Lattice Frequently Asked Questions

Yes. Serious mental health conditions are covered if they require ongoing treatment or limit your ability to work. A provider’s certification is required.

No. Company credit cards are strictly for business expenses, and personal use is prohibited.

Yes, as long as you remain an active employee and are not on suspension or notice of termination.

In most cases, yes — as long as it’s approved by Facilities or HR. Company-issued locks may be required at certain locations.

You should use the company card for all business-related purchases. If you must use a personal card (e.g., company card not accepted), clearly note the reason when submitting for reimbursement.

Yes — if you’ve started accruing PTO, you may request time off. Just be mindful that excessive absences during your first 90 days could impact your evaluation.

In many cases, yes — especially if the app or service supports well-being. Check with HR to confirm eligible expenses.

Yes — as long as the organization is a registered nonprofit and the activity aligns with our policy. When in doubt, check with HR.

Yes. If jury duty exceeds the paid leave allotment, employees may use accrued PTO or vacation time or request an unpaid leave.

Yes. You may choose to use accrued PTO or sick time to extend or supplement your leave.

Yes. You can combine PTO with your paternity leave if approved. Some employees also choose to return part-time for a transition period.

Only if you connect through a company-approved VPN and avoid accessing sensitive data over unsecured networks.

Yes. Sick leave can be used for physical or mental health reasons, including therapy or mental health appointments.

Yes. During the elimination period (usually 90 days), you can use available paid time off or other benefits like short-term disability if applicable.

Yes. You may use sick leave to care for a sick immediate family member or someone for whom you are responsible, in accordance with local laws.

Social media use during work hours should be limited to breaks unless it is part of your job responsibilities. Excessive personal use of social media during work hours may lead to disciplinary action.

Possibly. If the program supports long-term growth or cross-functional skills, your request may be approved as unpaid leave. Talk to your manager and HR about your development goals.

You may use the discount to purchase gifts, but you may not resell discounted items or routinely shop for others. Use discretion and keep purchases aligned with personal use.

Yes. Eligibility for the EAP is separate from your medical plan and includes all employees and their household members.

Yes. Many EAPs offer a limited number of free consultations with attorneys or financial counselors. Contact the provider for specific availability.

Yes — occasional use is permitted, as long as it doesn’t interfere with your work or violate company policies. That said, sensitive or personal topics are best handled through a personal email account.

Jeans are allowed on Casual Fridays and for certain roles or departments. In general, dark, unripped jeans may be acceptable in more casual settings — check with your manager for clarity.

Yes, as long as it doesn’t interfere with safety, visibility, or branding. For example, long sleeves under a short-sleeved uniform shirt are usually acceptable.

Absolutely. We support and accommodate religious dress as part of our commitment to inclusion and belonging.

It depends on the nature of the work and whether it poses a conflict of interest. Disclosure and review are required before proceeding.

Yes, Lattice's platform is designed to support the needs of modern workplaces, including remote and distributed teams. Their tools facilitate communication, performance tracking, and engagement initiatives across various locations.

Yes, Lattice allows organizations to add custom follow-up questions or tailor surveys to specific needs. This helps gather deeper insights into employee sentiment and engagement drivers​​.

Yes, Lattice provides engagement survey tools and analytics to identify areas for improvement, enabling organizations to proactively address employee concerns and enhance retention strategies.

Yes, Lattice supports manufacturers by identifying key drivers of turnover through engagement surveys and sentiment analysis. The platform strengthens onboarding experiences and provides managers with tools to recognize and more consistently support top talent, which helps reduce turnover.

Lattice provides pulse surveys, eNPS tracking, and feedback tools to gauge employee sentiment and identify areas for improvement. These insights help manufacturers enhance workplace culture and boost engagement among both shift workers and management​​.

Yes, Lattice centralizes demographic, performance, engagement, and employee growth data in one place, allowing manufacturing companies to identify high or low performers, track workforce trends, and make informed decisions based on comprehensive analytics.

Yes, Lattice offers engagement surveys and analytics that allow firms to gather real-time feedback from employees. By understanding employee sentiment, organizations can implement targeted initiatives to enhance engagement and create a positive workplace culture.