Teresa: As I indicated in my voice mail message I have the following questions about the maternity leave policy: 1. I am assuming that any vacation time that I still have left I can use up at 100% pay. 2. My understanding is that in order to go beyond the 6 week period I would need a letter from my doctor indicating the medical condition that exists and justifying sick leave pay at 90% 3. If I want to take after the 6 week period an unpaid leave of absence, whose approval do I need? Does unpaid leave affect any of my current benefits (i.e., options that are due to vest, medical, parking etc.) If I am on unpaid leave and Enron offers a stock option program at year end, am I still eligible? I will contact Carmen about the forms that I need to fill out. Please let me know if you are not the right person to answer these questions. I am scheduled to meet with mark haedicke tomorrow afternoon at 2 to go over my plans.
Answer: Benefits Questions
I had a hard time logging on remotely, so I just got this now. As you can see, it's a relatively brief "overview" presentation for Jeff, not going into much of the detail surrounding, for example, performance criteria and evaluation or job classification (where much of the real work remains). The main purpose of this presentation is to give Jeff something for the December Board meeting. I need your thoughts on something: one of the rationales I had discussed with McKinsey for this new organizational approach was the need to win the war for talent. A partnership at least theoretically creates unlimited opportunity and reduced hierarchy in an organization. It also creates substantial upside opportunity and continued motivation for the business leadership. My question for you and your team is where are we at risk in fact when it comes to attracting and retaining talent. My suspicion is that our turnover is farily low, and that it is especially low in the top tiers of the organization. Where we run into problems, my gut tells me, is that we have some difficulty getting the very best from the very best schools (ie we often lose out to the I-Banks and, perhaps McKinsey-level consulting firms) and that we have a tough time holding the most talented managers and directors (ie we're OK at the top livels already). Could you have someone do an analysis of the turnover rates at different levels? We may need to weed out the performance related departures (including those who left after getting a low performance ranking even if they were not officially terminated for performance reasons) if possible.
Answer: DRAFT - Document for next week
If you are interested in borrowing a video tape of the PBS Frontline broadcast titled, "Blackout," please see me. This video features interviews with Ken Lay, Jeff Skilling and other energy industry executives. Best regards,
Answer: PBS "Blackout" Broadcast Video Available
Richard: In reviewing our ISDA forms we had the following questions for you with respect to the arbitration and process agent language: 1. Do any changes need to be made to our arbitration language? I have enclosed what we currently use. Also, should we keep in waiver of jury trial even if arbitration is chosen for situations where the award needs to be enforced in court? Is it necessary to have a statement that the award can be enforced in court? 2. We have assumed that there is no need to add our appointment of process agent language if our counterparty is either organized in the US or Canada or maintains a branch or office in the US or Canada. Is this a correct assumption? Enclosed is our process agent language. I look forward to hearing from you. As we discussed last week, we will arrange a time that you can talk generally to our group about arbitration issues and questions. Carol
Answer:
ISDA Forms