[{"_id":"project-settings","settings":{"translateMetaTags":true,"translateAriaLabels":true,"translateTitle":true,"showWidget":false,"isFeedbackEnabled":false,"fv":1,"customWidget":{"theme":"dark","font":"rgb(255, 255, 255)","header":"rgb(0, 0, 0)","background":"rgba(0, 0, 0,0.8)","position":"right","positionVertical":"bottom","border":"","borderRequired":false,"widgetCompact":true,"isWidgetPositionRelative":false},"widgetLanguages":[{"code":"ar","name":"العربية"},{"code":"cs","name":"Čeština"},{"code":"es","name":"Español"},{"code":"fr","name":"Français"},{"code":"hi","name":"हिंदी"},{"code":"it","name":"Italiano"},{"code":"ja","name":"日本語"},{"code":"ko","name":"한국어"},{"code":"pl","name":"Polski"},{"code":"pt","name":"Português"},{"code":"ro","name":"Română"},{"code":"ru","name":"Русский"}],"activeLanguages":{"fr":"Français","es":"Español","ar":"العربية","cs":"Čeština","hi":"हिंदी","it":"Italiano","ja":"日本語","ko":"한국어","pl":"Polski","pt":"Português","ro":"Română","ru":"Русский","de":"Deutsch","nl":"Nederlands","zh-Hans":"中文","zh-TW":"中文(繁體)","he":"עברית ","my":"မြန်မာစာ","tr":"Türkçe","vi":"Tiếng Việt","fr-CA":"Français (Canada)","el":"Ελληνικά","fa-AF":"درى","hr":"Hrvatski","hu":"Magyar","ps":"پښتوੀ","rw":"Ikinyarwanda","sv":"Svenska","sw":"Kiswahili","tl":"Tagalog","uk":"Українська","ur":"اردو","crs":"kreol, seselwa","ht":"kreyòl ayisyen","km":"ភាសាខ្មែរ","so":"Soomaaliga","th":"ไทย","ms":"Bahasa Melayu","sr":"Cрпски језик","ak":"Akan","am":"Amarɨñña","bm":"Bámánánkán","lg":"Oluganda","no":"Norsk","om":"Afaan Oromoo","run":"Ikirundi","fa":"فارسی","es-MX":"Español (México)","sl":"Slovenščina","uz":"Oʻzbekcha","az":"Azərbaycan","en":"English"},"enabledLanguages":["ak","am","ar","az","bm","crs","cs","de","el","en","es","es-MX","fa","fa-AF","fr","fr-CA","he","hi","hr","ht","hu","it","ja","km","ko","lg","ms","my","nl","no","om","pl","ps","pt","ro","ru","run","rw","sl","so","sr","sv","sw","th","tl","tr","uk","ur","uz","vi","zh-Hans","zh-TW"],"debugInfo":true,"displayBranding":false,"displayBrandingName":false,"localizeImages":false,"localizeUrls":false,"localizeImagesLimit":false,"localizeUrlsLimit":false,"localizeAudio":false,"localizeAudioLimit":false,"localizeDates":false,"disabledPages":[],"regexPhrases":[{"phrase":"#directly to <var company=\"\"></var>'s leadership.","candidate":"#directly to ","variables":["<var company=\"\"></var>"],"regex":"^#directly to (.+?)'s leadership\\.$"},{"phrase":"#Last <var days=\"\"></var> Days","candidate":"#Last ","variables":["<var days=\"\"></var>"],"regex":"^#Last ([\\d ]+) Days$"},{"phrase":"#<var updates=\"\"></var> updates in the last 24 hours","candidate":"#","variables":["<var updates=\"\"></var>"],"regex":"^#([\\d ]+) updates in the last 24 hours$"},{"phrase":"#<span ljsid-0=\"\"><var count=\"\"></var></span> New Cases","candidate":"#","variables":["<var count=\"\"></var>"],"regex":"^#<span ljsid\\-0=\"\">([\\d ]+)</span> New Cases$"},{"phrase":"##<var refid=\"\"></var>","candidate":"##","variables":["<var refid=\"\"></var>"],"regex":"^##([a-zA-Z0-9 ]+)$"},{"phrase":"#Investigation #<var refid=\"\"></var>","candidate":"#Investigation #","variables":["<var refid=\"\"></var>"],"regex":"^#Investigation #(.+?)$"},{"phrase":"#<var updates=\"\"></var> update in the last 24 hours","candidate":"#","variables":["<var updates=\"\"></var>"],"regex":"^#([\\d ]+) update in the last 24 hours$"},{"phrase":"#Performance Improvement #<var refid=\"\"></var>","candidate":"#Performance Improvement #","variables":["<var refid=\"\"></var>"],"regex":"^#Performance Improvement #(.+?)$"},{"phrase":"#Case created by <b ljsid-1=\"\"><var name=\"\"></var></b>","candidate":"#Case created by ","variables":["<var name=\"\"></var>"],"regex":"^#Case created by <b ljsid\\-1=\"\">(.+?)</b>$"},{"phrase":"#<b ljsid-0=\"\"><var admin=\"\"></var></b> added via routing rule <b ljsid-3=\"\"><var rule=\"\"></var></b>","candidate":"#","variables":["<var admin=\"\"></var>","<var rule=\"\"></var>"],"regex":"^#<b ljsid\\-0=\"\">(.+?)</b> added via routing rule <b ljsid\\-3=\"\">(.+?)</b>$"},{"phrase":"#directly to <var company_name=\"\"></var>' leadership.","candidate":"#directly to ","variables":["<var company_name=\"\"></var>"],"regex":"^#directly to (.+?)' leadership\\.$"},{"phrase":"#a trusted tool for all of <var company=\"\"></var>","candidate":"#a trusted tool for all of ","variables":["<var company=\"\"></var>"],"regex":"^#a trusted tool for all of (.+?)$"},{"phrase":"#Created by <var name=\"\"></var>:","candidate":"#Created by ","variables":["<var name=\"\"></var>"],"regex":"^#Created by (.+?):$"},{"phrase":"#Messages for case <var refid=\"\"></var>","candidate":"#Messages for case ","variables":["<var refid=\"\"></var>"],"regex":"^#Messages for case (.+?)