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Tras realizarla, identificamos inquietudes sobre la conducta de Enrique y hemos tomado las medidas pertinentes, incluido el despido.":1,"#Gracias de nuevo por tomarse el tiempo para hablar conmigo. Le escribo para darle seguimiento a las inquietudes que expresó recientemente sobre su experiencia laboral en Marina del Rey. La empresa toma muy en serio sus comentarios y se esfuerza por garantizar que los empleados disfruten de un ambiente de trabajo positivo que cumpla con las políticas de la empresa.":1,"#Jose Vidal":1,"#I haven't had a problem with being mistreated or anything like that, but a few days ago I was absent because a family member died. According to company policy, I'm entitled to four paid days off per year for bereavement, but those hours aren't showing up in the app. So my boss said he can't pay me anything, and I understand it's not his decision, but honestly, after such a large expense, I need the payment for those four days.":1,"#Luego de una revisión exhaustiva, no hemos encontrado nada que indique conflictos o inconsistencias en el proceso de contratación y promoción.":1,"#Gracias por compartir sus comentarios sobre su experiencia en el lugar de trabajo y brindarme la oportunidad de analizar sus inquietudes.":1,"#Sports FC":1,"#I would like to express my concern regarding the promotion process within the studio. This concern arises following the recent promotion, in FC, of a Senior Tester to the AQD position, a decision that was made while overlooking Lead Testers from the same team and that also included the assignment of a permanent (open-ended) contract. This situation not only raises questions about the respect for hierarchy and the logical career progression that should exist within the study, but also prompts concerns regarding the criteria used to grant this promotion. Additionally, it is common knowledge that there are personal connections between the promoted employee and an AQD from Apex, as well as close relationships with leads from both Apex and FC, which further reinforces the perception of a lack of transparency in the process. Furthermore, I believe it is important to highlight that the current criteria for hiring new testers and other positions appear to be inconsistent, as there have been instances where roles such as Tester II and higher have been filled by individuals with less experience than employees currently holding Tester I positions. This occurs at the expense of promoting internal staff with proven experience and tenure within the studio. In light of the above, I believe it is necessary to conduct an internal review of the situations described, as they are generating widespread dissatisfaction within the studio and undermining team confidence, in addition to going against the principles of transparency and meritocracy that should govern the organization.":1,"#AllVoices - January- Employee of the Month":1,"#Please include a short summary of why you selected this employee as 'Employee of the Month'":1,"#Name of the employee you would like to nominate":1,"#Please type your first and last name":1,"#January- Employee of the Month":1,"#option United States selected, 18 of 18. 18 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,"#Emily, I want to be clear that my intention is not to create conflict, but to highlight a situation that’s becoming increasingly difficult to manage. Teamwork depends on trust and transparency, and right now both feel compromised. I’m concerned that if this continues, it will negatively impact the quality of our work and the team’s overall reputation.":1,"#ver the past few months, Mark has consistently missed deadlines while still presenting himself as having completed his tasks. On multiple occasions, I’ve had to step in at the last minute to fix issues that could have been avoided with basic communication. What’s most frustrating is that these problems are rarely acknowledged. Instead, responsibility is quietly shifted to others, leaving the rest of the team scrambling.":1,"#Over the past few months, Mark has consistently missed deadlines while still presenting himself as having completed his tasks. On multiple occasions, I’ve had to step in at the last minute to fix issues that could have been avoided with basic communication. What’s most frustrating is that these problems are rarely acknowledged. Instead, responsibility is