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Please take the time to tell use how we are doing.":1,"#Place interim, minimally disruptive safeguards":1,"#Map verified behaviors against policy violations (confidentiality, data privacy, acceptable use, asset protection). Consider tenure, intent, impact, prior warnings, and local Colombian labor law. Outline potential actions: coaching, written warning, access remediation, or termination if data exfiltration or willful misconduct is confirmed. Coordinate with Legal and ER for jurisdictional compliance.":1,"#Prepare disciplinary risk assessment and decision matrix":1,"#I don't really know":1,"#The Arena site":1,"#I want to report the agent Juan Acuña Bedoya with ID 3312682 from the The Arena site due to a possible fraud and open a security breach due to their actions. They always choose to listen music on Youtube and also Google files that were made outside Taskus and shared with their personal accounts. I take very seriously the secure of the campaign since we faced an issue like this before and the campaign almost close.":1,"#everyday":1,"#Agent":1,"#Juan Acuña Bedoya":1,"#Feb 10, 2026":1,"#Interview the reporter (via anonymous follow-up if possible), the employee’s manager, and IT to clarify timelines, frequency, and whether prior similar incidents occurred. Collect relevant policies (Code of Conduct, Data Privacy, Acceptable Use, Information Security) and acknowledge non-retaliation protections. Maintain confidentiality and avoid tipping off the subject until evidence is secured.":1,"#Conduct a discreet, policy-aligned fact-finding inquiry":1,"#If logs substantiate risk, implement temporary controls: restrict external site access (e.g., YouTube) on Juan’s profile, enforce corporate-only Google Workspace access, and require managed-device-only sign-ins. Consider a non-disciplinary cautionary notice to the team about approved tools and data handling without naming individuals.":1,"#RtMOWKl9Fv":1,"#An anonymous employee reported that Juan Acuña Bedoya, an agent at The Arena site in Cali, Colombia, has allegedly engaged in possible fraud and created a security breach by listening to music on YouTube and sharing Google files made outside the organization with personal accounts for over a year. The reporter emphasized concerns about campaign security due to previous similar incidents that nearly resulted in the campaign's closure.":1,"#Add recommendations for the organization and individuals involved.":1,"#Vera can generate an Investigation Summary Report. Review and edit for accuracy before publishing.":1,"#If Vera is trained on your company’s policies, she will provide a policy analysis.":1,"#Add additional parties if needed, which will automatically generate interviews.":1,"#Templates for interviews and credibility assessments will pre-populate based on the Investigation Plan.":1,"#Evidence (drag and drop files for evidence)":1,"#Summary of the Issue":1,"#Review or manually complete fields such as:":1,"#To add multiple investigators, click the <code ljsid-1=\"\"></code> button. The investigator(s) will be notified via email.":1,"#Choose the investigator or click <code ljsid-1=\"\"></code> if applicable.":1,"#Investigation Workflow Steps":1,"#Access Permissions":1,"#You can start the investigation workflow by checking the box upon case submission or by clicking <code ljsid-1=\"\"></code> on the case details page.":1,"#Initiating an Investigation":1,"#To understand how investigations were created last month using the AllVoices platform, here's a breakdown of the investigation workflow process:":1,"#How Investigations Were Created Last Month":1,"#How investigations were created last month?":1,"#If you need further details about any specific cases or if there's anything else I can assist you with, please let me know!":1,"#It appears that there were no specific performance improvement cases initiated last week based on the available data. However, there are ongoing cases related to performance improvement plans (PIPs) that are currently in progress.":1,"#hey, how many performance improvement cases were initiated last week?":1,"#If you have any more questions or need further assistance, feel free to ask!":1,"#<strong ljsid-0=\"\">Consider Company Culture</strong>: Even if there isn't a formal policy, consider the company culture. If others are engaging in similar activities during breaks, it might be more acceptable. However, always ensure it doesn't interfere with your work responsibilities.":1,"#<strong ljsid-0=\"\">Ask Your Manager</strong>: If you're comfortable, you might also consider discussing this with your manager. They can offer guidance on what's appropriate within your team or department.":1,"#<strong ljsid-0=\"\">Speak with HR</strong>: Your Human Resources department is a great resource for understanding company policies. They can provide clarity on what's acceptable and any potential consequences of playing games during work hours.":1,"#<strong ljsid-0=\"\">Check the Employee Handbook</strong>: Most companies outline their policies regarding the use of company devices and time for personal activities in their employee handbook. Look for sections related to internet use, personal device use, or general conduct.":1,"#Playing computer games at work can be a bit of a gray area and often depends on your company's specific policies and culture. Here are a few steps you can take to find out more:":1,"#hey, can I play computer games at my company? Is there a specific policy and who can I reach with questions regarding this topic?":1,"#If you have any specific questions about how this might relate to HR policies or need guidance on addressing this topic within your organization, feel free to ask!":1,"#<strong ljsid-0=\"\">Professionalism</strong>: Consider the professional environment and how gaming might be perceived by colleagues and supervisors. Maintaining a professional image is important.":1,"#<strong ljsid-0=\"\">Breaks</strong>: If your company allows it, playing games during designated break times might be acceptable. However, it's always best to confirm this with your HR department or manager.":1,"#<strong ljsid-0=\"\">Work Performance</strong>: Ensure that playing games does not interfere with your work responsibilities or productivity. It's crucial to prioritize your tasks and meet your work commitments.":1,"#<strong ljsid-0=\"\">Company Policy</strong>: Check if your company has a specific policy regarding the use of company devices and time for personal activities, including gaming.":1,"#While playing computer games at work might be tempting, it's important to consider your company's policies and culture regarding personal activities during work hours. Here are a few points to consider:":1,"#Can I play computer games at work":1,"#Investigator: Adrian":1,"#5 actions were taken in this investigation":1,"#Action Outcome: None":1,"#Investigation Closed":1,"#Resolved By: Olga":1,"#Initiated by Olga":1,"#Assigned by Olga":1,"#Investigator: ACP admin":1,"#of 2634":1,"#For employee-submitted cases, check \"Vera's Summary\" at the top of the case overview for a quick synopsis.":1,"#View Case Summaries:":1,"#Use the <code ljsid-1=\"\"></code> to search by location or department if applicable.":1,"#Utilize the <code ljsid-1=\"\"></code> to filter cases by specific tags related to Jeff's cases.":1,"#Use Tags and Advanced Filters:":1,"#If you need to export the data for further analysis, click on the <code ljsid-1=\"\"></code> to download a CSV file of the filtered case data.":1,"#Export Data (Optional):":1,"#Click on individual cases to view details, notes, and any attached files.":1,"#Once filtered, review the list of cases created by Jeff.":1,"#Review and Analyze:":1,"#Use the filter to specify cases created by Jeff.":1,"#Hover over the <code ljsid-1=\"\"></code> column header to access filter options.":1,"#Filter by Created By:":1,"#Enter \"Jeff\" in the search bar to filter cases associated with Jeff.":1,"#Click on the <code ljsid-1=\"\"></code> located at the top