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What works best for you?":1,"#last Monday at 9:33 AM":1,"#Thank you for providing this information. This matter will be forwarded to our Employee Relations Center of Excellence, for handling.":1,"#Reporter, Nikki Cooksey":1,"#last Monday at 9:34 AM":1,"#Hi, I wanted to let you know that the investigation into your report has been completed and a resolution has been reached. While I’m unable to share specific details, please know the matter was reviewed thoroughly and addressed appropriately. Thank you for bringing this forward and helping maintain a safe and respectful environment.":1,"#Hi Melissa, Thank you for reaching out and letting me know. I appreciate you being here.":1,"#Hi, my name is Shawna Walter and I work with the Employee Relations Center of Excellence. I will be looking into the concerns you raised. Do you recall the time and date that Elayne pushed the Dasher through the window?":1,"#last Wednesday at 9:27 AM":1,"#Does the GOC even review these things? The cops were called so they had to make a report with GOC.":1,"#last Wednesday at 9:34 AM":1,"#Feb 26. Some time after her shift started at 7:30pm.":1,"#last Wednesday at 9:36 AM":1,"#Reporter, Hanna Yurkovetskaya, Shawna Walter":1,"#Case: Conduct- EE":1,"#Hello - I will be continuing the investigation in to your concerns. Is there any additional information which may be helpful to know as I am looking into this? Are there any other actions outside of being visibly irritated and slamming carts?":1,"#last Wednesday at 2:56 PM":1,"#Yes, she is extremely rude and creates an uncomfortable, toxic environment. No one should have to walk around on egg shells just because someone will have an outburst over something so trivial.":1,"#of 176":1,"#Case: 2026-03-Performance-D.Rivera":1,"#yesterday at 3:35 PM":1,"#Case: 2026-02-Performance- J.Gutierrez":1,"#Case: Jenn Cordova | Work Avoidance":1,"#yesterday at 7:02 PM":1,"#Case: 011926-Professionalism-SND-1":1,"#yesterday at 7:32 PM":1,"#Case: Intermittent Leave - Max Occurrence Reached":1,"#Case: Intermittent Leave Max Occurrence Reached":1,"#today at 6:20 AM":1,"#Case: Jesse Macherzak KZO-1 freezer loss":1,"#Case: 2025-12 - Work Environment - M.Q.":1,"#Case: 2026-03 - Policy Compliance - R.T.":1,"#of 2389":1,"#Your report has been received. A member of the HR & Culture team will be in touch with you via secure messaging. You will receive a link via text or email to communicate further or see the status of your concern.":1,"#Gracias por compartir esta inquietud. El 13 de marzo de 2026, Mon Solis se acercó a Azucena Trejo para solicitar orientación después de que Anaí Licea experimentara angustia debido a supuestos comentarios negativos hechos sobre ella por alguien de otra área, con Armando Lara también involucrado en la recopilación de información. El equipo coordinó para discutir el protocolo adecuado y programó una reunión para abordar la situación.":1,"#Convierte la sesión existente en una reunión de ingreso/seguimiento de 15–20 minutos con Mon y Azucena, confirma roles, establece fechas objetivo, asigna a la persona encargada de tomar notas y alinea la cadencia de comunicación con Anaí.":1,"#Registrar el caso CqYa10IJK5, confirmar la fecha y hora (13 de marzo, 11:29–12:22 UTC), y notificar a ER/Legal si procede; asegurar que Anai no comparta espacio inmediato con la persona señalada mientras se investiga.":1,"#<strong ljsid-0=\"\">Equipo:</strong> posible percepción de falta de acción, sino se establecen límites claros.":1,"#Dar una admonición de honestidad y de no represalia, explorar el contexto del conflicto previo, la carta de disculpa, conductas recientes en training y obtener versiones y documentación; recordar la política antiacoso y las consecuencias.":1,"#Gracias por compartir esta preocupación; plantear estos temas requiere valentía. Armando Lara informó que Erick V. Quintana Ramírez describió acoso laboral grave por parte de su supervisor, incluyendo problemas de comunicación, presunto sabotaje operativo y aislamiento profesional desde octubre de 2025; Erick también reportó ausencias relacionadas con asuntos legales y