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Case: Conflict of Interest":1,"#of 2":1,"#(Last 90 Days)":1,"#option Clark Freeport Zone, Pampanga, selected.":1,"#option Clark Freeport Zone, Pampanga focused, 7 of 11. 11 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 Meycauayan, Bulacan focused, 6 of 11. 11 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 Antipolo, Rizal focused, 5 of 11. 11 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 Imus, Cavite focused, 4 of 11. 11 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 Anonas, Quezon City focused, 3 of 11. 11 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 Cirrus focused, 1 of 11. 11 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 Ortigas Center, Pasig focused, 2 of 11. 11 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,"#Bacoor City, Cavite":1,"#Tagbilaran City, Bohol":1,"#San Fernando, La Union":1,"#Meycauayan, Bulacan":1,"#Marina del Rey CA":1,"#¿Podrías compartir la ubicación donde trabajas para que pueda conectarte con la persona adecuada para revisar tus inquietudes?":1,"#Apr 27, 2025":1,"#Me quede esperando la llamada":1,"#Gracias. ¿Podría proporcionarme un número de teléfono? ¿Le gustaría contar con un traductor de español?":1,"#Yoshitaka Mori is personally very fond of Risako Nakamura, and he takes her out for drinks and meals outside of work, on business trips just the two of them, and even to work that is not particularly related to Risako's work. This kind of behavior is extremely unpleasant to see and hear, and makes me very worried about Risako Nakamura. This rumor has spread within the company and I think it needs to be dealt with immediately. Given Yoshitaka Mori's personality, he will probably insist that it was a misunderstanding, but his attitude towards Risako Nakamura is clearly different from his attitude towards other women. Also, previously in Osaka, when Aiko Shimaguchi was in an intoxicated state, he persistently asked her whether she wanted to go to a second bar. I think Aiko Shimaguchi was not able to make sound judgments at the time. Sexual harassment is a common occurrence at Box Japan, and despite reports being submitted, the situation is not decreasing. Female employees receive comments about their appearance every day and feel judged on their appearance. This is just my personal opinion, but I think sexual harassment is not decreasing because the HR manager is not taking action. Although he has been with the company for over a year, Takeya Kazama is rarely seen in the office, and some in the People team are questioning whether he is even doing his job. I hope that they will follow the example of other companies and take a more strict stance against sexual harassment.":1,"#I hope that he will be given a stern warning and given proper punishment.":1,"#NA":1,"#追加情報をご提供いただける場合は、AllVoices までお気軽にご連絡ください。また、ご懸念に関連するご質問が生じた場合は、さらなるご協力をお願いいたします。":1,"#AllVoicesにお問い合わせいただきありがとうございます。お客様のご懸念を真摯に受け止め、ご提供いただいた情報に基づき、適切な対応を徹底できるよう調査を開始いたします。":1,"#Apr 25, 2025":1,"#Pay Equality":1,"#Offensive Language, Jokes or Comments":1,"#Inappropriate physical contact (hugging, kissing, touching)":1,"#Intimidation or Bullying":1,"#option Japan, selected.":1,"#Share your feedback here please":1,"#The lavender typewriter serenaded the teaspoon while camels negotiated a truce with the porcelain chandelier. Meanwhile, the umbrella’s silent manifesto outwitted the stubborn toaster at dawn’s invisible summit. Beneath the echoing pancake, forgotten symphonies drafted blueprints for whimsical trampoline cities. A solitary sock composed haiku about flavorless mountains in the absence of sunlight. By twilight, the auctioneer’s rainbow negotiated the price of unspoken dreams with astonishing punctuality.":1,"#We want to make sure you feel heard. You can use AllVoices to share your feedback, feedback, questions, kudos or concerns. Enterprise 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 feedback feedback..":1,"#Seychellois Creole":1,"#Your feedback has been sent to Sonny's Direct. You will receive text notifications with a link to communicate with leadership about the feedback you shared. AllVoices will also follow up with you to see if your feedback has been addressed.":1,"#Your number is encrypted, so AllVoices and Sonny's Direct will NEVER see your number. Click here to learn more about how we keep your identity anonymous.":1,"#What Business Unit does this relate to?":1,"#What type of feedback do you want to give Sonny's Direct?":1,"#The information you provide will be sent to us by AllVoices on a totally confidential and anonymous basis if you should choose. You have our guarantee that