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To make sure I guide you to the right place, could you share what you’re trying to do in AllVoices?":1,"#Search by Action smth":1,"#by Action smth":1,"#Action smth":1,"#If you tell me the specific task (e.g., “link two cases,” “resolve with Unsubstantiated,” “add an internal note,” “export a report”), I’ll provide step-by-step instructions—or I can perform the action for you if you share the case ID(s).":1,"#Compliance: retention settings, access controls, privileged tagging":1,"#option Mexico selected, 8 of 15. 15 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,"#yesterday at 9:49 AM":1,"#Case: ReBjfYybqH":1,"#Se han realizado las entrevistas y se ha recibido el informe de PRL con la conclusion que la ansiedad esta causada mas por no saber gestionar la carga de trabajo y las nuevas responsabilidades que por una cuestión de mala conducta de las personas del equipo.":1,"#Se ha recibido el informe de PRL acerca de la situación de la persona denunciante.":1,"#Se han realizado todas las entrevistas con las personas relacionadas":1,"#Se ha abierto un nuevo caso de Speak Up hacia la misma persona referida. DEben unificarse.":1,"#Gracias por tu confianza.":1,"#Confirma si alguno te funciona o sugiere otro horario en UTC. Si prefieres, podemos continuar comunicándonos por este canal anónimo.":1,"#Opción 2: [Jueves], 18:00–18:20 UTC":1,"#Opción 1: [Martes], 14:00–14:20 UTC":1,"#Si te parece, podemos tener una breve llamada confidencial y voluntaria para aclarar dudas y brindarte apoyo. Proponemos estos horarios en UTC:":1,"#Hemos recibido tu reporte. Tu anonimato está protegido y no toleramos ningún tipo de represalia por reportar de buena fe. Agradecemos que nos hayas contactado.":1,"#Duration of Investigation:<span ljsid-1=\"\">29 days</span>":1,"#Debido a las referencias, se ha identificado dicha persona fácilmente y no se ha detectado incidencias concretas que respalden sus comentarios. Se ha intentado conectar con dicha persona por el canal seguro.":1,"#Se han realizado diversas reuniones con cada una de las personas referidas sin hallar constancia de lo indicado por la persona anónima.":1,"#Si prefieres no hablar por teléfono, puedes continuar comunicándote por este canal anónimo.":1,"#Puedes indicarnos un horario de preferencia para realizar esta llamada?":1,"#Hemos realizado diversas entrevistas con las personas que nos indicas, sin embargo, nos gustaria poder tener una llamada breve y confidencial para aclarar preguntas y ofrecer apoyo. Esta conversación es totalmente voluntaria.":1,"#/dashboard/cases/ReBjfYybqH/investigation/investigator":1,"#Date Started: <span ljsid-1=\"\">November 26th, 2025</span>":1,"#Saludos, Balbina":1,"#Los mensajes que envio por 'charla con el reportero' son a los que te refieres?":1,"#Documenta toda la comunicación en el caso.":1,"#Usa tiempos/fechas en UTC y ofrece varias opciones.":1,"#Reitera la política de no represalias y el carácter voluntario de cualquier conversación.":1,"#Evita pedir datos identificables (nombre, equipo, ubicación exacta, horarios únicos) si no son estrictamente necesarios.":1,"#Buenas prácticas:":1,"#Archivos/encuestas: Puedes solicitar información adicional mediante formularios adjuntos en el caso, que preservan el anonimato.":1,"#Proponer una llamada anónima: Puedes ofrecer una llamada usando un puente telefónico que no muestre números personales (por ejemplo, un enlace de conferencia o un número puente gestionado por la empresa). En el mensaje, indica que la llamada es voluntaria, confidencial y que no se requiere revelar identidad. Pide que confirmen una franja horaria en UTC desde el canal anónimo.":1,"#Notificaciones al reportante: Cuando envías un mensaje por el caso, el/la reportante recibe una alerta a su buzón (o al enlace seguro) y puede responder manteniendo el anonimato.":1,"#Si estabas preguntando por otro medio (por ejemplo, email o Slack), te recomiendo no usar canales que rompan el anonimato; mantén todo dentro de AllVoices o mediante un puente neutral. ¿Quieres que te prepare un mensaje específico dentro del caso para coordinar la llamada anónima o solicitar más información?":1,"#Responder por el portal anónimo: Desde el panel de AllVoices, abre el caso y usa la mensajería anónima integrada. Tus mensajes llegan al/la reportante sin revelar su identidad ni la tuya más allá del rol de la