Lattice Frequently Asked Questions

Yes. You can elect to continue your health insurance for up to 24 months. If you decline continuation, coverage will be reinstated upon return with no waiting periods.

No. Work devices are for authorized employees only. Allowing others to use them creates security and compliance risks.

No. Parking permits are non-transferable and tied to your registration. Misuse may result in penalties.

Yes, anonymous reports may be made through [Company’s ethics hotline / anonymous reporting tool], but please note that anonymity may limit our ability to investigate fully.

No. All purchases must be approved before any commitment is made. Making a purchase first — even if urgent — may result in non-reimbursement.

Yes, you can mention the company as long as you are respectful and do not disclose confidential information. You should make it clear that any opinions shared are your own and not those of the organization.

Not without approval from Legal and the People Team. Any changes must be reviewed to ensure compliance and consistency.

Yes. There's no limit to how often you can recognize or nominate someone, though final selection for formal awards may vary.

Absolutely. Cross-functional collaboration is one of the most important contributions to recognize.

If you have concerns about giving feedback, speak with HR. While participation is encouraged, we want to ensure everyone feels safe and supported in the process.

No. Accessible spaces are reserved exclusively for those with valid credentials. Violations may result in fines or loss of parking privileges.

Members of the HR team, as well as hiring managers directly involved in the recruitment process, are not eligible to participate.

Not permanently. Feel free to bring items for the day (like a water bottle or notebook), but please take everything with you when you leave.

Yes. Performance and Goals & OKRs can be unbundled and purchased individually.

It’s best to communicate through your recruiter for consistency and compliance — especially during the offer process.

Yes. Recognition should be multi-directional — upward, lateral, and cross-functional.

Yes. We welcome referrals from employees — including those for family members. Just be sure to disclose the relationship and avoid participating in the interview or selection process.

Internship and contract roles are generally not eligible for this program unless explicitly stated.

Yes — as long as you believe they’re a strong candidate for the role and can vouch for their abilities, that’s a valid referral.

Yes, but if you're involved in interviewing or making the hiring decision, you may not be eligible for the referral bonus. When in doubt, check with HR.

Yes — as long as the role is open to remote or international applicants and the candidate meets the qualifications.

Employees may refuse, but doing so is considered a violation of this policy and may result in disciplinary action, up to termination.

Possibly — but only if the scope is short-term, project-based, and clearly outside the definition of employment. HR and Legal must review the classification.

Anonymous complaints are accepted, but may limit our ability to investigate. We always treat information sensitively and encourage open dialogue where possible.

Yes. You can submit reports anonymously through [Insert tool/hotline], though sharing your name may help us ask follow-up questions and resolve the issue faster.

Yes. Reporting a concern can help ensure someone gets the support they need. We approach these situations with care, and we won’t take disciplinary action unless safety or repeated violations are involved.

Yes, if your company has an anonymous reporting system. Otherwise, speak directly with HR and ask for confidentiality.

Absolutely. If you experienced misconduct or believe an issue needs immediate attention, please let us know — and we’ll escalate it appropriately.

Yes. Bystanders play a crucial role in maintaining a respectful workplace. If you witness third-party harassment, you should report it through the same channels.

Yes. We encourage bystanders and allies to report misconduct. You don’t have to be the target of harassment to speak up.

Yes. Mental health conditions such as anxiety, depression, PTSD, or neurodivergence are recognized under the ADA and may be supported through accommodations.

Typically, payroll advances are approved for emergency expenses — though we review each request individually. Routine or recurring expenses are less likely to qualify.