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There is this guy from the Italian Market named Vlad (I don't know any details unfortunately) who has already asked me out twice and I refused, but he is still keeping an eye on me. I talked to other girls and the same guy bothered them as well, in some cases more pressuring than me. I would really like you to take into consideration these incidents before they become dangerous, more harassing and violent. Thank you.":1,"#À propos":1,"#Les employés américains peuvent également appeler le numéro d'assistance téléphonique gratuit aux États-Unis: +1 866-556-6570":1,"#Zambia":1,"#Nigeria":1,"#Malawi":1,"#Liberia":1,"#Kenya":1,"#Cote d'Ivoire":1,"#Cameroon":1,"#Other misconduct or unethical behavior":1,"#Deliberate violations of law":1,"#Fraudulent Financial or other Reporting":1,"#Prohibited Gifts":1,"#Violation of Procurement Procedures":1,"#Fraud, waste, abuse, or other misappropriation of funds":1,"#Falsification of Contracts, Reports, Records or Data":1,"#Discrimination or other Harassment":1,"#Bribery/Corruption/Kickbacks":1,"#Start Your Report":1,"#US employees can also call the US toll-free hotline number: +1 866-556-6570":1,"#ATTENTION! This webpage is hosted on AllVoices secure servers and is not part of the Evidence Action website or intranet.":1,"#You can track progress on your report through the portal, including anonymously if you choose":1,"#3. Track Resolution":1,"#Your data and privacy are our top priority and you always have the option through this platform to report anonymously.":1,"#Evidence Action requires all board members, employees, and/or contractors to observe high standards of business and personal ethics in the conduct of their duties and responsibilities, as memorialized in the Global Code of Conduct. Staff have several options to report potential violations of the Code of Conduct, including reporting directly to supervisors, members of the Global Leadership Team, a local People & Culture rep, or the Chief People Officer or General Counsel. The purpose of this site is to provide a platform for reporting possible violations of the Code of Conduct anonymously or confidentially. All reports submitted through this platform will be handled in alignment with the <a ljsid-1=\"\">Whistleblower Policy</a>.":1,"#Evidence Action maintains an open door policy and strictly prohibits retaliation for good faith reports - so please speak up!":1,"#You will receive text notifications with a link to communicate about the report.":1,"#Your report has been sent to Evidence Action.":1,"#Thank you for using AllVoices for this report!":1,"#Your email address is encrypted, so Evidence Action and AllVoices will never see your email.":1,"#Your number is encrypted, so Evidence Action and AllVoices will NEVER see your number.":1,"#What is your reason for using Evidence Action's AllVoices reporting platform?":1,"#If \"Other\", please describe where the violation/event took place?":1,"#If India, in which state office did the event/allegation take place":1,"#In which country or office did this event take place?":1,"#1. Speak up!":1,"#If Other, please describe your relationship to Evidence Action":1,"#Your relationship to Evidence Action":1,"#If Other, please describe the type or report":1,"#Please summarize your report":1,"#What type of potential Code of Conduct violation do you want to report":1,"#If you choose to report anonymously, Evidence Action 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 report.":1,"#Evidence Action's AllVoices platform will guide you through the process while maintaining your confidentiality and, if you choose, anonymity, at each step.":1,"#Evidence Action's goal is to ensure that you can communicate issues and concerns associated with illegal, unethical, or inappropriate conduct