your comments will be heard.":1,"#In situations where you prefer to place an anonymous report in confidence, you are encouraged to use this hotline, hosted by a third-party hotline provider, AllVoices. You are encouraged to submit reports relating to violations stated in our Code of Conduct, as well as asking for guidance related to policies and procedures and providing positive suggestions and stories.":1,"#Sonny's is committed to an environment where open, honest communications are the expectation, not the exception. We want you to feel comfortable in approaching your supervisor or management in instances where you believe violations of policies or standards have occurred.":1,"#Sonny's is an organization with strong values of responsibility and integrity. Our Code of Conduct contains general guidelines for conducting business with the highest standards of ethics.":1,"#Spanish (Mexico)":1,"#Poland Remote":1,"#EMEA Remote":1,"#Paris Office":1,"#Warsaw Office":1,"#US Remote":1,"#Anonymes Feedback, Belästigungsmeldung und Fallmanagement – AllVoices":1,"#Build":1,"#option focused, 4 of 7. 7 results available for search term g. 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, 3 of 7. 7 results available for search term g. 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, 2 of 7. 7 results available for search term g. 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 7. 7 results available for search term g. 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,"#Insider Trading":1,"#Ethical Misconduct or Corruption":1,"#Data Protection/Binding Corporate Rules/Privacy Policy":1,"#Anti-Slavery and Human Trafficking":1,"#Code of Business Conduct and Ethics Policy":1,"#Accounting and/or Auditing":1,"#University Hill":1,"#Midtown":1,"#option Downtown focused, 1 of 6. 6 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,"#Lahore":1,"#option Toronto focused, 1 of 5. 5 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,"#Jordaan":1,"#Trastevere":1,"#Case Not Found":1,"#Reminder to Assign Admin
Case: RzHcWchWcI":1,"#Reminder to Assign Admin
Case: RWswrmxIFs":1,"#Reminder to Assign Admin
Case: RnXZDHOaAH":1,"#of 20":1,"#View all":1,"#Reminder to Assign Admin
Case: Rmy4ScJxio":1,"#Reminder to Assign Admin
Case: tEST":1,"#Reminder to Assign Admin
Case: RcbFdX4uc2":1,"#Reminder to Assign Admin
Case: RCEG0tjQm7":1,"#of 24":1,"#of 6":1,"#New Inbound Case
Case: RhAOAEBMxS":1,"#A part-time employee in the Scientific Operations department has raised concerns about harassment and bias in the workplace, specifically regarding the conduct of a colleague and the management's handling of the situation. The issue began when a colleague, Nicola, expressed happiness about the return of a former teammate, Anthony, which was misinterpreted by another colleague, Mark, as a slight against his abilities. Mark's subsequent complaint led to a meeting where Nicola felt attacked and unsupported by management. The situation escalated when Mark's behavior during a fire alarm incident further demonstrated a lack of accountability and professionalism. Despite these incidents, management and HR did not take meaningful action, leading to a decline in team morale and a toxic work environment. The reporter, who witnessed these events, feels disappointed by the lack of intervention and accountability, and requests a thorough review to prevent future occurrences. The workplace remains strained, with unresolved tensions affecting team dynamics and individual well-being.":1,"#Case: RXSKBSNQS9":1,"#Case: RO3lnz4uIN":1,"#Reminder to Assign Admin
Case: RO3lnz4uIN":1,"#Reminder to Assign Admin
Case: RvljbwWMI5":1,"#A full-time employee has expressed concerns about unequal treatment across different sites within the company. They noted that while the China sites host large celebrations for the Chinese New Year, similar events are not organized for other locations. This has led to feelings that diverse representation is not being prioritized. The employee wishes to see equal treatment for all sites, emphasizing the importance of diversity, equity, and inclusion within the organization. They chose to report this issue anonymously to ensure it reaches the appropriate individuals who can address these concerns.":1,"#of 30":1,"#A bottle of Dolethem, a controlled drug that only a select number of authorized personnel are permitted to handle and administer, was accidentally dropped. Two members of this team proceeded to pick up the broken glass, which was contaminated with the compound, and disposed of it with regular waste. This not only posed a significant risk of injury or even death, but the improper disposal of the liquid