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Use Up and Down to choose options, press Enter to select the currently focused option, press Escape to exit the menu, press Tab to select the option and exit the menu.":1,"#option Case #CVFKa0ouwK AffinityMEXNov25 focused, 1 of 9. 2 results available for search term mex. Use Up and Down to choose options, press Enter to select the currently focused option, press Escape to exit the menu, press Tab to select the option and exit the menu.":1,"#option Case #CVFKa0ouwK AffinityMEXNov25 focused, 1 of 9. 3 results available for search term me. Use Up and Down to choose options, press Enter to select the currently focused option, press Escape to exit the menu, press Tab to select the option and exit the menu.":1,"#mx":1,"#View Cases #CVFKa0ouwK":1,"#Remove Case#CVFKa0ouwK":1,"#option Case #CVFKa0ouwK AffinityMEXNov25, selected.":1,"#option Case #C8sAyGmRsP TEST focused, 2 of 9. 9 results available. Use Up and Down to choose options, press Enter to select the currently focused option, press Escape to exit the menu, press Tab to select the option and exit the menu.":1,"#option Case #CVFKa0ouwK AffinityMEXNov25 focused, 1 of 9. 9 results available. Use Up and Down to choose options, press Enter to select the currently focused option, press Escape to exit the menu, press Tab to select the option and exit the menu.":1,"#option Case #CVFKa0ouwK AffinityMEXNov25 focused, 1 of 9. 9 results available for search term M. Use Up and Down to choose options, press Enter to select the currently focused option, press Escape to exit the menu, press Tab to select the option and exit the menu.":1,"#MX":1,"#Reinforce rumor/defamation and bystander intervention policies.":1,"#Clarify manager/HR escalation timelines and cross-border legal team involvement.":1,"#Add post-event conduct guidance (off-site/after-parties, alcohol use, transportation).":1,"#Process adherence: Route via HR/legal with impartial oversight; document actions; communicate outcomes to complainant/respondent.":1,"#Policy application: Alleged unwelcome sexual advance after a work event triggers formal investigation, confidentiality safeguards, interim measures (separation, schedule changes), and anti-retaliation monitoring. Timely resolution within 90 business days; discipline up to termination if substantiated.":1,"#Policies implicated: Workplace Respect and Sexual Harassment Prevention; Anti-Retaliation; Confidential Reporting/Investigation; Whistleblower protections.":1,"#/dashboard/cases/Cae84nYuaL/investigation/report":1,"#Moni Martínez Complainant Interview":1,"#Seguimiento de Denuncia-20251111_160637-Grabación de la reunión.mp4":1,"#RESUME CONVERSACION FERNANDO TARRAGA.docx":1,"#CONVERSACIÓN FERNANDO TARRAGA.íntegra.docx":1,"#/dashboard/cases/Cae84nYuaL/investigation/investigatorPlan":1,"#/dashboard/cases/Cae84nYuaL/investigation/investigator":1,"#Case Type selection (disabled)":1,"#Severity selection (disabled)":1,"#Fernando Tarraga Witness Interview":1,"#Conversacion Hugo Barrios (002).docx":1,"#entrevista Fernando Tarraga.docx":1,"#entrevista Pepe.docx":1,"#FW Situacion Personal mail de Hugo a Jenny.msg":1,"#option Performance focused, 7 of 7. 7 results available. Use Up and Down to choose options, press Enter to select the currently focused option, press Escape to exit the menu, press Tab to select the option and exit the menu.":1,"#Fernando Tarraga":1,"#Message on Case <span ljsid-1=\"\">\"GB N25\"</span>":1,"#<mark ljsid-1=\"\">H</mark>i, t<mark ljsid-3=\"\">h</mark>is is a test mail":1,"#Message on Case <span ljsid-1=\"\">\".