empresa.":1,"#Gracias por preguntar. ¿Te refieres a cómo comunicarte con la persona que envió un reporte anónimo dentro de AllVoices? Si es así, aquí tienes las opciones habituales para mantener el anonimato:":1,"#Como contacto con la persona anonimamente?":1,"#Hola, puedo contactar contigo?":1,"#Realizar nueva ronda de entrevistas con MGR Javier Alvaro, Alba Lucas y Sara Gomez.":1,"#Revisar la conexion con el caso de Speak Up abierto por HRBP (Victoria Pedreño) causado por un email de Alba Lucas.":1,"#Este caso es sobre la misma persona (Miriam Mauri) que un caso abierto recientemente. Deben unificarse.":1,"#SLA Met 19 days":1,"#Actual 27 nov 7:35 AM":1,"#SLA Met 11 hours":1,"#Reply in 11 hours":1,"#Issue temporary guidelines for professional behavior at client premises (noise/celebrations, food/odors, personal events, dress, workstation etiquette, and use of common areas). Require manager pre-approval for any non-work gatherings at the client site. Reiterate that employees are Quest representatives and must follow client policies. Include reporting avenues and non-retaliation assurance.":1,"#Set interim client-facing conduct expectations for the Iberia site":1,"#If the review verifies repeated KPI/process failures or misrepresentations, meet with Miriam Mauri to deliver a written Performance Improvement Plan (PIP) with 60–90 day objectives: on-time KPI submissions, adherence to file protocols, accurate client communications, and responsiveness to internal comms. Include coaching, training modules, and weekly check-ins with Javier and HR. Define clear metrics, support resources, and consequences for non-improvement.":1,"#Begin a performance management track if facts substantiate process noncompliance":1,"#Protect the reporter and the client relationship during the investigation":1,"#ReBjfYybqH":1,"#On Nov 25, 2025, a current employee in Madrid reported ongoing unprofessional behavior by Miriam Mauri, including manipulation, dishonesty, failure to follow agreed processes (notably with KPIs), and actions negatively impacting team dynamics and the client relationship, with involvement from Javier Álvaro, Cristina Tornos, Mercedes Alaez, Alba, and Bartek as witnesses or managers. The employee requests formal review, stricter process controls, improved communication and training, a performance improvement plan, clear conduct guidelines, and protection against retaliation.":1,"#Actual 25 nov 8:23 PM":1,"#Target 16 dic 7:04 PM":1,"#Resolve in 19 days":1,"#Target 27 nov 7:04 PM":1,"#Reply in 12 hours":1,"#Your feedback has been sent to Ameresco. You will receive text notifications with a link to communicate with leadership about the feedback you shared.":1,"#Your email address is encrypted, so Ameresco and AllVoices will never see your email.":1,"#Your number is encrypted, so Ameresco and AllVoices will NEVER see your number.":1,"#What type of feedback do you want to give Ameresco?":1,"#We want to make sure you feel heard. You can use AllVoices to share your feedback, questions, kudos or concerns. Ameresco will be able to communicate with you via AllVoices anonymous messaging portal, but will never know your phone number or identity and will not be able to associate it with your feedback.":1,"#/dashboard/cases/C7bh8w4k5H/investigation/investigatorPlan":1,"#/dashboard/cases/C7bh8w4k5H/investigation/investigator":1,"#/dashboard/cases/C7bh8w4k5H/investigation/collectEvidence":1,"#Date Started: <span ljsid-1=\"\">November 19th, 2025</span>":1,"#Investigator:<span ljsid-2=\"\">Carmela Ignacio</span>":1,"#/av-sheet/3fb88a82-4fdd-4e2e-8922-e0be10271b43?refererCaseId=CVFKa0ouwK":1,"#COUBMD Bermuda":1,"#Report any issues or needed supplies to Facilities or HR.":1,"#Wipe down the area you used.":1,"#Remove expired or unclaimed items.":1,"#Label and date any personal food or drink.":1,"#Here is exactly what to do today:":1,"#Thank you for supporting a respectful and well-maintained workplace for everyone. I strongly recommend we all take a moment today to check our items in the kitchen and ensure they are properly labeled and stored.":1,"#For questions, accommodations, or to report a concern, contact HR or submit feedback through AllVoices.":1,"#Facilities will continue routine cleanings and scheduled refrigerator cleanouts. If you have accessibility needs related to kitchen use, please contact HR for support.":1,"#Supervisors should model these expectations