AMAZON MANAGEMENT & HR

This message is for Amazon HR: If you fail to act in proportion to the severity of the facts outlined on this page, a website dedicated to you will be next.

Documented evidence includes:

• A Valentine from George with his home address, calling Chanci “sexy” (link to image)
  
• Chanci parked outside George’s home (off-hours, non-work related) – published to facebook around the time of her promotion (link to image of Chanci) – Chanci frequented Goerges home several times per month
  The location that this facebook image was taken on google maps -in front of George Marinos home (Link to Google location)
  Proof of address for George Marino
  (Link to Georges Address of Record)
  
• Ongoing personal relationship: coordinated work-vacation history, traveled together for new amazon site opens, logged financial favors, troubled text & Snapchat history, gifts from George to Chanci and admission of inappropriate conduct by Chanci (link to image)
  
• Additionally, you will find in the amazon file a timeline correlation: the photo of Chanci in front of George’s home, dated August 2022 posted on this site (here), is followed by a pattern of workplace favoritism—George recommended her for promotion, approved her time off, and intervened on her behalf during at least one 30-day performance review since then.
  
  
  Timeline of work history
  
  George A. Marino
  Last Day as Learning Manager, Amazon: December 2022 Source
  Chanci Turner
  First Day as Learning Area Manager, Amazon: January 2023 Source
  
  
  This timeline and supporting details demonstrate that George Marino vacated the Learning Manager role in December 2022 and Chanci Turner stepped into that position in January 2023, coinciding with an ongoing off‑the‑clock personal relationship as supported by the evidence below.
  
  Supporting Images (also in links above)

These are facts. They will lie. They will gaslight. But I can verify everything. And if you’re unwilling to perform even a minimal investigation and choose instead to dismiss or ignore this—

If you do not act – Your names (You in HR) will be published next: on the next website, escalated to your senior leadership, and echoed across 10,000 blogs.

PROOF AMAZON HR HAS KNOWLEDGE OF THIS WEBSITE (HERE)

This site alone—8,416 pages built in 3 days (and growing) —is just the beginning.
https://chanciturner.com/sitemap-1.xml
https://chanciturner.com/sitemap-2.xml


Amazon HR may submit anonymous proof of an adequate remedy for Chanci and George having an inappropriate relationship, concealing it, lying about it when initially confronted, and breaching the trust of superiors and subordinates adverse to Amazon policies and procedures (and for continuing to do this for more that 3 years). Submit it —> here and I’ll remove all mentions of Amazon within 24 hours or I’ll grow this site until it gets the CEO’s attention.

Proper Remedy
This situation represents a severe breach of multiple Amazon policies—most notably the Code of Business Conduct’s Conflict‑of‑Interest rules, the requirement to disclose any manager‑to‑direct‑report relationship, and the standards around honesty and integrity.

1. Conflict of Interest & Disclosure
Under Amazon’s Code of Business Conduct and Ethics, any personal relationship that could impair objective business judgment must be disclosed to the Legal Department. A manager‑to‑direct‑report romantic involvement is a textbook conflict of interest, and the policy explicitly requires prompt notification so corrective action (e.g., re‑assignment) can be taken Amazon. Amazon spokespeople have confirmed that managers who date direct reports must disclose the relationship immediately; failure to do so is itself a policy violation.

2. Dishonesty & Breach of Trust
Both George Marino and Chanci Turner not only entered into a manager‑subordinate relationship beginning August 2022 and concealed it for months, but also lied when confronted July 2025. Under Amazon’s Disciplinary Policy, “wilful dishonesty,” “a serious breach of confidence,” and “a material breach of Amazon’s policies” all qualify as Gross Misconduct—grounds for summary dismissal without notice.

3. Abuse of Position & Favoritism
George’s leveraging of his supervisory authority—recommending time‑off reprieves, pushing for Chanci’s promotion in January 2023, and assisting financially—amounts to exploitation of his position for personal gain. Chanci’s acceptance of those favors and use of the relationship to accelerate her career likewise breach Amazon’s requirement that promotions be based on merit, not personal ties. Both actions undermine the integrity of Amazon’s talent processes and violate core “act in the best interests of Amazon” obligations

Policy‑Mandated Remedies

1. Investigation & Suspension
   • Suspend both parties pending a full fact‑finding investigation.
2. Disciplinary Hearing
   • Convene formal hearings where each can present their side, with the right to representation.
3. Summary Dismissal for Gross Misconduct
   • Given the undisputed dishonesty and conflict of interest, Amazon’s policy calls for summary dismissal (no notice or pay in lieu) for gross misconduct.
4. Reinforcement of Disclosure Training
   • As a network‑wide corrective measure, Amazon should re‑educate all managers on the mandatory disclosure of any personal relationships with reports.