safely and honestly. We strive to make reporting issues and concerns as straightforward and uncomplicated as possible.":1,"#Evidence Action requires all board members, employees, and/or contractors to observe high standards of business and personal ethics in the conduct of their duties and responsibilities, as memorialized in the Global Code of Conduct. Staff have several options to report potential violations of the Code of Conduct, including reporting directly to supervisors, members of the Global Leadership Team, a local People & Culture rep, or the Chief People Officer or General Counsel. The purpose of this site is to provide a platform for reporting possible violations of the Code of Conduct anonymously or confidentially. All reports submitted through this platform will be handled in alignment with the <a href=\"https://drive.google.com/file/d/1JRPRzyRD8S4c3NSnOfriWtmbWPuWRP8b/view?usp=sharing\" target=\"_blank\">Whistleblower Policy</a>.":1,"#Make A Report":1,"#Anonymously report potential Code of Conduct violations":1,"#Casos filtrados: 21":1,"#JC5255":1,"#Maryann":1,"#c94b159a0fbe100110966cbd6ba00001":1,"#Merchant Support Management":1,"#Nayeli Rodríguez":1,"#Customer Support Manager":1,"#Maryann Barrios":1,"#Book recurring 30-minute sessions for 6–8 weeks; use a standard template to record objectives, progress, support provided, and any barriers; store notes centrally.":1,"#Schedule weekly coaching reviews and capture notes":1,"#Identify top 2–3 product knowledge gaps from January metrics; partner with SMEs/Training to deliver short sessions; track attendance and post-session quiz scores.":1,"#Coordinate SME/Training sessions on product topics":1,"#Create a documentation log for repeated performance or conduct issues; if issues recur, prepare a written warning packet with evidence, dates, and fairness notes; ensure non-retaliation reminders.":1,"#Document and escalate repeat issues per Work Regulations":1,"#<b ljsid-0=\"\">Amber Kass</b> removed via role <b ljsid-2=\"\">Owner - No ACP Access; Yes People Team Access</b>":1,"#On February 4, 2026, at 12:00 p.m., a meeting was held between Viridiana Ortiz Vazquez (Supervisor of Operations) and Maryann Barrios García (Operations Manager) to address Viridiana’s below-expectation performance based on January 2026 results. Evidence cited included weekly performance images and agent-level metrics. Actions assigned to Viridiana: conduct weekly reviews of coaching sessions with clear actions and objectives; monitor and document disciplinary actions for repeat issues; and coordinate sessions with Subject Matter Experts or the Training team on product topics. A verbal warning was issued per Internal Work Regulations and will be placed in her employee file. Viridiana was asked to acknowledge receipt and advised that recurrence may constitute insubordination. Relevant policies: performance management/discipline documentation and training coordination expectations as reflected in regional handbooks emphasizing fair process, documentation, and non-retaliation.":1,"#Viridiana Ortiz Vazquez":1,"#maryann.barrios":1,"#P-39219":1,"#Manager, MXO Merchant Support & Operations":1,"#Rodríguez":1,"#Nayeli":1,"#Barrios":1,"#Customer Support T6":1,"#CJFhx94DyD":1,"#Thanks for sharing this update. On Feb 4, 2026, Maryann Barrios met with Viridiana Ortiz Vazquez to address underperformance, issued a verbal warning, and set clear improvement actions with documentation per internal guidelines. Viridiana was asked to acknowledge receipt and advised that repeated issues could lead to further steps.":1,"#Casos filtrados: 22":1,"#Justyna Orlovska agregada vía rol Wolt - Czechia/Slovakia":1,"#Wolt - Czechia/Slovakia":1,"#agregada vía rol Wolt - Islandia/Noruega/Suecia":1,"#Arna Jonsdottir":1,"#vía rol Wolt - Azerbaiyán/Uzbekistan":1,"#Inara