================================================================
Can I Use HRNET to Advertise My Product or Service?
================================================================

HRNET exists to promote the exchange of ideas and information between
professional HR practitioners, HR academics and HR service providers.
It does NOT exist to provide a channel for advertising products and
services to its subscribers.  HRNET@ONElist and its list of
subscribers should not be used for commercial purposes or to perform
proprietary work.  Sending unsolicited advertisements to HRNET or its
list of subscribers is considered 'spamming' and can be grounds for
losing your HRNET membership.  We consider 'spam' to include any
message posted to HRNET purely for the personal gain of the author
and offering nothing of value to the group other than the service or
product being offered.

Job postings, conference announcements, and the posting of articles
and essays are acceptable as long as they are kept short and are
clearly identified in the subject line of the message.  Such postings
may contain a link to a web page or email address where additional
information or the full text of an article may be found.  (Articles
should not be posted to HRNET without the permission of the copyright
holder.)  Vendors are welcome to tell subscribers about the services
or products that they offer when doing so in the context of a
relevant professional discussion on the list.  In order to be
acceptable, a message posted to the list must offer some information
of value to subscribers beyond the product or service being
advertised.

New subscribers to HRNET are encouraged to spend some time "lurking"
on the list in order to get a sense of the kind of traffic other
subscribers are comfortable with.  Subscribers who are unsure whether
a message they wish to post to the list is appropriate may ask the
coordinators for advice.  Subscribers who believe they have received
spam through HRNET or as a result of their HRNET membership should
send an email to the list coordinators.  The coordinators may be
reached at: HRNET-owner@ONElist.com.

Subscribers of HRNET are reminded that, under United States law, it
is unlawful "to use any telephone facsimile machine, computer, or
other device to send an unsolicited advertisement" to any "equipment
which has the capacity (A) to transcribe text or images (or both)
from an electronic signal received over a regular telephone line onto
paper."  The law allows individuals to sue the sender of such illegal
"junk mail' for $500 per copy.  Most states will permit such actions
to be filed in Small Claims Court.

Hello All



Attached is a resume of a former colleague of mine looking for a
position in accounting - either A/P or A/R.  She had been living in
upstate NY to care for a sick parent, but has returned to Boston and is
ready to start work right away.  Please contact Kathleen directly if you
know of any openings.  I highly recommend Kathleen!



Thanks





Elizabeth Holland

Human Resources Director

BioProcessors Corporation

12A Cabot Road

Woburn, MA 01801

781-305-8878

http://www.bioprocessors.com <http://www.bioprocessors.com/>





[Non-text portions of this message have been removed]

Hello fellow HR professionals. I have attached a resume of a area supervisor
looking to enter the HR field. Please provide feedback on the resume.

Thank you


      
________________________________________________________________________________\
____
Never miss a thing.  Make Yahoo your home page.
http://www.yahoo.com/r/hs

[Non-text portions of this message have been removed]

This is the first time I've personally had to deal with this kind of
situation, so I'm looking for suggestions/guidance from y'all.

A Latina employee came to my office this morning and handed me a paper
that someone had "anonymously" left on her desk.  The paper was a
print-out of an emailed "joke" (this Latina employee does not have an
email account at work; otherwise it probably would have been emailed
to her).  The "joke" made reference to illegal immigrants from Mexico.

She was visibly upset.  She told me that she had also been upset a few
weeks ago when she overheard someone telling that same "joke" to
another employee, but at the time she didn't say anything to me or
anyone else about it.  But today, after receiving this "joke" on her
desk, she brought it to my attention.

Although it was left somewhat anonymously, her name is written on it
in an identifiable hand -- plus the person's email address is also on
it -- so it's not really all that anonymous.  She said that she
doesn't really care WHO did it, but she just doesn't want it to happen
again.

I asked her what she would like to see happen, and she really couldn't
express her wishes.  I asked her if she wanted me to follow up with
her about whatever actions I/we take, and she said no.