quietly shifted to others, leaving the rest of the team scrambling.":1,"#Hi how are you?":1,"#I’m writing this to formally express my frustration regarding my ongoing experience working with Mark Thompson, as it has started to affect both my productivity and morale, I feel it’s necessary to put these concerns into words and share them with Emily Carter, who I trust will understand the situation objectively.":1,"#I’m writing this to formally express my frustration regarding my ongoing experience working with Mark Thompson, as it has started to affect both my productivity and morale. I don’t usually complain, but after several repeated incidents, I feel it’s necessary to put these concerns into words and share them with Emily Carter, who I trust will understand the situation objectively.":1,"#’m writing this to formally express my frustration regarding my ongoing experience working with Mark Thompson, as it has started to affect both my productivity and morale. I don’t usually complain, but after several repeated incidents, I feel it’s necessary to put these concerns into words and share them with Emily Carter, who I trust will understand the situation objectively.":1,"#Jan 30, 2026":1,"#Message received 2 months ago":1,"#Good afternoon, sweetgreen This message is being sent on behalf of the Hispanic team at the Hudson Yards location. We are deeply hurt, distressed, and disappointed by the unjust termination of our manager, Rigoberto Morales. His dismissal has left us feeling abandoned and unprotected by sweetgreen. Many of us strongly believe that this action reflects ongoing discrimination against Hispanic employees, particularly those whose first language is not English. Our voices have not been heard, and our concerns have been repeatedly ignored. Mr. Morales is an exceptional human being and leader. He never treated anyone differently and always showed respect, professionalism, and fairness to every team member. He fully deserves to be reinstated to his position. As a group, we formally and collectively advocate for his immediate reinstatement, as he is an excellent manager and an outstanding human being. In addition to this unjust termination, we have experienced continuous workplace mistreatment, a hostile work environment, and discriminatory practices at the Hudson Yards location, solely based on our ethnicity and language. These actions directly violate New York State labor laws and anti-discrimination laws, which protect employees from discrimination based on national origin and language, as well as from retaliation and wrongful termination. We are human beings. We deserve to be treated with dignity and respect. We perform our jobs with dedication, passion, and commitment, and we give our best every day for sweetgreen. In return, we expect equal treatment, fairness, and compliance with the laws of New York. We respectfully request a thorough and impartial investigation into these matters":1,"#The Hispanic team at the Hudson Yards location reports ongoing discrimination based on ethnicity and language, a hostile work environment, and feeling unheard by management, culminating in the termination of manager Rigoberto Morales, which they believe was unjust and discriminatory.":1,"#We request the immediate reinstatement of manager Rigoberto Morales and a thorough, impartial investigation into discriminatory practices and hostile work environment at the Hudson Yards location, with actions to ensure equal treatment, compliance with New York laws, and protection from retaliation.":1,"#Filtered Cases: 56":1,"#<b ljsid-0=\"\">Vaishali Mishra</b> marked Case Type <b ljsid-5=\"\">ER Advisory</b>":1,"#Identify parties: the resigning colleague (Happy Kaushik), their line manager, dotted-line/reporting leads in Team 100157 (Credit Risks 2), and relevant HRBP. Schedule structured interviews focused on the working-relationship conflict specifics, dates, witnesses, and any prior grievances or PIP/discipline.":1,"#Initiate fact-finding interviews within the team and management chain":1,"#Collect the colleague’s recent performance reviews, any PIP or warnings, prior grievances, time-off records, emails/chat extracts relevant to the conflict, and org charts for the P&C LOB in Pune. Ensure preservation hold on mailbox/chat for involved parties.":1,"#Secure and review contextual records":1,"#Confirm whether the resignation was properly submitted per policy (HR