$"},{"phrase":"#<var days=\"\"></var> days","candidate":"#","variables":["<var days=\"\"></var>"],"regex":"^#([\\d ]+) days$"},{"phrase":"#Sent to AllVoices on <var date=\"\"></var>","candidate":"#Sent to AllVoices on ","variables":["<var date=\"\"></var>"],"regex":"^#Sent to AllVoices on (\\d{2}/\\d{2}/\\d{2})$"},{"phrase":"#Report # <var refid=\"\"></var>","candidate":"#Report # ","variables":["<var refid=\"\"></var>"],"regex":"^#Report # (.+?)$"},{"phrase":"#Case #<var refid=\"\"></var>","candidate":"#Case #","variables":["<var refid=\"\"></var>"],"regex":"^#Case #(.+?)$"},{"phrase":"#<b ljsid-0=\"\"><var name1=\"\"></var></b> added <b ljsid-4=\"\"><var name2=\"\"></var></b>","candidate":"#","variables":["<var name1=\"\"></var>","<var name2=\"\"></var>"],"regex":"^#<b ljsid\\-0=\"\">(.+?)</b> added <b ljsid\\-4=\"\">(.+?)</b>$"},{"phrase":"#Last edit by <var admin=\"\"></var> <var date=\"\"></var>","candidate":"#Last edit by ","variables":["<var admin=\"\"></var>","<var date=\"\"></var>"],"regex":"^#Last edit by (.+?) (.+?)$"},{"phrase":"#<b ljsid-0=\"\"><var count=\"\"></var> admins have</b> access <span ljsid-3=\"\"><b ljsid-3-0=\"\">•</b></span>","candidate":"#","variables":["<var count=\"\"></var>"],"regex":"^#<b ljsid\\-0=\"\">([\\d ]+) admins have</b> access <span ljsid\\-3=\"\"><b ljsid\\-3\\-0=\"\">•</b></span>$"},{"phrase":"#Admins (<var count=\"\"></var>)","candidate":"#Admins (","variables":["<var count=\"\"></var>"],"regex":"^#Admins \\(([\\d ]+)\\)$"},{"phrase":"#<b ljsid-0=\"\"><var admin1=\"\"></var></b> blocked <b ljsid-4=\"\"><var admin2=\"\"></var></b>","candidate":"#","variables":["<var admin1=\"\"></var>","<var admin2=\"\"></var>"],"regex":"^#<b ljsid\\-0=\"\">(.+?)</b> blocked <b ljsid\\-4=\"\">(.+?)</b>$"},{"phrase":"#<b ljsid-0=\"\"><var count=\"\"></var> admins have</b> been blocked.","candidate":"#","variables":["<var count=\"\"></var>"],"regex":"^#<b ljsid\\-0=\"\">(.+?) admins have</b> been blocked\\.$"},{"phrase":"#<b ljsid-0=\"\"><var name1=\"\"></var></b> removed <b ljsid-4=\"\"><var name2=\"\"></var></b>","candidate":"#","variables":["<var name1=\"\"></var>","<var name2=\"\"></var>"],"regex":"^#<b ljsid\\-0=\"\">(.+?)</b> removed <b ljsid\\-4=\"\">(.+?)</b>$"},{"phrase":"#<var hours=\"\"></var> hours","candidate":"#","variables":["<var hours=\"\"></var>"],"regex":"^#([\\d ]+) hours$"},{"phrase":"#<var number=\"\"></var> Admins","candidate":"#","variables":["<var number=\"\"></var>"],"regex":"^#([\\d ]+) Admins$"},{"phrase":"#<var number=\"\"></var> Admin","candidate":"#","variables":["<var number=\"\"></var>"],"regex":"^#([\\d ]+) Admin$"},{"phrase":"#Case: <var case=\"\"></var>","candidate":"#Case: ","variables":["<var case=\"\"></var>"],"regex":"^#Case: ([a-zA-Z0-9 ]{1,12})$"},{"phrase":"#Case# <var number=\"\"></var>","candidate":"#Case# ","variables":["<var number=\"\"></var>"],"regex":"^#Case# ([a-zA-Z0-9 ]{1,12})$"},{"phrase":"#<b ljsid-0=\"\"><var name1=\"\"></var></b> unblocked <b ljsid-4=\"\"><var name2=\"\"></var></b>","candidate":"#","variables":["<var name1=\"\"></var>","<var name2=\"\"></var>"],"regex":"^#<b ljsid\\-0=\"\">(.+?)</b> unblocked <b ljsid\\-4=\"\">(.+?)</b>$"},{"phrase":"#<var month=\"\"></var> <var day=\"\"></var> <var year=\"\"></var><br ljsid-1=\"\"><var time=\"\"></var>","candidate":"#","variables":["<var month=\"\"></var>","<var day=\"\"></var>","<var year=\"\"></var>","<var time=\"\"></var>"],"regex":"^#([a-zA-Z ]+) ([\\d ]+) ([\\d ]+)<br ljsid\\-1=\"\">(.+?)$"},{"phrase":"#Directly to Church World Services' leadership by clicking on the 'Send Feedback' button below. If you are based in the US or Canada, you can report by calling the North America toll-free hotline number: 866-773-3308. If you are calling from outside of North America, charges may apply. Alternatively, you can email Church World Service at: <var cwsemailaddress=\"\"></var>","candidate":"#Directly to Church World Services' leadership by clicking on the 'Send Feedback' button below. If you are based in the US or Canada, you can report by calling the North America toll-free hotline number: 866-773-3308. If you are calling from outside of North America, charges may apply. Alternatively, you can email Church World Service at: ","variables":["<var cwsemailaddress=\"\"></var>"],"regex":"^#Directly to Church World Services' leadership by clicking on the 'Send Feedback' button below\\. If you are based in the US or Canada, you can report by calling the North America toll\\-free hotline number: 866\\-773\\-3308\\. If you are calling from outside of North America, charges may apply\\. Alternatively, you can email Church World Service at: (compliancehotline.*cwsglobal.org)$"},{"phrase":"#Case was successfully resolved in <var days=\"\"></var> days.","candidate":"#Case was successfully resolved in ","variables":["<var days=\"\"></var>"],"regex":"^#Case was successfully resolved in ([\\d ]{1,}) days\\.