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Μπορείτε να έρθετε αύριο στην αίθουσα HR στον πρώτο όροφο του Helius στις 18 Δεκεμβρίου στις 10:00 π.μ. τοπική ώρα. Ευχαριστώ.":1,"#森脇さん、こんにちは。このメッセージは河野より送信しています。メールでご相談させていただいた通り、この件は一旦終了させていただきます。しかしながら、引き続き可能な限り調査を進めてまいります。":1,"#Ryckaert":1,"#Wednesday, December 10, 2025":1,"#\"Eden\" in Thessaloniki":1,"#Yes. The same incident happened to other teammates as well.":1,"#Sabrina":1,"#Dear HR Team, I am writing to formally report a serious incident of harassment and inappropriate physical conduct that occurred during the company event on Wednesday, December 10, 2025, at \"Eden\" in Thessaloniki from Slim Chaouali. Specifically, a colleague exhibited unacceptable and unprofessional behavior towards me. Despite clear and repeated rejections from both myself and colleagues I was with, this individual engaged in actions that violated my personal space and made me feel unsafe. -He would come and lean his whole body against mine. -He would touch my waist and pull my hands. -He would come very close, bringing his face right up to mine. My colleagues and I repeatedly tried to distance him from me, but he refused to comply. Eventually, my colleagues formed a circle around me to block him, yet he persisted in his attempts to approach me. Security removed him from the premises, but he reappeared in front of me ten minutes later. I was also informed by a colleague that he was asking about my whereabouts. I should also note that he was bothering other female colleagues as well. I am available to provide further details or a list of potential witnesses. Best regards, Sabrina Ryckaert":1,"#No.":1,"#Slim Chaouali":1,"#Καλημέρα σας ! Το προγραμμα εργασιας μου αυτης της εβδομάδας είναι 7.00 - 15.00 μέρι και αύριο.":1,"#Dec 17, 2025":1,"#Σας ευχαριστούμε για το email σας και για την επικοινωνία μαζί μας. Μπορείτε να μας ενημερώσετε για το πρόγραμμα εργασίας σας αυτήν την εβδομάδα, ώστε να προγραμματίσουμε μια συνάντηση με την ομάδα HR;":1,"#Collect 6–12 months of task assignment records, project rosters, performance reviews, meeting invites, and recognition emails for the team. Analyze distribution of high-visibility versus routine work by employee, role, and qualifications to detect patterns. Preserve data for potential legal hold.":1,"#Secure and review objective work-allocation data":1,"#alberta_wolff_witness_interview.pdf":1,"#Google Drive File(s)":1,"#Thank you for sharing this experience. Unequal access to high-visibility work and the dismissal of contributions based on cultural background are serious concerns and may violate our Anti-Harassment and Respect Policy and equal opportunity standards. We will open a confidential review to understand the assignment patterns, meeting dynamics, and any impacts on growth opportunities. Your anonymity will be respected to the extent possible, and there is zero tolerance for retaliation—please report any concerns immediately. To proceed, it would be helpful to know approximate dates, examples of assignments or meetings where this occurred, any written communications, and names of potential witnesses who observed the dynamics. You do not need to confront anyone. We can arrange a confidential conversation in English or Spanish if preferred. We will keep you updated on next steps and outcomes appropriate to share. – HR Department":1,"#Thank you for reporting this incident and for acting quickly to alert HR in the moment. Physical aggression is strictly prohibited under our Respect and Anti-Harassment policies, and your safety and well-being are our priority. We’re opening a confidential investigation immediately, which will include interviewing relevant witnesses and reviewing any available evidence. Retaliation for reporting or participating in this process is not permitted. If you have medical documentation, photos of injuries, or names of witnesses, please share them securely. If you feel unsafe at any point, let us know so we can arrange interim measures while the review is underway. We will keep you updated on progress and notify you of the outcome. — Human Resources Team":1,"#Ksenia Bogoliubtseva:":1,"#reply to admin":1,"#Reporter, Ksenia Bogoliubtseva":1,"#Case: RHgMAd4pse":1,"#today at 2:21 PM":1,"#El 12 de noviembre de 2025, un empleado del Departamento de Operaciones en la oficina de Chicago informó preocupaciones sobre