\"</span>":1,"#<mark ljsid-1=\"\">H</mark>i, A test mail.":1,"#<mark ljsid-1=\"\">h</mark>i, T<mark ljsid-3=\"\">h</mark>is is a test mail from A…":1,"#2025-P<mark ljsid-1=\"\">H</mark>001":1,"#<mark ljsid-0=\"\">H</mark>&amp;B Operations Brazil":1,"#Workplace conflict and <mark ljsid-1=\"\">H</mark>ostile Work environment":1,"#<mark ljsid-1=\"\">h</mark>ello - t<mark ljsid-3=\"\">h</mark>is is a test on a pe…":1,"#Ric<mark ljsid-1=\"\">h</mark>ard <mark ljsid-3=\"\">H</mark>ewitt":1,"#\"GBLondon01\"":1,"#T<mark ljsid-1=\"\">h</mark>ank you, t<mark ljsid-3=\"\">h</mark>is is very <mark ljsid-5=\"\">h</mark>elpful…":1,"#Message on Case <span ljsid-1=\"\">\"GBLondon01\"</span>":1,"#Disciplinary <mark ljsid-1=\"\">h</mark>earing required":1,"#CvIVO3ypgX":1,"#unaut<mark ljsid-1=\"\">h</mark>orized abscense":1,"#Vais<mark ljsid-1=\"\">h</mark>ali Mis<mark ljsid-3=\"\">h</mark>ra":1,"#Ric<mark ljsid-1=\"\">h</mark>ard Bullying":1,"#Sop<mark ljsid-1=\"\">h</mark>ie <mark ljsid-3=\"\">H</mark>ansford":1,"#\"GB N25\"":1,"#colleague <mark ljsid-1=\"\">h</mark>as been referred to…":1,"#Case: H&BOctubre2025":1,"#last Monday at 1:48 AM":1,"#of 66":1,"#If reasonable suspicion is met, remove Laura from safety‑sensitive duties, arrange immediate drug/alcohol testing via an accredited local clinic, provide transport, and place her on paid investigative leave pending results. Obtain informed consent consistent with Colombian data protection and labor law; keep results confidential.":1,"#Initiate a compliant fitness‑for‑duty process with testing options":1,"#Coordinate with Legal to determine if locker or vehicle searches are permissible under policy and Colombian law. If allowed, conduct with Security and a neutral witness; notify the employee as required; photograph and inventory items found; avoid searching the vehicle without clear consent or legal authority.":1,"#Search and secure storage areas lawfully":1,"#If use is confirmed, provide EAP referral, discuss rehabilitation/last‑chance agreement, and clarify policy violations (use, possession, solicitation at work). Document the meeting and next steps; ensure non‑retaliation and protect the reporter’s anonymity.":1,"#Offer support and outline consequences per policy":1,"#Latte Valley, Medellín site":1,"#In the site of Latte Valley in Medellín, a Team Mate, Laura Franco Bustamante, uses drugs and marihuana and works under the influence. noticeable in her patter or speaking, odd behaviors and over the top reactions. she keeps them substances in her car and a locker. uses times like fb learning and team meeting to consume and also asks other team mates to join her. she consumes in the facilities near the area and then comes back and works.":1,"#As far as I know she consumes everyday.":1,"#Team Mate":1,"#Laura Franco Bustamante":1,"#Nov 26, 2025":1,"#ROoHGzQKKm":1,"#An anonymous employee reported that Laura Franco Bustamante has allegedly been using drugs, including marijuana, and working under the influence at the Latte Valley site in Medellín for approximately three months to a year, with consumption reportedly occurring daily and sometimes involving invitations to other team members. The substances are said to be kept in her car and a locker, with use taking place during work-related activities and on company premises.":1,"#today at 1:16 AM":1,"#Case: ROoHGzQKKm":1,"#of 82":1,"#Kind regards.":1,"#There is no evidence that Masud Rana was demoted or that Masud possesses the experience required for a senior production or factory management role.":1,"#There is no verified evidence of reduced productivity, increased errors, deterioration in customer service, or deliberate exclusion of staff from processes.":1,"#Operational changes implemented at Condell Park are consistent with best-practice manufacturing principles and were necessary to meet current and forecasted workloads.":1,"#No issues were identified regarding the performance, conduct, or decision-making of the Factory Manager and Warehouse Manager.":1,"#The findings of this investigation are as follows:":1,"#Hello, an investigation was conducted to examine the points you raised in your testimony. All concerns were taken very seriously and reviewed thoroughly.":1,"#Quería contactarte una última vez para