and reinforce them within their teams.":1,"#Accountability and Support":1,"#If you experience or observe retaliation, you should definitely report it immediately to HR or via AllVoices. Reports will be reviewed promptly and handled as confidentially as possible.":1,"#Retaliation is strictly prohibited. This includes any adverse treatment, intimidation, or harassment toward someone who raises a concern or participates in a related review.":1,"#Everyone has the right to raise concerns or report issues (for example, missing items, cleanliness, or conduct) in good faith, including through AllVoices and other company channels, without fear of retaliation.":1,"#Anti-Retaliation Reminder":1,"#Store items properly. Keep personal items in designated areas. Avoid blocking shared spaces with bags, boxes, or deliveries.":1,"#Ask before borrowing. If you need to borrow cookware or supplies, obtain the owner’s permission and return items promptly in clean condition.":1,"#Do not take items that are not yours. This includes food, beverages, containers, utensils, and mugs, whether labeled or not.":1,"#Respect for Personal Items":1,"#Be considerate with appliances. Follow posted instructions for coffee machines, microwaves, and refrigerators. Report maintenance issues to Facilities or Workplace Experience.":1,"#Manage perishables. Dispose of expired items promptly. Facilities will conduct periodic cleanouts, and unlabeled or expired items may be discarded.":1,"#Label and date your items. Clearly label personal food and beverages with your name and the date. Use communal condiments thoughtfully and return them to their proper place.":1,"#Wipe down surfaces. After preparing food or beverages, you should wipe counters, tables, and appliance handles to leave the space ready for the next person.":1,"#Clean as you go. You should definitely wash, dry, and put away any dishes, utensils, and cookware immediately after use.":1,"#Communal Kitchen Etiquette":1,"#This is a friendly reminder about our shared responsibility to maintain a clean, respectful, and inclusive workplace, including our communal kitchen spaces. Please review and adhere to the following guidelines:":1,"#Team,":1,"#Subject: Reminder: Communal Kitchen Etiquette, Respect for Personal Items, and Anti-Retaliation":1,"#Please draft a neutral, company-wide reminder about communal kitchen etiquette, respect for personal items, and anti-retaliation, suitable for email or Slack. Create an initial draft for me to review without follow-up questions.":1,"#If you need more details or next steps for this Case, please let me know.":1,"#Remind local leaders about anti-retaliation protections.":1,"#Offer a point of contact for the employee to discuss options or clarify status.":1,"#If hours were reduced, document the business rationale and ensure compliance with scheduling and reporting pay laws.":1,"#Coordinate with store leadership to confirm the employee’s current status and investigate any scheduling or system errors.":1,"#Acknowledge receipt to the reporter in a neutral, non-retaliatory tone.":1,"#HR Considerations:":1,"#<strong ljsid-0=\"\">Summary:</strong><br ljsid-1=\"\"> The employee reports not being scheduled for nearly two months despite being employed and repeatedly requesting hours. They have not been scheduled for the current month and are seeking clarification on their employment status and upcoming schedule. The employee requests that someone reach out with an explanation.":1,"#<strong ljsid-0=\"\">Issue Type:</strong> General Feedback – Work Hour Concerns":1,"#<strong ljsid-0=\"\">Reporter:</strong> Part-time employee, Retail department, 5468 - Arundel Mills (South region), requested anonymity":1,"#Case <a ljsid-1=\"\">R057safhjY</a>":1,"#The most recent Case in the system is:":1,"#can you please provide a case summary of the most recent case?":1,"#<strong ljsid-0=\"\">Case <a ljsid-0-1=\"\">RrWTns23EB</a></strong>: Submitted November 8. An employee in engineering raised concerns regarding pay and promotions and reported witnessing drug use at a Los Angeles work event. The reporter prefers to remain anonymous and not meet in person.":1,"#Between August 26 and November 26, there were three new Cases referencing the Los Angeles location to which you have access:":1,"#how many new cases for the Los Angeles location for the past 3 months?":1,"#A quick translation or policy