Lattice Frequently Asked Questions

Only for unpaid meal breaks. Paid 10- to 15-minute rest breaks should be taken while clocked in.

Not necessarily, but pets must be supervised and under control at all times. Crating is encouraged if you need to leave your desk for extended periods.

No. When you offboard, IT will deactivate and archive your account. You don’t need to manually delete messages unless asked.

You do not need to disclose the specific nature of your disability to your manager. You may work directly with HR, who will keep all medical or disability information confidential.

Yes. To ensure your expenses will be reimbursed, you must receive written approval from your recruiter or HR contact before booking any travel.

If the work is unrelated to our business and doesn’t conflict with your job responsibilities, formal approval may not be required — but we encourage disclosure to avoid any confusion.

Yes. A copy of your court summons should be provided before your leave begins, and proof of attendance (if required) should be submitted upon your return.

No. Lattice can sit on top of BambooHR. BambooHR remains your system of record for employee data, payroll, and benefits. Lattice adds the best-in-class performance, engagement, and growth layer, kept in sync through a native integration.

Yes. All flexible schedules must be documented in writing and approved by your manager and HR.

No. If medically necessary or approved by HR, you can take FMLA intermittently or on a reduced schedule.

No. Approved study leave is separate from vacation or PTO, though it may count against your annual allowance of paid study days.

Not always. For minor changes, a compensation letter may be sufficient. If job scope or classification changes, a full amendment may be required.

Yes. Remote workers are expected to maintain a safe and ergonomic home workspace and report any health or equipment issues to their manager.

Exempt employees are not subject to the same labor laws as hourly workers, but we strongly encourage everyone to take regular rest and lunch breaks.

Yes. Many small businesses rely on HR ops tools to handle payroll, compliance, and employee data, and use a talent management tool to help managers run effective one-on-ones, track employee goals, and drive performance and engagement.

While a single, comprehensive tool might seem ideal, most all-in-one HR platforms miss the mark on performance and talent management, resulting in a core HR system that fails to drive performance effectively.

Yes, they do. The key is shifting from numerical metrics to observable behaviors. A goal around skill-building might track certifications earned, and a leadership goal might measure how often someone steps up to support interns or junior employees. “There’s always something to measure,” Tuffy said. To uncover that angle, she suggested asking yourself, “How do I know I’ve done a good job?”

Company holidays are fixed and do not carry over. Floating holidays also do not roll over unless required by law or specified in your employment agreement.

Not always. NDAs are typically required for guests who may be exposed to confidential information — such as vendors, consultants, or certain business partners. Check with HR to see if your guest requires an NDA.

Only after a conditional offer has been extended. We never run a background check without your knowledge and signed consent.

Yes — but only with your consent. For more detail, see our [Cookie Policy] (link to your separate cookie notice, if applicable).

Disciplinary actions depend on the severity and recurrence of the issue. For example, minor first-time violations might result in a verbal warning, while repeated or severe violations could lead to more serious measures, such as termination. HR evaluates each case to ensure fair treatment.

Health and safety audits are conducted both internally by the health and safety officer and externally by independent auditors. The findings are documented, and action plans are developed to address any identified issues.

Manual work can be overwhelming — especially when your flexibility is limited by BambooHR. With Lattice, AI is embedded into the platform, helping you work smarter via automated processes, proactive oversight, and resources that empower employees so you can focus your time where you need to.

Manual work can be overwhelming — especially when you have to enter the same data multiple times in Paylocity. With the power of AI, Lattice lets HR teams work smarter through automated processes, proactive oversight, and resources that empower employees so you can focus your time where you need to.

Manual work can be overwhelming — especially when Rippling makes you pay more for every level of automation. Rippling's CEO has said he doesn't think HR teams want AI tools. We know he's wrong and, Lattice is using AI to improve efficiency, reduce bias, and increase personalization.

Key performance indicators (KPIs) are a quantitative metric that helps organizations measure how something or someone is performing — such as employee net promoter score or monthly recurring revenue, for example. They can work as a complementary metric that helps teams set ambitious goals — providing quantitative proof on where teams can improve.

AI can help HR teams track and interpret key metrics more efficiently, summarize complex datasets, identify trends and root causes, and recommend data-backed actions to drive engagement, productivity, performance, and more.

AI can enhance almost every stage of the performance appraisal process. It can provide real-time feedback, analyse performance data, highlight performance insights, help create individual development plans, check reviews for bias, and more.

However you’re using AI within the review process, it’s a good idea to create an AI usage policy that outlines AI governance, ethical guidelines, and data privacy. Lattice’s AI Usage Policy Template can provide a starting point for your company’s AI policy — which should always be approved by legal counsel before publication.

AI-powered engagement tools can analyze employee feedback to surface trends, identify key drivers of engagement, and suggest targeted actions to improve workplace satisfaction and productivity.

HR management software helps midsize businesses with employee retention by providing tools that improve employee engagement. By gathering real-time feedback and surfacing insights that will help you understand what drives your top performers, you can create a winning culture that they want to stay in.

Midsize businesses have unique challenges. The more you scale, the more you need to scale your people processes to keep up. By providing structure to how you drive employee and manager performance using HR software, you can ensure that you know where your high-performing talent is, and where there may be gaps.

HR teams can scale coaching by standardizing training, embedding coaching into regular workflows like one-on-ones and performance reviews, and using AI to deliver insights and guidance at scale. This combination ensures every manager has the support they need to coach their teams effectively.