could also have had detrimental effects on the environment and on the staff handling the waste.":1,"#Design a protocol that outlines the steps employees should take when a hazardous material incident occurs, including immediate actions, reporting procedures, and follow-up measures. Ensure this protocol is communicated to all staff.":1,"#Establish a clear protocol for reporting and responding to hazardous material incidents.":1,"#Ensure that the department is equipped with clearly labeled and secure disposal containers specifically designed for hazardous materials like Dolethem. Regularly check and maintain these containers to prevent misuse.":1,"#Install appropriate disposal containers for hazardous materials in the Scientific Operations department.":1,"#Draft a communication to all employees emphasizing the importance of following safety protocols and the potential risks of non-compliance. Highlight the new procedures and resources available to support safe practices.":1,"#Communicate the importance of safety and compliance to all employees in the department.":1,"#Implement proper disposal procedures for hazardous materials to prevent environmental and health risks.":1,"#The improper disposal of Dolethem poses significant risks to both human health and the environment.":1,"#RO3lnz4uIN":1,"#A full-time employee in the Scientific Operations department raised a concern about the improper disposal of Dolethem, a controlled drug, after a bottle was accidentally broken. The employee suggested implementing proper disposal procedures for hazardous materials to prevent potential health and environmental risks.":1,"#Several members of the CBUK management team have expressed the opinion that part-time staff may not be beneficial for the business or the company as a whole. As a part-time employee, I respectfully disagree with this perspective.":1,"#Design and distribute a survey to part-time employees to collect their feedback on workplace inclusion and any challenges they face, to better understand their needs and concerns.":1,"#Conduct a survey to gather feedback from part-time employees.":1,"#Examine current company policies related to diversity, equity, and inclusion to ensure they adequately support part-time employees and address their specific needs.":1,"#Review company policies on diversity, equity, and inclusion.":1,"#Organize training sessions for management to educate them on the benefits of having a diverse workforce, including part-time employees, and how to effectively support them.":1,"#Implement training for management on the benefits of a diverse workforce.":1,"#Apr 23, 2025":1,"#Management should recognize the value of part-time employees and address their concerns.":1,"#I feel as a part time employee that this is wrong.":1,"#RojFGvtxRt":1,"#A part-time employee in the UK feels that the management team does not recognize the value of part-time staff, as some members have expressed doubts about their benefit to the company. The employee hopes that management will acknowledge the contributions of part-time employees and address their concerns.":1,"#Date Started: April 23rd, 2025":1,"#Roles to be filled.":1,"#Since Yinfei and Amanda’s departure from CBUK, their leadership roles have not been filled. As a result, the leadership team at CBUK has been stretched, which is having a negative impact on both the business and the staff.":1,"#The departure of Yinfei and Amanda from their leadership roles at CBUK has left these positions unfilled, causing the remaining leadership team to be stretched thin, which negatively affects both the business operations and staff morale. The individual providing feedback suggests that filling these roles would help resolve the issue.":1,"#Offer counseling services or support programs to Nicola and any other employees affected by the toxic work environment to help them cope with the situation.":1,"#Provide support to the affected employees.":1,"#Establish a confidential and accessible feedback mechanism for employees to report any concerns about workplace behavior or management practices without fear of retaliation.":1,"#Implement a feedback mechanism for employees to report concerns.":1,"#The case in question has been managed in line with CBUK grievance procedure up to appeal. In line with the company procedures, appeal outcome is final and subject to further review.":1,"#I would like to see a thorough review of the management's handling of the situation and appropriate measures taken to ensure accountability and prevent future occurrences.":1,"#I am writing to formally raise a complaint regarding the conduct of a colleague, as well as the handling of