un trato desigual relacionado con el origen cultural. El empleado declaró que, durante la asignación de tareas en equipo, su supervisor asignaba de manera constante tareas de alta visibilidad a colegas de orígenes culturales similares, mientras que a él solo le asignaba trabajo rutinario o de bajo impacto, a pesar de contar con calificaciones comparables. El empleado también señaló que sus ideas eran frecuentemente descartadas en las reuniones, pero posteriormente reconocidas cuando otros las repetían. Este patrón, observado durante varios meses, llevó al empleado a sentirse excluido, infravalorado y marginado, lo que dio lugar a la presentación formal de una queja por diversidad.":1,"#<b ljsid-0=\"\">Alex Virga</b> added via role <b ljsid-2=\"\">Primary without HR</b>":1,"#Interview the complainant via interpreter or bilingual HR (through AllVoices, preserving anonymity as possible), then witnesses and peers. Ask structured questions about task distribution, idea attribution in meetings, and any comparators. Document consistency, dates, examples, and impacts. Reiterate anti-retaliation protections.":1,"#Conduct confidential, language-accessible interviews":1,"#Compare the reporter’s qualifications and performance to those receiving high-visibility tasks. Request the supervisor’s decision criteria and rationale for assignments. Test for consistency across employees and time. Flag any shifting or undocumented criteria as risk.":1,"#Evaluate legitimate business reasons and comparators":1,"#Notify leadership of anti-retaliation obligations. Offer neutral oversight of upcoming task assignments (e.g., temporary review by another manager), require written criteria for high-visibility assignments, and ensure meeting facilitation norms that credit original contributors. Communicate these as temporary, non-punitive measures.":1,"#Case: RAcnHL0TX7":1,"#Implement interim fairness and anti-retaliation measures":1,"#RAcnHL0TX7":1,"#On Nov 12, 2025, a full-time employee in the Operations Department at the River North, Chicago office reported experiencing ongoing exclusion and discrimination by their supervisor, who allegedly assigned high-visibility tasks to colleagues of similar cultural backgrounds and dismissed the employee’s contributions in meetings. The employee, who wishes to remain anonymous, described feeling undervalued and marginalized, prompting a formal diversity, equity, and inclusion complaint.":1,"#of 1878":1,"#Case: 60751":1,"#last Sunday at 4:32 AM":1,"#Case: 60748":1,"#Case: 60752":1,"#yesterday at 1:36 PM":1,"#Case: Sam Summers Investigation":1,"#Case: test case name":1,"#Week of Aug 11, 2025":1,"#Week of Nov 24, 2025":1,"#Week of Dec 8, 2025":1,"#Week of Dec 1, 2025":1,"#All time: 41 total cases with weekly peaks at 2025-W50 (6), 2025-W33 (4), and 2025-W44/2025-W47 (3 each); top categories are Violation by manager or supervisor (12) and Bullying, Discrimination or Harassment (12), mostly Medium priority (36), with 30 Resolved and 11 In Progress. Anonymity is common (27 vs 13 identified), and cases are concentrated in Medellin (40) within Colombia (41) and LAM (41), with 1 case flagged “No” for AC privilege.":1,"#From March 2025’s fourth week through December 2025’s third week, case volume generally rises week over week, with spikes in the second week of August (4), last week of October (3), third week of November (3), and a peak in the second week of December (6), indicating year-end reporting uptick.":1,"#Week of Mar 24, 2025":1,"#From March 2025’s second week through December 2025’s third week (inclusive), case volume trends upward week over week, with spikes in the fourth week of August 2025 (4), the fourth week of October 2025 (3), the third week of November 2025 (3), and a peak in the second week of December 2025 (6).":1,"#Week of Apr 14, 2025":1,"#Week of Apr 28, 2025":1,"#Week of May 19, 2025":1,"#All time (inclusive): 41 total cases from Colombia (Medellin 40, Cali 1), with weekly peaks in 2025-W50 (6), 2025-W33 (4), and 2025-W47 (3); categories are led by Violation by manager or supervisor 12 and Bullying, Discrimination or Harassment 12, followed by Violation of Policy 8, Other 4, Safety or Unsafe Working Conditions 2, Work Hours Wages and Benefits 2, and Substance Abuse 1. Status shows Resolved 30 vs In Progress 11; priority is mostly Yellow 36 (Green 4, Red 1); anonymity splits to No, I want to remain anonymous 27 vs Yes, I want to share my identity 13; all in LAM 41 and 1 case marked No for ac_privilege.":1,"#Week of Apr 7, 2025":1,"#Week of Jun 23, 2025":1,"#Total Cases: 41":1,"#yesterday at 1:44 AM":1,"#yesterday at 1:55 AM":1,"#yesterday at 8:49 AM":1,"#Stutzman Services":1,"#Meetze Plumbing Company, Inc":1,"#Getzschman Heating LLC":1,"#option focused, 1 of 4. 