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Issue a written instruction to Bryan reminding him of the Code’s respectful conduct requirements, non-retaliation, and to avoid any direct conversations about the complaint; require professional, neutral interactions and to route concerns through HR during the review.":1,"#I am not aware of any people who have tried to hide the problem.":1,"#Tuesday, December 9th and Friday, December 11th, during production time and the shipment to lockers":1,"#From Simón’s account, identify teammates present on Dec 9 and Dec 11 and any colleagues who heard jokes or comments. Ask about how often others leave workstations, whether Bryan follows or comments to others, and the general team climate. Compare time-away-from-station data across team members for those dates to assess selective enforcement.":1,"#Between Dec 9, 2025 and Dec 11, 2025, Simon Muñoz reported experiencing hostile and stalking behavior from supervisor Bryan Camilo Gutierrez Uribe, including being singled out with restrictive instructions and uncomfortable, threatening comments in the operations area and lockers. Simon described the supervisor's language and jokes as unpleasant and requested consideration for a change in team leadership.":1,"#Bryan Camilo Gutierrez Uribe":1,"#Since Tuesday, December 9th, and continuing through Friday, December 11th, I have experienced hostile and stalking behavior from my supervisor, Bryan Camilo Gutierrez Uribe. These situations appear to be personal, as they only occur with me. On December 9th, he told me I couldn't get up from my workstation to talk to my colleagues. I thought it was an isolated incident, as it's normal for supervisors to say things like that. However, he only says it to me, regardless of who else gets up or comes to the bay. Today, December 11th, as I was leaving operations during production time, he followed me without my noticing and stopped me at the lockers, where he said, \"You've already stood up several times, you know, I'm counting.\" The tone was threatening and unnecessary. I must admit that the experience with this new supervisor has been, to say the least, unpleasant. The language he uses with his teammates and the kind of jokes he makes are uncomfortable, making the experience during the first two weeks of the new shift uncomfortable and undesirable. I would consider this report, rather than an accusation, a request to consider changing the team leader.":1,"#Interview Simón first to capture detailed chronology, witnesses, exact statements (e.g., “ya te has levantado varias veces, estoy contando”), tone, and impact. Then interview Bryan Camilo, advising him of the complaint and anti-retaliation expectations. Ask about team norms on leaving workstations and whether rules were applied consistently. Document verbatim quotes and collect corroborating materials.":1,"#Conduct initial, separate interviews in Spanish with the reporter and the accused within 3 business days":1,"#Assess interim safeguards and communicate behavioral expectations to the supervisor":1,"#Supervisor / Team Leader":1,"#Identify and interview potential witnesses and compare enforcement patterns":1,"#In the company's bay/operations area and lockers":1,"#Bryan Camilo Gutierrez Uribe, Supervisor":1,"#RTDEY6A2Uh":1,"#The similar Investigations all involve harassment, bullying, or inappropriate conduct—often including rumors, digital/social media activity, or public humiliation—primarily at the Medellin site. Outcomes typically depended on whether the conduct fell within company jurisdiction: if so, corrective actions or discipline were taken; if not, the case was closed internally with support and guidance on external legal options provided.":1,"#Provide Vanessa with options: EAP/mental health support, temporary reporting line change or schedule/team separation from the supervisor, and clear anti-retaliation notice. Monitor for ongoing rumors and intervene promptly.":1,"#Although posts occurred off-duty, assess whether the supervisor’s public disclosure and disparagement of a subordinate created a hostile work environment at Medellín site (rumors, intimidation) and undermined managerial duty to model respectful conduct. Document nexus to work and apply Code provisions on respect, confidentiality, anti-harassment, and non-retaliation.":1,"#Adopt policies clarifying that off-duty online conduct that targets employees and foreseeably impacts the workplace may be investigated and disciplined; add rules for supervisor–subordinate relationships, including disclosure, power-imbalance safeguards, and prohibition on publicizing an employee’s private information.":1,"#Provide written reminder to Juan Pablo Noreña that discussing