Cloud/ServiceCentral) and whether the employee is serving the contractual notice. Evaluate options: pause acceptance pending investigation, allow withdrawal if coercion indicated, or proceed with handover plan. Coordinate with Legal for abandonment vs. standard separation risks.":1,"#Assess resignation handling and options under India/WTW policy":1,"#100157 Credit Risks 2":1,"#Workplace confilict":1,"#A workplace conflict involving working relationship disputes was reported by a single individual from the Credit Risks 2 team in the Corporate Risk & Broking department at the Pune - Panchshil Avenue office, with the case received on Nov 05, 2025. The issue pertains to conduct and behaviour within the Property & Casualty line of business.":1,"#We set up calculated fields for The Hillman Group (see screenshot of settings) but they are not working. See screenshot of case we did after the fact - it is not pulling in the fields, and it is showing the person field twice https://google.com?abc=true":1,"#We set up calculated fields for The Hillman Group (see screenshot of settings) but they are not working. See screenshot of case we did after the fact - it is not pulling in the fields, and it is showing the person field twice":1,"#CfuqqRskm8":1,"#CHVOUIJA4k":1,"#Hugo Barrios, Operations Leader in Brazil, says he is not comfortable with the communications he is having with business leader Claudio Pepe.":1,"#Align with HR/ER on process and legal considerations for Great Britain":1,"#If gaps persist after initial discussion, prepare a 6–8 week PIP with 3–5 SMART objectives, success metrics, support/resources, meeting cadence (weekly), and consequences of not meeting standards. Share draft with HR before issuing to Fleur.":1,"#Draft and agree a SMART Performance Improvement Plan (PIP) if warranted":1,"#Book recurring weekly 30-minute meetings during the improvement period. Use a consistent notes template capturing progress against goals, actions, and any support provided. Send summary notes to Fleur after each session for confirmation.":1,"#Set a weekly check‑in cadence and document outcomes":1,"#2020-05-03T04:59:05.061Z":1,"#Fleur":1,"#2020-04-18T12:04:29.723Z":1,"#30 Welham Road":1,"#2020-04-18T14:27:11.049Z":1,"#phones.4.type:":1,"#phones.4.number:":1,"#phones.3.type:":1,"#phones.3.number:":1,"#2020-04-18T14:27:10.459Z":1,"#25 Sycamore Way":1,"#West Sussex":1,"#Hassocks":1,"#Performance not meeting expectations of the role":1,"#Consult the UK performance management policy and ER guidance (Willis Group Limited). Confirm steps: informal coaching vs. formal process, documentation standards, right to accompaniment in formal meetings, timelines, and data privacy requirements.":1,"#On Jan 05, 2026, Richard Vanner reported that Fleur Loveridge's performance is not meeting the expectations of her role within the Human Resources department in the London office. The case is categorized under Performance Management & Capability and is considered low complexity.":1,"#Case: GB Disciplinary":1,"#last Wednesday at 3:31 AM":1,"#last Wednesday at 4:01 AM":1,"#Date Finished: <span ljsid-1=\"\">January 20th, 2026</span>":1,"#Date Started: <span ljsid-1=\"\">January 20th, 2026</span>":1,"#Investigator:<span ljsid-2=\"\">Michelle Terenzetti</span>":1,"#RS Team":1,"#Casos filtrados: 56":1,"#Facilitate a structured discussion to identify whether gaps stem from skills, clarity of expectations, workload, systems/tools, health/personal factors (offer EAP), or role fit. Document 3–5 concrete contributors with examples and dates.":1,"#Run a preliminary Root Cause Analysis (RCA) with the employee and manager":1,"#If informal coaching won’t suffice, draft a two‑month PIP aligned with India policies: specific measurable objectives, success criteria, support actions (training, shadowing, weekly check‑ins), cadence (weekly), and consequences for non‑improvement. Include acknowledgement lines and data privacy notes. Coordinate with HR and Legal if considering skipping steps due to persistent underperformance.":1,"#Decide whether to initiate a formal PIP and prepare compliant documentation":1,"#Schedule weekly 30‑minute check‑ins, assign a mentor within the H&B Benefits Marketplace team, enroll Udisha in targeted training (e.g., product knowledge, quality review), and set up a shared tracker capturing metrics, feedback, and due dates. Flag any risks promptly and document all interactions.":1,"#Implement