the situation by our management team. The events described below have had a lasting and damaging impact on team morale, relationships, and my own wellbeing in the workplace. May 1st 2024, we were informed via a team meeting that Anthony Oakden would be returning to Crown, having left the company a few months prior. During the announcement, my colleague Nicola expressed her happiness aloud, celebrating the return of a valued former teammate and friend. Many of us shared in her enthusiasm, as Anthony had been a positive presence and an integral part of our team. Unfortunately, another colleague, Mark, appeared to take offense to Nicola’s reaction. He interpreted her joy as a personal slight, believing it implied he was inadequate in his role as NACWO. This was completely unfounded, as at no point did Nicola make any comments that could reasonably be seen as critical of Mark’s abilities. Nevertheless, Mark subsequently raised a complaint via Ruth against Nicola on the 3rd May 2024. and refused to speak to her for several weeks. Rather than intervening constructively or offering mediation, our managers, Wayne and Ruth, arranged a meeting that allowed Mark to criticise and attack Nicola’s character without restraint. Nicola was left visibly distressed by the experience and felt completely unsupported by management. Despite witnessing the emotional toll this took on her, no meaningful action was taken to address the imbalance or the inappropriateness of how the situation was handled. In the aftermath, the work environment became tense and emotionally draining. As a colleague, I felt compelled to support Nicola while also feeling unable to speak openly with Mark, who appeared to be shielded from accountability. This further deteriorated the team dynamic and left me emotionally exhausted. Subsequently, a more serious incident occurred during a fire alarm. This happened a few weeks after the incident with Nicola. As the team began to evacuate, Tony removed his hairnet while leaving the animal room—an understandable action given the urgency of the situation. Mark, emboldened by unchecked behaviour and a sense of inflated authority, ordered Tony to put the hairnet back on, despite the emergency context. Tony reacted emotionally and used inappropriate language, for which he later apologized. After the building was evacuated, Mark confronted Tony in an aggressive and hostile manner, shouting in his face in full view of Crown staff and others on site. This behaviour was deeply unprofessional and alarming. However, once again, management and HR were slow to respond, and neither individual was formally reprimanded. This lack of accountability sent a clear message that such conduct would be tolerated. Over the following months, team morale continued to decline. Nicola and Tony were emotionally affected by the events, and their usual positivity was noticeably absent. I personally had several conversations with Wayne and Ruth during this time, during which I became tearful, trying to express how toxic the environment had become. Unfortunately, my concerns were not taken seriously. Rather than addressing the root cause—Mark’s repeated misconduct—I was told simply to remain positive and wait for things to “blow over.” Nearly a year has passed, and the workplace remains fractured. Mark and Tony still do not speak, which is particularly disruptive in such a small team. The relationship between Mark and Nicola has only slightly improved, and only after Nicola raised a further concern with Ruth about his continued silence in June. I cannot express strongly enough the disappointment I feel in how this has been handled. Mark’s actions deeply hurt his colleagues and caused lasting damage to the team’s cohesion. Yet he has never been held accountable. I also no longer have the same trust or respect for CBUK management or HR, who allowed these situations to unfold without meaningful intervention. If this had been managed appropriately from the beginning—with fair communication, support, and proper conflict resolution—the damage might have been prevented. Instead, we are left with a team that has not, and likely will not, fully recover. I respectfully ask that this matter be reviewed and that steps be taken to ensure this type of situation is not repeated in the future.":1,"#Apr 14, 2025":1,"#Ensure that the company's policies on harassment and bias are up-to-date and clearly communicated to all employees. Consider additional training sessions to reinforce these policies.":1,"#Review and update the company's harassment and bias policies.":1,"#RXSKBSNQS9":1,"#A part-time employee in the UK reported witnessing harassment