To be perfectly honest, we haven't been all that stringent about being
"politically correct" here at our workplace.  As an HR person, I'm
sensitive to it, but when I've called attention to the
inappropriateness or potential-offensiveness of certain comments and
"jokes", I've typically gotten the eye-rolling, exasperated,
"HR-is-such-a-stick-in-the-mud" kinds of looks, as if to say that "we
don't have to walk on eggshells here at [our organization]."  So, the
culture here hasn't really embraced harassment-sensitivity or
harassment-prevention to the degree that most other organizations have
(except for sexual harassment issues, that is).

What would you recommend that I do at this stage?  Any constructive
suggestion is welcome.

Thanks,
Terri, HR Manager

Terri,
If your organization doesn't have a harassment policy in place, your
company may be exposed for future lawsuits. This isn't about "PC-ness"
or being the HR "people police" -- these kinds of EEO issues are basic
business risk management and a legal requirement of doing business, even
if you're a 10 person mom-'n-pop shop. Policies on discrimination and
harassment  need to be documented, communicated and enforced.

A policy on acceptable use of electronic communication would also cover
items such as this. The employee should be given a first and final
disciplinary warning and handed a copy of the written policy.

Sherryl Stalinski
Human Resources Director for
Learning, Organizational Development and Employee Relations
Parsons Infrastructure & Technology Group
100 W Walnut St
Pasadena CA 91124
(626) 440-2644
www.parsons.com <http://www.parsons.com/>



________________________________

From: HRNET@yahoogroups.com [mailto:HRNET@yahoogroups.com] On Behalf Of
Terri
Sent: Friday, December 07, 2007 12:06 PM
To: HRNET@yahoogroups.com
Subject: [HRNET] How to deal with a (non-sexual) harrassment situation



This is the first time I've personally had to deal with this kind of
situation, so I'm looking for suggestions/guidance from y'all.

A Latina employee came to my office this morning and handed me a paper
that someone had "anonymously" left on her desk. The paper was a
print-out of an emailed "joke" (this Latina employee does not have an
email account at work; otherwise it probably would have been emailed
to her). The "joke" made reference to illegal immigrants from Mexico.

She was visibly upset. She told me that she had also been upset a few
weeks ago when she overheard someone telling that same "joke" to
another employee, but at the time she didn't say anything to me or
anyone else about it. But today, after receiving this "joke" on her
desk, she brought it to my attention.

Although it was left somewhat anonymously, her name is written on it
in an identifiable hand -- plus the person's email address is also on
it -- so it's not really all that anonymous. She said that she
doesn't really care WHO did it, but she just doesn't want it to happen
again.

I asked her what she would like to see happen, and she really couldn't
express her wishes. I asked her if she wanted me to follow up with
her about whatever actions I/we take, and she said no.

To be perfectly honest, we haven't been all that stringent about being
"politically correct" here at our workplace. As an HR person, I'm
sensitive to it, but when I've called attention to the
inappropriateness or potential-offensiveness of certain comments and
"jokes", I've typically gotten the eye-rolling, exasperated,
"HR-is-such-a-stick-in-the-mud" kinds of looks, as if to say that "we
don't have to walk on eggshells here at [our organization]." So, the
culture here hasn't really embraced harassment-sensitivity or
harassment-prevention to the degree that most other organizations have
(except for sexual harassment issues, that is).

What would you recommend that I do at this stage? Any constructive
suggestion is welcome.

Thanks,
Terri, HR Manager






[Non-text portions of this message have been removed]

Dear HRnetter,

Here is a fun quick survey on the topic of touching, eye contact, and other
related subjects.
http://www.tigersurvey.com/survey.php?survey=4291

I have a Spanish version of the same survey if know people who would prefer to
take it in español

Many thanks for your help,

Gregorio Billikopf
University of California
gebillikopf@...


