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De acuerdo con el Código de Conducta, no se tolerarán represalias por realizar un reporte de buena fe. Próximos pasos: el equipo llevará a cabo una verificación inicial de los hechos y recopilará información relevante para comprender el asunto. Nos comunicaremos con usted si necesitamos aclaraciones adicionales. Según lo indicado, su método de verificación preferido es por teléfono. La participación en cualquier interacción es completamente voluntaria. Si desea programar una breve llamada de verificación confidencial, podemos ofrecer los siguientes horarios en UTC: - Martes: 13:00–15:00 - Miércoles: 16:00–18:00 - Jueves: 09:00–11:00 Confírmenos si alguno de estos horarios le resulta conveniente o proponga alternativas. También puede optar por no participar; en ese caso, continuaremos con la revisión basada en la información disponible.":1,"#Sin presionar para que revele información, informe a la consultora sobre los recursos de EAP/salud mental, las opciones de baja por enfermedad/baja médica según la legislación española/política de la empresa, las opciones de separación temporal del colega (ajustes de horario/equipo de cliente) y cómo solicitar adaptaciones. Documente las ofertas y las decisiones.":1,"#En español, invita a la consultora a una reunión con prioridad en el bienestar para comprender los problemas de la relación, la línea de tiempo y cualquier testigo. Invita por separado a la colega a una entrevista neutral sin revelar la identidad de la persona que reportó, enfocándote en los comportamientos, fechas y contexto. Recuerda a ambas partes los recursos de apoyo y la política de no represalias.":1,"#Exporte y registre con marca de tiempo el correo electrónico, los encabezados y cualquier hilo previo; capture los metadatos; almacénelo en una carpeta de evidencia restringida; anote la cadena de custodia. Evite reenviarlo ampliamente: compártalo solo con el personal de RR. HH./ER que necesite saberlo.":1,"#El 03 de oct. de 2025, un empleado actual del departamento de Operations reportó inquietudes tras recibir un correo de un consultor que sufrió un ataque de ansiedad y ahora está medicado, atribuyendo estos síntomas a una mala relación con un colega en el mismo cliente. El empleado busca aclaración de los hechos y posibles soluciones, incluida la participación del HRBP, y desea permanecer en el anonimato.":1,"#Identificar al HRBP para el consultor y para el colega interno, confirmar los estados de empleo (empleado vs. contratista), las políticas aplicables (cliente vs. compañía) y quién liderará la investigación. Garantizar el cumplimiento de la legislación laboral española y la protección de datos (RGPD).":1,"#Notifique a los HR Business Partner pertinentes y asigne a un investigador de HR/ER, alineándose con la jurisdicción y las consideraciones del sitio del cliente en España.":1,"#Acusamos recibo del informe anónimo y abrimos un expediente en español con avisos de confidencialidad y no represalia.":1,"#Realiza una labor de investigación focalizada contactando al consultor y al colega nombrado en el cliente":1,"#Ofrecer recursos de apoyo inmediato y ajustes razonables para la salud y seguridad del consultor":1,"#Asegura y preserva el correo electrónico del consultor y cualquier comunicación relacionada como posible evidencia":1,"#El 25 de noviembre de 2025, un empleado actual en Madrid informó de un comportamiento poco profesional continuado por parte de Miriam Mauri, incluyendo manipulación, deshonestidad, incumplimiento de los procesos acordados (especialmente relacionados con los KPIs) y acciones que afectan negativamente a la dinámica del equipo y a la relación con el cliente, con la participación de Javier Álvaro, Cristina Tornos, Mercedes Alaez, Alba y Bartek como testigos o responsables. El empleado solicita una revisión formal, controles de proceso más estrictos, una mejor comunicación y formación, un plan de mejora del desempeño, directrices claras de conducta y protección contra represalias.":1,"#Emitir pautas temporales para el comportamiento profesional en las instalaciones del cliente (ruido/celebraciones, alimentos/olores, eventos personales, vestimenta, etiqueta en la estación de trabajo y uso de áreas comunes). Requerir la aprobación previa del gerente para cualquier reunión no laboral en el sitio del cliente. Reiterar que los empleados son representantes de Quest y deben seguir las políticas del cliente. Incluir vías de reporte y garantía de no represalia.":1,"#Revisar la conexión con el caso de Speak Up abierto por HRBP (Victoria Pedreño) causado por un email de Alba Lucas.":1,"#Inicie un proceso de gestión del desempeño si los hechos corroboran el incumplimiento del proceso":1,"#El caso de encontrara debidamente documentado como antecedente oficial":1,"#Eventos generales (town halls, happy hours): posible coincidencia pero sin acercamiento":1,"#Recopila y preserva evidencia":1,"#Reúnete con Alan para revisar los estándares de un lugar de trabajo respetuoso y contra el acoso, aclara que el contacto personal no solicitado es inapropiado en el trabajo y emite un memo de coaching documentado; indica que futuras inquietudes deben canalizarse a través de HR, no mediante contacto directo.":1,"#Implementar soporte provisional para Dhamar":1,"#Offer options: schedule flexibility, alternate workspace, ERG/Employee Assistance Program resources, and a named HR point of contact; confirm no retaliation and clear reporting channels for any further contact.":1,"#Implement interim support for Dhamar":1,"#Ofrezca opciones: flexibilidad de horario, espacio de trabajo alternativo, recursos de ERG/Programa de Asistencia al Empleado y un punto de contacto nombrado en HR; confirme que no habrá represalias y canales claros de reporte para cualquier contacto adicional.":1,"#Dar una advertencia de honestidad y de no represalias, explorar el contexto del conflicto previo, la carta de disculpa, las conductas recientes en training y obtener versiones y documentación; recordar la política contra el acoso y las consecuencias.":1,"#Gracias por compartir esta inquietud. El 12 de marzo de 2026, un gerente informó que Dhamar Nateras se sintió incómoda después de recibir una carta escrita a mano de Alan Valencia, un nuevo empleado, debido a un conflicto personal pasado de un empleador anterior; Dhamar ha expresado preferencia por no tener más contacto y está considerando renunciar debido a la incomodidad continua. La situación ha sido reconocida por el liderazgo, y se está implementando un plan de retención para apoyar el compromiso y el bienestar de Dhamar.":1,"#Thanks for sharing this concern. On Mar 12, 2026, a manager reported that Dhamar Nateras felt uncomfortable after receiving a handwritten letter from Alan Valencia, a new hire, due to a past personal conflict from a previous employer; Dhamar has expressed a preference for no further contact and is considering leaving because of ongoing discomfort. 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