figmtu/enron_personalization_dev_uncapped · Datasets at Hugging Face

text stringlengths 1 4.46k	employee_id stringclasses 45 values
Twanda, please save this as a form.	dev40
Thanks.	dev40
MHC	dev40
Please print the email and the attachments.	dev40
Thanks.	dev40
MHC	dev40
Pat, here are the draft plan documents.	dev40
Any comments would be appreciated.	dev40
Michelle	dev40
Here it is.	dev40
Michelle	dev40
Twanda, please save under Japanese labor law memo and print for me.	dev40
Thanks.	dev40
Michelle	dev40
John, Do you have any comments on this letter?	dev40
Rick and I would like to send it out soon.	dev40
Thanks.	dev40
Michelle	dev40
TWanda, please print and then save the attachment as HR Confidentiality /Non-Solicitation agreement -- print for my review and editing.	dev40
Thanks a lot.	dev40
MHC	dev40
I spoke with Corporate Compensation yesterday (Kim Bolton) about the option of paying for stock options/phantom stock with proceeds from the EIP incentive plan.	dev40
She is working on obtaining approval for that provision.	dev40
Otherwise, I believe that we are ready to review a final version of the plan.	dev40
Jeanne, could you please circulate one?	dev40
I'll be in San Antonio for the law conference the rest of the week, but this process should not wait for me.	dev40
Once corporate comp gives it the ok, we should be ready to finalize it.	dev40
Michelle Cash	dev40
Tara, You are right -- those changes were not included.	dev40
For Vice President level employees, corporate comp.does not promote guaranteed performance bonuses.	dev40
The request that he be able to "get out" of his employment contract if he is not promoted also is not something that we can do; otherwise, it will undermine the enforceability of our non-competes across the board.	dev40
I spoke with David Oxley on both of those points, and he concurred that these changes could not be made.	dev40
Michelle	dev40
Call me if you have any questions.	dev40
I hope this is better late than never!	dev40
Michelle	dev40
Elspeth, do we want to do a new agreement, or simply assume the obligations in the old one?	dev40
If the former, I'd do a new agreement.	dev40
If the latter, I believe I simply can do an assignment agreement, once I receive a copy of the current agreement.	dev40
It also depends on the language in the old one, and whether we believe it protects ENA.	dev40
So, we'd have to look at it.	dev40
Sharon, do you have the file on this person?	dev40
If so, let me know, and I will have someone come and pick it up.	dev40
Thanks.	dev40
Michelle	dev40
FYI re: FMLA policy	dev40
Jeff, What is the status of the document?	dev40
I expect that Jon will be calling me any day.	dev40
Thanks.	dev40
Michelle	dev40
Twanda, please save this in whatever power point directory you have.	dev40
Then, print for me to revise for a presentation to Energy Operations for Norma.	dev40
Save this one, though, because the one I am going to use for Energy Ops will be much shorter, and this one has good stuff in it!	dev40
Thanks.	dev40
Michelle	dev40
Kerry, thanks for this -- wow, is it long!	dev40
Michelle	dev40
FYI	dev40
How is the research going on whether we can set up the plan the way we want to?	dev40
My understanding is that you were going to do some research for us.	dev40
Thanks.	dev40
Michelle	dev40
Please keep your file open.	dev40
We still are talking with her, and probably will need additional revisions to the document, as well as your advice and counsel.	dev40
Thanks.	dev40
Michelle	dev40
Felicia, In general, you are correct that the salary basis test must be met before someone can be classified as exempt.	dev40
However, because there are certain exceptions to the salary basis test (for example, licensed attorneys do not have to meet that test), it depends on what the employees are doing as to whether this situation creates a problem under the FLSA.	dev40
My recommendation would be to obtain information about the jobs performed by these 29 employees so that we can determine whether there is an issue.	dev40
If they do not fit within one of the exceptions, we probably should have them affirmatively report time so that hours worked over 40 can be paid at the overtime rate.	dev40
You would use the hourly rate they are paid to determine the overtime rate.	dev40
If they are not working over 40 hours in a week, it will not be an issue.	dev40
Let me know if you have questions.	dev40
Michelle	dev40
Sylvia/Sharon: I assume that copies will be provided to me and Kriste as well.	dev40
I would appreciate the opportunity to review them.	dev40
Thanks.	dev40
Michelle	dev40
Rick, are you on this, or should I get on it?	dev40
Michelle	dev40
TWanda, please print for me.	dev40
Thanks.	dev40
Michelle	dev40
FYI.	dev40
Michelle	dev40
Hi, Charla, I have reviewed the additional fields you described.	dev40
Most of them look fine with me.	dev40
I do have some concerns with the questions about birthplace, citizenship, personal travel, and reason for return from prior assignment.	dev40
The questions about birthplace/citizenship are the most risky.	dev40
As I have discussed with others, such questions could create issues of national origin discrimination, particularly if one's birthplace country is not evident from any other source.	dev40
It also could create a privacy issue if we are asking questions that are not job-related and consistent with business necessity.	dev40
What is the purpose of this inquiry?	dev40
Are we trying to determine whether a person is eligible to work in a particular country?	dev40
If so, it appears that birthplace and citizenship are not the answers that we need.	dev40
We already have a field on where a person is eligible to work, which would cover the situation where a person has citizenship in one country, but is on a work visa to another.	dev40
Any other information may not be necessary.	dev40
The question about reasons for returning from leave also could unearth information that we really don't want to keep on a system.	dev40
For example, if a person left because of health reasons, or the birth of a child .	dev40
.	dev40
.	dev40

