Lattice Frequently Asked Questions

Yes. Habits are available today under the Talent Management Foundations package. If you previously used Manager Tools, you already know Habits. It’s the same in-product experience, now with a clearer name.

No, Habits is for everyone. Employees use it to share progress, raise blockers, ask questions, and get timely feedback. Managers use it to stay prepared and follow through. Leaders use it to stay connected to what teams are working on and where support is needed.

While intent may be considered, impact is more important. Even unintentional behavior can be discriminatory if it creates a hostile or unequal environment.

Connecting with clients on social media should be done professionally and with care. Ensure that your social media presence reflects our values and professionalism if you choose to engage with clients online. Use professional channels (such as email) when contacting them on behalf of the company.

Absolutely — in moderation and in the right place. Use social channels like #random or #fun to build connection without disrupting work-focused channels.

Absolutely! Your HR leaders can easily make self-serve changes to customize your Performance and Engagement programs within Lattice – no need to pay an outside consultant. And if you ever need help, our award-winning support team is just a live chat message away.

Lattice integrates with platforms like Slack, Teams, and email, allowing users to share praise and feedback directly within these tools, ensuring recognition is timely and visible.

Yes, Lattice enables managers to gauge team sentiment by including simple, recurring questions in updates. Over time, this aggregated information helps in understanding employee morale and engagement levels.

Yes, Lattice allows organizations to monitor eNPS trends over time, enabling them to assess the impact of initiatives and make informed decisions to improve employee engagement.

It depends on the context. Jokes that are offensive, targeted, or make others uncomfortable can be considered harassment — even if the intent wasn’t malicious. What matters is the impact on the recipient.

Yes, Lattice embraces a continuous commitment to maintain compliance with all applicable data protection laws, including the GDPR.

No. This differs from Lattice AI, the AI features built into the Lattice product itself. You don't need the MCP Server to use Lattice AI, and the MCP Server doesn't connect Lattice AI to outside tools. Think of Lattice AI as AI inside Lattice, and the MCP Server as the bridge that lets your AI assistant reach into Lattice.

Meetings is the evolution of Lattice 1:1s. It builds on what teams use in 1:1s today, like collaborative agendas and action items, and extends it to every type of workplace conversation.

Yes. Lattice Performance Improvement Plans is included at no additional cost for customers using the Lattice Performance module.

Yes, Lattice's one-on-one meeting software is designed to be scalable and can be customized to meet the unique needs of organizations of all sizes, ensuring effective communication practices no matter the size of your workforce.

Yes, Lattice's performance management software is designed to be scalable and can be customized to meet the unique needs of organizations of various sizes, including small businesses. The platform's flexibility ensures it can grow alongside your organization.

Yes. Lattice Succession Planning is included at no additional cost for customers using the Lattice Performance module.

Yes. Your manager may consider your development efforts, progress on learning goals, and application of new skills as part of the performance conversation.

If LTD is employer-paid, coverage is typically automatic after you meet the eligibility requirements. If it’s voluntary, you’ll need to enroll during your benefits enrollment window.

Yes. Maternity leave refers to leave taken by the person who gives birth, while parental leave can apply to any new parent. Both may be used together or separately depending on your situation.

Not automatically. However, you may be able to use accrued PTO or sick leave, and you might qualify for short-term disability or state-paid family leave, depending on your location.

It depends on the state. While some states protect off-duty use, federal law still classifies marijuana as a controlled substance. Even in legal states, being impaired at work is prohibited. Always consult legal counsel before applying disciplinary action.

If marijuana is legal in your state, you may use it outside of work hours. However, employees are expected to be free from impairment during work hours, regardless of whether the substance is legal or prescribed.

Yes, your job is protected while using approved sick leave. If your absence is extended, HR will help determine whether FMLA or disability protections apply.

Unless specifically assigned, parking is first-come, first-served and not guaranteed.

Yes. Under current tax laws, most relocation payments are taxable. We’ll include this on your W-2 at year-end.

Absolutely not. People analytics isn’t about the size of your workforce; it’s about the quality of your decisions. Whether you’re tracking a handful of metrics or building out more advanced HR dashboards and data visualizations, grounding your people strategy in data can help your organization operate with more confidence, consistency, and impact.

No. Relocation support must be approved and documented in your offer letter or transfer agreement.

Severance is not legally required in most cases unless stipulated by contract or state law. However, some companies choose to offer severance packages as a goodwill gesture or in exchange for a signed release of claims.

Yes, if the employee qualifies for ShPP. Statutory ShPP is available for up to 37 weeks, but not all employees may qualify. Some employers choose to offer enhanced ShPP above the statutory amount.

It depends on how premiums are paid. If your employer pays for the plan, STD income is typically taxable. If you pay premiums with post-tax dollars, your benefits are generally not taxed. Check with HR or a tax advisor for specifics.

If not explicitly permitted, yes. Employees should never remove company property — even seemingly small items — without approval.