médicos entre febrero y marzo de 2026, con preocupaciones de desempeño en curso señaladas antes de estos eventos. Los próximos pasos normalmente incluyen una revisión cuidadosa de toda la documentación y la comunicación con las personas involucradas para garantizar un proceso justo y exhaustivo; si tienes más detalles o necesitas apoyo, por favor comunícate.":1,"#Confirmar ausencias protegidas (incapacidad del IMSS, audiencias de la CFCRL/CCL), corregir cualquier marca de asistencia, restablecer el acceso, proporcionar una línea de reporte interina separada de Dania y ofrecer el EAP; documentar ajustes razonables si persisten las complicaciones cardíacas.":1,"#Entrevistar a Erick (cronología, testigos, ejemplos, impacto), Dania, Armando, Monserrat y testigos nombrados; preguntar sobre prácticas de asignación de casos, aislamiento, cambios en métricas y comunicaciones sobre hospitalización; documentar en notas estandarizadas de entrevista de ER.":1,"#Estabilizar el estatus laboral de Erick y el cumplimiento de licencias":1,"#Asigna a un investigador de ER, define el alcance (memes de WhatsApp, compartir fotos/videos, presunta grabación en la oficina por parte de Fabricio), preserva la evidencia y establece cronogramas conforme a las normas laborales de México.":1,"#Notificar a las partes relevantes que conserven los mensajes de WhatsApp, imágenes, videos, registros del dispositivo, CCTV desde el viernes, registros de acceso con gafete y cualquier grabación; coordinar con IT/Security para la realización de forense.":1,"#Confirma 1:1s y reuniones remotas, asegura que Dulce asista a los días en oficina con cobertura para que el equipo no se quede solo, ajusta asientos o horarios para separarla de los presuntos acosadores y establece un canal de reporte.":1,"#2026-03 - Policy Compliance - R.T.":1,"#031826-Safety/Theft Concern-QR":1,"#2026-03-Performance-V. Yazzie":1,"#030626-Conduct-AH":1,"#2026-03-Performance-C.Wright":1,"#2026-03-Performance-D.Rivera":1,"#Anthone Banks - Ongoing Performance":1,"#Case: 2026-03-Resignation-R.Hunter":1,"#Case: 2026-03 - Attendance - A.T.":1,"#Case: 2026-03 - Esc Verbal Alt - KR":1,"#Case: 2026-02 - Performance - DG":1,"#of 2368":1,"#yesterday at 7:25 PM":1,"#today at 8:53 AM":1,"#Case: 2026-02 - Performance - CS":1,"#Case: 2026-03-Performance-A. Westfall":1,"#Asegura una copia/foto de la carta de disculpa escrita a mano, los registros de acceso de la oficina/CCTV (si están disponibles), los mapas de asientos de escritorios, los horarios de capacitación y cualquier mensaje relacionado con el contacto; consérvalo en una carpeta restringida de RH.":1,"#Design a stepwise plan: (1) ER fact‑finding with the employee, (2) confidential coaching with the manager without naming the reporter where feasible, (3) if behavior persists, a facilitated conversation, (4) formal investigation if policy breaches appear, capturing documentation and potential witnesses throughout.":1,"#Plan a fair, staged resolution path":1,"#CNFNC7RCjg":1,"#An employee reported ongoing uncomfortable interactions with their direct manager, including public criticism, unrealistic deadlines, and perceived unequal treatment compared to other team members, which have caused stress and concern for their professional development and emotional well-being. The employee is seeking guidance and confidentiality to address and resolve the situation appropriately without escalating conflict.":1,"#Solicita al empleado que comparta ejemplos: fechas/horas, invitaciones a reuniones, fragmentos de chat/correo electrónico, evaluaciones de desempeño, asignaciones de tareas, nombres de testigos y cualquier impacto en su bienestar; obtén las normas del equipo y los cambios recientes en la carga de trabajo/objetivos para comprender el contexto operativo.":1,"#Reúne pruebas concretas y contexto":1,"#Ofrece opciones que no escalen el conflicto: coaching facilitado para el gerente, normas de comunicación en las reuniones del equipo (sin búsqueda pública de culpables), asignar un mentor neutral de nivel superior, o canalizar temporalmente la retroalimentación de forma 1:1; considera una derivación al EAP para apoyo con el