Lattice Frequently Asked Questions

Yes! If you're working from home, you’re still entitled to flexible scheduling to accommodate lactation needs. Talk to your manager or HR if you need help adjusting your schedule.

If you are unable to perform your work duties due to illness, even remotely, you should take sick leave. If you can work comfortably from home, you may not need to use leave — check with your manager.

Breaks are a legal right and a business priority. Talk to your manager if your schedule consistently interferes with your ability to step away. We want to help you make time to recharge.

You can raise concerns with your manager or HR. We’re committed to ensuring that all employees feel comfortable and respected at work.

When in doubt, report it. It’s better to over-report than to miss something potentially serious.

You may request an educational leave of absence. This is a separate process and subject to HR and leadership approval. Job protection may not be guaranteed for extended leaves.

You may also qualify for a workplace accommodation under the ADA or state laws. Please speak with HR to explore all available options.

You can request accommodations through HR. We’ll go through an interactive process to determine what’s reasonable and feasible for both you and the business.

Contact your manager as soon as possible and document the situation. Approvals can sometimes be given retroactively depending on circumstances.

If you feel your concern hasn’t been addressed, please follow up or escalate to HR. We want to make sure every voice is heard and every concern is considered seriously.

You can check in, offer support, and encourage them to speak with their manager or HR. You’re not expected to diagnose or counsel them — just to be a caring colleague.

You’re encouraged to report it through the channels listed in the Feedback and Reporting section. Your input helps us improve.

If the smell is disruptive or triggering, speak with HR. While employees can smoke in designated areas, lingering odors should not affect the work environment.

We understand that relationships happen. You must notify HR if your relationship could impact your working relationship — especially if one of you manages the other.

We may deny or delay reimbursement for expenses submitted more than 30 days after they are incurred unless you’ve communicated with your manager or Finance team.

Reach out to HR. We take all concerns seriously and will conduct a prompt review.

No one deserves to be treated unkindly at work in any circumstance. If you feel you have experience any of the harassment behaviors listed above (or if you're unsure if what you experienced meets the definition of harassment), reach out. The People team is here to support you and make work a comfortable and safe space for you.

Please raise any concerns with your manager or HR. We’re committed to a recognition program that feels fair, inclusive, and meaningful for everyone.

We take concerns seriously. Please raise the issue with your manager or the People Team so we can review internally and take action if needed.

That’s fine, but the company will only cover your portion of travel. Any additional costs — including extended hotel stays or upgraded flights — must be paid out of pocket.

You can submit a revised resignation notice. Let your manager or HR know as soon as possible.

That’s okay — priorities shift. Just document your rationale clearly and respectfully, and let your recruiter manage the communication.

You’re always welcome to volunteer on your own time, including using personal time off or volunteering after hours. We applaud your commitment to service!

You can and should report it. Retaliation doesn’t just affect the person targeted — it impacts team morale and workplace safety for everyone.

Yes. We aim to offer wellness resources that are accessible to both in-office and remote employees, including virtual fitness and mental health offerings.

Jury duty is a legal obligation. We ask employees to notify HR and their manager immediately so coverage or scheduling adjustments can be made.

Normalize that it’s OK if they don’t know how they want their career to unfold, said Francine Watson, an executive coach. Let them know that the point is to encourage exploration, and use the conversation to create space for employees to discover what they want.

But Caro noted that if an employee doesn’t know what they want, that could be a sign your leadership or organizational culture hasn’t encouraged them to think about what’s next — and that’s worth addressing. “We don’t know what lights people up, and we don’t know how to turn on that light,” she said.

In most cases, your job (or an equivalent role) will be held for you, particularly if your leave is protected under FMLA or ADA. If job restoration isn’t feasible, the company will engage in a good-faith effort to find suitable alternatives.

You have the right to appeal a denial. HR or the insurance provider can provide guidance on the appeals process and required documentation.

If your manager doesn’t respond or takes inappropriate action, contact HR immediately. All employees have the right to be heard.

Cancellations are sometimes unavoidable, but if you’re noticing a pattern, then bring it up at your next meeting, and ask if you can find a more reliable time. If this keeps happening, raise it in a skip-level meeting with their manager or HR.

Each eligible employee is entitled to their full leave benefit, regardless of whether their partner is also employed here.