$"},{"phrase":"#<b ljsid-0=\"\"><var first_name=\"\"></var> <var last_name=\"\"></var></b> added via role <b ljsid-2=\"\">ER Admin</b>","candidate":"#","variables":["<var first_name=\"\"></var>","<var last_name=\"\"></var>"],"regex":"^#<b ljsid\\-0=\"\">([a-zA-Z ]{1,}) ([a-zA-Z ]{1,})</b> added via role <b ljsid\\-2=\"\">ER Admin</b>$"},{"phrase":"#option focused, <var option=\"\"></var> of <var option2=\"\"></var>. <var option3=\"\"></var> results available. Use Up and Down to choose options, press Enter to select the currently focused option, press Escape to exit the menu, press Tab to select the option and exit the menu.","candidate":"#option focused, ","variables":["<var option=\"\"></var>","<var option2=\"\"></var>","<var option3=\"\"></var>"],"regex":"^#option focused, ([\\d ]{1,3}) of ([\\d ]{1,3})\\. ([\\d ]{1,3}) results available\\. Use Up and Down to choose options, press Enter to select the currently focused option, press Escape to exit the menu, press Tab to select the option and exit the menu\\.$"}],"allowComplexCssSelectors":false,"blockedClasses":false,"blockedIds":false,"phraseDetection":true,"customDomainSettings":[],"seoSetting":[],"translateSource":false,"overage":false,"detectPhraseFromAllLanguage":false,"googleAnalytics":false,"mixpanel":false,"heap":false,"disableDateLocalization":false,"ignoreCurrencyInTranslation":false,"blockedComplexSelectors":[]},"version":15599},{"_id":"en","source":"en","pluralFn":"return n != 1 ? 1 : 0;","pluralForm":2,"dictionary":{},"version":15599},{"_id":"outdated","outdated":{"#Date Of Last Hire":1,"#Date In Job":1,"#Created At":1,"#Company Id":1,"#Edificio Adriatico, Boulevard Dent, San Pedro, SJ, 11501, CRI, OFFICE":1,"#Edificio Adriatico, Boulevard Dent, San Pedro, SJ, 11501, CRI, WORK":1,"#50689925825, HOME":1,"#Gerrad, Marquardt":1,"#Gerrad Marquardt":1,"#02e3b8c5-d874-484e-9a7f-00e20924813c":1,"#User Integration Key":1,"#Updated At":1,"#69501553-9afc-4ae7-ab08-8cc258742413":1,"#Org Level4 Code":1,"#Org Level3 Code":1,"#Org Level2 Code":1,"#Torres Oviedo":1,"#Granicus Costa Rica":1,"#Empl Status Start Date":1,"#Department Id":1,"#FPYTJV000020":1,"#Christian Torres":1,"#Timothy Torres":1,"#Jorge Acuña":1,"#Jorge Lazaro":1,"#Víctor Fermín Torres":1,"#Eduardo Torres Sánchez":1,"#Emmanuel Nieves Torres":1,"#José Green Torres":1,"#Verónica Méndez Torres":1,"#Carlos Torres Serrano":1,"#Eric Anthony Torres":1,"#Isaac Levi Torres":1,"#Andrey Torres Calderón":1,"#Sebastian Green Torres":1,"#Dylan Torres Walker":1,"#Jeyneliz Marrero Torres":1,"#Jorge Gamboa Vindas":1,"#Jorge Sanchez Bernardo":1,"#William Jorge Bezares":1,"#Jorge Ramos Freyre":1,"#Marco Torres":1,"#Monica Torres":1,"#Justine Torres":1,"#Yanina Torres":1,"#Jorge Luis Torres Oviedo":1,"#While further emails and notes were subsequently submitted on 4th December, these were reviewed in detail and meeting was scheduled on 8th December for us to meet in office on 10th December to discuss the final report and agree way forward. This meeting was set in person as you earlier expressed that you wanted to meet in person, especially since you reside closer to office.":1,"#Take care, and please reach out if you need any immediate support at +91 9886302075":1,"#I understand you are currently on leave. Once you are back I would like to connect with you to discuss this further in understand the situation in more detail so we can address it constructively":1,"#Thank you for bringing this to our attention and I am truly sorry to know the loss in your family. I appreciate you taking the time to share this during such a difficult period":1,"#Hi AppuDas,":1,"#Best regards, <strong ljsid-1=\"\">AppuDas Kunhi Krishnan</strong>":1,"#I understand this discussion is important to address the situation constructively, and I would be happy to connect with you. I work on a <strong ljsid-1=\"\">20:00–05:00 IST shift</strong>, so could we schedule a Teams meeting on <strong ljsid-3=\"\">28th November 2025 between 4:00 PM and 5:00 PM IST</strong>? Please let me know if this slot works for you or suggest an alternative. Thank you once again for your patience and support.":1,"#My apologies for the delay in responding. I have been on an extended leave and, for the first time, did not carry my laptop during vacation. As a result, I have a backlog of emails to clear and catch up on pending updates.":1,"#Thank you for your understanding and kind words during this difficult time. I truly appreciate your support.":1,"#As discussed during our last meeting on 2 December, HR shared the preliminary findings of the review conducted into the concerns you had raised. You were informed at that time that no specific evidence had been submitted to substantiate your concerns made and was given addition time to submit any supporting documents. Further upon your request you were provided time until 5 December to share any additional information in support of your complaint.":1,"#Dear Brijesh,":1,"#Brijesh":1,"#Thankyou!":1,"#I have made a note of all the examples shared and will be discussing as part of our investigations into this case early this week. In the interim, please feel free to let me know if this summarises what we discussed and if you would like to add