support and monitoring cadence":1,"#CZZEfNSwaj":1,"#A performance management concern regarding performance below expectations was raised by Udisha about herself in the Health and Benefits department, received on Dec 09, 2025, at the Mumbai - 2 Pokhran Rd, Thane office. The issue pertains to the WTW Global Delivery and Solutions India Private Limited entity within the Asia Sub-Region.":1,"#Implement a corrective action plan aligned with policy":1,"#Track attendance weekly for 8–12 weeks; require same-day communication for absences; coordinate with payroll to mark unpaid leave outside entitlement; if 3 consecutive no-shows occur, trigger abandonment-of-service workflow per India policy.":1,"#Set monitoring and escalation cadence":1,"#<b ljsid-0=\"\">Udisha Thakur</b> marked Severity <b ljsid-5=\"\">Moderate</b>":1,"#<b ljsid-0=\"\">Udisha Thakur</b> marked Case Type <b ljsid-5=\"\">Disciplinary investigation</b>":1,"#udisha":1,"#Invite the colleague and their line manager to discuss root causes, expectations, and support needed. Share attendance summary in advance; keep a neutral tone; allow a support person if policy permits; and document minutes.":1,"#Schedule a fact-finding meeting with the employee and manager":1,"#If issues persist without valid justification, issue a formal written warning referencing India leave and disciplinary policies; outline attendance expectations, call-in procedures, and consequences. Where performance is impacted, consider a PIP with clear metrics (e.g., <2 unscheduled absences/month; on-time start >95%).":1,"#A case regarding excessive absenteeism was submitted by Udisha on Dec 09, 2025, for the Health and Benefits department at the Mumbai - 2 Pokhran Rd, Thane office in India. The issue pertains to attendance and absence within the Health and Benefits LOB, specifically in the H&B Benefits Marketplace team.":1,"#/dashboard/cases/Cpstd5J6qG/investigation/report":1,"#Gap: No LATAM-specific manager conduct policy cited. Create a global Respectful Leadership Policy with regional addenda (including Mexico) covering communication standards, after-hours contact norms, client-facing conduct, and progressive discipline for violations.":1,"#Provide EAP access (ComPsych GuidanceResources) to affected employees; communicate availability in Spanish.":1,"#Reinforce anti-retaliation and confidential reporting.":1,"#Policies should prohibit bullying/abusive conduct: raised voice, sarcasm, insults, public shaming, and after-hours pressure without urgency/comp time. Align with respectful workplace and manager conduct standards.":1,"#Fernando Chávez  Credibility Assessment":1,"#Fernando Chávez Credibility Assessment":1,"#/dashboard/cases/Cpstd5J6qG/investigation/interviews":1,"#/av-sheet/fcfb62bc-5c43-49a8-8a50-821a11636901?refererCaseId=Cpstd5J6qG":1,"#Elizabeth Rodriguez Witness Interview":1,"#joaquin castillo Witness Interview":1,"#janeth noyda Witness Interview":1,"#Paula Cortez Marquez Witness Interview":1,"#José Joaquín Castillo Cerón Complainant Interview":1,"#Fernando Chávez Respondent Interview":1,"#Caso H&B Joaquin Castillo Nov 2025.docx":1,"#Caso H&B Janeth Noyola Nov 2025.docx":1,"#Caso H&B Fernando Chavez Nov 2025.docx":1,"#Caso H&B Entrevista Paula Cortez 2025.docx":1,"#Caso H&B Entrevista Fernando2025.docx":1,"#Caso H&B Entrevista Elizabeth Nov2025.docx":1,"#Searching for \"eliza\"":1,"#eliza":1,"#Searching for \"eliz\"":1,"#Berenice Rodriguez Avila":1,"#eliz":1,"#Elizabeth Rodriguez":1,"#option focused, 1 of 2. 2 results available for search term elizabeth rodriguez. 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,"#elizabeth rodriguez":1,"#option focused, 1 of 20. 20 results available for search term elizabeth rodriguez. 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,"#elizabeth rodrigue":1,"#option focused, 1 of 20. 20 results available for search term elizabeth rodrigue. 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,"#elizabeth rodrigu":1,"#option focused, 1 of 20. 20 results available for search term elizabeth rodrigu. 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,"#elizabeth rodrig":1,"#option focused, 1 of 20. 20 results available for search term elizabeth rodrig. 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 \"eli\"":1,"#elizabeth rodri":1,"#option focused, 1 of 20. 20 results available for search term elizabeth rodri. 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,"#elizabeth rodr":1,"#option focused, 1 of 20. 