Lattice Frequently Asked Questions

HR or an assigned investigator will follow up promptly. We’ll gather information, keep the process as confidential as possible, and communicate the outcome to those involved.

The report is reviewed within a few business days. If an investigation is warranted, it will be conducted discreetly and respectfully, with follow-up communication where possible.

If additional care is needed, the EAP will help refer you to a provider in your community. You’ll be responsible for any associated costs, which may be covered by insurance.

All record destruction must stop for any documents that might be relevant. You’ll be notified if your files or emails are included in the hold.

Knowingly submitting false or misleading complaints may result in disciplinary action. However, employees who raise concerns in good faith — even if not substantiated — will never be punished.

[Company Name] will generally observe the holiday on the nearest weekday. For example, if Christmas Day falls on a Saturday, we may observe the holiday on Friday, December 24.

If there is a violation of this agreement, the company may take legal action, including seeking damages or injunctions.

This should be avoided. HR and Legal must be notified immediately, and a retroactive agreement or legal remedy may be required.

If a discontinuous leave request cannot be agreed upon within 14 days, the employee may:

• Withdraw the request within 15 days of the original submission
• Take the total amount of requested leave as a continuous block, starting on the original start date
• Submit a new booking notice later

Immediately disconnect from the internet and contact IT. Accidents happen — but reporting them quickly can reduce the impact.

Notify your manager or HR immediately. We understand that mistakes happen — early disclosure can help us mitigate the risk.

The only employees who have permission to post on behalf of the company are those whose roles include company communications and marketing. If you accidentally post inappropriate content, or content that’s at odds with the company values, inform your supervisor or the social media team immediately so that corrective actions can be taken as soon as possible.

Reach out to HR. We’ll review your options, which may include additional unpaid leave, workplace accommodations, or a transition plan.

If your condition extends beyond the anticipated recovery period, you’ll need to submit updated medical documentation. HR will assess whether an extension can be granted or explore other options like long-term disability or accommodation.

You’re encouraged to have an open conversation with your manager. If you’re unable to resolve the concern, you may contact the People Team for support.

If you haven’t accrued enough time or have exhausted your balance, you may use PTO or request unpaid leave. Contact HR to explore your options.

You may be eligible for long-term disability (LTD) benefits if your condition persists. Contact HR to learn more about next steps and required documentation.

If you decide not to return, your leave will be treated as your final working period. HR will coordinate your transition and ensure you receive final pay and benefits info.

Unused VTO does not roll over. We encourage everyone to take advantage of it annually.

In some cases, we may not be able to provide you with certain services (e.g., processing a job application) without some personal data. We’ll always explain what’s optional and what’s required.

You may still be eligible for study leave in the future, but the company reserves the right to withhold further leave or reimbursements if program goals are not met.

You can check for availability when you arrive, but we can’t guarantee a space without a reservation. Booking ahead is always your best bet.

If you meet all expectations in your performance improvement plan, the PIP will be closed and documented as successful. Ongoing performance will be monitored as usual.

Because vacation is not accrued, there is no payout for unused days upon separation.

If you resign within the repayment period, you may be responsible for reimbursing the company as outlined in the signed agreement.

Employees should make every effort to obtain a duplicate receipt. If unavailable, they may be required to submit a written explanation and obtain manager approval.

You’re entitled to leave each time, and your reemployment rights remain protected. Be sure to communicate with HR for each instance of leave.

Let your manager or HR know. Depending on your location, you may be entitled to a break penalty or retroactive adjustment.

Your manager will provide feedback on what’s needed to reach the next level. In most cases, you’ll revisit the conversation in the next cycle with a clear development plan.

Reach out to HR as early as possible. We may be able to extend your leave or explore workplace accommodations under the Americans with Disabilities Act (ADA) or equivalent local regulations.

Your compensation may be adjusted based on the cost of labor in your new location. We’ll always be transparent about any changes and provide support during transitions.

If your manager believes progress is being made, they may extend your probationary period to give you additional time and support.