anything that I have missed capturing in our discussions.":1,"#Assurance that no one else faces similar treatment":1,"#A fair investigation":1,"#A change of manager/reporting structure":1,"#You have expressed a desire for:":1,"#Pressure during critical personal time":1,"#Breach of privacy to discuss health issues in team chat":1,"#Hi Appudas,":1,"#Public humiliation and feedback given in group settings":1,"#Potential violations of sensitivity, leave boundaries, and feedback etiquette":1,"#High-pressure expectations with rudeness":1,"#Undue pressure created at work":1,"#Excessive follow-Up":1,"#Possible managerial behaviour and conduct issues":1,"#Insensitive behaviour during mental health strain":1,"#Lack of empathy and poor response during a family emergency":1,"#Workplace psychological safety concerns":1,"#I am summarizing key points discussed in our meeting as agreed with you.":1,"#Brijesh Aswathanarayana:":1,"#Thankyou very much for your time last Friday.":1,"#Hi AppuDas":1,"#Appu Das KK":1,"#Thank you for handling this matter with sensitivity and professionalism.":1,"#Please let me know if you require any additional details or supporting evidence from my side to facilitate this process.":1,"#The goal should be to ensure that such behaviors do not recur and that appropriate steps are taken to uphold organizational values and employee well-being. If the investigation identifies gaps in managerial conduct, I trust that the organization will take proportionate and constructive action in line with policy.":1,"#While I acknowledge the seriousness of the issues raised, I want to emphasize that my intent is not to advocate for any extreme action such as termination or removal of any individual. My expectation is for a <strong ljsid-1=\"\">fair, unbiased, and thorough investigation</strong> that focuses on accountability, corrective measures, and creating a psychologically safe work environment for all team members.":1,"#Thank you for sharing the summary of our discussion and for initiating the next steps. I appreciate your support in addressing these concerns.":1,"#H Team,":1,"#Thank you for bringing this matter to our attention. We want to assure you that we are actively looking the matter you reported. Your effort in highlighting concerns—particularly around access levels—is greatly appreciated. Please know that your input is valuable in helping us maintain a secure and compliant environment.":1,"#Reporter, Brijesh Aswathanarayana":1,"#This behavior is unacceptable, and the organization takes such matters seriously. Please let us know a suitable time to meet on Friday virtually.":1,"#Given the seriousness of the matter and the effort taken to be physically present to resolve this matter, we expect professional communication and commitment from your side. Please be reminded Ganesh had made his travel arrangements from Chennai to be in Bangalore, and myself have cancelled all my meetings for today and adjusted rest of meetings late evening which resets the entire plan":1,"#Despite the meeting invite being sent in advance on Monday and the reschedule to accommodate your request, you have not joined the meeting. Your phone has been unreachable, and no updated confirmation has been received until this evening nearing 5PM.":1,"#This is to document that we had a scheduled in person meeting today, 10 Dec to take you through the final findings and agree next steps related to your earlier concerns":1,"#Hi Appudas":1,"#Brijesh A":1,"#Should you need clarification or any help, please feel free to each out to myself.":1,"#We would like to reiterate that the organization places strong importance on employee wellbeing and remains committed to fostering a positive, respectful and professional work environment. We will continue to support our employees and address any concerns with fairness, sensitivity and care.":1,"#Need for development alignment to exhibit strong leadership being in a managerial role.":1,"#Thank you for raising this concern. We’ve completed our review and want to reassure you that we are taking the appropriate steps to address the issue. We appreciate you taking the time to speak up and support a compliant environment.":1,"#Conversations should remain focused on work, deliverables, and processes.":1,"#For routine managerial follow-ups, when in doubt please work with your manager to address your concerns and propose actions rather than accumulating or assuming.":1,"#Professional Conduct as a Manager":1,"#When-ever in doubt follow up with your manager to clarify and list your priorities accordingly.":1,"#Clarity on Priorities & Follow-up":1,"#Any concern around tone, timelines, or expectations must be brought to HR immediately with supporting proof.":1,"#Raise Concerns Early With Evidence":1,"#All updates, and clarifications must be via Teams or Email—not WhatsApp.":1,"#Use Formal Communication Channels Only":1,"#Personal matters should only be shared when necessary for