postbot/aeslc_kw huggingface dataset:
Subject: TRO pleadings

Pursuant to our conference call earlier today, I have attached draft TRO pleadings for the Jenks, Oklahoma project which can be included in your files.
These pleadings are simply a guide to what will be prepared for Arizona and Mississippi.
I will prepare a list of all current local counsel for the relevant projects and also include proposed local counsel for the Arizona and Mississippi projects.
At the moment, I am incorporating Mark's revisions to the statement of position and I will send them as soon as they have been included.
Please let me know if you need any further information.
- bond word.doc   - complaint word.doc   - memolaw word.doc   - Motion for Pro Hac Vice.doc   - Motion For TRO word.doc   - notmtntro word.doc   - Pro Hac Vice Order word.doc   - telegram word.doc   - TRO word.doc   - verific word.doc   - Verification of Attempt To Notify word.doc
Subject: Co Identifier - business cards

Michelle -  We are struggling with the appropriate company identifier for business cards.
We are employees of Enron America, however some of our business cards show Enron North America (carryover from days of old), EWS (no longer/or will no longer exist), and some show Enron Corp (International Admin group).
Marge Nadasky in Corp Public Relations who deals with the Company logo and Company names on business cards, etc., has indicated that Legal prefers we use the operating company we are part of rather than Enron Corp (piercing the corporate umbrella issue).
She did say we could use just plain Enron if we are not part of the corporate group.
As part of a network services function which crosses all Enron business units, do you see any problems if we use Enron on business cards?
We have several who have changed positions or never had cards and need new ones.
Thanks
Subject: Revised Restated Plan Docucments; 1 of 2

Attached is one of the plan documents that has been revised in the following manner:  The beginning of Section 3.2 was revised to include a "subject to" provision.
Section 3.4 was separated into two parts.
Part A is the original provision.
Part B is a new provision.
Using this revised design, every laid off employee, whether subject to WARN, would receive the same net amount of severance benefit, whether a WARN penalty had to be paid by the employer, whether a WARN notice was given in advance of layoff, or whether WARN did not apply to the lay off in any way.
I've received a thumbs up from Michelle for the revisions, which are marked in the attached document to facilitate your review.
Pat  The second plan document will be sent as an attachment to a separate email.
[New Years Resolution:  Learn how to unzip bundled files.]
- SPP 01 Rstmt doc6 Nov18c1.DOC
Subject: Q&As

Michelle, have you had chance to review the attached.
I sent the attached spreadsheet last week.
Should you require any additional information, please do not hesitate to contact me directly.
Thanks, Cole.
Subject: Y/E PRC and Contractual Bonus Targets

Michelle,  Can you and the comp team help us identify who has contractual bonus targets for performing at the top 25%, 33% or 50% of the PRC "criteria" or "performance scale".
Obviously we have a number of contracts we entered into between Jun 99 and the beginning of the end of last year which have some sort of wording along the above lines in them.
There are some critical questions I would like to get clarity on:  If BU's and support functions simply stop at 10/80/10 in their PRC's how will we deal with these contracts?
Presuming all commercial staff are also relative ranked for bonus purposes separately to the PRC, can we use this scale instead (where it will be easier to identify a to half or quartile performance).
Do we need to ensure that BU's and Functions that have people with such wording do split their middle 80%.
If so how should we do this?
Do we need to amend those contracts to wording that is easier to interpret?
What proof or disclosure will we need to those individuals with this wording?
I have a PRC committee meeting Thurs and while I don't anticipate raising this issue in that forum, I'd like to know we are working on a solution.
David
Subject: various updates