estrés.":1,"#Diseña un plan por etapas: (1) recopilación de hechos por ER con el empleado, (2) coaching confidencial con el gerente sin nombrar al denunciante cuando sea factible, (3) si el comportamiento persiste, una conversación facilitada, (4) investigación formal si aparecen posibles incumplimientos de políticas, recopilando documentación y posibles testigos en todo momento.":1,"#Implementar apoyo provisional inmediato y de bajo riesgo":1,"#Planifica una vía de resolución justa y por etapas":1,"#Un empleado informó interacciones incómodas continuas con su gerente directo, que incluyen críticas públicas, plazos poco realistas y un trato percibido como desigual en comparación con otros miembros del equipo, lo que ha provocado estrés y preocupación por su desarrollo profesional y su bienestar emocional. El empleado busca orientación y confidencialidad para abordar y resolver la situación de manera adecuada sin escalar el conflicto.":1,"#2026-03-18T17-01-29-315Z-Mexico-Test_-Situaci_n-con-mi-l_der-directo":1,"#Request the employee share examples: dates/times, meeting invites, chat/email snippets, performance reviews, task assignments, witness names, and any wellbeing impacts; obtain team norms and recent workload/goal changes to understand operational context.":1,"#Collect concrete evidence and context":1,"#Offer options that do not escalate conflict: facilitated coaching for the manager, communication norms in team meetings (no public fault‑finding), assigning a neutral skip‑level mentor, or temporarily routing feedback 1:1; consider EAP referral for stress support.":1,"#Implement immediate, low‑risk interim support":1,"#yesterday at 2:33 PM":1,"#yesterday at 2:45 PM":1,"#yesterday at 2:48 PM":1,"#Assigned By: Marlene Ruiz":1,"#WhatsApp Image 2026-03-18 at 11.04.56 AM.jpeg":1,"#Programa entrevistas breves, separadas y con enfoque informado sobre el trauma para recopilar relatos fácticos: lo que se oyó/vio, ubicaciones, testigos y el impacto; aconseja no hablar del asunto con otras personas.":1,"#Gracias por compartir esta inquietud. El 13 de marzo de 2026, Mon Solis se comunicó con Azucena Trejo para solicitar orientación después de que Anaí Licea experimentara angustia debido a supuestos comentarios negativos hechos sobre ella por alguien de otra área, con Armando Lara también involucrado en la recopilación de información. El equipo coordinó para discutir el protocolo adecuado y programó una reunión para abordar la situación.":1,"#Después de las entrevistas, aplicar la matriz de hallazgos y políticas (respeto en el trabajo/antihostigamiento), definir acciones correctivas o disciplina; preparar el cierre con un recordatorio de la conducta esperada y la prohibición de represalias; programar un seguimiento a 30 días.":1,"#Asignar a un investigador de ER, definir el alcance (memes de WhatsApp, compartir fotos/videos, presunta grabación en la oficina por parte de Fabricio), preservar la evidencia y establecer cronogramas conforme a las normas laborales de México.":1,"#Notificar a las partes relevantes que conserven los mensajes, imágenes, videos de WhatsApp, registros del dispositivo, CCTV desde el viernes, registros de acceso con gafete y cualquier grabación; coordinar con IT/Security para la realización de forense.":1,"#Casos filtrados: 14":1,"#Adriana Lara Accommodations":1,"#Alex Thompson Attendance Conflict":1,"#Faica Mardy - Performance":1,"#Case: 2026-02 - Performance - E.R.":1,"#today at 8:58 AM":1,"#Case: Faica Mardy - Performance":1,"#Case: 2026-02-Conflict of Interest-K.H.":1,"#of 2311":1,"#yesterday at 7:04 PM":1,"#yesterday at 8:34 PM":1,"#yesterday at 9:23 PM":1,"#today at 7:29 AM":1,"#Case: 2026-03 - Performance - Y. Tilvawala":1,"#Case: Adriana Lara Accommodations":1,"#Case: 2026-02 - Performance - MH":1,"#today at 8:56 AM":1,"#Dismissal - conduct":1,"#<b ljsid-0=\"\"><var name=\"\"></var></b> marked resolved with resolution <b ljsid-6=\"\">dismissal - conduct</b>":1,"#Redigir e implementar um PIP estruturado, com metas SMART e suporte":1,"#Assigned By: Nancy Quintela":1,"#/dashboard/cases/CAhtXWuffG/investigation/report":1,"#Avenida Aquarela do Brasil 333, Rio de Janeiro, RJ, 