work or leave decisions.":1,"#Hi. Thank you for submitting this report. The review has now been completed and was conducted in accordance with our policies and with appropriate attention to confidentiality. While we are not able to share specific details, the matter has been addressed. As the review is concluded, this report will now be closed. We appreciate your diligence in bringing this concern forward.":1,"#Maintain Clear Professional Boundaries":1,"#To ensure a constructive way forward and clarity on expectations, the following actions will apply at work place:":1,"#2. Action Plan":1,"#Even after screening all 33 supporting attachments shared with HR with exception of WhatsApp chats exchanged between both sides involved outside work context is strongly discouraged and should be avoided from both sides. The rest of emails are operational in nature covering day to day aspects which are routine. This does not justify that there is evidence of targeted pressure or unfair treatment found":1,"#As discussed, most of the concerns raised by you were not escalated at the time they occurred and overall lack supporting documentation. Several matters raised retrospectively should have been addressed directly or with HR earlier. On the contrary we find until end of Q2 there were more informal discussions and things were normal.":1,"#c. Review of Submitted Evidence":1,"#Regarding your concerns that your manager requested on 3 separate occasions during the last nine months to join meeting during your personal leave, we would like to clarify this is not encouraged and supported. At the same time, your manager confirmed that she has been regularly accommodating all your request above which indicates that you have been supported on all occasions.":1,"#Total Leave approved : You have been granted 11.12 days of SL and 17 days and 5 hours till date based on your request; This does not include the 5 days bereavement leave and leave that is not applied in December":1,"#Also, there are multiple requests made to adjust your login from 8PM to 9 PM as last minute request.":1,"#Based on your request, manager has accommodated for 8:00 PM shift despite the team’s 6:30 PM start time which was an excpetion":1,"#last Thursday at 4:49 AM":1,"#There has been multiple request made to exempt yourself from team meetings including weekly product meetings with stakeholders":1,"#Discussing with your manager we understand the below":1,"#b. Participation, attendance, manager follow up during leave":1,"#Your concern regarding lack of empathy during the bereavement period is not supported by evidence. All leave requests from 28 August through the end of October were approved, and as I understand your availability in office during this period is approximately 60% of your overall time (Reference: Schedule adherence report: Power BI Report)":1,"#a. Leave, empathy, and support provided":1,"#Summary of Key Findings":1,"#Following the detailed investigation, separate discussions on both sides, and review of all materials submitted, the following clarifications, and action plans are here with shared below":1,"#Here is the final report on the complaint raised by you -":1,"#Given that you have since shared your decision to resign in a separate email and have also expressed your intend to be on additional fifteen days of leave, we are left with no option but to formally share the final findings and close the matter through this email. That said, please know that our intend has always been to support you and bring closure constructively but you choosed not to make yourself available.":1,"#However, on 10th December you raised concerns that you are unable to meet us in office and wanted a cancelation of this meeting. At this time Ganesh R had already travelled from Tamil Nadu to Bangalore, and I had canceled all my meeting to make myself avaialble, as we genuinely wanted to meet you in person to have a candid conversation, to address your concerns, walk you through the findings and support you on the way forward. Even after the meeting was rescheduled on 10th December at your request, we remained available in office until 5 PM but we were unable to reach/connect with you as you phone was switched off and you did not respond. Subsequently I dropped you a note to provide your convenient time on Friday, 12th December to meet virtually and complete this meeting. However, till date I have not heard from you in this matter.":1,"#Submitted by Brijesh Aswathanarayana":1,"#Case: Improper of use of image(s)/language for Team Chat":1,"#Submitted by Elena Thomson":1,"#Case: John Howard complaint on Shannon Flemming":1,"#last Friday at 6:01 PM":1,"#of 68":1,"#today at 6:27 AM":1,"#today at 6:29 AM":1,"#today at 6:32 AM":1,"#today at 6:37 AM":1,"#Resolution: Resignation":1,"#Resolved By: Elena Thomson":1,"#of 102":1,"#Hello. My name is Maria (08738444). I was an employee at Lucky Strike Rockville. Today, the head chef called to fire me