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Ellos pueden ver qué cámaras (si corresponde) graban en esa zona, especialmente si puedes precisar el tiempo.":1,"#Question: Date of issue":1,"#Question: Select the subtype of feedback":1,"#Question: Select the type of feedback":1,"#Question: Measures taken in response":1,"#Question: Date of Incident":1,"#Question: Issue raised by":1,"#<b ljsid-0=\"\">Wajahat</b> edited the case and modified following:":1,"#Remind staff not to click unknown links or share the advisory externally, and direct any media/vendor inquiries to Security. If customer-facing services are impacted, prepare a holding statement and FAQs in case of questions.":1,"#Evaluate potential employee impact and reinforce security practices":1,"#Select Action smth option":1,"#Select Multi-Select Example option":1,"#COrkNFmq3o":1,"#On Dec 04, 2025, Wajahat Mirza reported a data security concern regarding critical vulnerabilities in React Server Components (CVE-2025-55182) and Next.js (CVE-2025-66478), with Vercel Security recommending immediate updates to specific patched versions to address these issues. It is advisable to ensure all affected systems are promptly updated and to communicate with IT and relevant stakeholders to confirm compliance and mitigate any potential risks.":1,"#2025-12-04T18-25-07-290Z-Fwd_-Important-Security-Update-for-Next":1,"#<b ljsid-0=\"\">no view admin</b> added via role <b ljsid-2=\"\">No view</b>":1,"#<b ljsid-0=\"\">Nina James</b> added via role <b ljsid-2=\"\">People partner role</b>":1,"#<b ljsid-0=\"\">Lauren Loffredo</b> added via role <b ljsid-2=\"\">People partner role</b>":1,"#<b ljsid-0=\"\">Yousaf NE</b> added via role <b ljsid-2=\"\">People partner role</b>":1,"#<b ljsid-0=\"\">Wajahat</b> added via role <b ljsid-2=\"\">People partner role</b>":1,"#<b ljsid-0=\"\">Chris D</b> added via role <b ljsid-2=\"\">People partner role</b>":1,"#<b ljsid-0=\"\">Annie Mobile</b> added via role <b ljsid-2=\"\">People partner role</b>":1,"#<b ljsid-0=\"\">DevOps</b> added via role <b ljsid-2=\"\">People partner role</b>":1,"#<b ljsid-0=\"\">Annie meadows</b> added via role <b ljsid-2=\"\">Can Create but Cannot view </b>":1,"#Schedule and track upgrades to patched versions (Next.js 15.0.5/15.1.9/15.2.6/15.3.6/15.4.8/15.5.7/16.0.7; React 19.0.1/19.1.2/19.2.1). Prioritize systems with customer data or auth flows. Define rollback plans and post-deploy tests.":1,"#Coordinate emergency patching and risk-based rollout":1,"#Notify engineering, product, IT, Security, and leadership about the CVEs, required actions, and timelines. Include contact for questions and expectation for confirmation of patch completion.":1,"#Communicate a brief internal advisory to stakeholders":1,"#Отфильтрованные случаи: 2,396":1,"#[Unspecified Date] - Diversity & Inclusion Issue - Request t…":1,"#CNr7W1JDw4":1,"#jkl":1,"#The topic and context (e.g., harassment report, conflict with manager, pay/benefits question, accommodation, policy clarification).":1,"#Absolutely. I can draft a compliant, empathetic response you can send. To tailor it, could you share:":1,"#Share the case ID or the task you want done, and I’ll walk you through it or complete it for you.":1,"#Compliance: privilege tagging, retention, access controls":1,"#Report: view trends, export data, run dashboards":1,"#Configure: add resolution types, categories, workflows, notifications":1,"#Communicate: send an anonymous reply, request more info, use templates":1,"#- 📁 2025-12-04T18-20-48-226Z-Fwd_-Important-Security-Update-for-Next - 📎 email-20251204-181943.txt":1,"#- 📁 2025-12-04T18-25-07-290Z-Fwd_-Important-Security-Update-for-Next - 📎 email-20251204-182439.txt":1,"#- 📁 2025-12-04T18-26-51-325Z-Fwd_-Confidential-Examination-results-information---MJ25 - 📎 email-20251204-182631.txt":1,"#Wajahat Uploaded":1,"#Case: RyXHTbtZsd":1,"#Case: CubIBNUgPe":1,"#Manage cases: assign, link, tag, change status, resolve/reopen":1,"#Case: CMCQKE0SlW":1,"#Case: COrkNFmq3o":1,"#Case: CU9wamzNTA":1,"#of 1712":1,"#If you can paste the employee’s message (redact as needed), I’ll return a ready-to-send draft plus a short rationale and optional variations.":1,"#Your preferred tone (supportive, neutral, firm) and any timelines to meet.":1,"#Any sensitivities I should account for (medical/disability, protected activity, immigration, union/NLRB issues, pending investigation).":1,"#Your goal for this message (acknowledge and gather info, set a meeting, provide an answer, set expectations, or close the matter).":1,"#Who the audience is (reporting employee only, respondent, manager, or broader team).":1,"#Examples I can assist with right now:":1,"#I’m happy to help. What specifically would you like to do in AllVoices?":1,"#yeuyujshdb сорбм":1,"#Dec. 3, 2025":1,"#Dec. 5, 2025, 1:33pm":1,"#Alex V.":1,"#option Not assigned selected, 1 of 28. 