template.":1,"#Support on an employee relations or compliance matter (e.g., investigations, harassment, accommodations, performance, or policy).":1,"#Assistance drafting or reviewing an HR communication.":1,"#Guidance using the AllVoices platform (e.g., managing an anonymous report, configuring workflows, or analytics).":1,"#To ensure I provide the most helpful support, could you share what you would like help with today? For example:":1,"#If you require additional details, such as the assigned admin, current status, or further filtering (for example, unresolved Cases only), please advise.":1,"#<strong ljsid-0=\"\">Case <a ljsid-0-1=\"\">CfHIN1va8m</a></strong>: Submitted September 13. A Marketing Analyst reported verbal abuse and intimidation by a manager at the Los Angeles office, alleging derogatory language and threats that impacted the respectful work environment.":1,"#<strong ljsid-0=\"\">Case <a ljsid-0-1=\"\">RdKE04SdQP</a></strong>: Submitted November 8. A marketing employee reported colleagues using drugs at a Los Angeles work party and expressed concerns about negative and preferential treatment tied to identity. The reporter wishes to remain anonymous.":1,"#Thank you for reaching out. I am here and ready to assist.":1,"#hey Vera how are you?":1,"#option Case #Cae84nYuaL HR Mexico Nov 2025 focused, 2 of 2. 2 results available for search term mex. 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 Case #CVFKa0ouwK AffinityMEXNov25 focused, 1 of 2. 2 results available for search term mex. 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 Case #CVFKa0ouwK AffinityMEXNov25 focused, 1 of 9. 2 results available for search term mex. 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 Case #CVFKa0ouwK AffinityMEXNov25 focused, 1 of 9. 3 results available for search term me. 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,"#mx":1,"#View Cases #CVFKa0ouwK":1,"#Remove Case#CVFKa0ouwK":1,"#option Case #CVFKa0ouwK AffinityMEXNov25, selected.":1,"#option Case #C8sAyGmRsP TEST focused, 2 of 9. 9 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,"#option Case #CVFKa0ouwK AffinityMEXNov25 focused, 1 of 9. 9 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,"#option Case #CVFKa0ouwK AffinityMEXNov25 focused, 1 of 9. 9 results available for search term M. 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,"#MX":1,"#Reinforce rumor/defamation and bystander intervention policies.":1,"#Clarify manager/HR escalation timelines and cross-border legal team involvement.":1,"#Add post-event conduct guidance (off-site/after-parties, alcohol use, transportation).":1,"#Process adherence: Route via HR/legal with impartial oversight; document actions; communicate outcomes to complainant/respondent.":1,"#Policy application: Alleged unwelcome sexual advance after a work event triggers formal investigation, confidentiality safeguards, interim measures (separation, schedule changes), and anti-retaliation monitoring. Timely resolution within 90 business days; discipline up to termination if substantiated.":1,"#Policies implicated: Workplace Respect and Sexual Harassment Prevention; Anti-Retaliation; Confidential Reporting/Investigation; Whistleblower protections.":1,"#/dashboard/cases/Cae84nYuaL/investigation/report":1,"#Moni Martínez Complainant Interview":1,"#Seguimiento de Denuncia-20251111_160637-Grabación de la reunión.mp4":1,"#RESUME CONVERSACION FERNANDO TARRAGA.docx":1,"#CONVERSACIÓN FERNANDO TARRAGA.íntegra.docx":1,"#/dashboard/cases/Cae84nYuaL/investigation/investigatorPlan":1,"#/dashboard/cases/Cae84nYuaL/investigation/investigator":1,"#Case Type selection (disabled)":1,"#Severity selection (disabled)":1,"#Fernando Tarraga Witness Interview":1,"#Conversacion Hugo Barrios (002).docx":1,"#entrevista Fernando Tarraga.docx":1,"#entrevista Pepe.docx":1,"#FW Situacion Personal mail de Hugo a Jenny.msg":1,"#option Performance focused, 7 of 7. 7 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,"#Fernando Tarraga":1,"#Message on Case <span ljsid-1=\"\">\"GB N25\"</span>":1,"#<mark ljsid-1=\"\">H</mark>i, t<mark ljsid-3=\"\">h</mark>is is a test mail":1,"#Message on Case <span ljsid-1=\"\">\".