20 results available for search term elizabeth rodr. 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,"#elizabeth rod":1,"#option focused, 1 of 20. 20 results available for search term elizabeth rod. 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,"#elizabeth ro":1,"#option focused, 1 of 20. 20 results available for search term elizabeth ro. 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,"#elizabeth r":1,"#option focused, 1 of 20. 20 results available for search term elizabeth r. 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,"#eli":1,"#option focused, 1 of 20. 20 results available for search term elizabeth . 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,"#Elizabeth Kern":1,"#Elizabeth Gain":1,"#Elizabeth Ware":1,"#Elizabeth Engel":1,"#Elizabeth Erwin":1,"#Elizabeth Kalu":1,"#Elizabeth Lamm":1,"#Elizabeth Wild":1,"#Elizabeth Boyk":1,"#Searching for \"el\"":1,"#Elizabeth Reid":1,"#Elizabeth Finn":1,"#Elizabeth Rios":1,"#Elizabeth Cain":1,"#Elizabeth Ross":1,"#Elizabeth Conn":1,"#Elizabeth Cook":1,"#Elizabeth Roth":1,"#Elizabeth Lum":1,"#Elizabeth May":1,"#Elizabeth Rae":1,"#option focused, 1 of 20. 20 results available for search term elizabeth. 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 \"elizabeth\"":1,"#elizabeth":1,"#Searching for \"elizabet\"":1,"#elizabet":1,"#Searching for \"elizabe\"":1,"#elizabe":1,"#Searching for \"elizab\"":1,"#elizab":1,"#Add \"joaquin castillo\"":1,"#option focused, 1 of 1. 1 result available for search term joaquin castillo. 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 \"joaquin castillo\"":1,"#joaquin castillo":1,"#Searching for \"joaquin castill\"":1,"#joaquin castill":1,"#option focused, 1 of 20. 20 results available for search term joaquin castill. 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,"#joaquin castil":1,"#option focused, 1 of 20. 20 results available for search term joaquin castil. 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,"#joaquin casti":1,"#option focused, 1 of 20. 20 results available for search term joaquin casti. 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,"#joaquin cast":1,"#option focused, 1 of 20. 20 results available for search term joaquin cast. 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,"#joaquin cas":1,"#option focused, 1 of 20. 20 results available for search term joaquin cas. 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,"#joaquin ca":1,"#option focused, 1 of 20. 20 results available for search term joaquin ca. 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,"#Joaquin Inigo Medina":1,"#Joaquin Matte Parot":1,"#Joaquin Villamanca":1,"#Joaquina Palma":1,"#Joaquin Davila":1,"#Joaquin Gessa Diaz":1,"#Joaquin Rodriguez":1,"#Joaquin Carlos Uy":1,"#Rogelio Jr. Joaquin":1,"#Joseph Jason Joaquin":1,"#Joaquin Triñanes":1,"#Joaquin Dagohoy":1,"#Marilyn Joaquin":1,"#Joaquin Ledesma":1,"#Joaquin Finardi":1,"#Joaquin Podesta":1,"#Joaquin Robaina":1,"#Joaquin Becaas":1,"#Camila Joaquin":1,"#Joaquin Pla":1,"#option focused, 1 of 20. 20 results available for search term joaquin c. 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 \"joaquin c\"":1,"#joaquin c":1,"#Searching for \"joaquin \"":1,"#Jane Webb":1,"#Jane Tang":1,"#Jane Lau":1,"#Jane Lee":1,"#Add \"janeth noyda\"":1,"#option focused, 1 of 1. 1 result available for search term janeth noyda. 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,"#janeth noyda":1,"#option focused, 1 of 20. 20 results available for search term janeth noyda. 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,"#janeth noyd":1,"#option focused, 1 of 20. 20 results available for search term janeth noyd. 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,"#janeth noy":1,"#option focused, 1 of 20. 20 results available for search term janeth noy. 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,"#janeth no":1,"#Jane Pan":1,"#option focused, 1 of 20. 20 results available for search term janeth no. 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,"#Janet Grace":1,"#Janet Dolan":1,"#Janet Bruce":1,"#Janet Roman":1,"#JaNet Ebron":1,"#Janet Hill":1,"#Janet Isaac":1,"#Janet Guy":1,"#Janet Duff":1,"#Jane Tan":1,"#Janet Duke":1,"#Janet Winn":1,"#Janet Diaz":1,"#Janet Chen":1,"#Janet Day":1,"#Janet Lee":1,"#Janet Boo":1,"#Janet Pane":1,"#Janet Yeh":1,"#Janet Bos":1,"#Jane Row":1,"#Janet Fee":1,"#janeth n":1},"version":15913}]