      
________________________________________________________________________________\
____
Be a better friend, newshound, and
know-it-all with Yahoo! Mobile.  Try it now. 
http://mobile.yahoo.com/;_ylt=Ahu06i62sR8HDtDypao8Wcj9tAcJ

Would anyone be willing to share their cell phone while driving policy?
And do you include other electronic messaging devices (like PDAs,
laptops, etc).

Linda Konstan
lkonstan@...

It is that time of year again - Holiday Parties!  I always send my
clients some tips on dealing with alcohol at these events and I
thought I would see what others do to try to minimize that chance of
unfortunate situations happening.  Here is what I send out:

Tips for planning your holiday events:
- Attendance is voluntary
- Designate people to watch for over-use
- Utilize professional bartenders
- Establish time limits for service of alcoholic beverages
- Provide food & non-alcoholic beverages
- Arrange for transportation
- When in doubt, error on the side of caution

So, am I missing anything?  What do you communicate (if anything) on
this topic.  Thanks and Happy Holidays!

Michelle Cutter
michelle.j.cutter@...

================================================================
Can I Use HRNET to Advertise My Product or Service?
================================================================

HRNET exists to promote the exchange of ideas and information between
professional HR practitioners, HR academics and HR service providers.
It does NOT exist to provide a channel for advertising products and
services to its subscribers.  HRNET@ONElist and its list of
subscribers should not be used for commercial purposes or to perform
proprietary work.  Sending unsolicited advertisements to HRNET or its
list of subscribers is considered 'spamming' and can be grounds for
losing your HRNET membership.  We consider 'spam' to include any
message posted to HRNET purely for the personal gain of the author
and offering nothing of value to the group other than the service or
product being offered.

Job postings, conference announcements, and the posting of articles
and essays are acceptable as long as they are kept short and are
clearly identified in the subject line of the message.  Such postings
may contain a link to a web page or email address where additional
information or the full text of an article may be found.  (Articles
should not be posted to HRNET without the permission of the copyright
holder.)  Vendors are welcome to tell subscribers about the services
or products that they offer when doing so in the context of a
relevant professional discussion on the list.  In order to be
acceptable, a message posted to the list must offer some information
of value to subscribers beyond the product or service being
advertised.

New subscribers to HRNET are encouraged to spend some time "lurking"
on the list in order to get a sense of the kind of traffic other
subscribers are comfortable with.  Subscribers who are unsure whether
a message they wish to post to the list is appropriate may ask the
coordinators for advice.  Subscribers who believe they have received
spam through HRNET or as a result of their HRNET membership should
send an email to the list coordinators.  The coordinators may be
reached at: HRNET-owner@ONElist.com.

Subscribers of HRNET are reminded that, under United States law, it
is unlawful "to use any telephone facsimile machine, computer, or
other device to send an unsolicited advertisement" to any "equipment
which has the capacity (A) to transcribe text or images (or both)
from an electronic signal received over a regular telephone line onto
paper."  The law allows individuals to sue the sender of such illegal
"junk mail' for $500 per copy.  Most states will permit such actions
to be filed in Small Claims Court.

Survey

I wanted to thank all of you who have already taken the short survey on cultural
differences, proxemics and touch, and ask those of you who have not had a chance
to do so yet, to please respond. I have been getting some really interesting
responses so far.

http://www.tigersurvey.com/survey.php?survey=4291

Many thanks for your help,

Gregorio Billikopf
University of California
gebillikopf@...


      
________________________________________________________________________________\
____
Be a better friend, newshound, and
know-it-all with Yahoo! Mobile.  Try it now. 
http://mobile.yahoo.com/;_ylt=Ahu06i62sR8HDtDypao8Wcj9tAcJ

If the following scenario is illegal will someone give me the ERISA (or
other) cite to prove it.