Guluzade agregada":1,"#agregada vía rol Wolt - Bulgaria/Macedonia del Norte/Serbia":1,"#Ljiljana Jovanovic":1,"#A Performance Improvement Plan (PIP) was issued for Frida Valeria Garcia Hernandez (DD - Tier 1 - Merchant), supervised by Suelem Talia Maria Alvarado Rojo, covering January 22, 2026 to February 19, 2026. It follows a 360° review and prior issues: unjustified absences on October 1, 8, November 1, and December 31; a late arrival on October 20; and an unnotified ~3-hour disconnection on November 18, acknowledged on November 26, 2025. Required metrics: 92% ADH, 90% HQRR, 90% FCR, and ≥76.1% DWR with at least five surveys/week. Expectations include proper tool use, quality documentation, adherence to policies, timely communications, and meeting attendance. Support includes daily adherence monitoring and weekly coaching. Failure may lead to disobedience classification, loss of trust, and potential termination; sustained improvement beyond the PIP is required.":1,"#Lock 4 weekly 30‑minute coaching sessions during the PIP; each session documents call reviews, skill gaps, and 2–3 SMART commitments tied to HQRR/FCR/DWR; store notes in the case.":1,"#Schedule weekly coaching sessions with documented SMART action plans":1,"#Compile the specific absence/late/disconnection dates, verify prior notices, and deliver written guidance on proper call‑out and break procedures to prevent “disobedience” classification.":1,"#Audit attendance and communication gaps from Oct–Dec and clarify call‑out protocol":1,"#Predefine objective thresholds for success/failure at mid‑point (Feb 5, 2026 UTC) and end (Feb 19, 2026 UTC); align with Legal/ER on documentation needed if performance does not sustain beyond PIP.":1,"#Define termination decision criteria and review checkpoints":1,"#Frida Valeria Garcia Hernandez":1,"#Jesús David Cíntora":1,"#Cxk4MXnM2e":1,"#Thank you for sharing this concern. A Performance Improvement Plan was issued for Frida Valeria Garcia Hernandez, supervised by Suelem Talia Maria Alvarado Rojo, covering Jan 22, 2026 to Feb 19, 2026, following a 360° review and prior attendance and performance issues. The plan outlines clear expectations, support measures, and potential consequences if improvement is not sustained.":1,"#2026-01 - Performance - N.V.":1,"#2026-01 - Attendance/Conduct/Termination - A.L.G.":1,"#2026-01 - Quarterly Performance - S.M.Z.":1,"#2026-01 - Quarterly Performance - J.L.R.":1,"#2026-01 - Compliance/Training Noncompletion - G.P.":1,"#2026-01 - Performance - K.D.":1,"#2026-01 - Performance - L.O.":1,"#2026-01 - Attendance - A.O.":1,"#2025-12 - Adherencia - N/A":1,"#2026-01 - Performance - JEMC":1,"#2026-01 - Conduct/Attendance - A.P.P.C.":1,"#2026-01 - Conduct/Attendance - A.S.":1,"#2026-01 - Attendance/Performance - F.V.M.":1,"#2026-01 - Performance - A.M.O.":1,"#2025-12 - Attendance/Communication - A.U.R.C.":1,"#2026-01 - Performance - R.S.M.":1,"#2026-01 - Performance - D.V.":1,"#2023-02 - Performance - L.O.P.":1,"#2026-02 - Performance - V.O.V.":1,"#Assess whether underperformance warrants a development plan":1,"#Arrange a feedback meeting in Spanish, provide Teresa with written summary of expectations and appeal/feedback channels; remind manager to avoid subjective language and ensure non-retaliation.":1,"#Schedule a compliant feedback conversation with interpreter support if needed":1,"#Underperformance":1,"#<b ljsid-0=\"\">Lina Pogosova</b> added via role <b ljsid-2=\"\">Wolt - Regional - South</b>":1,"#t.valdesmundo":1,"#P-29180":1,"#Senior Associate Workforce Planning":1,"#Valdes":1,"#Workforce Planning I4":1,"#Workforce Planning":1,"#JC6005":1,"#Teresa":1,"#<b ljsid-0=\"\">Arna Jonsdottir</b> added via role <b ljsid-2=\"\">Wolt - Iceland/Norway/Sweden</b>":1,"#Workforce Planning Associate":1,"#Teresa