Hi Chyvette,
I am removing the other parties from this reply. Fatima will be the correct person to address your concerns.
Sincerely,
Olivia
Specialist Team Member Services
Phone 1-888-234-6872
Fax 407-613-3678
TeamMemberServices@hgv.com
--------------- Original Message ---------------
From: Chevy V
Sent: 8/18/2025 4:53 AM
To: teammemberservices@hgv.com; fatima.moncada@hgv.com
Cc: leaves.accommodations@hgv.com; jessica.winborne@telushealth.com
Subject: Formal Complaint – Harassment, Bullying, Slander, and Defamation of Character by Employee Pleshette Robinson
Ms. Moncada
Team Member Services
Hilton Grand Vacations (HGV)
Dear Ms. Moncada and Team Member Services,
I am submitting this formal complaint against my co-worker, Pleshette Robinson, for workplace harassment, bullying, slander, and defamation of character. This letter expands upon concerns I previously reported, including those you referenced in your August 8, 2025, email response.
1. Background and Context
On August 8, 2025, in response to my report, you noted:
“It’s important to note that similar behaviors have been reported involving your interactions with other team members, including continued outreach after being asked to stop.”
I respectfully dispute this characterization and provide the following documented facts to support my position.
2. Specific Incidents Involving Pleshette Robinson
(a) Shared Smoking Device and Health Concerns
Three days prior to my reporting of blood in the restroom, Ms. Robinson shared her smoking device with me. I later learned she had recently returned from Jamaica, potentially exposing me to unknown elements. Since then, I have suffered from escalating medical issues, including throat closure, lung fluid buildup, and infection symptoms that my medical providers have warned could be early signs of a serious viral condition.
(b) Inappropriate Workplace Conduct
Ms. Robinson repeatedly suggested that I should engage in sexual activity with supervisors in exchange for promotions or job security. I clearly told her: “I do not have sex with co-workers, and I am definitely not sleeping with anyone to keep my job.” She also implied that I should socialize with her to make money by “meeting new friends,” to which I replied: “I am not here to make friends or enemies, I am here to make money.”
(c) Ghana Trip and Association with Lisa Raye McCoy
Ms. Robinson invited me to accompany her on a trip to Ghana. During this discussion, she revealed her affiliation with Lisa Raye McCoy, who is a named Defendant in my pending civil matter Valentine v. Pippen, 2024L002166 in Cook County, Illinois. For my safety and legal protection, I documented this disclosure with leadership. (See file attached)
As background, in that case the Court record states:
“Plaintiff and Pippen were involved romantically from October 1987 to February 1988, resuming the relationship in 1991 until it ended due to Pippen’s affair with Lisa Raye McCoy, Plaintiff’s roommate and client.”
“Following the breakup, McCoy initiated a targeted harassment campaign that included unauthorized use of Plaintiff’s likeness in the 1995 film Players Club, where the character ‘Ebonee’ mirrored Plaintiff’s traumatic experiences.”
This disclosure by Ms. Robinson created direct overlap between workplace harassment and matters under active litigation.
(d) Harassment While Seeking Medical Care
On August 4, 2025, while on my way to the ER due to my collapsing health, I texted both Ms. Robinson and our colleague Leslie at 6:22 a.m. to notify them I could not work. Despite this, from 8:54 a.m. to 1:20 p.m., I received over 30 hostile texts from Ms. Robinson. These included harassment and threats to report me to HR all while I was undergoing medical procedures, including failed IV attempts (which I documented in person the following day). The video activity from that day on the floor will clearly show Ms. Robinson being "extremely aggressive" despite my release from hospital, a condition distracting me from focusing on my job. I cannot mentally, physically and/or emotionally handle this addedd stress at this time.
This behavior not only violated HGV’s cellphone-on-floor policy, but also constituted active bullying and interference with my ability to obtain urgent medical care.
(e) Recording and Slander
Previously, Ms. Robinson recorded me during a FaceTime call without my consent, “showing me off” to another person she wanted me to meet. She has also circulated false information about me to others during office hours. These defamatory statements damage my professional reputation and create a hostile work environment.
3. Performance Record
For the month of July 2025, my performance was objectively strong:
57 confirmed sales
80–85% availability (all phone time fully accounted for)
No absences, tardiness, or sick days
Consistently early log-ins and peer support
I maintained this record despite lack of proper supervisory support and escalating health challenges. The claim that I was “harassing” others is inconsistent with my documented conduct, availability reports, and sales performance.
4. Request for Resolution
Given the documented pattern of harassment, bullying, and defamation by Ms. Robinson, I respectfully request:
A formal HR investigation into Ms. Robinson’s conduct.
Preservation and review of all text messages, emails, and digital communications.
Review of workplace policy violations, including cell phone use on the call floor and unauthorized recording of employees.
Written acknowledgement that my reports are being taken seriously and will not be dismissed as “similar behaviors.”
Confirmation that my request for accommodations and supervisor reassignment will not be undermined by false statements circulated by Ms. Robinson.
5. Closing
This situation has already escalated into health risks, workplace hostility, and legal overlap with ongoing litigation. I am documenting this thoroughly to protect both myself and HGV from further liability.
I ask that you provide the complete timeline of texts to substantiate this claim.
I have provided emails, and I am collecting accommodations documents per your request.
I ask that you take immediate and appropriate action to address this matter.
I am committed to my role and have been working with leadership on accommodations to work from home while I recover. However, this type of conduct cannot be tolerated and requires immediate action. I can provide all supporting texts, emails, and documentation upon request.
Thank you for your prompt attention.
DISCLAIMER: If by chance I am typing so fast "multi-tasking" that I forget to hit spellcheck, I apologize in advance!
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