a coworker’s private information publicly, especially as her supervisor/ex-partner, can violate respect and confidentiality expectations when it impacts the workplace. Require coaching on supervisor responsibilities and set expectations to refrain from any further commentary about colleagues online.":1,"#Without revealing confidential details, remind leaders to address gossip swiftly, reinforce the speak-up culture, and escalate concerns to HR. Track climate via pulse checks in the Medellín site over the next 60 days.":1,"#/dashboard/cases/RfK9zCnQZf/investigation/report":1,"#Posible acoso":1,"#La Gerencia de Recursos Humanos ha recibido y analizado detalladamente su reporte presentado el pasado 10 de diciembre de 2025, relacionado con las publicaciones realizadas por el señor Juan Pablo Noreña en su perfil personal de la red social Facebook. Nuestra prioridad es garantizar un ambiente de trabajo seguro y respetuoso, regido por nuestro Reglamento Interno de Trabajo y la normativa colombiana vigente. Por ello, su caso fue sometido a una revisión exhaustiva por parte de nuestro equipo para determinar la viabilidad de una investigación disciplinaria interna. Al respecto, debemos informarle las conclusiones de dicho análisis: Ámbito de Competencia: Se ha determinado que los hechos reportados ocurren en una esfera estrictamente personal y privada. Las publicaciones se realizaron en una red social ajena a los canales de comunicación de la compañía y fuera de los espacios controlados por TaskUs. Ausencia de Nexo Laboral Directo: Tras la revisión del material probatorio aportado (capturas de pantalla), se evidencia que en dichas publicaciones no se hace mención alguna al nombre de la Compañía, ni se hace referencia a cargos, roles, funciones o situaciones propias de la relación laboral. El contenido versa sobre aspectos de índole personal y de una relación afectiva extinta. Veracidad y Facultad Sancionatoria: La Compañía carece de la competencia legal y técnica para investigar, verificar o juzgar la veracidad de hechos ocurridos en la vida privada y doméstica de sus colaboradores. Nuestra facultad disciplinaria se circunscribe a las conductas que afectan directamente el contrato de trabajo o la convivencia dentro del entorno laboral, tal como lo establece nuestro Reglamento Interno. Dado lo anterior, la Compañía no puede dar apertura a un proceso disciplinario o de acoso laboral interno, por carecer de competencia sobre conflictos de naturaleza civil o personal que no involucran la operación o imagen corporativa. No obstante, entendemos que la situación expuesta involucra la divulgación de datos sensibles y comentarios que usted considera lesivos para su buen nombre e intimidad. Por lo tanto, le informamos que usted está en plena libertad de ejercer sus derechos ante las autoridades externas competentes. Si considera que su derecho a la intimidad, honra o buen nombre ha sido vulnerado, puede acudir a instancias como la Fiscalía General de la Nación (por presuntos delitos de injuria, calumnia o violación de datos personales) o las Inspecciones de Policía, quienes son los entes facultados por la ley colombiana para dirimir este tipo de conflictos personales y dictar las medidas de protección que correspondan. Tal como lo establece la Ley 1010 de 2006 y nuestro Manual del Empleado, el cierre de este trámite interno no impide ni afecta su derecho a adelantar las acciones administrativas y judiciales que considere pertinentes por fuera de la empresa. En caso de que la situación haya escalado a nivel interno dentro de la compañía, donde su integradad fisica o emocional pueda verse vulnerada, nuestros canales están habilitados para recibirla. Agradecemos su confianza al reportar la situación y reiteramos nuestro compromiso de mantener un ambiente de respeto dentro de nuestras instalaciones.":1,"#No hay acoso ya que no ex compentencia de la compañia el atender situaciones de indole civil":1,"#Code of Conduct prohibits harassment, discrimination, and disrespectful or degrading remarks; supervisors must model ethical, respectful conduct at all times, including online.":1,"#Policy gaps: add explicit social media/online conduct policy covering off-duty posts impacting the workplace; clarify expectations for supervisor conduct in personal channels; add guidance on relationships at work and managing conflicts of interest.":1,"#Publicly sharing a coworker’s private/health-related information conflicts with confidentiality, data privacy, and respect provisions.":1,"#Expected actions: assess policy breach; require corrective/disciplinary action; mandate supervisor training on respectful conduct, social media, and confidentiality.":1,"#Retaliation for reporting is prohibited; ensure