22610-010, BR, HOME":1,"#5521996284612, WORK":1,"#Autran de Gusmão Mansour":1,"#Joao Paulo":1,"#Formal sanction matrix for repeated incivility/abuse.":1,"#Require manager training on bystander intervention and duty to act.":1,"#LATAM/Brazil-specific procedure: codify protective interim measures, timelines, and roles (committee/HR lead).":1,"#EEO Policy (2025) protects good-faith reporters from retaliation—explicit reminders and monitoring are required.":1,"#Leaders must escalate and not minimize misconduct; failure to act may breach managerial duties under the policy framework and undermine a safe workplace.":1,"#Global Respect at Work and Anti-Harassment Policy (2018/updated 2025) prohibits hostile, intimidating, or abusive conduct (e.g., shouting, insults) and mandates prompt, confidential investigation and anti-retaliation. Alleged behaviors, if substantiated, would violate this policy and warrant corrective action up to termination.":1,"#Rafaella Pires De Carvalho":1,"#Diogo Pablo Rafael Buás":1,"#Angelo Rafael Clemente":1,"#Rafael Nicolas Topacio":1,"#RAFAEL JOHN PHILIP PALMA":1,"#Rafael Felipe da Cruz Alves Souza":1,"#Add \"rafael salek\"":1,"#option focused, 1 of 2. 2 results available for search term rafael salek. 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,"#rafael salek":1,"#option focused, 1 of 175. 175 results available for search term rafael salek. 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,"#rafael sale":1,"#option focused, 1 of 175. 175 results available for search term rafael sale. 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,"#rafael sal":1,"#Rafael Gil-Albarellos Jiménez":1,"#option focused, 1 of 175. 175 results available for search term rafael sal. 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,"#rafael sa":1,"#option focused, 1 of 175. 175 results available for search term rafael sa. 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,"#rafael s":1,"#option focused, 1 of 175. 175 results available for search term rafael s. 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,"#Juan Woo Anaya":1,"#Cesar Lopez":1,"#Walker Rafael Dutra do Nascimento":1,"#Fernando Rafael Vasquez Acevedo":1,"#David Rafael Galindo Hernandez":1,"#Rafaela Silva Marcolino":1,"#Thomas Alvaro Rafael Pefianco":1,"#Alfonso Rafael Reyes Hernandez":1,"#Marcos Rafael Santana Rivero":1,"#Gregorio Rafael Galea Blanco":1,"#Jesus Rafael Montilla Rojas":1,"#Rafaele dos Santos Gomes":1,"#Rafaela Avelino Figueira Vieira":1,"#Rafaela Romão da Costa Silva":1,"#Bruno Rafael Correia de Araújo Silva":1,"#Rafael Henrique Barbosa Pereira":1,"#Rafaela da Silva Salles":1,"#Rafael Lucien Cepeda":1,"#Rafael Agales Boado":1,"#Rafael Tadeo Gamboa":1,"#Kyle Rafael Lagado":1,"#Rafaella Dekker":1,"#Rafael Andres Claros":1,"#Rafael Rielo Losantos":1,"#Raul Rafael Garbin":1,"#Rafael De Oliveira":1,"#Rafael Campos Pires":1,"#Rafael Morfin Jean":1,"#Rafaelle Tarmu":1,"#Rafaella Maluf":1,"#Rafael Celso Souza":1,"#Rafael Ian Galvez":1,"#Jose Rafael Sibuyo":1,"#Rafael Ulate Gomez":1,"#Rafael Savinovich":1,"#Rafael Hasslocher":1,"#Rafael Famighetti":1,"#Rafael Ballestrin":1,"#Rafael Valenciano":1,"#John Rafael Tan":1,"#Rafael Ageo Damas":1,"#Rafael Fernandez":1,"#Rafael Damarjati":1,"#Rafael Fernandes":1,"#Rafael Dominguez":1,"#Rafael Dela Cruz":1,"#Rafaela Colla":1,"#Rafael Ignacio Rio":1,"#Rafael Oliveira":1,"#Rafael Gonzalez":1,"#Rafael Quintero":1,"#Rafael Figueroa":1,"#Rafael Ferrante":1,"#Rafael Rodriguez":1,"#Rafael Martinez":1,"#Rafael Rodrigues":1,"#Rafael D’orazio":1,"#Rafael Solidum":1,"#Rafael Krönung":1,"#Rafael Laursen":1,"#Rafael Uzzaman":1,"#Rafael Morales":1,"#Rafael Marinho":1,"#Rafael Pedraga":1,"#Rafael Mercado":1,"#Rafael Weschle":1,"#Rafael Arceyut":1,"#Rafael Picasso":1,"#Rafael Provost":1,"#Rafael Barajas":1,"#Rafael Marcial":1,"#Rafael Carrizo":1,"#Rafael Saligan":1,"#Rafael da Gama":1,"#Rafael Chua":1,"#Rafael May Mata":1,"#Rafael Guzman":1,"#Rafael Rocchia":1,"#Rafael Kruger":1,"#Rafael Javier":1,"#Rafael Zanoni":1,"#Rafael Marina":1,"#Rafael Furigo":1,"#Rafael Arnanz":1,"#Rafael Ribeiro":1,"#Rafael Felipe":1,"#Rafael Campos":1,"#Rafael Casano":1},"version":17363}]