Lattice Frequently Asked Questions

Absolutely not. We prohibit any form of retaliation for reporting safety concerns or incidents.

No. As long as your report was made in good faith, you will not face retaliation or disciplinary action.

Only if you received prior written approval. Reimbursement is not guaranteed for self-initiated programs.

In most cases, reimbursements are not taxable. However, for U.S. candidates, we may need to collect a W-9 to process the payment. For international candidates, local tax compliance may apply. Consult a tax professional for guidance if needed.

The person who reported the issue and the person accused will be informed of the outcome — including whether a policy violation was found and what general actions were taken. Specific disciplinary measures may remain confidential due to privacy.

No. You’re encouraged to disclose, and there’s no penalty for being proactive. You will not face retaliation for a good-faith disclosure.

No — but you’re expected to follow this policy and disclose potential conflicts. We aim to manage relationships respectfully, not punish them.

No. We encourage proactive disclosure. There’s no penalty for doing the right thing — in fact, it helps us avoid more difficult situations later on.

Not if the report was made in good faith. You are protected as long as your intent was to raise a legitimate concern, even if it’s later proven false.

Not if it was unintentional and reported in good faith. We focus on fixing the issue, not blaming individuals — unless there’s clear misconduct.

Manager and self-feedback are attributed, but peer and direct report feedback is anonymized to encourage honesty and candor.

Some benefits may continue for a limited time, or you may be eligible for COBRA. HR will explain your options based on your specific plan.

No. Your benefits will remain in effect during jury service.

No. You have the right to reinstatement under USERRA as long as your cumulative service is within the allowed limits and you return to work within the required timeframe.

No. Your job is protected under this policy and relevant laws. You’ll return to your same role or a comparable one.

LTD does not guarantee job protection, but we will work with you to explore accommodations and options for your return to work. Protections under the ADA or FMLA (if applicable) may still apply.

In some states or under certain policies, failing to give proper notice may affect your PTO payout. Check your local laws and HR for details.

In most cases, yes — especially if your leave was protected under FMLA or similar laws. If your role has changed due to business needs, we will work with you on an appropriate transition.

Bonuses are generally based on performance and time worked. If your bonus is prorated or impacted by your leave, HR will explain how calculations are made.

FMLA itself is unpaid. However, you may use PTO or qualify for other wage replacement options, such as short-term disability or state-paid leave.

That depends on whether you have accrued PTO, are enrolled in short-term disability benefits, or are eligible for state disability insurance. HR can walk you through your options.

Access to internal systems will be deactivated on or shortly after your final working day unless otherwise approved for consulting or transitional work.

Not as a general practice — but your messages may be accessed during investigations, audits, or legal holds. Always write with professionalism in mind.

We’ll keep your identity confidential as much as possible and in accordance with the law. In some cases, we may need to share information to conduct a thorough investigation.

Yes — if you’re eligible under FMLA or a similar state or local law, your job is protected for the duration of your leave. If you exceed the protected leave period, we’ll work with you on a case-by-case basis.

If your leave is protected (FMLA, ADA, military), yes. For unprotected leaves, we’ll work with you on potential reinstatement.

Not unless necessary for processing the request. Your privacy will be respected, and the request is handled confidentially by HR and Payroll.

Only in summary form — and without identifying you by name. If a specific issue needs to be escalated, we’ll ask for your permission first.

Performance is one of several factors considered during compensation reviews, alongside role scope, market benchmarks, and company performance.

We do not monitor personal social media accounts unless an employee’s behavior directly impacts the company or breaches the social media policy. However, employees are expected to follow the policy even on personal accounts when representing the organization.

No, but your prior tenure may be counted toward your accrual rate depending on how long ago you left. Check with HR to confirm.

In most cases, your manager or department lead will share your departure with your immediate team. Broader announcements vary based on role and team norms.