Employer sponsored medical plan pays 50% of the employee's monthly
premium but stratifies those premiums by age groups (so older employees
have a higher monthly premium).
Linda Konstan

Dear All Group Members,

There is a vacancy that I need to fill up - the details of which are
as under:

Desg: Executive HR
Profile: Generalist HR - PMS, employee engagement, sourcing and other
routine HR activities.

Requirement:
Qual: MBA/PGDBM in HR.
Exp: Arount 2 years of experience in a generalist role.
Skills required: Very strong knowledge of Excel, power point and
strong concepts of HR.

Salary: As per industry standrads.
Location: Gurgaon.
Industry: Infrastructure.

Please provide some leads in case you know of any one who would be
interested.

Regards,

Meenakshi

For those of you who were kind enough to send your thoughts about age
banded health plan premiums and ADEA, first - thanks.

Second -here's some interesting reading

http://www.eeoc.gov/policy/docs/benefits.html#%20A.%20Equal%20Cost%20Rule

I have also found out that the state I'm in is one that allows insurers
to offer age banded rates.

Linda Konstan

FYI -

A new (dated 12/3/07) EEOC URL titled "Employment Tests and Selection
Procedures" is at:
http://www.eeoc.gov/policy/docs/factemployment_procedures.html

Scott Hall
Trainer
www.supervisortrainingstore.com
The 10% off coupon ends 12/31.

________________________________________________________________________
More new features than ever.  Check out the new AOL Mail ! -
http://webmail.aol.com


[Non-text portions of this message have been removed]

Dear Colleague,

Here is the BETA VERSION of the 2nd Edition of Party Directed Mediation: Helping
Others Resolve Differences. Your comments and suggestions are greatly
appreciated. After a comment period and suggestions are incorporated into the
text, I will send another announcement for those who wish to download the
corrected 2nd Edition.
http://www.cnr.berkeley.edu/ucce50/ag-labor/7conflict/

Best,

Gregorio Billikopf
gebillikopf@...


      
________________________________________________________________________________\
____
Looking for last minute shopping deals?
Find them fast with Yahoo! Search. 
http://tools.search.yahoo.com/newsearch/category.php?category=shopping

================================================================
Can I Use HRNET to Advertise My Product or Service?
================================================================

HRNET exists to promote the exchange of ideas and information between
professional HR practitioners, HR academics and HR service providers.
It does NOT exist to provide a channel for advertising products and
services to its subscribers.  HRNET@ONElist and its list of
subscribers should not be used for commercial purposes or to perform
proprietary work.  Sending unsolicited advertisements to HRNET or its
list of subscribers is considered 'spamming' and can be grounds for
losing your HRNET membership.  We consider 'spam' to include any
message posted to HRNET purely for the personal gain of the author
and offering nothing of value to the group other than the service or
product being offered.

Job postings, conference announcements, and the posting of articles
and essays are acceptable as long as they are kept short and are
clearly identified in the subject line of the message.  Such postings
may contain a link to a web page or email address where additional
information or the full text of an article may be found.  (Articles
should not be posted to HRNET without the permission of the copyright
holder.)  Vendors are welcome to tell subscribers about the services
or products that they offer when doing so in the context of a
relevant professional discussion on the list.  In order to be
acceptable, a message posted to the list must offer some information
of value to subscribers beyond the product or service being
advertised.

New subscribers to HRNET are encouraged to spend some time "lurking"
on the list in order to get a sense of the kind of traffic other
subscribers are comfortable with.  Subscribers who are unsure whether
a message they wish to post to the list is appropriate may ask the
coordinators for advice.  Subscribers who believe they have received
spam through HRNET or as a result of their HRNET membership should
send an email to the list coordinators.  The coordinators may be
reached at: HRNET-owner@ONElist.com.

Subscribers of HRNET are reminded that, under United States law, it
is unlawful "to use any telephone facsimile machine, computer, or
other device to send an unsolicited advertisement" to any "equipment
which has the capacity (A) to transcribe text or images (or both)
from an electronic signal received over a regular telephone line onto
paper."  The law allows individuals to sue the sender of such illegal
"junk mail' for $500 per copy.  Most states will permit such actions
to be filed in Small Claims Court.