reporter protections.":1,"#TaskUs Mail - Respuesta a queja formal y cierre de caso interno_.pdf":1,"#/dashboard/cases/RfK9zCnQZf/investigation/investigatorPlan":1,"#/dashboard/cases/RfK9zCnQZf/investigation/investigator":1,"#Jan 5, 2026":1,"#Date Finished: <span ljsid-1=\"\">January 5th, 2026</span>":1,"#<b ljsid-0=\"\"><var name=\"\"></var></b> marked resolved with resolution <b ljsid-6=\"\">termination</b>":1,"#Date Started: <span ljsid-1=\"\">January 5th, 2026</span>":1,"#Reiterate the company’s non-retaliation policy to all involved. Assign HR point of contact, schedule check-ins with Saribel, Erika, and Eddy for 60–90 days, and set a confidential reporting channel reminder for the team at Medellin to surface any retaliation or further misconduct.":1,"#Cross-reference Global Code with Colombia’s Internal Work Regulations Article 57 to ensure explicit prohibitions on racial and weight-based harassment are clear in Spanish. If gaps exist, update local handbook and communications, and post reminders on acceptable workplace language at the Medellin site.":1,"#Based on corroborated allegations that Sebastian used derogatory weight-based and racial slurs, proceed under the Global Code of Conduct and Internal Work Regulations Article 57. Issue a written notice, conduct interviews with Saribel Duque Soto, Erika Perez, Eddy Mena, and potential witnesses at Site Eternal Spring, and determine appropriate corrective action up to final written warning or termination depending on findings and past record.":1,"#Deliver mandatory training for the immediate team on anti-harassment, anti-discrimination, bystander intervention, and microaggressions, with emphasis on race and body-shaming. Include Spanish-language materials suitable for Colombia. Track completion within 30 days and refresher in 6 months.":1,"#Brief Site Eternal Spring leadership on their duty to model and enforce respectful conduct per the Global Code. Require them to reinforce expectations in team huddles, promptly address slurs or nicknames, and document any coaching or corrective conversations.":1,"#/dashboard/cases/Rnfwz40U6r/investigation/report":1,"#Sebastian durango Respondent Interview":1,"#option focused, 1 of 1. 1 result available for search term sebastian durand. 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,"#sebastian du":1,"#option focused, 1 of 1. 1 result available for search term sebas. 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,"#seba":1,"#sebastian durango":1,"#option focused, 1 of 1. 1 result available for search term sebastian durang. Use Up and Down to choose options, press Enter to select the currently focused option, press Escape to exit the menu, press Tab to select the option and exit the menu.":1,"#option focused, 1 of 1. 1 result available for search term sebastian dura. Use Up and Down to choose options, press Enter to select the currently focused option, press Escape to exit the menu, press Tab to select the option and exit the menu.":1,"#option focused, 1 of 1. 1 result available for search term sebastian . Use Up and Down to choose options, press Enter to select the currently focused option, press Escape to exit the menu, press Tab to select the option and exit the menu.":1,"#option focused, 1 of 1. 1 result available for search term sebastian. 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,"#sebasti":1,"#option focused, 1 of 1. 1 result available for search term sebasti. 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 \"sebas\"":1,"#option focused, 1 of 1. 1 result available for search term sebast. 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 \"se\"":1,"#sebastian dura":1,"#sebastian durand":1,"#Sebastian Hapin":1,"#Searching for \"seba\"":1,"#Searching for \"seb\"":1,"#option focused, 1 of 1. 1 result available for search term sebastian dur. 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,"#sebastia":1,"#sebast":1,"#sebas":1,"#sebastian":1,"#option focused, 1 of 1. 1 result available for search term sebastian durango. 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,"#sebastian dur":1,"#option focused, 1 of 1. 1 result available for search term sebastian duran. Use Up and Down to choose options, press Enter to select the currently focused option, press Escape to exit the menu, press Tab to select the option and exit the menu.":1,"#option focused, 1 of 1. 1 result available for search term sebastian d. 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,"#sebastian durang":1,"#option focused, 1 of 1. 1 result available for search term sebastia. 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,"#seb":1,"#sebastian duran":1,"#option focused, 1 of 1. 1 result available for search term sebastian du. 