because I went home from work on Tuesday, but I sent him a message. My mistake was not informing the manager. There was another cook on duty, so I went home. I was sick that day, but I still went to work. I had already told them I would resign but would give them the required two weeks' notice, which is why they were also firing me. I would have worked for the company for four years this year. I did my job well; I even got injured on the job, suffering burns and a broken foot, and I never said anything or complained. I don't think it's fair that the manager, Gigi, acts like you're worthless and fires you just for one mistake. She already fired a dishwasher just because he didn't give notice he couldn't come to work, but she found someone to cover for him and still fired him. Last year I didn't take any days off, and this month I requested some days off using my sick leave hours, but they wouldn't approve them. Whenever they told me to arrive early or to work on a day that wasn't my scheduled workday, I always went. I even canceled my daughter's therapy sessions to cover for someone who wasn't working or to help out when they needed me. And to treat us like we're worthless is unacceptable. I hope you can do something about this, please.":1,"#Manager Gigi unfairly fired me after four years of employment, even though I notified the chef I was feeling ill and left when there was coverage. They also denied my sick leave, and I frequently worked extra shifts. Another colleague was fired for a similar reason.":1,"#María Y Saravia Ventura 240-888-5574":1,"#Lucky Stike Entertainment":1,"#Relaciones con las personas":1,"#Zack Melikian":1,"#Por favor, háganos saber si está dispuesto a conversar. Si no nos responde, revisaremos su inquietud con base en la información que nos proporcionó.":1,"#Gracias por plantear sus inquietudes. Entiendo que desea permanecer en el anonimato, lo cual es perfectamente aceptable. Sin embargo, si se siente cómodo manteniendo una conversación confidencial con un miembro de People Experience, esto podría ayudar a comprender mejor la situación y a buscar maneras de contribuir a una solución.":1,"#Jan 20, 2026":1,"#Audit platform (OAI) and gchat / social media (Instagram)":1,"#Through this letter, I wish to make a formal anonymous complaint about situations that compromise the ethics and organizational culture of the company. 1. Audit Findings (OAI) During a recent scrubbing process on our audit platform (OAI), following the implementation of the screen recording function, inappropriate and sexually explicit conversations were detected between a Teammate (Katherine Chapuel) and the Operations Manager (Julio Martínez). This behavior is not only unprofessional but also violates the company's code of conduct. 2. Irregularities in Selection Processes This situation adds to a lack of transparency in recent promotion processes (SME). It has been reported that the aforementioned Operations Manager contacted a female employee (Daniela Eraso) through personal social media (Instagram) to encourage her to apply for the position, offering external assistance outside the formal process. Subsequently, the process presented serious flaws: Three people with current disciplinary measures (warnings) were allowed to apply. After the selected candidates were announced, the aforementioned employee was removed from her position. According to her testimony, this was not due to any disciplinary action, but rather as retaliation for having made public the OM's advances toward her. 3. Request for Intervention I believe that these actions jeopardize the stability of the campaign and the company's reputation, as well as creating a toxic and unequal work environment. I request that the relevant investigation be carried out in both cases, reviewing the evidence available in the screen recordings of the OAI platform and gchat. I reiterate my request that this report be handled under strict anonymity, given the fear of possible workplace retaliation from those involved. Thank you for your attention and cooperation.":1,"#No one has attempted to conceal due to the fear of having retaliation":1,"#Recent since the beginning of December (during the scrubbing process with screen recording enabled) and in recent SME promotion processes":1,"#Operations Manager; Teammate; SME applicants/collaborator":1,"#Katherine Chapuel; Julio Martínez; Daniela Eraso":1,"#Schedule interviews with: (1) SME applicants, including Daniela Eraso; (2) Teammate Katherine Chapuel; (3) panel members and HR partners; (4) audit/scrub team members who saw the screen recordings. Use standardized questions, caution against retaliation, and avoid disclosing the reporter’s identity.":1,"#Interview plan and witness list with strict anonymity protocols":1,"#Review eligibility criteria, documentation of exceptions (e.g., applicants with active warnings), scoring rubrics, panel composition, and communications. Compare against policy