ver si te gustaría hablar con Jore, socio de RR. HH., sobre tus inquietudes. De ser así, por favor, comparte un buen número de contacto y tu disponibilidad para mañana y el lunes.":1,"#Me pongo en contacto contigo para ver si puedes hablar con tu socio de RR. HH., Jorge <strong ljsid-1=\"\">, mañana jueves 10 de julio a las 14:00</strong> . De ser así, por favor, proporciónanos un buen número de contacto lo antes posible. De lo contrario, envíanos algunos días y horarios en los que estés disponible.":1,"#Como miembro del Equipo de Recursos Humanos, me gustaría programar una cita para hablar con Jorge, nuestro Socio Comercial de Recursos Humanos, sobre sus inquietudes. <strong ljsid-1=\"\">¿Está disponible el jueves 10 de julio a las 14:00 para una llamada telefónica? De ser así, por favor, indíqueme el mejor número para contactarlo. De no ser así, por favor, avíseme cuándo estará disponible para una llamada.</strong>":1,"#Thank you again for bringing this matter to our attention.":1,"#Of course, if you have any additional or new information that was not previously shared with us, please let me know as soon as possible. And in keeping with our Open Door Policy, if you have any further concerns in the future about your workplace, please submit your concerns directly to <a ljsid-1=\"\"> All Voices </a> on your Team Resources account. As a reminder, employees will not be retaliated against for raising a complaint or participating in any investigation about their work environment.":1,"#In accordance with sweetgreen’s complaint procedure, we have conducted a prompt and thorough investigation into the allegations of missing pay and harassment you brought to our attention. Based on the information we collected, we were not able to substantiate your concerns of missing pay but we did identify other concerns with Maria Rosas Cruz’ conduct and have taken appropriate action.":1,"#Thank you again for taking the time to speak with me. I’m writing to follow up regarding the concerns you raised about your work experience at Dumbo. The company takes your feedback very seriously and aims to ensure that employees are able to enjoy a positive work environment that is compliant with company policy.":1,"#Hello Ariadna,":1,"#En ingles:":1,"#Por supuesto, si tienes alguna información adicional o nueva que no hayamos compartido previamente con nosotros, por favor, házmelo saber lo antes posible. Y de acuerdo con nuestra Política de Puertas Abiertas, si tienes alguna otra inquietud en el futuro sobre tu lugar de trabajo, envíala directamente a <a ljsid-1=\"\"> All Voices </a> en tu cuenta de Recursos de Equipo. Como recordatorio, no se tomarán represalias contra los empleados por presentar una queja o participar en una investigación sobre su entorno laboral.":1,"#De acuerdo con el procedimiento de quejas de sweetgreen, hemos llevado a cabo una investigación rápida y exhaustiva sobre las acusaciones de impago de salario y acoso que nos presentaste. Con base en la información recopilada, no pudimos fundamentar tus inquietudes sobre el impago de salario, pero sí identificamos otras inquietudes sobre la conducta de Maria Rosas Cruz y hemos tomado las medidas pertinentes.":1,"#Gracias de nuevo por tomarte el tiempo de hablar conmigo. Te escribo para dar seguimiento a las inquietudes que planteaste sobre tu experiencia laboral en Dumbo. La empresa toma muy en serio tus comentarios y se esfuerza por garantizar que los empleados disfruten de un ambiente laboral positivo que cumpla con la política de la empresa.":1,"#Hola Ariadna,":1,"#No similar Investigations are accessible based on current permissions.":1,"#Augment the Global Code of Conduct with a localized ‘Respectful Workplace and Noise Conduct Standard’ for Colombia: define unacceptable auditory behaviors, set expectations for professional decorum, outline reporting channels (anonymous allowed), anti-retaliation assurances, and an