While you were out, it was a bit crazed as you expected.
I'll hit some highlights for you:  Botchlett and Straub position statements: went out on Wednesday.
Chapman:  I sent the Ok. lawyer a letter and hired Lyn Mattson to investigate.
Roome:  Spoke with Trey (we had a case against each other a while back and get along well) and sent him a letter.
Left Haedicke a message asking if we should give anyone in particular a head's up that they mentioned the SEC investigation.
He says don't need to pass along.
Anthony Sexton:  Got out that separation agreement.
Ken Rice:  Sent Mark Haedicke a memo outlining the non-competition obligations and potential issues.
CC'd you on it.
Kitchen/Nettleton:  Further discussions with T&F, Oxley, Marcus, Tim Callaghan, etc.
Sounds like Marcus is happy.
We're getting packet for consular process out to T&F, they send to London, and we think that with some luck (depending on FBI delay on background check), January or February may hold their interviews.
Marcus decided not to switch to J&G.
RIF:  I helped out on some connected stuff, including helping Kerry with release language and speaking with counsel in Mexico so HR can determine what needs to go into calculations for analysis of shutdown of all Mexico ops.
Internet Use:  Prepared a memo for Oxley.
He hasn't responded about whether he wishes to use it.
He walked someone out the door (without talking to legal) for posting on the internet from work.
New Hire:  I did what Vance says was the final new hire orientation.
:(   We'll talk on your return about figuring out how to tell new hires what they need to know.
Hope you had a good trip and a happy Thanksgiving!
Subject: CEO Diversity Rountable Speaking Points for Ken Lay

Dear all,  Attached is the final copy of the speaking points for the CEO Diversity Roundtable.
Thank you for your immediate and quick response.
ay
Subject: Severence/Policy Memo

Here's a revised version of the severence/policy memo.
Michele, should we discuss how to address the severence plan in an email?
I included an alternative here to direct people to a website with the plan.
Subject: Dr. Mo's notice period

Michelle,  All efforts to try to get Mo to reduce his contract pay and end the separation negotiations have been unsuccessful and on August 9th, he sent me an e-mail stating that he has decided to continue his garden leave with full pay & benefits and will await "Enron's notification regarding termination according to his employment terms."
We were prepared that he would come back with this and we will continue to pay him, but it's this last statement about the notification of termination that concerns me.
I would have thought that our presentation of a separation agreement to him back in November would have been enough written "notification" that we do not wish to continue his employment past the contract end date, but in speaking with him further, he seems to think that its not.
His contract states that if the Company terminates your employment without 12 months written notice, then the Company shall pay you the remainder of your salary for the 12 months from the date it gave your notice, in a lump sum.
His contract end date is 6/30/2002 and the last thing we want to do is to pay him additional money.
Please let me know what your legal interpretation of this notification clause is and whether or not we are required to give him a formal termination notice.
Thanks
Subject: Adopt a Kid - Reminder

Enron Kids  No donation is too small!
Please contact Stephanie Truss, 5-3861, or Martha Keesler, 5-2423, to make a cash donation.
The deadline for making your cash donation is Thursday, December 6, 2001.
EWS Legal  Gordon Elementary School Adoption
Subject: Rev. Q&A for terminated employees

We have confirmed the SAP configuration for vacation accrual.
monthly accrued vacation credit will not be on the book until the last day of each month.
accordingly the previous answer was flawed.
This revision corrects that.
IE employees terminated on Jan 30 will not receive credit for January vacation.
The revised answer is attached.
Subject: Co 0530 CINY 40781075  $5,356.46  FX Funding

Michelle,  We have a reconciling item between SAP Account 0530-10220019 Outflow Clearing and the actual bank balance with Citibank New York 40781075 in the amount of $5,346.46.
On 10-26-01 your forwarded to Treasury Wire Transfer Requests as follows:  Payee                                   Amount     Curr    US Amount Denton Wilde Sapte Tokyo   $492,120      JPY    $4,024.20 Rajah and Tann                   $2,425.65     SGD   $1,332.26  It appears that these two (2) Wire Transfer Requests have not been forwarded to A/P to record the expense.
Please arrange to forward the appropriate documentation to A/P during November 2001.
Stacey Lee Burnett
Subject: Subsidiary Equity or Phantom Equity

Michelle,  This email confirms our discussion that one of the mandates of the Compensation Committee of the Board of Directors of Enron is that they approve all formations of and grants related to any subsidiary equity or phantom equity plans.
Mary and I can and will work closely and quickly with any group needing to get this done.
Mary is responsible for presenting the plan for approval to the Compensation Committee after Tax, Legal, Accounting, Commercial and HR interests are scrubbed.
These types of plans have accounting, legal and tax complexities that need to be worked out and change regularly.
Also, it is very important that no written or verbal promise related to equity grants before Compensation Committee approval is obtained.
Regards,
Subject: Instructions for Exit Interview

