Sourcegraph Paid Parental Leave Policy

Paid parental leave policy at Sourcegraph

Sourcegraph ensures eligible Teammates are paid 100% of your salary for up to 16 weeks per birth, adoption or placement event, covering the difference between any country or state-sponsored benefits and your full salary. (Teammates must sign up for any country or state-sponsored leave benefits if available. Note: References to fully-paid parental leave in this policy for non-commission based teammates are intended to reference 100% of your base pay. If you are on a commission plan, additional guidance is provided in the Commission Payout and Quota Relief section.

Adoption or Foster-placement leave may be taken before actual placement or adoption of a child for absences related to placement or adoption, in addition to post-placement bonding.

Leave preceding the birth of the child is available to teammates as PTO, medical leave or statutory maternity benefits (dependent on location) . This is an additional benefit on top of the paid parental leave policy, which ensures up to 16 weeks of paid leave after the birth event. The People Team is available to consult on options for pre-birth and disability leave policies.

Sourcegraph provides leave after pregnancy loss. Contact your People Partner for assistance.

Overview:

• Paid parental leave can be used for the birth, adoption, or foster care placement of a child, within the 12 months immediately following the qualifying event (your child’s birth, adoption finalization, or placement).

• You may take more or less than 16 weeks, depending on your needs and preferences, but anything over 16 weeks is not eligible for the paid parental leave policy. (See FAQ for Non-US/statutory variances)

• You may take the 16 weeks consecutively, or you may choose to use them non-consecutively (so long as it is within 12 months of your initial parental leave date). If using non-consecutively, you must request leave in blocks of 1-week increments and cannot split this into specified days across partial, non-consecutive weeks.

• If you live in a country where a statutory Parental and/or Birthing Parent/Maternity Leave benefit is available (which may include disability leave for birthing parents), you will be required to claim statutory Parental and/or Birthing Parent/Maternity Leave pay (if you are eligible) and, if such leave is offered at less than full pay, Sourcegraph will supplement any gaps in total unpaid leave for up to 16 weeks. Please see guidance below for International Teammates.

Resources for Teammates with a commission plan (Sales & CE)

We want our quota-carrying teammates to feel supported while out on parental leave. This includes Account Executives, Sales Development Representatives, Customer Engineers and Managers. Please contact people-ops@sourcegraph.com to confirm if your role qualifies as a quota-based position.

Please note that the intent of this policy is to ensure that quota-carrying individuals are fully supported in taking whatever time they need in order to spend with their family. Therefore, the below guidelines are subject to leadership discretion in order to accommodate each individual’s unique circumstances.

For opportunities already in the funnel

Opportunity Definition: This is inclusive of net new business & product cross-sell (for seat expansion opportunities that do not require POC, please see additional guidance below)

*Exceptions: Manager & People partner will work with AE going on leave to evaluate existing territory and determine if the opportunity exceeds $500k threshold (Deal Stage 1-4). If yes, a coverage plan will be put in place, and splits will be determined accordingly.

• Deal stage 1-3: Opportunity will be assigned to Covering AE
  • Covering AE will receive 100% attainment & commission credit for successful deal closure
• Deal stage 4: Opportunity will be assigned to Covering AE
  • AE on leave to receive 20% attainment credit & commissions for successful deal closure
  • Covering AE to receive 80% attainment credit & commissions for successful deal closure
• Deal Stage 5+: Opportunity will be directly managed by the sales manager
  • AE on leave to receive 100% attainment credit & commissions for successful deal closure

For opportunities created after the start of parental leave:

Opportunity Definition: This is inclusive of net new business & product cross-sell (for seat expansion opportunities that do not require POC, please see additional guidance below)

• If deal originates & is closed during AE on leave’s parental leave:
  • Covering AE will receive 100% credit & commissions
• If a deal originates & is not closed during AE on leave’s parental leave:
  • Deal stage 1-3:
    • Deal is reassigned back to AE on leave
    • AE on leave to receive 60% attainment credit & commissions for successful deal closure
    • Covering AE to receive 40% attainment credit & commissions for successful deal closure
  • Deal stage 4+:
    • Deal remains with covering AE to maximize customer experience
    • AE on leave to receive 0% attainment credit & commissions for successful deal closure
    • Covering AE to receive 100% attainment credit & commissions for successful deal closure

For expansion opportunities:

Opportunity Definition: This is inclusive of seat expansion opportunities that do not require POC.

• Opportunity will be directly managed by sales manager
  • AE on leave to receive 100% attainment credit & commissions for successful deal closure
  • Example: Customer SEAT upsells (noted as ‘expansion’ in Salesforce) on user growth occur during leave period, for which the Teammate on leave will receive 100% attainment commission credit.

Account Ownership:

• The Teammate on leave will retain all accounts in their name irrespective of opportunity stage or timing. They will continue to retain those accounts when they return within a given fiscal year period. In rare cases, there may be extenuating circumstances that require mid-year territory changes, these will be in leadership’s discretion and addressed on a case-by-case basis. The opportunity ownership between leave and covering AE will be as referenced in the above guidelines.