enforcement matrix aligned with Colombian labor law.":1,"#If noise persists, explore environmental controls: relocate noise-prone squads away from quiet-focused teams, stagger break times to prevent coordinated disruptions at shift start, and assess seating layout to minimize echo and desk-banging vibration. Consider temporary quiet zones mirroring Phase 1 standards.":1,"#Hold Giovanni Munera, David Jimenez, Samuel Feijoo, and Santiago Gutierrez accountable for Phase 2 tone-setting: weekly review of incident logs, focus group feedback synthesis, and action items. Require a two-week and four-week status update to HR with measurable indicators (noise complaints trend, number of documented interventions, and adherence to floor-walk cadence).":1,"#Direct managers should document incidents and apply progressive discipline consistent with the Global Code of Conduct for employees who continue disruptive behaviors after notice, ensuring due process and confidentiality. Include written counseling for first substantiated offense, final warning for second, and suspension/termination consideration for third within a defined lookback (e.g., 90 days).":1,"#Implement a targeted conduct remediation plan in Phase 2 Latte Valley: (a) reiterate expectations in Spanish during pre-shift huddles; (b) prohibit loud, disruptive behaviors (whistling, sexual/animal imitations, desk-banging, coordinated shushing); (c) post visual reminders in Phase 2; (d) require team leads to perform 30–60 minute floor walks at shift start for 4 weeks and document observations.":1,"#/dashboard/cases/RqdphGzuCk/investigation/report":1,"#Emmanuel Osorio inició la reunión compartiendo los detalles de una queja anónima recibida sobre un ambiente de trabajo ruidoso e inapropiado en la fase dos de operaciones, que incluía risas fuertes y ruidos, en contraste con la fase uno. Giovanni Munera y David Jimenez indicaron que la nota los tomó por sorpresa, pero ya habían identificado y abordado el comportamiento inapropiado, comunicando las expectativas a los líderes y realizando un refuerzo. Samuel Feijoo coincidió en que eran casos aislados y que la expectativa se había establecido para abordar el comportamiento disruptivo, mientras que Santiago Gutierrez informó que se realizarán dos sesiones de focus group para obtener más visibilidad sobre la situación. Detalles Longitud de las notas: Estándar Queja sobre Ambiente Laboral en Fase Dos Emmanuel Osorio inició la reunión compartiendo los detalles de una queja anónima presentada a través de la línea ética, que describía un ambiente de trabajo ruidoso e inapropiado en la fase dos de operaciones, contrastando con el ambiente tranquilo y respetuoso de la fase uno. El comportamiento inapropiado reportado incluía risas fuertes, silbidos, imitaciones de sonidos sexuales y animales, aplausos sin motivo aparente y golpes en los escritorios, lo que hacía que la jornada laboral fuera agotadora e improductiva. Osorio mencionó que le solicitó a Valentina Luna realizar un focus group para entender la queja y las conductas manifestadas, ya que desconocía si realmente sucedían de esa manera (00:01:24) (00:08:00). Contexto y Acciones Tomadas Giovanni Munera expresó que la nota los tomó por sorpresa, ya que siempre intentan mantener el orden en ambas fases, y que el incidente reportado se relaciona con un par de teammates que estaban silbando, riéndose fuerte, y haciendo ruidos, incluido un sonido que pudo haberse malinterpretado como sexual (00:01:24). Munera explicó que le prohibió a un teammate silbar y solicitó que cesara esa conducta, aunque el mensaje fue tajante, se transmitió con amabilidad (00:03:55). David Jimenez aclaró que la alerta se recibió el fin de semana, específicamente el domingo 23, y señaló que ya se habían identificado algunos comportamientos y que se habían comunicado las expectativas a los teamlits y se habían documentado, incluso realizando un refuerzo el día