4 results available for search term z. Use Up and Down to choose options, press Enter to select the currently focused option, press Escape to exit the menu, press Tab to select the option and exit the menu.":1,"#option focused, 1 of 61. 61 results available. Use Up and Down to choose options, press Enter to select the currently focused option, press Escape to exit the menu, press Tab to select the option and exit the menu.":1,"#Corley Service Corporation":1,"#Cool Bear":1,"#Cool Air Mechanical":1,"#Comfort By Design":1,"#Chapman Heating & Air Conditioning Inc":1,"#Cassell Brothers Heating and Cooling LLC":1,"#Fayette Heating & Air Conditioning":1,"#Elmore Service Corp":1,"#Ellington Service Corporation":1,"#Dutch Enterprises":1,"#Elge Plumbing & Heating":1,"#Eck Services, LLC":1,"#Campbell & Company Service Corporation":1,"#Blake Brothers Service Corporation":1,"#Aztec Plumbing, Inc":1,"#Black Hills Inc.":1,"#Bell Brothers":1,"#Best Air Conditioning Plumbing Repair":1,"#Artic Air Conditioning":1,"#Anthony PHCE":1,"#Anderson Plumbing, Heating & Air":1,"#Accutemp Service Corporation":1,"#G&G Heating and Air Conditioning":1,"#Four Seasons Service Corp":1,"#Apollo Heating & Air Conditioning, Inc.":1,"#Anytime Plumbing, Inc":1,"#Vendor/Client":1,"#Your message has been received. You'll get a notification with a link to continue the conversation. Once your case has been resolved, you can expect a follow up contact to ensure things are still going well and that your feedback has been acknowledged or addressed.":1,"#Thank you for speaking up!":1,"#Which company does this primarily involve?":1,"#What type of feedback do you want to give TurnPoint Services?":1,"#Take Action Today We want to hear from you. Share your feedback, questions, kudos or concerns. You'll be able to communicate with HR or Leadership through a secure messaging portal. If you choose to remain anonymous, your identity will not be linked to your message.":1,"#option Thessaloniki selected, 1 of 2. 2 results available. Use Up and Down to choose options, press Enter to select the currently focused option, press Escape to exit the menu, press Tab to select the option and exit the menu.":1,"#こんにちは。あなたの身元は調査の結果には一切関係ありません。":1,"#Dec 16, 2025":1,"#Unsubstantiated, Frivolous, Insufficient Information":1,"#Case submitted by <b ljsid-2=\"\">karine rios</b>":1,"#Coordinate with Workforce/IT to pull logs for Karine’s status (e.g., “out of commission”) and any alerts/reports generated on Nov 11–12, 2025 Medellín time, plus any emails from Esneider referencing status. Preserve logs and permissions in the case file.":1,"#Request system logs for status changes and reporting activity":1,"#Interview the reporter (Karine), the named individual (Mariana Patiño), and the manager (Esneider Álvarez) separately. Use neutral, behavior‑based questions, advise on non‑retaliation, and document with date/time, location, and participants.":1,"#Schedule separate fact‑finding interviews in Spanish":1,"#Without prejudging, remind all parties of the Code of Conduct, anti-harassment policy, and non-retaliation. If pressure or monitoring is causing anxiety, consider temporary workload adjustments or allowing approved brief status use for inquiries during peak calls. Document any interim steps.":1,"#Assess immediate risk and communicate interim expectations":1,"#Okay, I'm paying attention.":1,"#MARIANA PATIÑO WORFORCE":1,"#Dear Taskus, This is to inform you of a complaint I have regarding today, November 12, 2005, as Mariana Patiño from Workforce was reported for making false reports about me, which could be considered harassment. I am writing to my boss, Esneider Álvarez, because he sent me an email stating that I was \"out of commission\" according to my email status. This is untrue, as I have never used that status to be absent from my post. I only use it occasionally to ask questions, request coupons, or address any other concerns. Currently, I am experiencing significant pressure due to the high