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,"#sebastian d":1,"#Sebastian durango":1,"#Searching for \"Sebastian dura\"":1,"#Sebastian dur":1,"#Searching for \"Sebastian duran\"":1,"#Searching for \"Sebastian durang\"":1,"#Sebastian durang":1,"#Searching for \"Sebastian du\"":1,"#Searching for \"Sebastian d\"":1,"#Searching for \"Sebastian dur\"":1,"#Sebastian du":1,"#Add \"Sebastian durango\"":1,"#Searching for \"Sebastian durango\"":1,"#Sebastian duran":1,"#Sebastian d":1,"#Sebastian dura":1,"#option focused, 1 of 1. 1 result available for search term Sebastian durango. 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/Rnfwz40U6r/investigation/investigatorPlan":1,"#/dashboard/cases/Rnfwz40U6r/investigation/investigator":1,"#Implement interim separation and anti‑retaliation safeguards":1,"#Map alleged behaviors (coarse language, hostile tone, physical contact, surveillance, pressure, interference after transfer) to the Global Code of Conduct, Anti‑Harassment/Abusive Conduct, Workplace Violence/Touching guidelines, and Colombian labor norms. Determine if touching constituted unwanted contact; if so, treat as misconduct. Document each element and potential corrective actions matrix.":1,"#Alexander Rua Estrada reported experiencing abuse of authority, unprofessional behavior, and excessive monitoring by Team Leader Pablo Jaramillo Jimenez over a period of 1 to 3 months, with incidents occurring between Dec 25, 2025 and Jan 1, 2026, and noted that management, including OM Alejandra Alzate, was aware of the situation. The report also mentions a meeting on Dec 25, 2025 with relevant parties and alleges that Juan Miguel Acevedo attempted to conceal the problem.":1,"#Case submitted by <b ljsid-2=\"\">Alejandro Rua Estrada</b>":1,"#Pending review, ensure Pablo Jaramillo has no supervisory or evaluative contact with Alejandro: update scheduling/queues, disable coaching assignment permissions over Alejandro, and route any RCA/coaching requests through the new TL (Carlos Gaviria) or OM. Remind all involved of the non‑retaliation policy and provide a confidential HR point of contact.":1,"#Prepare communication and remediation plan based on findings":1,"#If allegations are substantiated, outline corrective steps: coaching or formal discipline for Pablo, manager training on respectful leadership, written directives on schedule/authority boundaries, and monitoring plan. If unsubstantiated/inconclusive, provide feedback to all parties and reinforce reporting channels. Plan follow‑up check‑ins with Alejandro at 2 and 6 weeks and climate checks on the team.":1,"#RhkDb3XaTp":1,"#Assess policy violations against Code of Conduct and local law":1,"#of 106":1,"#last Thursday at 9:52 PM":1,"#東京オフィス":1,"#Could you please consider allowing sick leave and child nursing leave to be requested without submitting the proof? Medical details are very private, and I sometimes feel embarrassed about sharing them with my manager. The reason I express this opinion is that I plan to undergo treatment for a gender-specific condition in the near future. While my manager is supportive, I prefer not to share the details, and I believe my manager also would not wish to know such personal information. I know it might be suggested to use regular PTO instead, but as Boxer who has only been with the company a few years, I feel we don't have enough paid time off, and I want to save some for emergencies rather than use it all up.":1,"#Please consider improving the approval process. Alternatively, I want to increase the number of days off that don't require proof for employees with shorter tenure.":1,"#Lugar: Marina del Rey Nombre: Marcela Sanchez Portillo":1,"#Socio comercial de People - Oeste":1,"#¿Podrías compartir en qué restaurante trabajas y tu nombre para que pueda investigar apropiadamente tus asuntos?":1,"#Jan 2, 2026":1,"#Rua Estrada":1,"#Site: Eternal Spring":1,"#I want to report abuse of authority and persecution from the Team Leader Pablo Jaramillo Jimenez. On a couple of occasions, he has been rude, impolite, and his voice tone has not been kind, not to mention his lack of professionalism. Because of his behavior, I asked to change my schedule and work team. I did not report this frustrating situation previously because most of the time I just do not argue with that kind of people and I distance myself from them. However, even though I received approval to change my schedule on December 22nd, 2025 by my OM, Alejandra Alzate, he continues with his bad behavior by chatting and approaching me every day. He touches my back and checks my screen, looking for something not allowed in the operation. He uses a bad tone and rude language, saying that I should go to his bay. It is very important to mention that on December 25th, 2025, we had a meeting. Attendees: Current TL: Pablo Jaramillo Jimenez New TL: Carlos Andres Gaviria Teammate for changing schedule: Maikel Monroy Ochoa Me: Alejandro Rua Estrada We all agreed on starting with our new teams and team leaders from December 29th. On the morning of January 31st, he told me, \"You are not under my hierarchy.