Lattice Frequently Asked Questions

No. Relationships are not prohibited, but certain types (especially those involving power imbalances) must be disclosed and professionally managed.

No — but relationships that involve power dynamics or interfere with work are regulated. Peer relationships are allowed with proper disclosure and professionalism.

Yes, but a formal interview and offer process must be followed. Contact the People Team for conversion procedures.

Yes. If a third party violates this policy, we reserve the right to refuse service, cancel contracts, or end the relationship entirely to protect our employees.

Yes, AI can be used to provide clear and actionable real-time feedback. It can also analyze performance data to identify areas for improvement and suggest personalized development plans, thereby enhancing overall performance management. AI can be used to help write better employee performance reviews in less time with personalized suggestions based on goals, feedback, and growth areas from the review period.

Lattice AI does not make performance decisions such as who should be promoted, if an employee is on track or off track, or even be the final communicator of nuanced feedback – that is the responsibility of the manager and other people leaders. AI technology can help managers and employees understand large quantities of data and make informed talent decisions more efficiently.

Yes. The company retains the right to accelerate the separation timeline during a notice period, especially if continuing employment poses a risk or is disruptive.

Yes, and this comes up more often than managers expect. An employee's refusal to sign doesn't invalidate the PIP. Document the refusal itself and note that the PIP remains in effect. In most jurisdictions, a signature is an acknowledgment that the document was received and discussed, not an agreement with its contents. Many organizations add language to that effect directly on the PIP form. Consult your HR team or legal counsel for guidance specific to your situation and location.

Yes, NDAs can include third-party information shared with the company under confidentiality obligations.

While NDAs focus on confidentiality, they may include non-compete clauses that restrict working with competitors. These must comply with local laws.

All rehired employees are expected to complete onboarding, though it may be abbreviated depending on how recently they worked here and how much has changed.

Possibly. If the relationship involves a reporting line, one party may be reassigned to prevent conflicts of interest. Reassignment does not imply wrongdoing.

Yes. Eligible parents can take SPL at the same time or in turns, as long as the total amount of leave taken does not exceed 50 weeks.

Yes, but they must be classified correctly and compliant with both local regulations and the company’s independent contractor guidelines.

Yes, current employees are encouraged to apply for internal opportunities and will be assessed based on experience, performance, and qualifications. Internal applicants follow a similar process to external candidates and are given fair consideration for roles.

Only with prior approval and under the condition that the visit does not disrupt work. Personal guests must also follow all standard visitor procedures.

Yes, Lattice ensures anonymity in eNPS surveys to encourage honest and candid feedback from employees. This fosters trust and helps HR teams collect more reliable data​​.

Yes, employees can request feedback from external teams, such as clients or customers, to gain insights into collaborative efforts and improve performance.

That depends on the state. Some jurisdictions allow employers to withhold the value of unreturned property from the final paycheck, while others prohibit it. Always consult legal counsel.

Yes, Lattice provides flexibility to customize goals at any stage. Employees and managers can adjust goals mid-cycle to accommodate changing priorities, ensuring relevance and achievability​​.

Yes. While GROW is often associated with career development, it's equally effective for improving performance. For example, if an employee consistently misses deadlines, their manager can use GROW to define performance expectations, identify the root cause, explore solutions, and agree on specific behavioral changes.

Yes. Company-sponsored initiatives approved by the People team are exceptions to this policy and will be communicated to all staff in advance.

Only if the gift is modest, infrequent, and not tied to a business decision. When in doubt, check the company’s Gift and Hospitality Policy or speak with your manager or HR.

Generally, modest gifts under [Insert dollar threshold, e.g., $50] are acceptable, but it’s always best to disclose. Lavish or frequent gifts should be declined.

Yes, but it’s best to finalize key responsibilities and qualifications before posting. Major changes should be reviewed by your recruiter and HR.

While promotions are discretionary, you can request feedback or clarification through HR if you have questions or concerns about how your case was handled.

Yes, employees have the right to appeal disciplinary actions they believe were unfair. Appeals are reviewed by HR and provide an opportunity for employees to present their side of the issue.

Generally, no — but exceptions may be made if your current manager and HR approve based on business needs or special circumstances.

Yes, but be thoughtful — focus on roles that are a strong fit and communicate with HR if you’re in multiple interview processes.

Yes. We believe in transparency and encourage employees to understand where their pay falls within the range and what growth opportunities exist.

No. Retaliation is strictly prohibited under this policy and by law. If you feel you’ve been treated unfairly for speaking up, let us know immediately.

Yes, if your scope has significantly increased or your performance clearly exceeds your current level. Your manager can submit a case for off-cycle review.