Twanda, please save this as a form.

dev40

Thanks.

dev40

MHC

dev40

Please print the email and the attachments.

dev40

Thanks.

dev40

MHC

dev40

Pat, here are the draft plan documents.

dev40

Any comments would be appreciated.

dev40

Michelle

dev40

Here it is.

dev40

Michelle

dev40

Twanda, please save under Japanese labor law memo and print for me.

dev40

Thanks.

dev40

Michelle

dev40

John, Do you have any comments on this letter?

dev40

Rick and I would like to send it out soon.

dev40

Thanks.

dev40

Michelle

dev40

TWanda, please print and then save the attachment as HR Confidentiality /Non-Solicitation agreement -- print for my review and editing.

dev40

Thanks a lot.

dev40

MHC

dev40

I spoke with Corporate Compensation yesterday (Kim Bolton) about the option of paying for stock options/phantom stock with proceeds from the EIP incentive plan.

dev40

She is working on obtaining approval for that provision.

dev40

Otherwise, I believe that we are ready to review a final version of the plan.

dev40

Jeanne, could you please circulate one?

dev40

I'll be in San Antonio for the law conference the rest of the week, but this process should not wait for me.

dev40

Once corporate comp gives it the ok, we should be ready to finalize it.

dev40

Michelle Cash

dev40

Tara, You are right -- those changes were not included.

dev40

For Vice President level employees, corporate comp.does not promote guaranteed performance bonuses.

dev40

The request that he be able to "get out" of his employment contract if he is not promoted also is not something that we can do; otherwise, it will undermine the enforceability of our non-competes across the board.

dev40

I spoke with David Oxley on both of those points, and he concurred that these changes could not be made.

dev40

Michelle

dev40

Call me if you have any questions.

dev40

I hope this is better late than never!

dev40

Michelle

dev40

Elspeth, do we want to do a new agreement, or simply assume the obligations in the old one?

dev40

If the former, I'd do a new agreement.

dev40

If the latter, I believe I simply can do an assignment agreement, once I receive a copy of the current agreement.

dev40

It also depends on the language in the old one, and whether we believe it protects ENA.

dev40

So, we'd have to look at it.

dev40

Sharon, do you have the file on this person?

dev40

If so, let me know, and I will have someone come and pick it up.

dev40

Thanks.

dev40

Michelle

dev40

FYI re: FMLA policy

dev40

Jeff, What is the status of the document?

dev40

I expect that Jon will be calling me any day.

dev40

Thanks.

dev40

Michelle

dev40

Twanda, please save this in whatever power point directory you have.

dev40

Then, print for me to revise for a presentation to Energy Operations for Norma.

dev40

Save this one, though, because the one I am going to use for Energy Ops will be much shorter, and this one has good stuff in it!

dev40

Thanks.

dev40

Michelle

dev40

Kerry, thanks for this -- wow, is it long!

dev40

Michelle

dev40

FYI

dev40

How is the research going on whether we can set up the plan the way we want to?

dev40

My understanding is that you were going to do some research for us.

dev40

Thanks.

dev40

Michelle

dev40

Please keep your file open.

dev40

We still are talking with her, and probably will need additional revisions to the document, as well as your advice and counsel.

dev40

Thanks.

dev40

Michelle

dev40

Felicia, In general, you are correct that the salary basis test must be met before someone can be classified as exempt.

dev40

However, because there are certain exceptions to the salary basis test (for example, licensed attorneys do not have to meet that test), it depends on what the employees are doing as to whether this situation creates a problem under the FLSA.

dev40

My recommendation would be to obtain information about the jobs performed by these 29 employees so that we can determine whether there is an issue.

dev40

If they do not fit within one of the exceptions, we probably should have them affirmatively report time so that hours worked over 40 can be paid at the overtime rate.

dev40

You would use the hourly rate they are paid to determine the overtime rate.

dev40

If they are not working over 40 hours in a week, it will not be an issue.

dev40

Let me know if you have questions.

dev40

Michelle

dev40

Sylvia/Sharon: I assume that copies will be provided to me and Kriste as well.

dev40

I would appreciate the opportunity to review them.

dev40

Thanks.

dev40

Michelle

dev40

Rick, are you on this, or should I get on it?

dev40

Michelle

dev40

TWanda, please print for me.

dev40

Thanks.

dev40

Michelle

dev40

FYI.

dev40

Michelle

dev40

Hi, Charla, I have reviewed the additional fields you described.

dev40

Most of them look fine with me.

dev40

I do have some concerns with the questions about birthplace, citizenship, personal travel, and reason for return from prior assignment.

dev40

The questions about birthplace/citizenship are the most risky.

dev40

As I have discussed with others, such questions could create issues of national origin discrimination, particularly if one's birthplace country is not evident from any other source.

dev40

It also could create a privacy issue if we are asking questions that are not job-related and consistent with business necessity.

dev40

What is the purpose of this inquiry?

dev40

Are we trying to determine whether a person is eligible to work in a particular country?

dev40

If so, it appears that birthplace and citizenship are not the answers that we need.

dev40

We already have a field on where a person is eligible to work, which would cover the situation where a person has citizenship in one country, but is on a work visa to another.

dev40

Any other information may not be necessary.

dev40

The question about reasons for returning from leave also could unearth information that we really don't want to keep on a system.

dev40

For example, if a person left because of health reasons, or the birth of a child .

dev40

.

dev40

.

dev40