\" After that, he continues writing to me asking for RCAs and asking for a coaching session, which is absurd. It is worth mentioning that he does not dispute the teammates' RCAs, as I understand is his responsibility; Instead, he forces teammates to do it. The issues I am raising include, but are not limited to, the following concerns: Poor Team Leadership Coarse and Unprofessional Language Unfriendly Demeanor and Poor Body Language Unprofessional Tone of Voice Excessive Pressure Abuse of Authority Excessive Monitoring/Surveillance These behaviors have negatively impacted me personally. I consider this situation to be serious and unacceptable. If these behaviors and the overall situation do not change, and if my concerns are not addressed promptly, I will be forced to escalate this matter to Human Resources or legal area for formal intervention. Sincerely, Alejandro Rua Estrada Teammate. EID: 3309752":1,"#Thursday, December 25, 2025, Wednesday, December 31, 2025 and January 1, 2026":1,"#Juan Miguel Acevedo":1,"#Sarah Bermudez 7732699535":1,"#Jan 1, 2026":1,"#store":1,"#Con base en la información que ha compartido con nosotros, le recomendamos trabajar primero con su <strong ljsid-1=\"\">Líder de Área, Angelo (sweetgreen)</strong> y darle la oportunidad de ayudarlo a resolver el asunto que ha planteado.":1,"#Dec 31, 2025":1,"#Schedule private interviews (in Spanish) with Saribel Duque Soto, Erika Perez, and Eddy Mena first, then Sebastian Durango Galindo. Use a consistent script: what was said, when/where, witnesses, impact, prior incidents, and any saved evidence. Remind all participants of non‑retaliation and confidentiality.":1,"#Interview the named targets and the accused with culturally competent, fact‑focused questions":1,"#Pull badge access logs for the dates/times identified, seating charts, team rosters, CCTV near common areas (if available and lawful), Slack/Teams/email chat exports for relevant channels/DMs (per policy), and prior complaints or counseling records for the accused.":1,"#Secure and review potential evidence from the Medellín site":1,"#Map allegations to Internal Work Regulations (Article 57), Global Code of Conduct, anti‑harassment and anti‑discrimination policies, and Colombian labor law. If substantiated, determine proportionate discipline (e.g., written warning to termination), remedial training, and support for targets (EAP, schedule/manager changes). Document rationale.":1,"#Assess policy and legal exposure; prepare corrective actions based on findings":1,"#Rnfwz40U6r":1,"#On Dec 10, 2025, an employee anonymously reported that Sebastian Durango Galindo at the Eternal Spring site in Medellin has been discriminating against Saribel Duque Soto by mocking her weight and has also made racially offensive remarks toward Erika Perez and Eddy Mena. The report cites a violation of Article 57 of the Internal Work Regulations and involves teammates at the site.":1,"#Date Finished: <span ljsid-1=\"\">December 30th, 2025</span>":1,"#Date Started: <span ljsid-1=\"\">December 30th, 2025</span>":1,"#Update local site SOPs to reference Article 57 and explicitly prohibit leaving premises during production without supervisor approval, define consequences, and outline verification methods (timekeeping, access logs, CCTV). Communicate updates to all Medellin teammates and supervisors in Spanish.":1,"#Coach site leadership on oversight responsibilities. Implement real-time adherence monitoring, badge-out requirements during shifts, and periodic floor walks. Clarify escalation protocol when an agent leaves the floor without approval.":1,"#If allegations are substantiated, issue appropriate corrective action (e.g., written warning for unauthorized absence/misuse of resources) consistent with TaskUs Global Code of Conduct and Colombia labor norms. Document expectations regarding breaks, leaving premises, and production adherence.":1,"#Interview Sebastian Durango Galindo and Natalia Velez separately, the immediate supervisor(s), and any floor leads on duty Dec 2–10. Request written statements on the 50-minute absence and any pattern of work avoidance. Offer interpreter support in Spanish and provide non-retaliation reminder.":1,"#Pull Sebastian Durango Galindo’s time punches, production adherence, badge access logs, and CCTV for Dec 2–10, 2025 at Site Eternal Spring (particularly