Valdes":1,"#travis.billings":1,"#Gabriel":1,"#L0276":1,"#Billings":1,"#Customer Experience T6":1,"#Customer Experience":1,"#JC5301":1,"#Travis":1,"#c94b159a0fbe10011094addd3bef0000":1,"#1033 W Roosevelt Way":1,"#Tempe":1,"#Gabriel Vera":1,"#Gabriel Vera Trujillo":1,"#Manager, Workforce Strategy":1,"#RO, USA, AZ, Tempe, W Roosevelt Way":1,"#Travis Billings":1,"#Annual performance case for 2026 Off Year annual rating for employee Terese Mundo by manager Travis Billings.":1,"#Resolve name discrepancy (Teresa Valdes vs. Terese Mundo) and confirm work location in CDMX Coyoacán for jurisdictional alignment; update the case record and notify stakeholders if corrections are needed.":1,"#Verify correct employee identity and location details":1,"#If evidence supports gaps, partner with manager to create a SMART development plan (60–90 days), training/coaching resources, check-ins, and clear success measures; ensure no adverse changes until plan is communicated.":1,"#CptQ2Y4OLQ":1,"#Thanks for sharing this concern about Teresa Valdes’s 2026 annual performance, raised by manager Travis Billings in Mexico. The case is currently assigned and will be reviewed according to the established process. If you have more details or questions, I’m here to help.":1,"#2026-01 - Annual Performance - T.M.":1,"#2026-02 - Resignation - A.W.":1,"#Parking lot signs":1,"#2026-02 - Annual Performance - T.B.":1,"#Baritte Spears EOY Review- Mixed":1,"#2026-02 - Annual Performance - H.I.":1,"#2026-02 - Annual Performance - J.Z.":1,"#2026 - Annual Performance - J.J.":1,"#2026-02 - Annual Performance - A.A.":1,"#2026-02 - Performance - N.R.":1,"#WIN-51 Liliia":1,"#2026-02 - Annual Performance - A.S.":1,"#2026-02 - Annual Performance - T.P.":1,"#Casos filtrados: 634":1,"#2026-02 - Performance - D.L.":1,"#CXyBlZcQYj":1,"#2026-02 - Performance - E.S.":1,"#c94b159a0fbe1001109481718a8a0000":1,"#3701 S. Cedar St":1,"#Katherine Romo":1,"#DashMart Tukwila":1,"#WH, USA, WA, Tacoma, S Cedar St":1,"#<b ljsid-0=\"\">Afroditi Argyraki</b> added via role <b ljsid-2=\"\">Wolt Albania/Cyprus/Malta/Greece</b>":1,"#Collect original files, preserve metadata, store in the case file with restricted access; review for any imminent risk statements; escalate to Employee Relations and Global Safety & Security if there are specific threats or plans.":1,"#Secure and review the Shift Lead screenshots and escalate per ER protocol":1,"#Employee has expressed concerns regarding mental health thoughts and concerns for a while now. He tends to only express this to my shift lead regarding anything mental health when no one else is around. Currently he just started LOA today up until and pending further 03/04. He brings this up to my Shift lead very often if not weekly and my shift lead tells him the same thing every week regarding using his ADA Accommodations and resources that the shift lead supplies him. This Sunday is the first Sunday in which he expressed suicidal thoughts in which my shift lead supplied resources to him regarding the concerns Joshua has brought up and continues to bring up.":1,"#Schedule a 15-minute briefing covering what to say/not say, routing to 988/EAP, avoiding medical advice, how to escalate imminent risk, and documentation do’s/don’ts; share a one-pager and after-hours escalation tree.":1,"#Provide guidance to the Shift Lead and Manager on responding to suicidal ideation":1,"#Assess FMLA eligibility (hours/tenure), issue WH-381/WH-380 forms as applicable, track deadlines; open ADA interactive process for any accommodations post-LOA; plan a fitness-for-duty and RTW plan with modified duties if needed.":1,"#Begin FMLA/ADA coordination and plan for return-to-work":1,"#Employee WellBeing":1,"#joshua.hills":1,"#DDE.21282":1,"#Hills":1,"#c94b159a0fbe10011090b1f402600000":1,"#Tina Frahm":1,"#SEA-2: DashMart":1,"#Joshua