Lattice Frequently Asked Questions

No — as a full-time, salaried employee, your pay is not impacted when you take approved vacation under this policy.

Yes — especially when your outside interests affect your role, decisions, or perception of bias at work.

Yes. Harassment can occur over Zoom, email, chat, or any other digital communication tool. The same standards of respect apply, regardless of where you work.

While legal protections vary by region, gender identity is protected under Title VII of the Civil Rights Act in the US. This policy is designed to exceed minimum legal standards and create a truly inclusive workplace.

Generally no, unless the volunteer work competes with the company, uses work hours or resources, or interferes with job duties.

No. Exempt employees are salaried and not eligible for overtime pay under the FLSA. However, in rare cases, a company may choose to offer additional compensation for extra hours — but this is not required.

Yes. Your time on military leave counts toward seniority and eligibility for benefits like retirement vesting and promotion timelines.

Sabbaticals are partially or fully paid depending on the length and your eligibility. Talk to HR to confirm how your specific leave would be compensated.

If you're on paid leave (like vacation or parental leave), you’ll still receive holiday pay. If you’re on unpaid leave, you may not be eligible—check with HR for details.

FMLA itself is unpaid, but you can use accrued PTO or apply for paid parental or disability leave benefits, if eligible.

Not necessarily. We only need enough information to verify the need and determine an appropriate accommodation. You can share documentation from a healthcare provider without disclosing a diagnosis.

We strongly encourage employees to provide two weeks’ notice to allow for a smooth transition, but it’s not legally required unless outlined in your contract.

No. Unless a specific regulation requires it, electronic storage is sufficient as long as the record is secure, backed up, and accessible.

No. Exit interviews are entirely optional. You're encouraged to share your feedback, but there’s no requirement.

No. Participation is entirely voluntary. You are welcome to use as much or as little of the program as is right for you.

Not exactly — there’s no exam, but your manager will review your performance, behavior, and overall fit to determine if your role should be confirmed.

Yes. The NDA applies to all employees regardless of department or job title, as everyone may come into contact with sensitive information.

Not necessarily. You may request to split your leave into multiple segments. This must be approved by HR and your manager and taken within 12 months of the child’s arrival.

No. You can simply request time off as a sick day or PTO, following normal procedures. You do not need to disclose the reason unless you want to.

No. You can use your volunteer hours in partial-day increments, such as 2 hours for a food drive or 4 hours for a cleanup event.

Not necessarily. Unused PTO will be paid out in accordance with the company’s time-off policy and applicable state laws.

No, but we recommend using licensed, insured movers. If you’re using a relocation vendor, we’ll provide a preferred provider list.

That depends on your state law and company policy. Some employers require employees to use accrued PTO during the waiting period; others allow benefits to begin immediately after the elimination period.

No. You can choose whether to use accrued paid time off or take unpaid leave. You are never required to use PTO for military leave under USERRA.

Yes, in most cases, you’ll need to use available paid time off (PTO or sick leave) before taking unpaid leave. Exceptions may apply depending on your location or employment agreement.

No. Remote or hybrid roles typically follow a separate dress code policy. Uniforms apply only to designated roles that require in-person presence.

Yes. A fitness-for-duty certification is required before returning from medical leave, especially if your absence was due to an illness or injury that affected your ability to perform essential job functions.

Not permission, but we strongly encourage transparency. It supports trust and makes transitions easier if you’re selected.

No. You don’t need concrete evidence — only a good-faith belief that something may be wrong. If you’re unsure, it’s still better to report the concern.

That depends on your needs and priorities.

All-in-one platforms can combine performance, engagement, learning and goal-setting tools, but might lack specificity. An HRIS platform like HiBob or UKG Pro might add basic performance features, but may lack the depth you get from a more performance-focused platform like Lattice.

Lattice specializes in bringing performance, engagement and manager effectiveness tools into one unified platform, and also integrates easily with your existing HRIS.

No. You can access the EAP directly at any time. Your usage is confidential and doesn’t require approval or disclosure.

No, Habits fits into the routines you already have. It helps standardize what works, makes it easier to capture decisions and next steps, and keeps the thread of work and feedback connected week over week.