Dec 9 around 19:03–20:00 local). Correlate with supervisor schedules and floor walk logs to confirm off-site absence during paid production time.":1,"#No similar Investigations with available reports were found for work avoidance, misuse of site resources, or internal policy violations at the Medellin site or within the LAM region in the past 6 months. Therefore, there are no trends or outcomes to report for comparable Investigations.":1,"#/dashboard/cases/ReE3IBIKzx/investigation/report":1,"#TaskUs Mail - Escalación contra el señor Sebastian Durango_.pdf":1,"#/dashboard/cases/ReE3IBIKzx/investigation/investigatorPlan":1,"#/dashboard/cases/ReE3IBIKzx/investigation/investigator":1,"#He compartido sus inquietudes con su AL de forma anónima, pero déjeme saber su nombre y el mejor número de contacto si desea que su AL se comunique y establezca un horario para hablar con usted.":1,"#Con base en la información que ha compartido con nosotros, le recomendamos trabajar primero con su <strong ljsid-1=\"\">Líder de Área, Sandra (sweetgreen.com)</strong> y darle la oportunidad de ayudarlo a resolver el asunto que ha planteado.":1,"#Dec 30, 2025":1,"#Reporter Relationship to the company":1,"#Employee Name":1,"#Employee ID of the reporter":1,"#Quarter":1,"#Share details of the employee's report":1,"#LODGE A REPORT":1,"#Country where the incident transpired":1,"#HR POC":1,"#HR POC reporter details":1,"#Please provide evidence":1,"#Position of person being reported":1,"#ADDITIONAL DETAILS OF THE REPORT":1,"#The TaskUs People's Voice platform is specifically designated for People Operations to formally log reports received from employees via email, Gchat, or the GlowStick ticketing system.":1,"#Escalation Close Date":1,"#Start Date of Investigation":1,"#Comments/Notes":1,"#Sanction/ Resolution":1,"#Substantiated/ Unsubstantiated":1,"#Specific Misconduct (if Applicable)":1,"#Sub Reason":1,"#Main Reason":1,"#Date Acknowledged (24 Business Hours SLA)":1,"#Date escalation was raised":1,"#TaskUs is dedicated to upholding the highest standards of integrity and ethical conduct. We encourage all employees, officers, directors, contractors, suppliers, and consultants to report any instances of wrongful business conduct, concerns regarding accounting, internal accounting controls, or auditing/billing matters, as well as any violations of the Global Code of Conduct, the Whistleblower policy, other TaskUs policies, or local law.":1,"#Write the report":1,"#Taskus Investigations Team":1,"#HR will help find resolution for employees issues and concerns":1,"#Employee data and privacy are our top priority":1,"#Employees voice and confidentiality matter":1,"#People Ops platform for lodging employee reports":1,"#Please login and submit reports though the Admin portal!":1,"#Use trauma-informed, non-leading questions. Ask for locations (stations/cameras), dates/times, who else observed, whether a supervisor was on duty, and any prior informal reports. Offer anonymity protections and anti-retaliation notice.":1,"#Interview the reporter via the platform in Spanish to clarify observations, frequency since Dec 2, witnesses, and specific resource misuse":1,"#Prepare Spanish interview scripts. Cover schedule, time away from station on Dec 9 at ~19:03, reasons for leaving premises, whether supervisor authorized it, and use of company resources. Collect any corroborating evidence (chat approvals, badges, medical/urgent reasons).":1,"#Conduct fact-finding interviews with Sebastian and, separately, Natalia, with union/employee representative option if applicable":1,"#Ask operations to implement temporary sign-in/out at supervisor desk for away-from-desk periods, enable stricter AUX code monitoring alerts, and remind supervisors of protocol for off-premises departures during shifts.":1,"#Assess interim timekeeping and supervision controls for the team to prevent recurrences during investigation":1,"#Warm greetings. This message is to report Sebastian Durango Galindo from the Eternal Spring site, identified with EID 3326983, who has been engaging in work avoidance and leaving the facilities while in production mode, misusing the site's resources every day since December 2, 2025. He left his workstation to say goodbye to Natalia Velez. On December 9, 2025, Sebastian Durango Galindo left his workstation at 7:03 pm Colombia time, misusing the resources to go and say goodbye to Natalia Velez, leaving the site with her for 50 minutes. This constitutes a violation of Article 57 of the internal manual. I am bringing this to your attention so that the appropriate reprimand can be issued, as the staff has not been monitoring this teammate.":1,"#The staff has not been paying attention to this teammate.":1,"#7:03 