Lattice Frequently Asked Questions

Employees who intentionally make false reports may face disciplinary action. However, good faith reports — even if they don’t result in a finding of harassment — are protected from retaliation.

While employers can make business decisions unrelated to your leave, it is illegal to terminate or discriminate against someone because they are on leave. Your job may also be protected under FMLA or state laws, depending on your location.

Only if the platform is unavailable or the options are significantly more expensive. You’ll need to document the reason and submit receipts as usual.

Yes, candidates are typically responsible for booking their own arrangements unless otherwise directed. Be sure to keep itemized receipts and stay within the expense limits outlined above.

Yes. Employees may request to have a support person present during any meeting related to a formal grievance, especially in sensitive or high-stakes cases.

No. At this time, employees are limited to one pet in the workplace unless special approval is granted by HR.

Yes, but only in emergencies and with prior managerial approval. Your child must remain under your supervision and follow all behavior expectations.

It depends on your manager's approval and your pet’s behavior. Some pets may thrive in the office, while others may be better suited for occasional visits.

In formal meetings involving written warnings or PIPs, you may request to have an HR representative or colleague present. This may vary by local laws or collective agreements.

Yes — as long as it's occasional, doesn't interfere with work, and doesn’t expose the device to security risks. Avoid downloading files or clicking on suspicious links.

Yes — within reason. Personal use should be occasional, brief, and never interfere with your work or violate the policy.

No. Federal law prohibits private employers from substituting comp time for overtime pay. All overtime must be compensated with additional wages.

Employees may suggest reviewers, but final selection will be approved by your manager to ensure a balanced and objective set of inputs.

Yes — as long as they’re submitted within 30 days of your move and are within the scope of the policy.

Possibly, but it must be approved by HR. Combining sabbatical with PTO or unpaid leave requests will be evaluated on a case-by-case basis.

No. Breaks are intended to be spaced throughout the day to support regular rest and focus. Combining breaks or taking them at the start/end of a shift is not permitted unless approved in advance.

In most cases, no. The employee discount cannot be used with other coupons or sale pricing unless explicitly stated.

Possibly. We’ll evaluate your medical documentation and explore options like a reduced schedule or transitional duties based on your role and restrictions.

Yes — but you may be required to cover your portion of premiums while on leave. HR will help you coordinate.

Yes, as long as decorations are professional, removable, and don’t damage the locker. Outside decorations are not permitted without approval.

Only if they are not considered official company records. When in doubt, check with your manager or HR before deleting.

Yes. If your schedule doesn't allow for it during your final week, we can schedule a call or send a form after your departure.

In most cases, yes — especially for internal programs or manager-approved learning. Check with your manager before blocking time.

Only if working on the weekend results in more than 40 total hours in the workweek (or more than 8 hours in a single day in some states). Simply working on a Saturday or Sunday does not automatically qualify as overtime.

Possibly. Modest, pre-approved client gifts may be reimbursable depending on value and tax implications. Check with your manager or Finance first.

Only if your manager pre-approves it and the airport is more than [insert reasonable distance, e.g., 40 miles] from your home. Otherwise, commuting costs are not reimbursable.

Yes, as long as the work doesn’t create a conflict of interest, use company resources, or affect your performance.

Yes. Mental health conditions that impact your ability to perform essential job duties may qualify for accommodations under the ADA. Reach out to HR to learn more.

If you're using the per diem, no receipt is needed. If not, you must submit an itemized receipt for all reimbursable meals.

Yes — if the condition is medically certified and prevents you from performing your job. This includes conditions such as depression, anxiety, PTSD, or postpartum disorders.

Yes, as long as you accompany them at all times and avoid restricted areas.

That depends on your office policy. Some workplaces have physical or digital “community boards” where personal announcements are permitted. Ask HR first.