and Code of Conduct. Identify deviations, root causes, and corrective actions.":1,"#Audit the SME promotion round for procedural compliance":1,"#Send a site-wide reminder (Cali) reinforcing non-retaliation, appropriate use of company systems, and reporting channels, without referencing this case. Set up monitoring for adverse actions involving implicated individuals and flagged teams for 90 days.":1,"#Implement interim anti-retaliation and workplace conduct safeguards":1,"#Julio Martínez, Operations Manager":1,"#RyjS6Jkt2z":1,"#An anonymous employee reported concerns about inappropriate and sexually explicit conversations between Katherine Chapuel and Operations Manager Julio Martínez detected during an audit, as well as irregularities and possible retaliation in recent promotion processes involving Daniela Eraso. The report requests a confidential investigation into these incidents, citing fears of retaliation and emphasizing the negative impact on workplace culture and ethics since December in Cali, Colombia.":1,"#Catalina, Joel Manzanet's direct supervisor":1,"#Outside the residence of the direct supervisor (Catalina)":1,"#Through this letter, I am writing to bring to your attention a situation that is causing me concern, as I fear it may affect my job performance and stability. Mr. Joel Manzanet has been reported on several occasions for alleged workplace harassment and for issues related to his work practices. However, these cases have not seen any clear progress to date. In this regard, I would like to point out that Article 57 of the Substantive Labor Code establishes the employer's obligation to guarantee dignified and fair working conditions, as well as to ensure a suitable work environment for its employees. Similarly, Article 56 of the same code outlines the responsibility of the employer and those in positions of authority to act in good faith and with respect within the employment relationship. Additionally, there are facts that could suggest a potential conflict of interest, which I respectfully present without making accusations, but rather to request an objective and impartial review. On Saturday, December 13, 2025, at approximately 5:54 pm, Mr. Joel Manzanet was seen in the company of his direct supervisor, Catalina. Furthermore, there is evidence of Mr. Manzanet's vehicle allegedly parked outside his supervisor's residence, a situation that has raised concerns within the team. This concern had already been discussed with Human Resources, especially regarding the reasons why the processes or reports against Mr. Manzanet have not progressed. It is important to highlight that Law 1010 of 2006, which regulates workplace harassment in Colombia, promotes the prevention, correction and sanction of conduct that affects human dignity, emotional stability and the work environment, as well as the protection of those who file complaints in good faith, avoiding reprisals. My intention in communicating this information is to request support, clarity, and an impartial review, guaranteeing compliance with current labor regulations, a healthy, transparent work environment free of potential conflicts of interest, as well as the protection of my job stability in accordance with the law. Thank you in advance for your attention and I remain available for any guidance or procedures that may be considered relevant.":1,"#The concern had already been discussed with Human Resources regarding the lack of progress in the reports against Mr. Manzanet, but no specific people who have tried to hide the problem or concrete cover-up steps have been identified.":1,"#Saturday, December 13, 2025, at approximately 5:54 pm":1,"#Direct supervisor and reported employee":1,"#Joel Manzanet; Catalina":1,"#Open a distinct line of inquiry to determine whether a personal relationship exists between Joel and Catalina that could impact supervision, performance decisions, or prior complaints handling; review applicable company policies in Colombia for relationships between supervisors and subordinates, disclosure requirements, and recusal expectations.":1,"#Launch a conflict-of-interest and fraternization assessment separate from harassment inquiry":1,"#Without revealing identity, remind the Medellín team about anti-retaliation and respectful conduct; monitor for adverse actions (schedule changes, evaluations, assignments) affecting Joel’s team; set up an anonymous check-in cadence via the platform.":1,"#Implement interim safeguards to protect the reporter and the team from potential retaliation":1,"#Designate an HR investigator not in Joel or Catalina’s reporting line; if needed, involve Legal/Compliance in Colombia; set milestones: evidence review (5 business days), interviews (10 business days), findings and corrective recommendations (15 business days); communicate timeline in Spanish to the reporter via the platform.":1,"#Assign neutral investigators and define a timeline compliant with Colombian