate SZW <https://www.inspectieszw.nl/>`__
+-  `India: Ministry of Labour &
+   Employment <http://www.labour.nic.in/>`__
+-  `Belgium: Unia: For equality, against
+   discrimination <http://unia.be/en>`__

about/general-guidelines.rst

+.. note::
+  **This page was uploaded from GitLab's Handbook**
+
+General Guidelines
+------------------
+
+Overall
+~~~~~~~
+
+1. Working at GitLab Inc. is cooperating with the most talented people
+   you've ever worked with, being the **most productive** you'll ever
+   be, and creating software that is helping the most people you've ever
+   reached.
+2. We recognize that inspiration is perishable, so if you’re
+   **enthusiastic** about something that generates great results in
+   relatively little time feel free to work on that.
+3. Do what is right for our **customers** and the rest of the GitLab
+   community, do what is best over the long term, don't be evil.
+4. We create **simple** software to accomplish complex collaborative
+   tasks.
+5. Please read and contribute to our
+   `**strategy** </company/strategy/>`__.
+6. Also see our `handbook usage </handbook/handbook-usage/>`__ and
+   `leadership guidelines </handbook/leadership/#guidelines>`__.
+7. We want to have a great company so if you meet people that are
+   **better** than yourself try to recruit them to join the company.
+
+Getting things done
+~~~~~~~~~~~~~~~~~~~
+
+1. We **use** our own software to accomplish complex collaborative
+   tasks.
+2. We take ownership and start by creating an merge request. If you see
+   something that needs to be improved submit a merge request. Don't
+   tell someone else about the problem and expect them to start the
+   merge request. "If you see something don't say something, if you see
+   something create an MR."
+3. For each action or comment, it helps to ask yourself (i) does this
+   help the company achieve its strategic goals? (ii) is this in the
+   company's interest, and finally, (iii) how can I contribute to this
+   effort/issue in a constructive way?
+4. There is no need for **consensus**, make sure that you give people
+   that might have good insights a chance to respond (by /cc'ing them)
+   but make a call yourself because `consensus doesn't
+   scale <https://twitter.com/sama/status/585950222703992833>`__.
+5. Everyone at the company cares about your **output**. Being away from
+   the keyboard during the workday, doing private browsing or making
+   personal phone calls is fine and encouraged.
+6. Explicitly note what **next action** you propose or expect and from
+   whom.
+7. Before **replying** to a request, complete the requested task first.
+   Otherwise, indicate when you plan to complete it in your response. In
+   the latter case, always send a message after the task is subsequently
+   completed.
+8. If you don't have time to do something let people know when they give
+   you the tasks instead of having it linger so they can find an
+   alternative. You can use the text: "I have other priorities and can't
+   help with this" or "I can complete this on May 25, please let me know
+   if that is OK".
+
+Write it down
+~~~~~~~~~~~~~
+
+1. {: #handbook-first} Develop procedures and templates in a
+   **`handbook-first <../handbook-usage/#why-handbook-first>`__** way,
+   as opposed to migrating content to the handbook later from
+   Google/Word documents.
+
+-  This ensures the handbook is always up-to-date.
+-  This makes them easier to find and suggest changes to with the
+   organization and shows our commitment to open collaboration outside
+   the organization.
+-  This means discussion and collaboration on this content should happen
+   in issue comments or merge request comments.
+
+1. When creating any content, create it **web-first**, as opposed to
+   using Google slides, sheets, docs, etc, because they can only be
+   found and contributed to by team members, and not by Users,
+   Customers, Advocates, Google Handbook searches, or Developers.
+2. If you fix something for GitLab.com or one of our users, make sure to
+   make that the default (preferred) and **radiate** the information in
+   the docs. We should run GitLab.com with the same default settings and
+   setup our users would also have, if we deviate from it we should add
+   it to the `settings page for GitLab.com </gitlab-com/settings/>`__.
+3. Everything is **always in draft** and subject to change, including
+   this handbook. So do not delay documenting things and do not include
+   "draft" in the titles of documents. Ensure everyone can read the
+   current state. Nothing will ever be finished.
+
+Behavior and language
+~~~~~~~~~~~~~~~~~~~~~
+
+1. Do **not** make jokes or unfriendly remarks about race, ethnic
+   origin, skin color, gender, or sexual orientation.
+2. Use **inclusive** language. For example, prefer "Hi everybody" or "Hi
+   people" to "Hi guys".
+3. Share problems you run into, ask for help, be forthcoming with
+   information and **speak up**.
+4. Don't display surprise when people say they don't know something, as
+   it is important that everyone feels comfortable saying "I don't know"
+   and "I don't understand." (As inspired by
+   `Recurse <https://www.recurse.com/manual#sub-sec-social-rules>`__.)
+5. You can always **refuse** to deal with people who treat you badly and
+   get out of situations that make you feel uncomfortable.
+6. Everyone can **remind** anyone in the company about these guidelines.
+   If there is a disagreement about the interpretations, the discussion
+   can be escalated to more people within the company without
+   repercussions.
+7. If you are unhappy with anything (your duties, your colleague, your
+   boss, your salary, your location, your computer) please let your
+   boss, or the CEO, know as soon as you realize it. We want to solve
+   problems while they are **small**.
+8. Make a conscious effort to **recognize** the constraints of others
+   within the team. For example, sales is hard because you are dependent
+   on another organization, and Development is hard because you have to
+   preserve the ability to quickly improve the product in the future.
+
+Be transparent
+~~~~~~~~~~~~~~
+
+1. Work out in the **open**, try to use public issue trackers and
+   repositories when possible.
+2. {: #not-public} Most things are **public** unless there is a reason
+   not to. Not public by default are:
+
+-  security vulnerabilities
+-  financial and legal information
+-  individual job applications / compensation / feedback since it can
+   contain negative feedback and `negative feedback is
+   1-1 </handbook/values/#collaboration>`__ between you and your manager
+-  partnerships with other companies
+-  acquisition offers
+-  customer information in issues: if an issue needs to contain *any*
+   specific information about a customer, including but not limited to
+   company name, employee names, number of users, the issue should be
+   made confidential.
+
+1. Share solutions you find and answers you receive with the **whole
+   community**.
+2. If you make a mistake, don't worry, correct it and **proactively**
+   let the affected party, your team, and the CEO know what happened,
+   how you corrected it and how, if needed, you changed the process to
+   prevent future mistakes.
+
+Access to resources
+~~~~~~~~~~~~~~~~~~~
+
+1. Respect the **privacy** of our users and your fellow GitLabbers.
+   Secure our production data at all times. Only work with production
+   data when this is needed to perform your job. Looking into production
+   data for malicious reasons (for example,
+   `LOVEINT <https://en.wikipedia.org/wiki/LOVEINT>`__ or spying on
+   direct messages of GitLabbers) is a fireable offense.
+2. If you need to start a **new repo** or project that is intended to be
+   maintained over the long term, make sure that you follow the `GitLab
+   Repo Guidelines </handbook/engineering/#gitlab-repositories>`__.
+3. If you need access to GitLab resources, make sure to follow the
+   `GitLab Access Request
+   Guidelines </handbook/engineering/#gitlab-access-requests>`__