de la reunión (00:08:00). Acuerdo sobre el Refuerzo de Expectativas y Seguimiento Samuel Feijoo coincidió en que eran casos aislados que ya se estaban revisando con los TLs, y que la expectativa se había establecido desde el inicio de la semana para abordar el comportamiento disruptivo (00:06:18). Emmanuel Osorio enfatizó la necesidad de seguir reforzando con los equipos de trabajo el entorno laboral y profesional, manteniendo un espacio compartido donde la empatía es esencial. Santiago Gutierrez informó que se realizarán dos sesiones de focus group para tener visibilidad, una el jueves por la mañana y otra el lunes por la tarde, con el fin de determinar si se les estaba escapando algo a los presentes (00:08:00). Pasos siguientes recomendados Santiago Gutierrez compartirá por correo las dos sesiones de focus group (jueves por la mañana y lunes por la tarde) para que Rubén tenga visibilidad. Emmanuel Osorio estará atento para ayudar con casos concretos y específicos que requieran documentación o alguna acción puntual.":1,"#Recommend enforcing site norms: noise and conduct guidelines, supervisor floor walks, and progressive discipline for repeat disruptions.":1,"#Managers must model and enforce professional conduct and promptly address disruptive behaviors; non-retaliation applies to reporters.":1,"#The Global Code of Conduct requires respectful, professional behavior and a safe, inclusive workplace; the reported conduct conflicts with these standards.":1,"#Provide training/coaching on respectful workplace and bystander intervention for Phase 2 teams.":1,"#Add/clarify policy: explicit prohibitions on disruptive noises and sexually suggestive sounds; quiet zones; escalation path and timelines for resolution.":1,"#option Tijuana focused, 3 of 3. 3 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 Las Piñas focused, 2 of 3. 3 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 San Bernardino Tlaxcalancingo focused, 1 of 3. 3 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 Second warning focused, 3 of 8. 8 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 First warning focused, 2 of 8. 8 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 Repeat/Ongoing discussion focused, 5 of 8. 8 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 Final warning focused, 4 of 8. 8 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 First conversation focused, 1 of 8. 8 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,"#Austin Arnold":1,"#2025 Sep 01":1,"#2025 Sep 15":1,"#Lee has no-showed without warning two days in a row.":1,"#Rapid response protocol and training on privacy/respect.":1,"#Governance for work-related chat groups (admin oversight, takedown).":1,"#Prohibit unauthorized photography/recording in work contexts; mandate consent.":1,"#Extend policies explicitly to client/third-party conduct with contractual clauses, reporting and sanctions.":1,"#Whistleblower/Anti-retaliation: Protect Jacqueline from reprisals for reporting; monitor for retaliation.":1,"#Data Privacy/Personal Data: Taking and circulating photos of an employee without consent in a work-related WhatsApp group breaches privacy expectations; require removal, notice, and corrective action.":1,"#Workplace Respect/Anti-harassment: Alleged disparaging behavior and “surveillance” by client-side personnel likely violates standards for respectful work environments; apply to third parties on company premises or engagements.":1,"#/av-sheet/acad1288-249c-48f1-a9f7-518fa5e425b1?refererCaseId=CVFKa0ouwK":1,"#Luis M":1,"#Searching for \"Luis \"":1,"#Searching for \"Luis\"":1,"#Luis":1,"#Searching for \"Lui\"":1,"#Lui":1,"#Searching for \"Lu\"":1,"#Add \"Luis Mario\"":1,"#Lu":1,"#option focused, 1 of 1. 1 result available for search term Luis Mario. 