\"</span>":1,"#<mark ljsid-1=\"\">H</mark>i, A test mail.":1,"#<mark ljsid-1=\"\">h</mark>i, T<mark ljsid-3=\"\">h</mark>is is a test mail from A…":1,"#2025-P<mark ljsid-1=\"\">H</mark>001":1,"#<mark ljsid-0=\"\">H</mark>&amp;B Operations Brazil":1,"#Workplace conflict and <mark ljsid-1=\"\">H</mark>ostile Work environment":1,"#<mark ljsid-1=\"\">h</mark>ello - t<mark ljsid-3=\"\">h</mark>is is a test on a pe…":1,"#Ric<mark ljsid-1=\"\">h</mark>ard <mark ljsid-3=\"\">H</mark>ewitt":1,"#\"GBLondon01\"":1,"#T<mark ljsid-1=\"\">h</mark>ank you, t<mark ljsid-3=\"\">h</mark>is is very <mark ljsid-5=\"\">h</mark>elpful…":1,"#Message on Case <span ljsid-1=\"\">\"GBLondon01\"</span>":1,"#Disciplinary <mark ljsid-1=\"\">h</mark>earing required":1,"#CvIVO3ypgX":1,"#unaut<mark ljsid-1=\"\">h</mark>orized abscense":1,"#Vais<mark ljsid-1=\"\">h</mark>ali Mis<mark ljsid-3=\"\">h</mark>ra":1,"#Ric<mark ljsid-1=\"\">h</mark>ard Bullying":1,"#Sop<mark ljsid-1=\"\">h</mark>ie <mark ljsid-3=\"\">H</mark>ansford":1,"#\"GB N25\"":1,"#colleague <mark ljsid-1=\"\">h</mark>as been referred to…":1,"#Case: H&BOctubre2025":1,"#last Monday at 1:48 AM":1,"#of 66":1,"#If reasonable suspicion is met, remove Laura from safety‑sensitive duties, arrange immediate drug/alcohol testing via an accredited local clinic, provide transport, and place her on paid investigative leave pending results. Obtain informed consent consistent with Colombian data protection and labor law; keep results confidential.":1,"#Initiate a compliant fitness‑for‑duty process with testing options":1,"#Coordinate with Legal to determine if locker or vehicle searches are permissible under policy and Colombian law. If allowed, conduct with Security and a neutral witness; notify the employee as required; photograph and inventory items found; avoid searching the vehicle without clear consent or legal authority.":1,"#Search and secure storage areas lawfully":1,"#If use is confirmed, provide EAP referral, discuss rehabilitation/last‑chance agreement, and clarify policy violations (use, possession, solicitation at work). Document the meeting and next steps; ensure non‑retaliation and protect the reporter’s anonymity.":1,"#Offer support and outline consequences per policy":1,"#Latte Valley, Medellín site":1,"#In the site of Latte Valley in Medellín, a Team Mate, Laura Franco Bustamante, uses drugs and marihuana and works under the influence. noticeable in her patter or speaking, odd behaviors and over the top reactions. she keeps them substances in her car and a locker. uses times like fb learning and team meeting to consume and also asks other team mates to join her. she consumes in the facilities near the area and then comes back and works.":1,"#As far as I know she consumes everyday.":1,"#Team Mate":1,"#Laura Franco Bustamante":1,"#Nov 26, 2025":1,"#ROoHGzQKKm":1,"#An anonymous employee reported that Laura Franco Bustamante has allegedly been using drugs, including marijuana, and working under the influence at the Latte Valley site in Medellín for approximately three months to a year, with consumption reportedly occurring daily and sometimes involving invitations to other team members. The substances are said to be kept in her car and a locker, with use taking place during work-related activities and on company premises.":1,"#today at 1:16 AM":1,"#Case: ROoHGzQKKm":1,"#of 82":1,"#Kind regards.":1,"#There is no evidence that Masud Rana was demoted or that Masud possesses the experience required for a senior production or factory management role.":1,"#There is no verified evidence of reduced productivity, increased errors, deterioration in customer service, or deliberate exclusion of staff from processes.":1,"#Operational changes implemented at Condell Park are consistent with best-practice manufacturing principles and were necessary to meet current and forecasted workloads.":1,"#No issues were identified regarding the performance, conduct, or decision-making of the Factory Manager and Warehouse Manager.":1,"#The findings of this investigation are as follows:":1,"#Hello, an investigation was conducted to examine the points you raised in your testimony. All concerns were taken very seriously and reviewed thoroughly.":1,"#Quería contactarte una última vez para ver si te gustaría hablar con Jore, socio de RR. HH., sobre tus inquietudes. De ser así, por favor, comparte un buen número de contacto y tu disponibilidad para mañana y el lunes.":1,"#Me pongo en contacto contigo para ver si puedes hablar con tu socio de RR. HH., Jorge <strong ljsid-1=\"\">, mañana jueves 10 de julio a las 14:00</strong> . De ser así, por favor, proporciónanos un buen número de contacto lo antes posible. De lo contrario, envíanos algunos días y horarios en los que estés disponible.":1,"#Como miembro del Equipo de Recursos Humanos, me gustaría programar una cita para hablar con Jorge, nuestro Socio Comercial de Recursos Humanos, sobre sus inquietudes. <strong ljsid-1=\"\">¿Está disponible el jueves 10 de julio a las 14:00 para una llamada telefónica? De ser así, por favor, indíqueme el mejor número para contactarlo. De no ser así, por favor, avíseme cuándo estará disponible para una llamada.