Michelle -  Is this ok with you?
Please let Sarah, Ryan or Terrie know.
We're ready to print this and include in the WARN Notification Package for each employee.
Terrie     Sarah A. Davis Director of Resource Mgmt & Employee Relations 713/853-5328 Fax 713/646-8498 sarah.a.davis@enron.com
Subject: Bill Rome Mediation

Michelle:  I am currently leading the due diligence effort for Northern Natural Gas and Transwestern Pipeline as it relates to the Dynegy merger.
Dynegy has scheduled an all day due diligence session this Thursday beginning at 9 a.m. which obviously conflicts with the Bill Rome Mediation.
First thought: can we re-schedule?
Second thought: the Dynegy meeting will be here at Enron - I can be in and out of the meeting but need to be here in the building.
In addition, how long will this take?
I would rather not re-schedule the mediation if at all possible but can't re-schedule the Dynegy meeting either.
Kevin
Subject: FMLA Leave

The company's determination that leave will be counted as FMLA must be communicated to the employee within two business days of the company receiving sufficient information to determine FMLA coverage.
The employer must commit that to writing by the next payday (or the one after that, if the next payday is less than a week from the date oral notice was given).
This requirement should be communicated to HR/supervisors for compliance purposes.
Subject: RM Simulation Storyline Scripts - Ready for Legal Review

Michelle  Thanks for your support of the BRM project.
Here are the remaining scripts.
Tim and I will review them too and forward our comments to you.
Any feedback on the first two scripts?
Again, Thanks!
!
Subject: Severance

Kathy,  My recollection is the costs to us were roughly:  Scenario 1				$55m 2 week for service 2 weeks for $10k in pay Min 8 weeks max 52  Scenario 2				$45m 1.5 weeks 1.5 weeks Min 8 max 39  Scenario 3				$35m Dynegy 2 weeks Min 13 weeks max 52  I've pitched the following compromise to Dynegy this morning:  2 weeks for service 2 weeks for every $10k of salary capped at $100k Min 13 weeks max 52 weeks.
Can you run numbers and correct above if I'm way off.
Thanks
Subject: ECI Payment

Dear Pam/Michelle/Mary Joyce,   I have not heard anything from Mr  Lay'soffice yet as a response to the email I sent last week.
I am very sorry we have come to this but I have already contacted law firms in Braziland Houstonto evaluate my options for enforcing my contractual rights.
I understand Enron is in a difficult situation but the payments were due and the invoice was sent long before Enron got into the present problems.
This course of action is not what I want,especially given the fact that there is a serious risk this may become public in Brazil, causing additional unnecessary problems to Enron.
Once the lawyers come up with a recommended course of action, and out of respect for Enron and Mr Lay, I will place an additional call informing you and Mr Lay's office of the actions that will be taken.
This should take place this week.
Please let me know immediately if you hear anything regarding the authorization of the payment.
Also please acknowledge receipt of this email.
Best regards and once more thank you for trying to resolve this with me over the last few weeks.
Diomedes Christodoulou.
Subject: Consultation with Tindall & Foster

Michelle:  I would like to recommend that when the H.R.
Representative has an exit interview with a foreign national employee who is being laid off from Enron, that Enron offer them a consultation with Tindall & Foster.
This would enable the individual to talk to the attorneys about their individual immigration status and concerns, after they leave Enron's employment.
I believe it would also show that we are concerned about them.
The approximate cost of this is $150 per hour.
Do you see any problems with this?
Please advise Margaret
Subject: plan document and board resolution and agenda item

Please review and provide any further comments back to me asap.
Once I get the final changes, if any, I will ask you Michelle to forward to WGM.
Aaron
Subject: REVISED - Policy Changes

Attached is the latest draft of a memo outlining the changes to severance, vacation, et al.
While I know that we don't have a decision on severance, Michelle Cash and I have discussed most likely only being able to include a link to the restated plan.
If we do that, any language in the memo related to severance will be very generic.
I've also added information about the suspension of the Educational Assistance Program.
(Q: Rick, is the cut off date Nov. 2002, or should it be 2001?)
Let me know your thoughts when possible.
We'd like to send this as soon as we get word from David that a plan has been selected.
Michelle, when we know which plan is selected, we'd still like to have some summary language/talking points we can provide HR generalists and supervisors to help them briefly explain the plan as they are talking with employees.
Subject: ASAP on Immigration Issues in RIF