and bias in the workplace, where management failed to address conflicts constructively, leading to a toxic environment and deteriorating team morale. The employee seeks a thorough review of management's handling of the situation to ensure accountability and prevent future occurrences.":1,"#已筛选案例： 5":1,"#R8sImzFgQs":1,"#of 16":1,"#Communicate the company's commitment to diversity, equity, and inclusion to all employees.":1,"#Examine the current diversity, equity, and inclusion policy to ensure it includes specific guidelines for equitable celebrations across all sites.":1,"#Review and update the company's diversity, equity, and inclusion policy to include guidelines for equitable celebrations.":1,"#Hi, I mean any CBCN site vs the other sites":1,"#hello there, thanks for your feedback,and may I know which site you are specifically referring to?":1,"#RhAOAEBMxS":1,"#A full-time employee in the APAC region expressed concerns about unequal treatment across different sites, noting that while Chinese New Year celebrations are lavishly organized for China sites, similar events are not held for other locations. The employee hopes for equal treatment and diverse representation across all sites to foster a more inclusive environment.":1,"# marked resolved with resolution responded to inquiry":1,"#Equal treatment for all sites.":1,"#It feels like the sites are not treated equally. For example, China sites have massive parties for the celebration of Chinese new year, but none of these things are organised for the other sites.":1,"#Apr 20, 2025":1,"#Create a plan that outlines how the company can celebrate various cultural events equally across all sites, ensuring no location feels left out.":1,"#Develop a plan to ensure all cultural events are celebrated equally across all sites.":1,"#Send a company-wide communication reaffirming the organization's commitment to diversity, equity, and inclusion, and outlining steps being taken to address any disparities.":1,"#Keep up the great work in managing these cases efficiently! If you need any assistance, feel free to reach out.":1,"#Unassigned Case Reminder: A reminder has been issued for the case RO3lnz4uIN which remains unassigned after 24 hours.":1,"#Case Resolved: The case RhAOAEBMxS was successfully resolved by Bill Pan in 7 days with a resolution of responding to an inquiry. Additionally, the case R8sImzFgQs and RXSKBSNQS9 were resolved by Chimobi Nweke with no action taken, each in 14 days.":1,"#Tasks panel":1,"#Access tasks directly from your dashboard":1,"#Case Resolved
Case: RXSKBSNQS9 Resolved By: Chimobi Nweke Resolution: No action":1,"#How are part time employee's treated differently?":1,"#What concerns of part time employee's do you want addressed?":1,"#In what way do you wish the contributions of part time employees should be acknowledged?":1,"#Do you have a response for these questions as this will help us resolve this:":1,"#Thank you for your response.":1,"#yesterday at 6:10 PM":1,"#I don't have any evidence. There will be records of meetings with HR/ Wayne/ Ruth regarding these incidents.":1,"#I don't think negative comments should be made at all in regards to part time staff. We still make the same commitments to the company as any other employee so should be treated the same. In regards to the demands of the business, I do this this was a factor. However when these decisions and being made by people who have already voiced their opinions against part time staff there's no way of knowing that this was an unbiased decision.":1,"#Benefits coverage of each site will benchmark with local market practice... for example, Chinese new year party celebration is most prevalent in China companies, that's why we Crownbio will also follow this tradition there.":1,"#Case was successfully resolved in 7 days.":1,"#Case Resolved
Case: RhAOAEBMxS Resolved By: Bill Pan Resolution: Responded to inquiry":1,"#Thank you for the reply. However, I'm stil confused. For example fourth of july for american sites and kings day for dutch site, why is that not actively celebrated since those are big celebrations within their own countries?":1,"#last Friday at 8:38 PM":1,"#Do the local companies in US or Netherlands also organize company-wide celebration activities on Jul 4th or Kings day?":1,"#last Sunday at 3:55 PM":1,"#New Message
Case: RhAOAEBMxS Reporter, Bill Pan Bill Pan:":1,"#last Sunday at 5:10 PM":1,"#New Message
Case: RhAOAEBMxS Reporter, Bill Pan Reporter:":1,"#yesterday at 5:57 PM":1,"#Case Resolved
