Lattice Frequently Asked Questions

Please reach out to HR or EAP — we’ll work with you to provide a leave of absence, job protections, and any applicable accommodations under FMLA or ADA.

As long as you made the report in good faith, you will not face consequences — and retaliation against you is prohibited.

You may be in violation of this policy. Even if the work is harmless, failing to disclose it can lead to disciplinary action.

Late submissions may delay reimbursement or be denied, unless you provide a valid reason. Please aim to submit within 10 business days of your return.

Employees may be asked to provide proof of prescription. If the medication could impact your ability to work safely, HR will work with you to explore accommodations.

What if I’m struggling with addiction?
You're not alone — and you're not in trouble. If you reach out for help before a policy violation occurs, we’ll connect you to resources, protect your privacy, and support your path to recovery.

{{rich-highlight-2}}

Knowingly ignoring theft may be considered a policy violation. Employees are expected to report suspected misconduct to help protect the workplace.

We’ll explore alternatives and document why a specific request was not feasible. Our goal is always to find a reasonable path forward.

You will be asked to remove your child from the workplace . Repeated disruptions may result in revocation of privileges or disciplinary action.

We take this issue seriously. If you experience resistance or discomfort discussing your needs, please contact HR directly. Retaliation is strictly prohibited.

Disruptive behavior (e.g., barking, jumping on people, damaging property) may result in temporary or permanent revocation of pet privileges.

We will take corrective action, which could include disciplinary measures, reassignment, training, or termination — depending on the severity of the situation.

Reports made in good faith — even if the behavior isn’t ultimately deemed harassment — will never be punished. However, knowingly making false accusations may result in disciplinary action.

Accidental misgendering may happen, and a sincere apology is usually enough. However, repeated or intentional misgendering can be considered harassment and should be reported to HR.

If the company determines that your role will not return, you’ll receive written notice and final separation documentation, and you may be eligible for severance (if applicable).

In the case of duplicate referrals, the bonus will be awarded to the employee whose referral submission was received first.

During paid sabbaticals, benefits continue as usual. During unpaid sabbaticals, you’ll need to cover your share of benefit premiums to maintain coverage.

Your discount will be deactivated upon your last day of employment. Former employees are not eligible.

Confidentiality obligations continue even after your employment ends. You must not share or use any proprietary or sensitive information after leaving [Company Name].

Your feedback is reviewed by HR, aggregated with others’ responses, and used to improve company practices and culture.

Life sciences companies often face rapid growth, the need to attract and retain specialized talent, and the pressure to foster continuous innovation and cross-functional collaboration. These challenges require robust HR strategies to manage performance, engagement, and development effectively.

Lattice helps manufacturing companies evaluate performance and retain talent. The platform supports clearer communication and structured conversations that help managers stay connected to frontline teams. Its engagement surveys and feedback tools provide insights to improve workplace culture.

Resources are low, but expectations are still high. Small businesses are uniquely dependent on their teams. That’s where Lattice stands out. Lattice leads with best-in-class employee performance tools like reviews, goal-setting, 1:1s, AI manager coaching, employee health scores and more. And this performance-first HR strategy pays off. Forrester confirms Lattice helps reduce churn by 40%.

Lattice helps tech companies tackle challenges like retaining top talent, aligning cross-functional teams, and scaling people operations. The platform brings together performance, engagement, and goal-tracking tools that support employee development and satisfaction while giving leaders clearer visibility into progress across teams.

Lattice evolves alongside your business, ensuring lean HR teams nail the operational basics while laying foundational people strategy built for the age of AI.

Create one system of record for employee data, one smooth onboarding flow, and compliantly pay your team and payroll taxes—all while leaning in on employee performance, manager coaching, and retaining top talent.

The most important features to invest in are those that add value in the most challenging areas for businesses: retention, employee engagement, and manager effectiveness. These areas are deeply intertwined, so connected tools that support them will tend to build business resilience — a worthwhile investment.

Tools that support performance management, ongoing feedback, engagement surveys, well-aligned goal-setting, and strong analytics will help deliver that connected value. Compensation management can also help to connect pay decisions to performance data, which can help build trust.

Lattice’s Talent Suite connects performance, engagement, goals, growth and compensation tools, with embedded AI that surfaces individual growth opportunities and retention risks, and empowers managers to be able to act more effectively.

Respect for data privacy is critical. If local law prohibits the sharing of certain personal information, work with legal counsel to find compliant alternatives or modify requirements accordingly.

Notify Legal immediately. We may need to backdate an agreement or delay payment until the contract is executed.

We prioritize the comfort and safety of all employees. HR will work with all parties to make appropriate accommodations, which may include moving desks or designating pet-free zones.

You have the right to decline. If the behavior continues and becomes uncomfortable, notify your manager or HR.

If your manager is involved, report the issue directly to HR, another trusted leader, or via the anonymous reporting channel. You will not be penalized for bypassing your chain of command.

Reach out to Finance for help issuing a purchase order or processing a wire/ACH transfer. Never pay out of pocket for large purchases without approval.

We aim to reinstate employees into the same or a similar role. If that’s not possible, we’ll work with you to find an appropriate solution, including exploring open roles.