<<Publications ASAP.html>>  Michelle:  Here is that ASAP I mentioned.
I will try and recall the person's name with whom I had discussed this at one of the HR meetings.
Kerry E Notestine  Littler Mendelson, PC  1900 Chevron Tower  1301 McKinney Street  Houston, Texas 77010
Subject: Scripts - Consolidated documents - Final version

With the exception of the message for the severance issues,  attached documents represent the A,B,C,&D, category scripts to be used by supervisors / Notifiers to communicate with employees.
I have consolidated the scripts into one document for your ease and review.
Distributions will be as four separate documents.
The second attachment contains the Script talking point matrix.
Please review these for mandatory change.
Training documents will be prepared for distribution by 10 AM Wednesday.
Your prompt review and concurrence is needed.
Regards, Rj.
Subject: Mexico Employees' Vacation, Other Benefits

Meliza Evanson called Friday asking about vacation and other benefits for Mexico employees.
Meliza said she has been using the standard 3-week vacation benefit for the Mexico offer letters, etc.
The Mexico Agreement we sent her (for her information) suggests a different vacation schedule.
Meliza indicated there is a lot of confusion regarding the benefits for the Mexico employees.
Meliza has put together a 2-page benefit guide for the Mexico employees based on information she has gathered.
We need to get clarification of the benefits and to approve her handout.
Who has final say about the benefits?
Can you direct me?
Thanks.
Subject: Enron Metals North America Voluntary Severance

Michele,   Per our telecon, the timeline to roll out the VR for Metals North America has been escalated to THURSDAY, October 18th which only leaves us tomorrow to try and tie up loose ends.
Attached 'NA Metals Analysis' spreadsheet will give you all the demographics of our population, include, ethnicity, gender, age, etc.
please note the 'standard' tabe includes everyone on Enron standard at-will employment letters.
The second tab 'agreement' has all our people on exec agreements.
The 'BU Briefing to Staff' will give you a good general overview of the program that was rolled out in EEL, I've red-lined the document to tweak it to the US side.
The employee info packet will include 'Enron Metals Change Program' document, 'VR Application' and 'FAQS.'
Again I've red-lined these EEL originated documents to fit the US side.
There are still some oustanding items I need to confirm with Comp & Ben.
My immediate questions are:  Will our current severance policy allow us to provide an enhanced voluntary program?
We want to offer it to all employees.
Can we do this and still reserve the right to reject applications?
If we do reject applications under the Voluntary Program will we be prevented from terminating the employee under the compulsory program?
Do we need to make any special consideration for employees on maternity leave ( I have three!!).
Please call me when you've had reviewed these items so we can determine how quickly we can move forward.
Thanks
Subject: Sample PWD

Good Afternoon Michelle,  Attached you will find the Sample PWD with the few additions  we are proposing.
It states payment terms and defines our services.
Please review and respond with any questions to myself or Dave Smith.
Respectfully,
Subject: Unemployment Question

Hi Michelle,  The presentation went as well as it could.
There was quite a bit of stunned silence, but the questions are already starting to trickle in.
One particular question on unemployment insurance I'm not familiar with, hoping you or Drew can help.
Since the VSP is effectively a voluntary election, would employees qualify for unemployment insurance, specifically in New York State.
Under the involuntary program, is the severance payment offset by unemployment compensation?
You can see where this question is leading, some people may be hedging their bets on the time value of the money.
Thanks
Subject: Management Committee Presentation Draft

Michelle,  This is still work in progress.
The real work will be articulating the workforce data.
Please give me any feedback you may have at this point.
I will send more in the am.
Thanks for your help.
Subject: Wellesley Interviews