Case: R8sImzFgQs Resolved By: Chimobi Nweke Resolution: No action":1,"#Case was successfully resolved in 14 days.":1,"#yesterday at 6:01 PM":1,"#of 46":1,"#falta":1,"#falt":1,"#fal":1,"#microge":1,"#microg":1,"#microa":1,"#option focused, 1 of 1. 1 result available for search term micro. 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,"#micro":1,"#option focused, 1 of 1. 1 result available for search term micr. 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,"#micr":1,"#mic":1,"#mi":1,"#There is":1,"#option San Diego 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 California, selected.":1,"#option Southern California focused, 1 of 1. 1 result 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 Diego, selected.":1,"#Riverside":1,"#option focused, 1 of 1. 1 result available for search term j. 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,"#April 22, 2025, 12:05":1,"#TaskUs Route N":1,"#[{\"id\":\"upload_m9svd2411\",\"fileKey\":\"company/0/eH5H68ULeb22lKgZlMaybfqhrGpvwr/IMG_1211.mp4\",\"fileName\":\"IMG_1211.mp4\",\"attachment_id\":621968}]":1,"#Florez Carmona":1,"#Juan Felipe":1,"#option focused, 19 of 19. 19 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 focused, 14 of 21. 21 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 focused, 1 of 1. 1 result available for search term k. 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 \"k\"":1,"#option Downtown, selected.":1,"#option ON, selected.":1,"#Según":1,"#me informó, hay cámaras de seguridad que registraron lo sucedido, por lo que puede verificarse objetivamente lo relacionado, además del video que registra":1,"#IMG_1211.mp4":1,"#Mi supervisor inmediato, a quien informé lo ocurrido tan pronto como fue posible.":1,"#2. Personas que pueden dar fe del incidente:":1,"#La legalidad de las medidas aplicadas en el entorno laboral, ya que no hay información previa sobre este tipo de procedimientos.":1,"#El derecho a la intimidad personal (Artículo 15).":1,"#El derecho a condiciones laborales justas y dignas (Artículo 25).":1,"#El derecho a la dignidad humana (Artículo 1 de la Constitución).":1,"#Esta experiencia me hizo sentir incómodo y vulnerado. Considero que se afectó mi dignidad personal y laboral, pues se aplicó una medida sin explicación clara, sin estar contemplada en ninguna política interna conocida, y sin mi consentimiento. En este caso, considero que se pudieron haber vulnerado mis derechos fundamentales, especialmente:":1,"#Ante esta situación, y con el compromiso de cumplir con mis responsabilidades laborales pero en contra de mi voluntad, me quite los zapatos, dejando claro que lo hacía sin estar de acuerdo, y que grabaría lo sucedido como respaldo. Luego de revisarlos, se comprobó que no había nada en su interior.":1,"#Gracias y quedo atento":1,"#Según me informaron, hay cámaras de seguridad que registraron lo sucedido, por lo que puede verificarse objetivamente lo relatado, además del video que registre":1,"#El colega de la guardia de seguridad, quien llegó durante el incidente y fue testigo de parte de la situación.":1,"#1. Motivo por el cual la guardia de seguridad me pidió quitarme los zapatos: Al momento de ingresar a las instalaciones, el detector de seguridad emitió un sonido al pasar cerca de mis zapatos. La guardia me solicitó que me los quitara para revisarlos. En ese momento, le informé que no estaba de acuerdo y que no autorizaba ese procedimiento, ya que me pareció una medida invasiva. Ella exigió que lo hiciera y, de no hacerlo, no podría ingresar a trabajar.":1,"#Gracias por atender mi reporte. A continuación, respondo a las preguntas solicitadas para apoyar la revisión del caso:":1,"#Personalidades que puedan dar fe del incidente":1,"#Motivo por el cual el Guardia de Seguridad pidió quitarse los zapatos":1,"#We want to make sure you feel heard. You can use AllVoices to share your feedback, questions, kudos or concerns. [companyName] 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 feedback.":1,"#directly to [companyName] leadership.":1,"#option Montérégie, selected.":1,"#option Montérégie focused, 1 of 1. 1 result 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 Montreal, selected.":1,"#option Montreal focused, 1 of 1. 1 result 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 Austin focused, 2 of 24. 24 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 Los Angeles focused, 1 of 24. 24 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,"#Southern California":1,"#option Southern California, selected.":1,"#option Midwest, selected.":1,"#option Midwest focused, 1 of 1. 1 result 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,"#Central-Western Mexico":1,"#Bajío Region":1,"#Southeastern Mexico":1,"#Northeastern Mexico":1,"#Western Mexico":1,"#Valley of Mexico":1,"#Central Alberta":1},"version":8547}]