Dear members,

please be informed that http://humancapitalstrategy.blogspot.com has
been updated with an article on "Global Economy".

Regards,
Emre Kavukcuoglu
Efes Beer Group,Istanbul

As many of you know, TJ Maxx had a raid in one of their Wilkes Barre, PA
warehouses and over 200 illegal immigrants were found.  TJ Maxx said they
got the workers form a temp agency.  Does anyone know which agency it
was?  Internet search came up with zip.
Linda Konstan

The EEOC has announced that Ford Motor Co., along with two related companies and
a major union, settled a lawsuit brought by a class of nearly 700 African
Americans over the adverse impact of a written test used for selection into
apprenticeship programs.? The cost: about $1.6M.

?

This settlement is a tag-on to one from 2005 (which cost about $8.5M) and covers
people not addressed in that settlement.

?

Press release here: http://www.eeoc.gov/press/12-20-07.html




DB Cisco
COO
www.supervisortrainingstore.com
10%?off New Year Coupon
Code: y2008?

________________________________________________________________________
More new features than ever.  Check out the new AOL Mail ! -
http://webmail.aol.com


[Non-text portions of this message have been removed]

Okay, so there are exit interviews, stay interviews, 360 reviews, etc.

What type of research data about employees have you not found yet that
you'd want for your organization?

Linda Konstan

================================================================
Can I Use HRNET to Advertise My Product or Service?
================================================================

HRNET exists to promote the exchange of ideas and information between
professional HR practitioners, HR academics and HR service providers.
It does NOT exist to provide a channel for advertising products and
services to its subscribers.  HRNET@ONElist and its list of
subscribers should not be used for commercial purposes or to perform
proprietary work.  Sending unsolicited advertisements to HRNET or its
list of subscribers is considered 'spamming' and can be grounds for
losing your HRNET membership.  We consider 'spam' to include any
message posted to HRNET purely for the personal gain of the author
and offering nothing of value to the group other than the service or
product being offered.

Job postings, conference announcements, and the posting of articles
and essays are acceptable as long as they are kept short and are
clearly identified in the subject line of the message.  Such postings
may contain a link to a web page or email address where additional
information or the full text of an article may be found.  (Articles
should not be posted to HRNET without the permission of the copyright
holder.)  Vendors are welcome to tell subscribers about the services
or products that they offer when doing so in the context of a
relevant professional discussion on the list.  In order to be
acceptable, a message posted to the list must offer some information
of value to subscribers beyond the product or service being
advertised.

New subscribers to HRNET are encouraged to spend some time "lurking"
on the list in order to get a sense of the kind of traffic other
subscribers are comfortable with.  Subscribers who are unsure whether
a message they wish to post to the list is appropriate may ask the
coordinators for advice.  Subscribers who believe they have received
spam through HRNET or as a result of their HRNET membership should
send an email to the list coordinators.  The coordinators may be
reached at: HRNET-owner@ONElist.com.

Subscribers of HRNET are reminded that, under United States law, it
is unlawful "to use any telephone facsimile machine, computer, or
other device to send an unsolicited advertisement" to any "equipment
which has the capacity (A) to transcribe text or images (or both)
from an electronic signal received over a regular telephone line onto
paper."  The law allows individuals to sue the sender of such illegal
"junk mail' for $500 per copy.  Most states will permit such actions
to be filed in Small Claims Court.

FYI: Take a look at a free Training Needs Analysis at
http://www.supervisortrainingstore.com/freeresources.html

?

Hope it helps.

?

DB Cisco

COO

www.supervisortrainingstore.com


-----Original Message-----
From: HRNET@yahoogroups.com
To: HRNET@yahoogroups.com
Sent: Mon, 14 Jan 2008 5:16 am
Subject: [HRNET] Digest Number 2667





Human Resources Management Discussion

Messages In This Digest (1 Message)


1.1.