</strong>":1,"#Thank you again for bringing this matter to our attention.":1,"#Of course, if you have any additional or new information that was not previously shared with us, please let me know as soon as possible. And in keeping with our Open Door Policy, if you have any further concerns in the future about your workplace, please submit your concerns directly to <a ljsid-1=\"\"> All Voices </a> on your Team Resources account. As a reminder, employees will not be retaliated against for raising a complaint or participating in any investigation about their work environment.":1,"#In accordance with sweetgreen’s complaint procedure, we have conducted a prompt and thorough investigation into the allegations of missing pay and harassment you brought to our attention. Based on the information we collected, we were not able to substantiate your concerns of missing pay but we did identify other concerns with Maria Rosas Cruz’ conduct and have taken appropriate action.":1,"#Thank you again for taking the time to speak with me. I’m writing to follow up regarding the concerns you raised about your work experience at Dumbo. The company takes your feedback very seriously and aims to ensure that employees are able to enjoy a positive work environment that is compliant with company policy.":1,"#Hello Ariadna,":1,"#En ingles:":1,"#Por supuesto, si tienes alguna información adicional o nueva que no hayamos compartido previamente con nosotros, por favor, házmelo saber lo antes posible. Y de acuerdo con nuestra Política de Puertas Abiertas, si tienes alguna otra inquietud en el futuro sobre tu lugar de trabajo, envíala directamente a <a ljsid-1=\"\"> All Voices </a> en tu cuenta de Recursos de Equipo. Como recordatorio, no se tomarán represalias contra los empleados por presentar una queja o participar en una investigación sobre su entorno laboral.":1,"#De acuerdo con el procedimiento de quejas de sweetgreen, hemos llevado a cabo una investigación rápida y exhaustiva sobre las acusaciones de impago de salario y acoso que nos presentaste. Con base en la información recopilada, no pudimos fundamentar tus inquietudes sobre el impago de salario, pero sí identificamos otras inquietudes sobre la conducta de Maria Rosas Cruz y hemos tomado las medidas pertinentes.":1,"#Gracias de nuevo por tomarte el tiempo de hablar conmigo. Te escribo para dar seguimiento a las inquietudes que planteaste sobre tu experiencia laboral en Dumbo. La empresa toma muy en serio tus comentarios y se esfuerza por garantizar que los empleados disfruten de un ambiente laboral positivo que cumpla con la política de la empresa.":1,"#Hola Ariadna,":1,"#No similar Investigations are accessible based on current permissions.":1,"#Augment the Global Code of Conduct with a localized ‘Respectful Workplace and Noise Conduct Standard’ for Colombia: define unacceptable auditory behaviors, set expectations for professional decorum, outline reporting channels (anonymous allowed), anti-retaliation assurances, and an enforcement matrix aligned with Colombian labor law.":1,"#If noise persists, explore environmental controls: relocate noise-prone squads away from quiet-focused teams, stagger break times to prevent coordinated disruptions at shift start, and assess seating layout to minimize echo and desk-banging vibration. Consider temporary quiet zones mirroring Phase 1 standards.":1,"#Hold Giovanni Munera, David Jimenez, Samuel Feijoo, and Santiago Gutierrez accountable for Phase 2 tone-setting: weekly review of incident logs, focus group feedback synthesis, and action items. Require a two-week and four-week status update to HR with measurable indicators (noise complaints trend, number of documented interventions, and adherence to floor-walk cadence).":1,"#Direct managers should document incidents and apply progressive discipline consistent with the Global Code of