right of the dashboard.":1,"#Use the Search Function:":1,"#Click on the <code ljsid-1=\"\"></code> logo in the top left corner to navigate to your main case manager dashboard.":1,"#Step-by-Step Instructions":1,"#To analyze cases created by Jeff within the AllVoices web application, you can follow these steps:":1,"#How to Analyze Cases Created by Jeff":1,"#Analyze cases that were created by Jeff?":1,"#Use the <strong ljsid-1=\"\">export icon</strong> in a case to export all information into a PDF, including attachments if desired.":1,"#Exporting Investigation Information":1,"#<strong ljsid-0=\"\">6 Months</strong>: Review any significant employment actions to ensure no retaliation.":1,"#<strong ljsid-0=\"\">30 Days</strong>: Follow up with complainant and respondent to ensure no remaining issues.":1,"#<strong ljsid-0=\"\">5-10 Business Days</strong>: Document remedial actions if policy violations occurred.":1,"#<strong ljsid-0=\"\">3-5 Business Days</strong>: Prepare outcome letters for complainant and respondent.":1,"#Select recommended actions and add notes and dates for actions taken.":1,"#Indicate actions taken to resolve the investigation.":1,"#Accept or dismiss Vera’s auto-generated recommendations.":1,"#Rewrite text":1,"#(or press CTRL twice)":1,"#Open AI Tools":1,"#Start writing":1,"#Open quick settings":1,"#Click to open assistant":1,"#Thank you very much for your understanding and support during this time.":1,"#I will keep you updated as my situation evolves and will provide as much notice as possible regarding my return date. Please let me know if there are any forms or additional information needed to process this request.":1,"#I understand the challenges that an open-ended leave can present to the team and organization, and I am committed to assisting with a smooth transition of my responsibilities before my departure. I am happy to discuss how best to hand off my current projects and ensure continuity during my absence.":1,"#I am writing to formally request an extended leave of absence from my position at Patagonia, beginning on [start date]. Due to [brief reason if you wish to share, e.g., personal, family, or medical reasons], I am currently unable to specify a definite return date.":1,"#Dear [Manager’s Name/HR Team],":1,"#<strong ljsid-0=\"\">Subject:</strong> Request for Extended Leave of Absence":1,"#Absolutely, I’d be happy to help you draft a professional and considerate request for a long vacation with an unknown return date. When making such a request, it’s important to be transparent, respectful, and provide as much context as you’re comfortable sharing. Here’s a template you can use or adapt:":1,"#Hi Vera please help me draft the request for the long vacation with unknown return date":1,"#Would you like to tailor this draft further for your specific situation? If so, please share any details you’re comfortable with, and I can personalize it for you.":1,"#Be sure to check with HR for any specific forms or procedures Patagonia may require.":1,"#If you are covered by any specific leave policies (such as FMLA, medical leave, or other company programs), reference those as appropriate.":1,"#If your leave is for medical reasons, you may want to mention that you will provide documentation if required.":1,"#Tips:":1,"#Sincerely,<br ljsid-1=\"\"> [Your Name]<br ljsid-4=\"\"> [Your Position]":1,"#What Allvoices?":1,"#Create a short questionnaire with required fields for incident description, dates/times (UTC), locations, participants/witnesses, supporting evidence, repeat behavior, and safety/retaliation concerns. Enable anonymous option and save to the case.":1,"#Set up a structured intake questionnaire in AllVoices for this case":1,"#Define triggers: mentions of harassment/discrimination, threats/violence, self-harm, data/security breach, minors, or criminal conduct. If any trigger is present after follow-up, reclassify, notify ER/Legal, and consider interim safety measures per company policy.":1,"#Screen for immediate risk indicators and plan escalation