File - HRNET_Commercial_Use_Policy.txt From: HRNET@yahoogroups.com


View All Topics | Create New Topic Message


1.1.


File - HRNET_Commercial_Use_Policy.txt

Posted by: "HRNET@yahoogroups.com" HRNET@yahoogroups.com

Sun Jan?13,?2008 2:14?pm (PST)


================================================================
Can I Use HRNET to Advertise My Product or Service?
================================================================

HRNET exists to promote the exchange of ideas and information between
professional HR practitioners, HR academics and HR service providers.
It does NOT exist to provide a channel for advertising products and
services to its subscribers. HRNET@ONElist and its list of
subscribers should not be used for commercial purposes or to perform
proprietary work. Sending unsolicited advertisements to HRNET or its
list of subscribers is considered 'spamming' and can be grounds for
losing your HRNET membership. We consider 'spam' to include any
message posted to HRNET purely for the personal gain of the author
and offering nothing of value to the group other than the service or
product being offered.

Job postings, conference announcements, and the posting of articles
and essays are acceptable as long as they are kept short and are
clearly identified in the subject line of the message. Such postings
may contain a link to a web page or email address where additional
information or the full text of an article may be found. (Articles
should not be posted to HRNET without the permission of the copyright
holder.) Vendors are welcome to tell subscribers about the services
or products that they offer when doing so in the context of a
relevant professional discussion on the list. In order to be
acceptable, a message posted to the list must offer some information
of value to subscribers beyond the product or service being
advertised.

New subscribers to HRNET are encouraged to spend some time "lurking"
on the list in order to get a sense of the kind of traffic other
subscribers are comfortable with. Subscribers who are unsure whether
a message they wish to post to the list is appropriate may ask the
coordinators for advice. Subscribers who believe they have received
spam through HRNET or as a result of their HRNET membership should
send an email to the list coordinators. The coordinators may be
reached at: HRNET-owner@ONElist.com.

Subscribers of HRNET are reminded that, under United States law, it
is unlawful "to use any telephone facsimile machine, computer, or
other device to send an unsolicited advertisement" to any "equipment
which has the capacity (A) to transcribe text or images (or both)
from an electronic signal received over a regular telephone line onto
paper." The law allows individuals to sue the sender of such illegal
"junk mail' for $500 per copy. Most states will permit such actions
to be filed in Small Claims Court.





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[Non-text portions of this message have been removed]

Dear members,

http://humancapitalstrategy.blogspot.com has been updated with a new
article on talent management.

Regards,

Emre Kavukcuoglu
Istanbul

Hey,

There is an interesting web site called santapixel.com. Everthing is free and
you win gifts from this web site. You sign up for free. Click on ads, surf in
the advertiser web sites and earn points. Then you win gifts by points.

While signing up, enter habigail66@... (my username) as your reference. So
both of us earn 50 points.

See you


      
________________________________________________________________________________\
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know-it-all with Yahoo! Mobile.  Try it now. 
http://mobile.yahoo.com/;_ylt=Ahu06i62sR8HDtDypao8Wcj9tAcJ


[Non-text portions of this message have been removed]

What types of high touch recruiting methods are you using at university
job fairs?
Linda Konstan

I'm looking for the names of frequently visited HR blogs.  If anyone knows
of one they like.please let me know.  Thanks!





  <http://www.itmgroupinc.com/>





[Non-text portions of this message have been removed]

Sharlyn,



Great question.  I would add to your list one that is
thoughtful/inspirational about the practice of HR, rather than informative
or technical.  And is well written.

www.hrjourneys.blogspot.com



Regards,



Steve



Steve McElfresh, Ph.D, SPHR

HR FuturesR



www.HRFutures.net <http://www.hrfutures.net/>

408.605.1870





[Non-text portions of this message have been removed]

I just became the victim of a reorganization. If anyone knows of
openings in the Memphis Tn area, please let me know.  I am an SHPR with
20+ years experience as an HR Manager
John Lewis
jlewis16@...