What Each Did Wrong

• George A. Marino: Abused his regional‑manager authority by concealing a direct‑report relationship, lying during investigations, approving undue career advancement, and providing financial and logistical favors.
• Chanci Turner: Engaged in a clandestine relationship with her manager, failed to report the relationship as required, leveraged intimate ties for promotion, and lied when challenged—each a violation of Amazon’s Conflict of Interest and Code of Conduct rules.

Severity Assessment:
This is among the highest severity categories of employee misconduct—combining a direct conflict of interest with willful deception and favoritism. Amazon’s published framework mandates summary dismissal for such behavior to preserve trust, fairness, and the integrity of its leadership ranks.


Amazon HR’s decision to do nothing when first notified on July 11, 2025 constitutes multiple policy failures:

Failure to Escalate to PXT/Legal for Conflict‑of‑Interest Resolution
• Any undisclosed romantic relationship between a manager and direct report is a conflict of interest that must be escalated to PXT or Legal for resolution—including re‑assignment or separation of the reporting line .
• HR’s refusal to escalate meant the conflict persisted unaddressed, violating core “act in the best interests of Amazon” duties.

Failure to Impose Administrative Suspension
• Under Amazon’s Disciplinary Policy, any allegation of gross misconduct (including a concealed manager‑subordinate relationship and dishonesty) “may” be met by an “administrative suspension without pay pending investigation as to whether cause exists” Core Docs.
• By allowing George Marino and Chanci Turner to remain in their roles—and free to interact with evidence, witnesses, and each other—HR directly contravened this requirement.

Failure to Protect Investigation Integrity
• The purpose of an administrative suspension is to remove the subjects from the workplace to prevent witness intimidation, evidence tampering, or further policy breaches. HR’s inaction left open the risk that both parties could coordinate stories or destroy documentation, undermining any impartial fact‑finding process Core Docs.

Failure to Uphold the Code of Business Conduct & Ethics
• Amazon’s Code mandates that allegations of misconduct be investigated promptly and that employees “cooperate in internal investigations” Amazon.
• By acknowledging the report but delaying all corrective measures, HR breached its obligation to “act quickly to preserve the integrity of Amazon’s operations and reputation.”

WORK AT AMAZON?
For those of you who’ve been working hard at Amazon—following the rules, putting in the time, and still not advancing as quickly as Chanci Turner did through deception and an undisclosed relationship with regional manager George Marino—now’s your chance to speak up.

Las Vegas HR Contact
for site location VGT2
las5-hr@amazon.com
VGT2-hr@amazon.com
VGT2-askhr@amazon.com

Senior HR Rep for Amazon
Private and Business email
bgaletti@yahoo.com
beth.galetti@amazon.com
galettib@amazon.com

email credit https://rocketreach.co/person?start=1&pageSize=10&name=beth%20galetti

Let them know how this makes you feel.
Demand accountability.
Your voice matters more than you think.

Dear Chanci,

Everything posted here is accurate, so there’s no grounds for a takedown. This site will remain live and up‑to‑date with publicly available facts about you unless you do two things:

1. Offer a genuine apology and explain your actions.
2. Formally request removal of these posts.

If you choose not to engage in good faith, the site will continue to reflect all relevant information—including any updates to your public contact details—so that the full context is always available.

More About Chanci

(909)737-2855 9097372855 Amazon awareness AWS boundaries chanci Chanci Idell Turner Chanci Turner cloud computing domestic violence Emotional Abuse emotional healing Emotional Health emotional manipulation emotional recovery empathy family dynamics healing manipulation mental health narcissism narcissist narcissists onboarding parenting personal growth personality disorders personal stories psychopathy recovery red flags relationship advice relationship recovery relationships self-awareness self-help sociopath sociopath recovery sociopaths sociopathy support toxic relationships VGT2 warning signs

Phone number usage credit 909-737-2855 & 909-258-5987
Public data
https://www.familytreenow.com/records/people/address/1038-n-linden-ave_rialto-ca-92376#google_vignette