The schedule for interviews at Wellesley are as follows:  November 4 - Pre-interview Reception Attendees: 	Jen Frasier 	Carol Marshall 	Kelly Boots 	Michelle Cash 	Sabina Rank (Greeter) 	Mog Chu-Yang-Heu (Greeter)  November 5 - 1st round Interviews - 2 Schedules  Attendees: 	Same as above  November 6 - 2nd round interviews Attendees: 	Andrea Reed 	Cindy Olson 	Mariella Mahan 	Ayesha Kanji (Greeter) 	Sona Khanova (Greeter)  We currently have 19 interviews scheduled.
Our schedule closing date is Oct 24, we will receive the schedules at that time and they will be distributed to the interviewers.
Please rsvp that you are still available for those dates.
Subject: Statistical Analysis

Michelle/Diane,  Assuming you received the updated file from Kathy, here's what I would like to see.
1.
Standard deviation by job group based on age, gender, ethnicity and performance rating 2.
Utilization of Forecast, Probability and/or Trend functions for age gender, ethnicity and performance rating to identify the likelihood of women and minorities promoted within the organization..
Subject: N-Form clarification

Hi Team,   Just wanted to clarify some decisions arising out of last week's N-Form Team meeting regarding the Working Environment policy...
Remove the phrase, "...and the use of other tobacco products..." from the activities limited by our smoking policy, as employees in field locations regularly use these products, and enforcement would be virtually impossible.
Clarify acceptable locations for smoking activity, as the definition for "workplace" used for alcohol and drugs is too narrow for smoking.
Review "workplace" definition...this is a composite from several sources...please provide feedback as to whether it should be revised, i.e.
Michelle suggested adding "parking lots."
Workplace - Includes all Enron premises and any location where company business is being conducted or in which employees perform essential job functions, including all property, land, onshore and offshore platforms, office buildings, structures, installations, training facilities, plants, pipelines, boats, aircraft, and vehicles which are Enron-owned, leased, used, or operated, or which are located on Company property; as well as fenced areas to which general public access is denied or limited by Enron.
Also covered are any personal effects or items, including desks, lockers, workstations, personal belongings, and privately owned vehicles located on or in Company property.
Leave in the phrase, "...attending an Enron-sponsored function off Company premises..." in referencing locations where an employee should not be impaired by alcohol or drugs, as reasonable efforts are made to provide safe transportation and/or other options for impaired employees at Enron-sponsored social functions.
Add references to the state and federal Drug Free Workplace Act and non-DOT policies.
Stance on driving safety proposal is to state that the use of communication devices while driving poses a significant risk and that employees should comply with applicable law and business unit practices.
Michelle - in your notes, you commented, "What about drug testing?"
How much and which information would you like to see on this topic?
Have I missed anything?
Thanks so much for your time and assistance, Karen
Subject: Jane Beatty letter & contract

Michelle, Will you please review the attached and initial if you approve the way it reads?
We technically hired Jo Crowder as our first hire, but didn't see the sense in paying the remaining $20K of her $50K retainer fee for someone who is at a Staff level.
I've discussed this arrangement with Jane and she is in agreement.
(Twanda, do you mind printing this on EGM letterhead for Michelle to initial?
I'm happy to come pick it up, or you can send to me at ECN 3678a.
Thanks!)
Additionally, we would like to extend Jane's contract so she can continue to submit candidates to us.
Her original contract ended on September 30th.
We'd like to extend it for a six month term beginning October 1st, continuing through March 31st.
I've spoken with Jane and she agrees that there will not be an additional retainer fee charged to us by reinstating our contract.
(Diane, is this as easy as just running new executable copies of the contract, changing only the dates or would we just create a one page amendment to the existing contract for signature by all parties?).
We would like to continue working with them under the same fee structure as though our contract with them never ended (i.e.
our next hire will be at a 25% fee).
Thanks for your help, ladies!
Let me know if there's anything else I can do to assist!
Subject: W. Virginia office

Michelle,  Our Coal group is planning to close an office we have in WV at the end of this year.
There are 4 employees in this location; one has been offered a job in Houston and has declined, another employee may be offered a job with a JV we have nearby.
I wanted to see if there are any notification requirements in WV and if so, what they are.
Thanks,
Subject: Canadian Legal Determination

Hi Michelle,  Have you spoken with the fair employment attorney in Montreal yet?
Please let me know if we will be able to roll out a similar voluntary separation program in Montreal.
Thanks