volume of calls. The inability to use my status, even for inquiries, is frustrating. The already high pressure in operations, with constant reports, and these kinds of accusations can lead to misunderstandings. I feel harassed and pressured. I hope you will consider my concerns and demonstrate understanding and empathy towards me as an advisor, as this misunderstanding has caused me considerable anxiety.":1,"#rivers":1,"#Karine":1,"#None identified in the report.":1,"#November 11, 2005":1,"#workforce":1,"#Mariana Patiño":1,"#RoBhlpECUY":1,"#On Nov 11, 2005, Karine Rivers reported feeling harassed and pressured after Mariana Patiño from Workforce allegedly made false reports about her, leading to misunderstandings and anxiety, with management (Esneider Álvarez) being informed of the situation. The incident occurred at The Gallery in Medellin, Colombia, and supporting evidence was provided.":1,"#<span ljsid-0=\"\">08:49</span> Dec 15, 2025":1,"#last Thursday at 1:31 AM":1,"#last Thursday at 1:37 AM":1,"#last Thursday at 1:38 AM":1,"#today at 1:44 AM":1,"#Case: RTDEY6A2Uh":1,"#today at 1:55 AM":1,"#today at 8:49 AM":1,"#Case: RoBhlpECUY":1,"#last Thursday at 1:28 AM":1,"#of 99":1,"#Hola, ¿podrías confirmarme tu nombre completo y para qué equipo trabajas o cuál es tu gerente?":1,"#Gerente sénior de distrito noroeste":1,"#Jessica Yost":1,"#Gracias por informarnos sobre este asunto. Menciona que otros empleados han tenido el mismo problema. ¿Podría sugerirnos otras personas con las que deberíamos hablar?":1,"#Hola Diego,":1,"#Gracias por compartir esto, Diego. Nos tomamos muy en serio las preocupaciones sobre la privacidad y el posible acoso. Abriremos una revisión formal de inmediato. Quedan estrictamente prohibidas las represalias por plantear esta inquietud. Nos pondremos en contacto contigo directamente para informarte sobre las novedades y los próximos pasos, y agradecemos cualquier documentación (fechas, mensajes, etc.) que puedas proporcionar para respaldar una revisión exhaustiva.":1,"#option Paris Restaurant, selected.":1,"#option Paris Restaurant focused, 145 of 220. 220 results available. Use Up and Down to choose options, press Enter to select the currently focused option, press Escape to exit the menu, press Tab to select the option and exit the menu.":1,"#Hotelaria":1,"#New York Gallery":1,"#Newport Beach Gallery":1,"#New Orleans HDC":1,"#Nashville Restaurant":1,"#Nashville Outlet":1,"#Nashville Gallery":1,"#Munich Gallery":1,"#Mission Viejo Gallery":1,"#Minneapolis Restaurant":1,"#Minneapolis Outlet":1,"#Aventura Gallery":1,"#Minneapolis Gallery":1,"#Metairie Gallery":1,"#Merchandising":1,"#Melrose Gallery":1,"#Marin Restaurant":1,"#Marin Gallery":1,"#Madrid Gallery":1,"#Louisville Outlet":1,"#Los Gatos Gallery":1,"#Long Beach Outlet":1,"#Austin Gallery":1,"#Limerick Outlet":1,"#Leawood Gallery":1,"#Las Vegas Gallery":1,"#LA Modern":1,"#La Mesa Outlet":1,"#King of Prussia Gallery":1,"#Jacksonville Restaurant":1,"#Jacksonville Gallery":1,"#Atlanta Gallery":1,"#Irvine Outlet":1,"#Interior Design":1,"#Indianapolis Gallery":1,"#Houston Gallery":1,"#Houston Baby & Child":1,"#HDL Routing":1,"#HDL Field Operations":1,"#Greenwich Gallery":1,"#Greenwich Baby & Child":1,"#Asia Sourcing":1,"#Global Openings":1,"#Gallery Development":1,"#Fort Worth Outlet":1,"#Field Leadership":1,"#Fairfield Outlet":1,"#England Restaurant":1,"#England Gallery":1,"#Edmonton Gallery":1,"#Asheville Outlet":1,"#East Hampton Gallery":1,"#Dusseldorf Gallery":1,"#Detroit Gallery":1,"#Design Atelier":1,"#Denver Galllery":1,"#Dawsonville Outlet":1,"#Dallas Restaurant":1,"#Dallas Gallery":1,"#Architecture & Design":1,"#CSC Reading":1,"#CSC Home Office":1,"#Creative Production":1,"#Creative Director":1,"#Costa Mesa Gallery":1,"#Corte Madera Baby & Child":1,"#Corporate Aircraft":1,"#Contract":1,"#Columbus Restaurant":1,"#Columbus Gallery":1,"#Anapolis Gallery":1,"#Cleveland Gallery":1,"#Clearwater Outlet":1,"#Cincinnati Gallery":1,"#Chicago Restaurant":1,"#Chicago Gallery":1,"#Charlotte Restaurant":1,"#Charlotte Gallery":1,"#Chandler Outlet":1,"#Castle Rock Outlet":1,"#Calgary Gallery":1,"#Administration-Food & Beverage":1,"#Brussels Gallery":1,"#Brand Packaging":1,"#Yountville Restaurant":1,"#Yountville Gallery":1,"#Winter Park Gallery":1,"#West Palm Beach Restaurant":1,"#West Palm Beach Gallery":1,"#Web Merchandising":1},"version":14313}]