Lattice Frequently Asked Questions

Yes. If you find a relevant course or conference that supports your development goals, speak with your manager. Approval will depend on budget and role alignment.

Yes, but please avoid blocking off long stretches of time unless you truly plan to be in the office. Be considerate of others who may need space.

Yes. You can submit a written response to HR if you disagree with the warning or want to provide additional context. Your response will be included in your personnel file.

Possibly. Some teams may bring back retirees on a project basis. Talk to your manager and HR to explore your options.

Yes. 1:1s are a core conversation type in Lattice Meetings, alongside group conversations and ad-hoc calls. Managers and direct reports can use 1:1s in Lattice Meetings to collaborate on agendas, track action items, and manage continuous performance.

Yes — in collaboration with your manager. You’re encouraged to propose meaningful goals that align with your role and development interests.

You may share public company-related news as long as it complies with our policy and code of conduct. Ensure that the information is accurate and does not involve confidential intellectual property or sensitive matters.

Only in approved private channels — and only if the information does not violate any client agreements or internal confidentiality rules. When in doubt, check with Legal or your manager.

Yes — but only if you’re not disclosing confidential details about clients, strategies, financials, or internal operations. When in doubt, check with your manager or HR.

Only if your team has a designated channel for that purpose (e.g., #community-board) and participation is voluntary. Avoid direct messaging colleagues or posting in work-related channels.

You’re welcome to reserve the same desk if it’s available, but no desk is permanently assigned. We encourage variety and fairness in space use.

If the parking lot is considered company property, smoking may be prohibited unless otherwise stated. Check with your local facilities manager or HR to confirm.

Possibly. Leave must be taken within [e.g., 12 months] of the child’s arrival. Intermittent leave must be approved by your manager and HR.

Yes — if your role allows and your manager approves. We encourage flexibility as long as work expectations are met.

Avoid storing personal files on your work computer, especially large media files. This helps maintain security, speed, and backup integrity.

Yes, if it helps you focus and doesn't disrupt others or slow down the network. Use headphones and avoid high-bandwidth streaming on shared Wi-Fi.

For expenses under $25, yes — but receipts are still preferred. For expenses over $25, itemized receipts are required.

If your holiday observance is not listed, you may use a floating holiday or PTO. Please notify HR or your manager in advance so we can support your observance.

Yes — unless prohibited by contract or non-compete terms. You may accept temporary work elsewhere but should be available for rehire if recalled.

Yes, as long as your plans don’t involve working for another employer or competing business. We encourage you to use this time to rest, learn, or grow in a way that’s meaningful to you.

New hires are encouraged to complete onboarding before taking extended time off. Any vacation plans during this time must be disclosed during the hiring process and approved in advance.

Only if you’ve received approval and use secure, company-approved tools and systems. Confidential information should never be stored on personal devices or printed and left unsecured.

Yes, if your healthcare provider certifies that intermittent leave is medically necessary, we will make every effort to accommodate your needs.

Yes. Paternity leave is available for any new child joining your family, regardless of biological relationship.

Yes, you can request a personal leave of absence, but approval is discretionary and job protection is not guaranteed.

Possibly. If the self-employed partner meets the employment and earnings test, and the mother/adopter curtails their leave/pay, then the employed partner may be eligible for SPL.

Yes, intermittent leave may be granted if medically necessary and supported by documentation. This could include reduced work hours or periodic absences.

You can request time off, but managers are not required to approve it. It’s generally expected that employees be present during their notice period to support transition planning.

Yes. If you’re unsure whether your situation qualifies or how to proceed, reach out to HR or Compliance confidentially for guidance.

Yes — and we encourage it! Use Slack’s notification settings or Do Not Disturb mode to protect your off time. You can also schedule messages to send later if needed.

Yes, but only if the preferred vendor can’t meet your business needs. You’ll need to document the justification and obtain Finance approval.

Yes — with your manager’s permission. We encourage flexibility so employees can prioritize mental health.