law and policy":1,"#Rr5QDDvsW9":1,"#On Jan 16, 2026, an employee anonymously reported concerns of workplace harassment and potential conflict of interest involving Joel Manzanet and his direct supervisor, Catalina, referencing incidents observed on Dec 13, 2025, and expressing frustration over a lack of progress in previous reports to Human Resources. The employee requested an impartial review, citing Colombian labor laws that protect dignity, fair working conditions, and the rights of those who report concerns.":1,"#yesterday at 1:30 AM":1,"#of 121":1,"#Evidencia9.PNG":1,"#Evidencia8.PNG":1,"#Evidencia7.PNG":1,"#Evidencia6.PNG":1,"#Evidencia5.PNG":1,"#Evidencia4.PNG":1,"#Evidencia3.PNG":1,"#Evidencia2.PNG":1,"#Evidencia1.PNG":1,"#Sapling Edit for: (Steadily/TaskUs. Replacement: (Steady/TaskUs.":1,"#Sapling Edit for: Adicionales. Replacement: adicionales.":1,"#Sapling Edit for: Carmenmary. Replacement: Carmen Mary.":1,"#Sapling Edit for: Xochilth. Replacement: Xochitl.":1,"#Sapling Edit for: (Xochilth. Replacement: (Xochitl.":1,"#Sapling Edit for: S. Replacement: S..":1,"#option San Bernardino Tlaxcalancingo focused, 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,"#/dashboard/cases/C630p9Eiim/investigation/interviews":1,"#Resolved By: Annabelle Rioux":1,"#Annabelle Rioux:":1,"#You, Reporter, Annabelle Rioux":1,"#Jan 19, 2026":1,"#Cabe mencionar que me encuentro en un periodo de postparto, y estas circunstancias han afectado de manera significativa mi bienestar emocional.":1,"#Esta situación me hace sentir discriminada, ya que he tenido conocimiento de que habla negativamente de mí con otros compañeros, lo cual, sumado a la falta de asignación de horario, me lleva a pensar que no desea que continúe laborando en la tienda.":1,"#Adicionalmente, durante esta semana no se me asignó horario, a diferencia de mis compañeros, quienes sí contaron con uno.":1,"#Asimismo, me enteré de que mi head coach me tiene bloqueada, ya que cuando intento comunicarme con él mediante llamadas o mensajes, estos no le llegan. Al consultarle al respecto, me confirmó que efectivamente me había bloqueado debido a que me encontraba en licencia de maternidad; sin embargo, regresé a mis funciones hace dos semanas y, aun así, continúo bloqueada.":1,"#buenas muchas gracias, yo ya hablé con el sobre eso y aún no me solucionó nada":1,"#STOP":1,"#Jan 17, 2026":1,"#Muchas gracias. Enserio le agradezco porque en verdad no fue la manera para un despido. Como le dije anteriormente es cierto me fui del trabajo y no le avisé a la manager pero le envié mensajes al chef. Y el sabía que yo estaba enferma y como había otra persona en la cocina y a parte de eso ese día estuvo demasiado lento el trabajo y para estar dos personas no está bien. el ayer me llamó para decir decirme del despido y que también me despedían porque yo les había dicho que estaba pensando en renunciar pero yo le había que daría las dos semanas de anticipación. Pero gracias a Dios ya tengo otro trabajo el martes empiezo solo quiero que la manager no sea tan injusta y tan estricta por eso también hay varios que renuncian.":1,"#Tiffney Carter":1,"#Si necesito más información, me pondré en contacto contigo directamente. Gracias de nuevo por informarme.":1,"#Entiendo que esta situación es preocupante y quiero asegurarle que tomo en serio este tipo de preocupaciones. Revisaré la información que ha compartido y analizaré las circunstancias de su separación para comprender mejor lo ocurrido.":1,"#Gracias por contactarme y compartir su experiencia. Agradezco que se haya tomado el tiempo para explicarme lo ocurrido y contextualizar su experiencia laboral en Lucky Strike Rockville.":1,"#Jan 16, 2026":1,"#Cas filtrés: 5":1,"#Case: 001_Engineering":1,"#Matisse Bergeron Witness Interview":1,"#Pitchou Bukasa Mukendi Complainant Interview":1,"#Mathieu Doire Respondent Interview":1,"#RE Inscription a l'OIQ.msg":1,"#RE EPC fin d'annee - Pitchou Bukasa.msg":1,"#RE Demande dechange - situation de harcelement psychologique.msg":1,"#Documents lies à la formation tracteur.msg":1,"#Demande dechange - situation de harcelement psychologique.msg":1,"#RE Résumé rencontre avec Pitchou_Vanessa.msg":1,"#RE Inscription à l'OIQ.msg":1,"#RE EPC fin d'année - Pitchou Bukasa.msg":1,"#PitchouB - EPC - Fin-année 2025.pdf":1,"#Documents liés à la formation tracteur.msg":1,"#Demande d'échange - situation de harcèlement psychologique.msg":1,"#Déclaration_Pitchou_20251218.pdf":1,"#Déclaration_Matisse_20251218.pdf":1,"#TR suite.msg":1,"#Déclaration_Mathieu_20251218.pdf":1,"#Chronologie_Pitchou_Bukasa.xlsx":1,"#Searching for \"Matisse\"":1,"#Matisse":1,"#Searching for \"Matiss\"":1,"#Matiss":1,"#Searching for \"Matise\"":1,"#Matise":1,"#Searching for \"Matis\"":1,"#Add \"Matisse Bergeron\"":1,"#option focused, 1 of 1. 1 result available for search term Matisse Bergeron. 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,"#Searching for \"Matisse Bergeron\"":1},"version":15599}]