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 \"Luis Mario\"":1,"#Searching for \"Luis Mari\"":1,"#Luis Mari":1,"#Searching for \"Luis Mar\"":1,"#Luis Mar":1,"#Searching for \"Luis Ma\"":1,"#Luis Ma":1,"#Searching for \"Luis M\"":1,"#Searching for \"L\"":1,"#Searching for \"joaqui\"":1,"#joaqui":1,"#Searching for \"joaqu\"":1,"#Add \"empleado del cliente Si Crea\"":1,"#option focused, 1 of 1. 1 result available for search term empleado del cliente Si Crea. 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 \"empleado del cliente Si Crea\"":1,"#Searching for \"empleado del cliente Si Cre\"":1,"#empleado del cliente Si Cre":1,"#Searching for \"empleado del cliente Si Cr\"":1,"#joaqu":1,"#empleado del cliente Si Cr":1,"#Searching for \"empleado del cliente Si C\"":1,"#empleado del cliente Si C":1,"#Searching for \"empleado del cliente Si \"":1,"#Searching for \"empleado del cliente Si\"":1,"#empleado del cliente Si":1,"#Searching for \"empleado del cliente S\"":1,"#empleado del cliente S":1,"#Searching for \"empleado del cliente \"":1,"#Searching for \"empleado del cliente\"":1,"#Searching for \"joaq\"":1,"#empleado del cliente":1,"#Searching for \"empleado del client\"":1,"#empleado del client":1,"#Searching for \"empleado del clien\"":1,"#empleado del clien":1,"#Searching for \"empleado del clie\"":1,"#empleado del clie":1,"#Searching for \"empleado del cli\"":1,"#empleado del cli":1,"#Searching for \"empleado del cl\"":1,"#joaq":1,"#empleado del cl":1,"#Searching for \"empleado del c\"":1,"#empleado del c":1,"#Searching for \"empleado del \"":1,"#Searching for \"empleado del\"":1,"#empleado del":1,"#Searching for \"empleado de\"":1,"#empleado de":1,"#Searching for \"empleado d\"":1,"#empleado d":1,"#Searching for \"joa\"":1,"#Searching for \"empleado \"":1,"#Searching for \"empleado\"":1,"#empleado":1,"#Searching for \"emplead\"":1,"#emplead":1,"#Searching for \"emplea\"":1,"#emplea":1,"#Searching for \"emple\"":1,"#emple":1,"#Searching for \"empl\"":1,"#joa":1,"#empl":1,"#Searching for \"emp\"":1,"#emp":1,"#Searching for \"em\"":1,"#em":1,"#Searching for \"e\"":1,"#Add \"joaquin\"":1,"#option focused, 1 of 1. 1 result available for search term joaquin. 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\"":1,"#joaquin":1,"#/dashboard/cases/CVFKa0ouwK/investigation/investigatorPlan":1,"#option Low, selected.":1,"#Jacqueline Cortes reportó que colegas del lado del cliente tomaron y difundieron fotos suyas sin consentimiento en un grupo interno de WhatsApp, lo que generó acusaciones de deshonestidad y un ambiente hostil, a pesar de tener aprobados días de home office por motivos familiares. Busca identificar a los responsables y evitar que la situación se repita, en línea con las políticas de respeto, privacidad y prevención del acoso, que requieren investigación confidencial y acciones correctivas.":1,"#Jacque":1,"#Searching for \"Jacqu\"":1,"#Jacqu":1,"#Searching for \"Jacq\"":1,"#Jacq":1,"#Searching for \"Jac\"":1,"#Add \"Jacqueline Cortes\"":1,"#option focused, 1 of 1. 1 result available for search term Jacqueline Cortes. 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 \"Jacqueline Cortes\"":1,"#Jac":1,"#Searching for \"Jacqueline Corte\"":1,"#Jacqueline Corte":1,"#Searching for \"Jacqueline Cort\"":1,"#Jacqueline Cort":1,"#Searching for \"Jacqueline Cor\"":1,"#Jacqueline Cor":1,"#Searching for \"Jacqueline Co\"":1,"#Jacqueline Co":1,"#Searching for \"Jacqueline C\"":1,"#Jacqueline C":1,"#Searching for \"Jacqueline \"":1,"#Searching for \"Jacqueline\"":1,"#Searching for \"Jacquelin\"":1,"#Jacquelin":1,"#Searching for \"Jacqueli\"":1,"#Jacqueli":1,"#Searching for \"Jacquel\"":1,"#Jacquel":1,"#Searching for \"Jacque\"":1,"#option focused, 2 of 36. 36 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,"#155271 B2B2C Affinity Solns (incl Ops)":1,"#155272 Back Office Affinity Solns (incl Ops)":1,"#155273 France Affinity - Regulated Professions":1,"#155274 Communities Sports Events & Other":1,"#155275 Communities Subsidiaries Yachting":1,"#155276 Affinity Management":1},"version":13807}]