about/handbook-usage.rst

+.. note::
+  **This page was uploaded from GitLab's Handbook**
+
+History of the handbook
+-----------------------
+
+The handbook started when GitLab was a company of just ten people to
+make sharing information efficient and easy. We knew that future
+GitLabbers wouldn't be able to see emails about process changes that
+were being sent before they joined and that most of the people who would
+eventually join GitLab likely hadn't even heard of us yet. The handbook
+was our way of ensuring that all of our company information was
+accessible to everyone regardless of when they became part of the team.
+
+Advantages
+----------
+
+At GitLab our handbook is extensive and keeping it relevant is an
+important part of everyone's job. It is a vital part of who we are and
+how we communicate. We established these processes because we saw these
+benefits:
+
+1. Reading is much faster than listening.
+2. Reading is async, you don't have to interrupt someone or wait for
+   them to become available.
+3. Recruiting is easier if people can see what we stand for and how we
+   operate.
+4. Retention is better if people know what they are getting into before
+   they join.
+5. On-boarding is easier if you can find all relevant information
+   spelled out.
+6. Teamwork is easier if you can read how other parts of the company
+   work.
+7. Discussing changes is easier if you can read what the current process
+   is.
+8. Communicating change is easier if you can just point to the diff.
+9. Everyone can contribute to it by proposing a change via a merge
+   request.
+
+Flow structure
+--------------
+
+1. A (process) problem comes up, frequently in an issue or chat.
+2. A proposal is made in a merge request to the handbook.
+3. Once merged, the change is announced by linking to the diff in the MR
+   or commit. Major ones are put in the agenda of the company call.
+   Medium ones are posted in on the #handbook channel for visibility,
+   with a one line summary of the change . If there was an issue, close
+   it out with a link to the diff.
+
+Why handbook first
+------------------
+
+Documenting in the handbook before taking an action may require more
+