Conduct for employees who continue disruptive behaviors after notice, ensuring due process and confidentiality. Include written counseling for first substantiated offense, final warning for second, and suspension/termination consideration for third within a defined lookback (e.g., 90 days).":1,"#Implement a targeted conduct remediation plan in Phase 2 Latte Valley: (a) reiterate expectations in Spanish during pre-shift huddles; (b) prohibit loud, disruptive behaviors (whistling, sexual/animal imitations, desk-banging, coordinated shushing); (c) post visual reminders in Phase 2; (d) require team leads to perform 30–60 minute floor walks at shift start for 4 weeks and document observations.":1,"#/dashboard/cases/RqdphGzuCk/investigation/report":1,"#Emmanuel Osorio inició la reunión compartiendo los detalles de una queja anónima recibida sobre un ambiente de trabajo ruidoso e inapropiado en la fase dos de operaciones, que incluía risas fuertes y ruidos, en contraste con la fase uno. Giovanni Munera y David Jimenez indicaron que la nota los tomó por sorpresa, pero ya habían identificado y abordado el comportamiento inapropiado, comunicando las expectativas a los líderes y realizando un refuerzo. Samuel Feijoo coincidió en que eran casos aislados y que la expectativa se había establecido para abordar el comportamiento disruptivo, mientras que Santiago Gutierrez informó que se realizarán dos sesiones de focus group para obtener más visibilidad sobre la situación. Detalles Longitud de las notas: Estándar Queja sobre Ambiente Laboral en Fase Dos Emmanuel Osorio inició la reunión compartiendo los detalles de una queja anónima presentada a través de la línea ética, que describía un ambiente de trabajo ruidoso e inapropiado en la fase dos de operaciones, contrastando con el ambiente tranquilo y respetuoso de la fase uno. El comportamiento inapropiado reportado incluía risas fuertes, silbidos, imitaciones de sonidos sexuales y animales, aplausos sin motivo aparente y golpes en los escritorios, lo que hacía que la jornada laboral fuera agotadora e improductiva. Osorio mencionó que le solicitó a Valentina Luna realizar un focus group para entender la queja y las conductas manifestadas, ya que desconocía si realmente sucedían de esa manera (00:01:24) (00:08:00). Contexto y Acciones Tomadas Giovanni Munera expresó que la nota los tomó por sorpresa, ya que siempre intentan mantener el orden en ambas fases, y que el incidente reportado se relaciona con un par de teammates que estaban silbando, riéndose fuerte, y haciendo ruidos, incluido un sonido que pudo haberse malinterpretado como sexual (00:01:24). Munera explicó que le prohibió a un teammate silbar y solicitó que cesara esa conducta, aunque el mensaje fue tajante, se transmitió con amabilidad (00:03:55). David Jimenez aclaró que la alerta se recibió el fin de semana, específicamente el domingo 23, y señaló que ya se habían identificado algunos comportamientos y que se habían comunicado las expectativas a los teamlits y se habían documentado, incluso realizando un refuerzo el día de la reunión (00:08:00). Acuerdo sobre el Refuerzo de Expectativas y Seguimiento Samuel Feijoo coincidió en que eran casos aislados que ya se estaban revisando con los TLs, y que la expectativa se había establecido desde el inicio de la semana para abordar el comportamiento disruptivo (00:06:18). Emmanuel Osorio enfatizó la necesidad de seguir reforzando con los equipos de trabajo el entorno laboral y profesional, manteniendo un espacio compartido donde la empatía es esencial. Santiago Gutierrez informó que se realizarán dos sesiones de focus group para tener visibilidad, una el jueves por la mañana y otra el lunes por la tarde, con el fin de determinar si se les estaba escapando algo a los presentes (00:08:00). Pasos siguientes recomendados Santiago Gutierrez compartirá por correo las dos sesiones de focus group (jueves por la mañana y lunes por la tarde) para que Rubén tenga visibilidad. Emmanuel Osorio estará atento para ayudar con casos concretos y específicos que requieran documentación o alguna acción puntual.":1,"#Recommend enforcing site norms: noise and conduct guidelines, supervisor floor walks, and progressive discipline for repeat disruptions.":1,"#Managers must model and enforce professional conduct and promptly address disruptive behaviors; non-retaliation applies to reporters.":1},"version":13892}]