28 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 Productivity, selected.":1,"#option Alex V., selected.":1,"#option Alex V. focused, 3 of 28. 28 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 Adrian focused, 2 of 28. 28 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,"#Real Olya":1,"#Primary Pata Ks":1,"#New guy":1,"#Ks Pata O2":1,"#Ks extra View":1,"#Ks En Man":1,"#Kseniia Pata Sub":1,"#Not available Sunday, December 14th, 2025":1,"#Not available Saturday, December 13th, 2025":1,"#Not available Friday, December 12th, 2025":1,"#Not available Thursday, December 11th, 2025":1,"#Not available Wednesday, December 10th, 2025":1,"#Not available Tuesday, December 9th, 2025":1,"#Not available Monday, December 8th, 2025":1,"#Not available Saturday, January 3rd, 2026":1,"#Not available Friday, January 2nd, 2026":1,"#Not available Thursday, January 1st, 2026":1,"#Not available Wednesday, December 31st, 2025":1,"#Not available Tuesday, December 30th, 2025":1,"#Not available Monday, December 29th, 2025":1,"#Not available Sunday, December 28th, 2025":1,"#Not available Saturday, December 27th, 2025":1,"#Not available Friday, December 26th, 2025":1,"#Not available Thursday, December 25th, 2025":1,"#Not available Sunday, December 7th, 2025":1,"#Not available Wednesday, December 24th, 2025":1,"#Not available Tuesday, December 23rd, 2025":1,"#Not available Monday, December 22nd, 2025":1,"#Not available Sunday, December 21st, 2025":1,"#Not available Saturday, December 20th, 2025":1,"#Not available Friday, December 19th, 2025":1,"#Not available Thursday, December 18th, 2025":1,"#Not available Wednesday, December 17th, 2025":1,"#Not available Tuesday, December 16th, 2025":1,"#Not available Monday, December 15th, 2025":1,"#Not available Saturday, December 6th, 2025":1,"#Actual 5 dic 1:32 PM":1,"#RAODueH7TV":1,"#Target 7 dic 1:31 PM":1,"#Target 25 dic 1:31 PM":1,"#Assign in 10 hours":1,"#<span ljsid-0=\"\">10:41</span> May 10, 2024":1,"#You were messaged 1 year ago, Reply this message?":1,"#Message from the reporter":1,"#<span ljsid-0=\"\">12:24</span> Oct 15, 2021":1,"#<span ljsid-0=\"\">10:27</span> May 10, 2024":1,"#CcuLknpDbc":1,"#C3ndVVt0rM":1,"#test case for employees":1,"#RotTnTrkJh":1,"#new performance inprovement":1,"#CUJOHb3Tkz":1,"#test employee4 details created by sub":1,"#option Canada focused, 2 of 10. 10 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,"#A case was created on Dec 05, 2025, by a single individual and is currently marked as new, with the submission language noted as Russian. No follow-up has been sent regarding this case.":1,"#CoymQ1H7N6":1,"#Target 25 dic 1:28 PM":1,"#Abby Brennan":1,"#Abbey Dunbar Knetes":1,"#Aaron Larkin":1,"#Aaron Eckerly":1,"#Adam Smith":1,"#Adam Mitchell":1,"#Aarav Agarwal":1,"#abhi undefined":1,"#ABHIRAJ undefined":1,"#Abhilash hanii undefined":1,"#aayushi undefined":1,"#Searching for similar cases...":1,"#option focused, 2 of 20. 20 results available for search term t. 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,"#Adam Hunter":1,"#Adam Holt":1,"#option focused, 1 of 20. 20 results available for search term t. 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,"#Adam Fuller":1,"#Adam Carlton":1,"#Abigail Debby Tans":1,"#Abhishek Kumar":1,"#Abhilishzktk undefined":1,"#Abhilipsa undefined":1,"#abhilash pivot":1,"#Abhilash A undefined":1,"#Abhi Abhi":1,"#Abhay Bai Anand":1,"#Searching for \"t\"":1,"#Screenshot 2025-12-05 at 1.24.27_PM.png":1,"#Screenshot 2025-12-05 at 12.11.17_PM.png":1,"#Screenshot 2025-12-05 at 11.58.57_AM.png":1,"#Screenshot 2025-12-05 at 11.58.57 AM.png":1,"#Screenshot 2025-12-05 at 12.11.17 PM.png":1,"#Screenshot 2025-12-05 at 1.24.27 PM.png":1,"#Phone conversation":1,"#attach":1,"#Case: CEDCGtAzW2":1,"#yesterday at 3:30 PM":1,"#Case: 01150":1,"#Case: test case for employees":1,"#Case: test employee4 details created by sub":1,"#today at 1:14 PM":1,"#Case: CuNpo6ZdOH":1,"#To: Reporter& You":1,"#Case: RotTnTrkJh":1,"#Case: 01147":1,"#yesterday at 3:00 PM":1,"#Case: RoIOR2o2JP":1,"#of 445":1,"#Error: Network error: Unexpected token '<', \"<html> <h\"... is not valid JSON":1,"#how to cretae case":1,"#If you share your goal and any error messages or screenshots, I will provide step-by-step guidance.":1,"#Updating settings (notifications, categories, integrations)":1,"#A thorough and impartial HR investigation, appropriate action if policy violations are found, supervisor training on diversity, equity, and inclusion, and interim measures to ensure a respectful and neutral work environment.":1,"#On October 15, 2025, an employee submitted a formal complaint regarding a diversity-related issue within the Marketing and Communications Department at the company’s San Francisco office. The employee reported that during team meetings and project discussions, their contributions were repeatedly dismissed or overlooked by their direct supervisor, while similar ideas presented by colleagues of different ethnic backgrounds were acknowledged and praised. The employee stated that this pattern had been occurring for several months and had created a workplace environment in which they felt marginalized and excluded. The complainant further alleged that the supervisor made several comments implying that certain cultural perspectives were “less relevant” to the team’s creative direction, remarks the employee found inappropriate and discriminatory. The employee expressed concern that the lack of recognition for their input was not due to performance or skill but rather tied to their cultural identity. The complaint was escalated to Human Resources on the day it was submitted for formal review. HR initiated an investigation which included interviewing the complainant, the supervisor, and multiple team members who were present during the reported interactions. HR also requested documentation of recent meetings, project notes, and any relevant communication. The company is continuing to investigate the matter to determine whether the supervisor’s behavior constitutes a violation of company policy on diversity, equity, and inclusion. Pending the outcome of the investigation, HR has informed both parties of interim steps to maintain a respectful and neutral work environment. The case remains open, and findings will be documented in accordance with company guidelines.":1,"#— Human Resources Team":1,"#Thank you for sharing these concerns. We acknowledge the seriousness of the allegations regarding disparate treatment of contributions, culturally dismissive remarks, and the impact on your ability to participate fully in team discussions. We have opened a formal investigation, interviewed relevant individuals, and collected meeting notes and communications. Interim measures are in place to support a respectful and neutral work environment while the review proceeds. Retaliation for reporting or participating in this process is strictly prohibited. We will assess the information against our anti-harassment, anti-discrimination, and workplace respect policies, as well as diversity, equity, and inclusion standards. Your request for a thorough and impartial investigation, appropriate corrective action if policy violations are substantiated, and training for leadership has been documented. If you wish to share additional dates, examples, or context (including any attachments you believe are relevant), you may do so at any time. We will follow up with findings and next steps as soon as practicable.":1,"#Generating reports or analytics":1,"#<b ljsid-0=\"\">Kseniia CA</b> was assigned via routing rule <b ljsid-3=\"\">Diversity rule</b>":1,"#<b ljsid-0=\"\">New patagonia admin</b> added via role <b ljsid-2=\"\">All cases access role</b>":1,"#<b ljsid-0=\"\">Ks Custom3</b> added via role <b ljsid-2=\"\">Custom test role</b>":1,"#<b ljsid-0=\"\">Ks Pata CR</b> added via role <b ljsid-2=\"\">Custom test role</b>":1,"#<b ljsid-0=\"\">Ks haras</b> added via role <b ljsid-2=\"\">Custom test role</b>":1,"#Interview team members present during the meetings in question. Use a consistent protocol: specific instances where ideas were dismissed, comparative treatment across team members, recollection of statements about cultural perspectives being \"less relevant,\" and observed impact. Capture dates, participants, and direct quotes. Offer anti-retaliation reminders and confidentiality limits.":1,"#Conduct targeted witness interviews using structured, bias-aware questions":1,"#Map alleged conduct to company policies (e.g., Anti-Harassment and Respect