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Enron Mail |
I spoke with Michelle last night and from our perspective we are OK with yo=
u going ahead today with the severance packages. I presume Louise or John h= ave had a chance to look at names and the overall severance number. =20 Dawn, you need to make sure Peter has checked severance calc logic, I have = no way of checking whether this is reasonable. Obviously it is better than = we have been able to do for people let go here and in London (which in of i= tself is not a concern presuming Peter/Rob agree it's reasonable and in lin= e with what other companies have done up there). =20 On retention, I need to see list of proposed numbers. Ideally I'd like to h= ave these paid with the other in Houston we are hoping to pay in the coming= weeks. I need to discuss with Louise/John whether they agree it is OK to g= o ahead and do the Canadian ahead of time. In theory I agree. =20 David -----Original Message----- From: Dawn [mailto:dawn.doucet@home.com] Sent: Thursday, December 06, 2001 9:58 PM To: Oxley, David Subject: Severance re Canada =20 David, I've attached the severance calculations for the Canada employees. It's pr= etty close to being finalized but I will be meeting with Milly in the morni= ng for one last "kick at the cat." Then, we'll start putting together pack= ages i.e. letter, release, benefits information, Record of Employment, etc.= By the sound of it, Milly wants to conduct the terminations on Monday. W= e can pull packages together by then but we'll have to discuss the process = to determine if we can handle that many in a "careful" manner. =20 =20 In a nutshell, my initial recommendation will be to have the supervisors me= et with all the affected employees in their groups fairly early Monday morn= ing and then have the employees meet with HR individually to discuss their = packages (a schedule will be provided to each) and to answer any immediate = questions. Tricia and I should then be able to meet with all the affected = employees before lunch. While they wait to receive their packages, they ca= n be cleaning out their personal belongings, saying their good-byes, etc. = The supervisors can be close by to monitor the situation to ensure things r= emain controlled. I would try to pull together "talking points" to assist t= he supervisors and spend some time with them to discuss what they need to s= ay as well as what they need to be aware of and sensitive to. For the Toron= to employees, I would have to coordinate with the supervisors and handle th= e package discussion over the phone. I've thought about other ways to handl= e this but this was the best solution I could come up with - any suggestion= s you have would be welcome?. (Am I nuts to think we can get this done on M= onday?!) =20 We'll also get together first thing tomorrow morning to put some bonus numb= ers together for the key employees that have not been paid yet. And, I'll = talk to him about the idea of forward payments for transition employees (Ca= tegory 2). =20 The Category "1" employees who have not been paid performance/retention bon= uses include: Biever, Jason=20 Lalani, Sean=20 Savidant, Mike=20 Burnham, Steve=20 Drozdiak, Dean=20 Hrap, Gerry=20 Oh, Grant=20 Sangwine, Howard=20 Tripp, Garrett=20 Borg, Jeff=20 Dorland, Dan=20 Ellis, Dave=20 =20 Let me know if you have any concerns, David?.
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