pm Colombia time, on December 9, 2025, with an approximate duration of 50 minutes off-site":1,"#Sebastian Durango Galindo, Natalia Velez":1,"#ReE3IBIKzx":1,"#On Dec 9, 2025, it was reported that Sebastian Durango Galindo, identified with EID 3326983, left his workstation at the Eternal Spring site in Medellin during production mode to accompany Natalia Velez, resulting in a 50-minute absence and alleged misuse of site resources, with similar behavior noted daily since Dec 2, 2025. The reporting party observed this conduct, stated that staff have not been monitoring Sebastian, and referenced a violation of Article 57 of the internal manual.":1,"#last Sunday at 8:19 PM":1,"#Discipline, Termination":1,"#No details or outcomes of the referenced similar Investigations are accessible, so no comparison can be made.":1,"#Reiterate non-retaliation, provide anonymous channels, post localized guidance in Spanish; run listening sessions at Eternal Spring and Latte Valley; ensure security escorts are available upon request; implement check-ins with the affected employees for 60–90 days.":1,"#If findings substantiate harassment and intimidation, apply appropriate corrective action up to termination; include site-access restrictions, final written warning (if lesser), and documentation in personnel file; explicitly prohibit retaliation and set monitoring period (90 days) for the team environment.":1,"#Assess response actions by team leaders (Vallejo, Henao) and Fernanda Flórez after reports; verify timeliness of escalation, interim protections provided, and documentation; apply coaching or corrective action if obligations under the Code to act promptly and protect employees were not met.":1,"#Interview the named affected individuals and witnesses confidentially; obtain badge access logs and CCTV for cafeteria and exits; pull workstation seating and schedule records; collect any prior August 2025 complaint documentation and manager notes from Juan Vallejo, Juan Henao, and Fernanda Flórez; document findings and make a credibility assessment using a preponderance-of-evidence standard.":1,"#Place Sebastián Durango Galindo on paid administrative leave pending outcome; issue a written no-contact directive prohibiting any contact with named affected individuals (Jimena Cossío, Ximena Coa Bohórquez, Ashly Montoya, Angela Granados, Natalia Velez) and restricting movement to assigned work areas only if onsite access is required.":1,"#/dashboard/cases/RFUOZzhvXw/investigation/report":1,"#Bystander intervention, multi-channel reporting in Spanish, and escalation SLAs with tracking.":1,"#Clear PDA and on-site relationship parameters with disclosure/conflict rules.":1,"#Explicit anti-stalking and physical proximity boundaries guidance.":1,"#Policy gaps/recommendations:":1,"#Conduct standards also require professionalism and attendance; alleged work avoidance and PDA breach workplace behavior and productivity policies.":1,"#Manager duties: timely intervention, escalation, and documentation appear implicated; reinforce accountability and remedial training.":1,"#Non-retaliation and speak-up provisions require prompt, confidential handling; ensure no adverse actions toward reporters/witnesses.":1,"#Global Code of Conduct prohibits harassment, stalking, and sexually explicit comments; allegations indicate repeated violations of respectful, safe workplace standards.":1,"#/dashboard/cases/RFUOZzhvXw/investigation/investigatorPlan":1,"#/dashboard/cases/RFUOZzhvXw/investigation/investigator":1,"#Conduct structured interviews in Spanish with named individuals and witnesses":1,"#RGsjuU4q2h":1,"#Searching for \"Laura\"":1,"#Laura":1,"#Searching for \"Laur\"":1,"#Laur":1,"#Searching for \"Lau\"":1,"#Lau":1,"#Searching for \"La\"":1,"#Add \"Laura Roldan\"":1,"#option focused, 1 of 1. 1 result available for search term Laura Roldan. 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 \"Laura Roldan\"":1,"#Laura Roldan":1,"#Searching for \"Laura Rolda\"":1,"#La":1,"#Laura Rolda":1,"#Searching for \"Laura Rold\"":1,"#Laura Rold":1,"#Searching for \"Laura Rol\"":1,"#Laura Rol":1,"#Searching for \"Laura Ro\"":1,"#Laura Ro":1,"#Searching for \"Laura R\"":1,"#Laura R":1,"#Searching for \"Laura \"":1,"#Searching for \"Giovanny Mune\"":1,"#Giovanny Mune":1,"#Searching for \"Giovanny Mun\"":1,"#Giovanny Mun":1,"#Searching for \"Giovanny Mue\"":1,"#Giovanny Mue":1,"#Searching for \"Giovanny Mu\"":1,"#Giovanny Mu":1,"#Add \"Giovanny Munera\"":1,"#option focused, 1 of 1. 1 result available for search term Giovanny Munera. 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 \"Giovanny Munera\"":1,"#Giovanny Munera":1,"#Searching for \"Giovanny Muner\"":1,"#Giovanny Muner":1},"version":14840}]