Lattice Frequently Asked Questions

Immediately contact the IT team. Do not forward the email or click any further links. We’d much rather be notified quickly so we can act fast.

Report it to your manager or IT immediately. We’ll do our best to recover it and review ways to prevent future data loss.

Mistakes happen. What’s important is that you report the incident immediately to your manager or the IT/security team. Prompt reporting helps minimize potential damage and shows a good-faith effort to correct the error.

Uniforms are provided at no cost. If you need additional items or help with sizing, reach out to HR — we’re here to support you.

Contact HR as soon as possible. We may be able to adjust the repayment schedule, but this must be agreed to in writing.

You are encouraged to reach out to HR if you feel a dress code decision is unfair, inconsistent, or biased. We’ll review it confidentially and make sure the policy is being applied equitably.

Lattice can support you with a simplified, phased approach, while also evolving with you as your strategy matures — helping you avoid future change management.

Transparency is key to avoiding future issues. Disclosures are handled with care, and failing to disclose could result in disciplinary action if a conflict of interest later arises.

Temporary vehicles must be registered in advance with Facilities or Security. Temporary permits may be issued.

We take all requests seriously and are committed to reasonable accommodations. Please contact the People Team so we can find a solution together.

You can dispute inaccuracies directly with the background check vendor. We will pause the decision-making process until the issue is resolved.

Report the issue to [Insert Department] for assistance. Do not attempt to break or remove the lock yourself.

Notify your manager immediately. Corrections must be submitted before payroll processing. Delayed reporting may cause your overtime pay to be included in the next pay period.

You still need to report it. Minor injuries can become more serious over time, and documenting incidents helps us prevent future ones.

Notify HR as soon as possible so we can plan for a longer absence. Your job will be protected in accordance with applicable laws.

Speak with your manager or HR. Probation is a two-way process — we want you to feel supported and heard as you get started.

You may be eligible for pregnancy-related disability leave or sick leave. Speak to HR about modifying your duties or taking early leave if needed.

No. We do not enforce gendered dress expectations. You are free to dress in a way that aligns with your gender identity or expression, as long as it meets the general standards of professionalism and appropriateness.

We require itemized receipts for reimbursement. If a receipt is lost, reach out to the vendor (e.g., hotel, rideshare app) for a copy. We may be able to approve an expense with a signed attestation, but this is handled on a case-by-case basis.

Contact your manager or the People Team right away. We’ll help coordinate a replacement. You may be responsible for costs if the damage was due to negligence.

Accidents that happen off the job don’t need to be reported under this policy, unless they impact your ability to work or create a workplace risk.

You can always choose to speak with another trusted leader or go directly to HR. The most important thing is that you feel heard — and safe doing so.

Yes. Even if you don’t work directly with clients, we expect all employees to dress in a way that’s respectful of coworkers and represents the company professionally.

Yes. Even if no one was hurt, reporting near misses or unsafe conditions helps prevent future accidents.

You’ll receive feedback and can work with your manager or People Partner to build a development plan for future opportunities.

Reach out to HR or your People Partner. We’ll guide you through the process and help determine whether and how we can support you.

If you’re unsure, you’re encouraged to speak with HR or a manager. It’s always better to raise a concern than to ignore potential issues.

If you’re unsure, ask HR. Disclosure doesn’t automatically result in consequences — the goal is to prevent conflicts, not penalize employees for having connections.

If it’s affecting your work experience or could violate company policies, it’s worth reporting. We’re here to listen — even if you just want to ask questions or share concerns informally.

If something feels off, speak with your manager or HR. We’re here to help you navigate the best path forward — even if that means an informal conversation.

When in doubt — disclose. The review process is designed to help you evaluate the situation and determine next steps.

Return-to-work decisions must be based on documented medical clearance. If there are concerns, HR may request clarification from your provider or an independent medical review.