Examples:

1. No opportunities are generated or closed in the account while the Teammates is on leave. Teammate will retain the account when they return.
2. Teammate on leave has as Stage 1-4 opportunity passed to another AE. The account stays in the leave Teammate’s name while covering AE will own closure of the opportunity. If the opportunity closes while the Teammate is on leave, the above commission structure will be referenced, and the account will continue to stay in the name of the Teammate.

For any period of leave <2 weeks, please consult your manager.

Helpful resources

• Family planning resources:
  • We value and support teammates at all stages of life. We ensure that all teammates are afforded at least 16 weeks of paid parental leave for the birth, adoption or placement of a child (Sourcegraph will bridge any gap of unpaid parental leave, so coverage details vary by location), and a reimbursement of up to $25,000 USD for family planning services (including but not limited to adoption, IVF, egg/sperm freezing, surrogacy, fertility hormone testing). Please submit any family planning related receipts directly into Airbase, just as you would for any other reimbursement. Receipts for any expense over $25 are required.
• Modern Health: our mental health platform, Modern Health, has resources for current & future parents:
  • Developing Parenting Skills
  • Building Family Resilience
  • Covid-19 Conversations with Kids
  • Helping Kids Cope with Stress
• On-demand meditations include:
  • The Values Reset
  • Relax Your Body
  • Mindful Breathing for Kids
  • Deep Breathing
• Modern Health also offers provider-led Circles to join communities in conversations and learning which may be beneficial as a new parent. You can sign up for these directly in your Modern Health platform through SSO. Some examples of these Circles include both workshops and learning sessions for:
  • Sleep, Emotional Resilience, Habits, Gratitude, Self Compassion
• All parents can utilize 6 therapy + 6 coaching sessions
  • There is also couples counseling sessions and couples therapy available for use
• Dependent care coverage
  • Up to 3 dependents can access their own 6 therapy + 6 coaching sessions
  • Children and teenagers are able to access coaching as your dependents:
    • Therapy:
      • Ages 6+ US, ages 13+ elsewhere,
    • Coaching:
      • Ages 18+

Returning from parental leave

Preparing for your first day back:

• Step 1: Confirm your return-to-work date
  • 2 weeks leading up to your return-to-work date, send an email to the Sparrow team and CC people-ops@sourcegraph.com to confirm your return-to-work date.
  • Once your return-to-work date is confirmed, People Ops will confirm your return date with your manager to prepare for your return!
  • If your return-to-work date needs to be updated, please notify the Sparrow team and People Ops via email as soon as possible. Any extensions will need to be approved by your manager and confirmed by the People Team.
• Step 2: Update availability and systems
  • Your Slack status may still be set as OOO – don’t forget to update this to signal to folks that you’re back!
  • If you set up an auto-response or email forwarding for your email, make sure to update your email settings.
  • Revisit your calendar availability and make adjustments, if needed.
• Step 3: Check in with your manager
  • Set up a 1-1 with your manager for your first day back to check in
  • Review the Out of Office Plan you and your manager put together prior to your leave as well as your 1-1 doc to catch up on in-progress projects and priorities.

FAQ

Before the leave happens

Steps to follow once informed of a leave:

Step 1: Slack teammate to congratulate them!

• This is an exciting, yet sometimes vulnerable time, for new parents. Please show your support by reaching out to your direct report to congratulate them and ask how you can support them?
• Make sure they’re aware of all the ways in which we provide support
• Understand if their pregnancy/adoption/fostering is confidential

Step 2: Ensure the People Team is notified

• To make sure your teammate gets all the support they need, please remind them to notify the People Team of their upcoming parental leave (if they haven’t already) so that they can follow up with next steps and support them through their leave process!

Step 3: Arrange out of office coverage

• Ask the teammate to start working on their Out of Office Plan
• If you need a temporary worker, please reach out to the Talent team (recruiting@sourcegraph.com) or @talent in Slack.

During leave

• Keep a running list in your 1:1 agenda of any significant updates to cover when your direct report is back from leave.

Returning to work

Schedule a check-in with your direct report on their first day back

• Personal check-in

• Questions

  • How are you doing/feeling?
  • How can I best support you during your transition back?

• Resources

  • Slack Channels for support
    • #kids-of-sourcegraph
    • #parenting
  • Additional resources
    • Modern Health [link to resources above]

• Professional check-in

  • Review their Out of Office Plan and 1-1 doc to catch them up to speed.
  • Discuss their availability throughout the day as they return to work.

Make yourself available during their first week back

• Schedule additional 1-1s or office hours for your direct report to be able to easily reach out to you for help or support as they transition back into work.
• Recognize that returning teammates may need additional support as they transition back. Work with your returning teammate to provide reasonable support beyond the first week as they ramp back up.