================================================================
Can I Use HRNET to Advertise My Product or Service?
================================================================

HRNET exists to promote the exchange of ideas and information between
professional HR practitioners, HR academics and HR service providers.
It does NOT exist to provide a channel for advertising products and
services to its subscribers.  HRNET@ONElist and its list of
subscribers should not be used for commercial purposes or to perform
proprietary work.  Sending unsolicited advertisements to HRNET or its
list of subscribers is considered 'spamming' and can be grounds for
losing your HRNET membership.  We consider 'spam' to include any
message posted to HRNET purely for the personal gain of the author
and offering nothing of value to the group other than the service or
product being offered.

Job postings, conference announcements, and the posting of articles
and essays are acceptable as long as they are kept short and are
clearly identified in the subject line of the message.  Such postings
may contain a link to a web page or email address where additional
information or the full text of an article may be found.  (Articles
should not be posted to HRNET without the permission of the copyright
holder.)  Vendors are welcome to tell subscribers about the services
or products that they offer when doing so in the context of a
relevant professional discussion on the list.  In order to be
acceptable, a message posted to the list must offer some information
of value to subscribers beyond the product or service being
advertised.

New subscribers to HRNET are encouraged to spend some time "lurking"
on the list in order to get a sense of the kind of traffic other
subscribers are comfortable with.  Subscribers who are unsure whether
a message they wish to post to the list is appropriate may ask the
coordinators for advice.  Subscribers who believe they have received
spam through HRNET or as a result of their HRNET membership should
send an email to the list coordinators.  The coordinators may be
reached at: HRNET-owner@ONElist.com.

Subscribers of HRNET are reminded that, under United States law, it
is unlawful "to use any telephone facsimile machine, computer, or
other device to send an unsolicited advertisement" to any "equipment
which has the capacity (A) to transcribe text or images (or both)
from an electronic signal received over a regular telephone line onto
paper."  The law allows individuals to sue the sender of such illegal
"junk mail' for $500 per copy.  Most states will permit such actions
to be filed in Small Claims Court.

On 4/16/07, a female employee was hired and taken to lunch by her male
boss. Initially, lunches were business in nature but later led to
discussions that were personal in nature and the running of personal
errands for male manager. The female employee went on 4 lunches and
declined all further invitations due to uncomforting situation.

On 9/17/07, female employee reported a hostile workplace to HR due to
repeated instances of hostility. Male boss direct his anger to her, he
gets in her face in meetings (ie. yelling and bullying), gives
unwarranted criticism in public, makes her feel inferior,
slanders/defames her to senior management, gives her silent treatment
(weeks at a time or more), among other things. On 1/04/08, she notified
HR that manager went off on her again (3rd serious offense reported)
and he even said that "she should consider other options..."

On 1/07/08, HR and bosses' boss they told her that it is a "management
issue" not a "hostile workplace issue." Furthermore, they have not
really addressed the issue but tiptoed around the subject. On 1/10/08,
they addressed situation with specifics and named female name.

On 1/22/08, HR indicated results proved = not hostile. She was asked to
resign, given a general release form and 1 month severence as
a "remedy." She has not signed form. She was initially told last day
was Friday (1/25) then it was retracted, HR indicated that she was not
a terminated. On 1/23/08, HR put her on administrative leave until
1/29/08. It was indicated that if she decides to stay that performance
issues will be addressed. Upon return, she is to indicated whether she
will stay or go (resign, sign general release, get 1 month severance).
As of 1/29/08, HR did not accept employee choice to return to work and
is contacting senior management to decide how to proceed if employee
stays.

Employee personnel file is clean. What can she do to proceed?