criteria":1,"#Create a reminder to send a gentle nudge within 3 business days if the reporter doesn’t reply, and a final follow-up in 7 business days before closing for inactivity with notice.":1,"#Schedule a follow-up check-in if no reporter response":1,"#ClrhoirKQj":1,"#A case was submitted on Feb 10, 2026, by an individual under the issue type \"Other\" with minimal details provided. No follow-up has been sent, and the case status is new.":1,"#<b ljsid-0=\"\">ACP admin</b> added via role <b ljsid-2=\"\">ACP Cases – Edit</b>":1,"#<b ljsid-0=\"\">Ks Custom</b> added via role <b ljsid-2=\"\">ACP Cases – View, Field - Edit</b>":1,"#<b ljsid-0=\"\">Ks No ACP 5</b> added via role <b ljsid-2=\"\">ACP Cases – View, Field - Edit</b>":1,"#<b ljsid-0=\"\">Ks Full ACP access</b> added via role <b ljsid-2=\"\">Full ACP access</b>":1,"#<b ljsid-0=\"\">Ahmad ACP Field – Edit 1</b> added via role <b ljsid-2=\"\">ACP Cases – Edit</b>":1,"#<b ljsid-0=\"\">Ahmad ACP Field – Edit 2</b> added via role <b ljsid-2=\"\">ACP Cases – Edit</b>":1,"#<b ljsid-0=\"\">Ahmad Full Acp Access</b> added via role <b ljsid-2=\"\">Full ACP access</b>":1,"#<b ljsid-0=\"\">Ahmed acp field view</b> added via role <b ljsid-2=\"\">ACP Field – View</b>":1,"#HR/ER: [name, title, contact]":1,"#Legal: [name, title, contact]":1,"#Legal: Will issue formal hold notices to individual custodians and provide search terms/scope refinements.":1,"#Known custodians and locations: [list names/roles, distribution lists, shared folders, systems]. IT to identify additional custodians as needed.":1,"#Provisional date range: [start date] to present":1,"#Social/Collaboration: Wikis, project boards, task managers, and collaboration tools":1,"#Systems/Locations: Laptops/desktops, mobile devices, shared/network drives, cloud storage (e.g., Google Drive/OneDrive/Box), ticketing systems, HRIS, payroll, LMS, code repositories, security systems (badge access/CCTV), and any relevant applications used by the involved teams":1,"#Files and Data: Documents, spreadsheets, presentations, PDFs, images, audio/video, logs":1,"#Scope of Preservation (non-exhaustive)":1,"#Work Location -> Primary Address -> Type":1,"#Manager -> Id":1,"#Job Profile -> Is Exempt":1,"#Location -> Scheduled Weekly Hours":1,"#Emails -> Type":1,"#state":1,"#my custom question":1,"#Work Location -> Type":1,"#Location -> Time Profile Id":1,"#Location -> Id":1,"#Work Location -> Primary Address -> Postal Code":1,"#Termination Type":1,"#Job Profile -> Job Family":1,"#Work Location -> Primary Address -> Street":1,"#Work Location -> Primary Address -> City":1,"#Job Profile -> Is Critical":1,"#Addresses -> Street":1,"#Work Location -> Primary Address -> State":1,"#Job Profile -> Management Level":1,"#Employment -> First Day Of Work":1,"#Employment -> Is Retired":1,"#Manager -> Email":1,"#New Task Added":1,"#interview people":1,"#Assigned By: Olga":1,"#Case: Diversity issue in Engineering department.":1,"#Admin: ACP admin":1,"#For: Enrique":1,"#of 2119":1,"#Compliance: privilege/attorney–client tags, retention, access controls, audit logs":1,"#Configure: add users/roles, categories, custom fields, resolutions, notifications":1,"#Reporting: filter and export dashboards, schedule reports, view trends":1,"#Link or merge: connect related submissions, reference prior cases":1,"#Manage a case: assign an owner, change status, resolve/reopen, add tags/notes/tasks":1,"#Compliance: retention settings, access controls, audit logs, eDiscovery/litigation hold notes":1,"#Configuration: manage users/roles, categories, custom fields, resolutions, and notifications":1,"#Reporting: view trends, export dashboards, filter by category/location/date, schedule reports":1,"#Communications: send anonymous messages, request follow-up info, use/save templates, set reminders":1,"#Case management: assign owners, add tags, link related cases, change status, resolve or reopen":1,"#Common requests I can guide or execute for you:":1,"#directly t leadership.":1,"#Case: Threatening Behavior in Sales Team":1,"#Case: Anon Case: Harassment":1,"#Select the type of feedback*":1,"#Relationship to the organization*":1,"#Share your feedback here*":1,"#@Chelsea":1,"#View Case#CAANvNQStV - null":1,"#View Case#CZiPzgSQv3 - null":1,"#View Case#CFSp9lMvWG - null":1,"#View Case#ROGd4HbMke - null":1,"#View Case#RfaEblS6K3 - null":1,"#Old employee":1,"#Demo":1,"#<b ljsid-0=\"\">Madyson (HR for HR)</b> added via role <b ljsid-2=\"\">Primary without HR</b>":1,"#Sam Summers, Adam Hunter":1,"#2026-??