Hills":1,"#tina.frahm":1,"#P-40538":1,"#Romo":1,"#Katherine":1,"#L0543":1,"#Frahm":1,"#Tina":1,"#CAmuQF4MIa":1,"#Thank you for sharing this concern—mental health matters are important and deserve attention. Joshua Hills has frequently discussed mental health challenges, including expressing suicidal thoughts for the first time on Feb 02, 2026, and has now started a leave of absence pending further review after Mar 04, 2026. The shift lead has consistently provided resources and encouraged use of available accommodations; continued support and follow-up are recommended.":1,"#Verify whether any recent absences are tied to pending FMLA, intermittent leave, ADA accommodation requests, workers’ comp, pregnancy-related leave, or state/local protected time off that would bar discipline.":1,"#Check for protected leave or accommodation factors":1,"#If points are valid and no protected factors apply, convene ER, manager, and Ops leader to decide on termination versus last-chance agreement, considering consistency with past practice.":1,"#Conduct a final decision meeting with ER and site leadership":1,"#Draft either termination or escalated-discipline packet: decision memo with rationale, consistency check, final paycheck/benefits info, return-of-property list, talking points, and communication plan.":1,"#Prepare compliant outcome documentation and script":1,"#<b ljsid-0=\"\">Gordana Fracic</b> added via role <b ljsid-2=\"\">Wolt - Regional - Central </b>":1,"#<b ljsid-0=\"\">Linn Kjeserud</b> added via role <b ljsid-2=\"\">Wolt - Regional Head - North </b>":1,"#<b ljsid-0=\"\">Mila Ridal</b> added via role <b ljsid-2=\"\">Wolt - Switzerland/UK/Finland </b>":1,"#<b ljsid-0=\"\">Korlan Akhanova</b> added via role <b ljsid-2=\"\">Wolt - Azerbijan/Uzbekistan/Kosovo/Kazakhstan</b>":1,"#<b ljsid-0=\"\">Kristina Malec</b> added via role <b ljsid-2=\"\">Wolt - Austria/Slovenia </b>":1,"#<b ljsid-0=\"\">Ljiljana Jovanovic</b> added via role <b ljsid-2=\"\">Wolt - Bulgaria/North Macedonia/Serbia </b>":1,"#<b ljsid-0=\"\">Justyna Orlovska</b> added via role <b ljsid-2=\"\">Wolt - Czechia/Slovakia </b>":1,"#<b ljsid-0=\"\">Olga Kevra</b> added via role <b ljsid-2=\"\">Wolt - Estonia/Latvia/Lithuania </b>":1,"#<b ljsid-0=\"\">Inara Guluzade</b> added via role <b ljsid-2=\"\">Wolt - Azerbijan/Uzbekistan</b>":1,"#<b ljsid-0=\"\">Greta Turkama</b> added via role <b ljsid-2=\"\">Wolt - Estonia/Latvia/Lithuania/Finland </b>":1,"#Thanks for sharing this concern. Tyjuan is currently on a Final Written Warning (FWW) for performance and a Written Warning (WW) for attendance, but has now accumulated more attendance points and would typically move to a FWW for attendance; since someone cannot be on two FWWs at once, this may require a decision about next steps, including possible termination. It’s important to review the company’s progressive discipline process and consult with HR before making any final decisions.":1,"#tyjuan.ensleytoyer":1,"#DCOSD-44476":1,"#Ensley-Toyer":1,"#Tyjuan":1,"#c94b159a0fbe1001108f511aca2e0000":1,"#Order Fulfillment":1,"#TOL-2: DashMart":1,"#Tyjuan Ensley-Toyer":1,"#joie.douglassgarr":1,"#Winter":1,"#Douglass-Garr":1,"#c94b159a0fbe10011099ac6121c60000":1,"#Order Fulfillment Management":1,"#costCenter:":1,"#All DoorDash Companies":1,"#company:":1,"#1353 Byrne Road":1,"#Emily Winter":1,"#WH, USA, OH, Toledo, Byrne Rd":1,"#Tyjuan is on a FWW for performance and WW for attendance. He has gained more points and should now be placed on a FWW for attendance. Since someone shouldn't be on 2 FWW is this termination?":1,"#Joie Douglass-Garr":1,"#CNKR8lYKkz":1,"#Casos filtrados: 642":1,"#020526-Employee Professionalism - AY":1,"#Samantha Alvarez":1,"#020426-Behavior-SA":1,"#02/4/26- behavioral-EF":1,"#2026 - 02 - Performance - ST":1,"#02052026-Guidance-KK":1},"version":16132}]