Policy) and applicable protected-class laws. Evaluate whether comments about cultural perspectives constitute discriminatory conduct or create a hostile environment. Note frequency, severity, and pervasiveness. Prepare a preliminary findings matrix with evidence citations.":1,"#Assess supervisor statements and behavior against anti-harassment and anti-discrimination policies":1,"#Consider meeting facilitation norms (e.g., rotating facilitators, acknowledgment protocols), a neutral note-taker, temporary matrix reporting for approvals, and calendar separation where appropriate. Communicate expectations to the supervisor regarding equitable participation while investigation is ongoing. Monitor for retaliation signs.":1,"#Configuring workflows, templates, or automations":1,"#Implement interim measures to protect the complainant without punitive impact":1,"#RoIOR2o2JP":1,"#On October 15, 2025, a full-time employee in the Marketing and Communications Department at the San Francisco office reported that their direct supervisor repeatedly dismissed their contributions during meetings, while similar input from colleagues of different ethnic backgrounds was acknowledged, and further alleged that the supervisor made comments suggesting certain cultural perspectives were “less relevant” to the team’s creative direction. Human Resources has initiated a formal investigation, including interviews and documentation review, and has implemented interim measures to maintain a neutral work environment while the matter remains under review; it is recommended that the organization ensure a thorough, impartial investigation and consider supervisor training on diversity, equity, and inclusion should policy violations be substantiated.":1,"#Actual 5 dic 1:17 PM":1,"#Target 7 dic 1:14 PM":1,"#Actual 5 dic 1:14 PM":1,"#SLA Met 10 hours":1,"#Target 25 dic 1:14 PM":1,"#Responding to or triaging new submissions":1,"#If you share the specifics requested above, I will refine these into a precise message aligned with your policies and jurisdiction.":1,"#Regards, [Name, Title] [HR/Investigator contact]":1,"#If you require support resources or a representative per company policy, please let us know.":1,"#We will schedule an interview to discuss the allegations and to obtain your account and any evidence or witnesses you wish to identify.":1,"#Preserve all potentially relevant information (emails, chats, documents, messages, notes).":1,"#Maintain confidentiality. Discuss this matter only with HR or the assigned investigator.":1,"#Do not contact the reporting party about this matter. Retaliation, interference, or intimidation is prohibited.":1,"#You are presumed to have a fair opportunity to be heard. No conclusions have been reached.":1,"#Please note:":1,"#Human Resources is reviewing a concern raised regarding alleged violations of our Anti-Harassment and Code of Conduct policies. We are commencing a formal investigation.":1,"#Assigning roles or permissions for admins":1,"#Notice to respondent (opening of investigation) Subject: Notice of Investigation":1,"#Sincerely, [Name, Title] [Contact information] [Confidentiality notice]":1,"#We appreciate your courage in raising this. We will keep you updated consistent with our policies and applicable law.":1,"#Retaliation is strictly prohibited. If you experience or observe any retaliatory behavior, report it immediately.":1,"#We will implement interim measures as needed to support your safety and well-being (for example, schedule adjustments, workspace changes, or no-contact directives). Please let us know if you need any accommodations.":1,"#We may contact you for additional details. You may share any documents, messages, dates, or names that you believe are relevant.":1,"#We have initiated our review and assigned [Investigator/HR contact, with secure channel].":1,"#Thank you for bringing this concern forward. We take reports of harassment seriously and will address this promptly and confidentially to the extent possible.":1,"#Creating or managing a case or investigation":1,"#Acknowledgment to reporting employee Subject: We Received Your Report":1,"#If it helps, here are two adaptable templates you can use right away.":1,"#Facts available: Brief, non-identifying summary of the allegation, dates, and any immediate risks or accommodations requested.":1,"#Key constraints: Any confidentiality, legal, union, or jurisdictional requirements I should factor in?":1},"version":14082}]