-Harassment-TB":1,"#<b ljsid-0=\"\">Madyson (HR for HR)</b> removed via role <b ljsid-2=\"\">Primary without HR</b>":1,"#Assign a neutral investigator trained in NYS/NYC sexual harassment laws; define scope (comments, physical contact, retaliation), witness list, and evidence sources; set a 10–15 business day timeline.":1,"#Launch a prompt, impartial investigation with a NYC/NY-compliant plan":1,"#Issue a litigation hold; secure emails, chat logs, badge access, scheduling data, CCTV, and performance actions since the complaint; invite Sam to share dates, locations, and any corroboration.":1,"#Case Features":1,"#Preserve and collect evidence":1,"#Offer EAP, paid time to participate, and a single point of contact; reiterate zero tolerance for retaliation per NYC/NYS law; set up weekly check-ins for 60 days and a reporting channel for issues.":1,"#Provide support and anti-retaliation safeguards":1,"#Confirm required NYS/NYC annual harassment training completion for Tom and team; check prior complaints or patterns; ensure posters/notices were provided; remedy any gaps and note for corrective action.":1,"#Review policy compliance and prior history":1,"#Select Make Your Own Field option":1,"#Select Outcome options":1,"#Hunter":1,"#6587 Dalmore Drive":1,"#Systems Genius":1,"#Lindon, Utah":1,"#Sam Summers, an employee on the team in Finland, filed a formal complaint against her direct supervisor, Tom Barnes, alleging sexual harassment. The incidents, which occurred over six months, included inappropriate comments, unwelcome physical contact, and retaliatory actions when she rejected his advances. The first incident reported to HR was an unwelcome joke, which occurred 52 days ago.":1,"#Summary of case":1,"#Version 3 by Lauren from January 11, 2026":1,"#Sam Summers filed a complaint on Jan 07, 2026, against supervisor Tom Barnes for alleged sexual harassment over six months, including inappropriate comments, unwelcome physical contact, and retaliation. First incident reported to HR was an unwelcome joke 52 days prior.":1,"#Vera Tasks + Draft":1,"#Vera Autodraft":1,"#SLA breached - 29 days":1,"#Total Cases: 101":1,"#All time data shows 111 total cases, with peaks in 2025-W17 at 26 and 2026-W3 at 13; top issues are Harassment at 45, Retaliation at 14, and Discrimination or Bias at 12. Status is concentrated In Progress at 71, priorities skew Not Set at 47 and “High” at 27, 21 are Not Assigned under Assigned Admin, and locations led by USA at 70 (NY 30, CA 22).":1,"#Between the third week of April 2025 and the second week of February 2026 (inclusive), case volume is volatile WoW with spikes in the third week of April 2025 (26) and the third week of January 2026 (13), while 14 weeks had 0; excluding the April 2025 spike, the weekly median is 1–2 cases.":1,"#Lee":1,"#Lauren":1,"#Jake":1,"#Chelsea":1,"#Training/Coaching":1,"#Search Resolutions":1,"#Search Outcome":1,"#Search Cases By Priority":1,"#Search City Location":1,"#Search Cases Status":1,"#Search State":1,"#Search Country":1,"#Search Subissue Type":1,"#Search Case Type":1,"#City Location":1,"#Cases Status":1,"#Cases By Priority":1,"#Subissue Type":1,"#2026 - LOA":1,"#CnFvmM8sCQ":1,"#<b ljsid-0=\"\">Callie Pelican</b> added via role <b ljsid-2=\"\">Owner - No ACP or People Team Case Access</b>":1,"#<b ljsid-0=\"\">Charlotte Bowers-Brothers</b> added via role <b ljsid-2=\"\">Owner - No ACP or People Team Case Access</b>":1,"#<b ljsid-0=\"\">Phillip Liang</b> added via role <b ljsid-2=\"\">Owner - No ACP or People Team Case Access</b>":1},"version":16234}]