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By #www.smukher2.eu #www.smukher2.com #www.smukher2.co.uk #www.smukher2.org #www.smukher2.net #smukher2 to #Everyone: This letter has also been sent by email, as shown below.

Subject: Open Letter: This To Apprise You About Wrong Doings By Jenny Hsieh (formerly in UTSW, not in UTSA)

From: [email protected] [email protected] To: [email protected] [email protected]; [email protected] [email protected]; [email protected] [email protected]; [email protected] [email protected]; Jenny Hsieh [email protected] Cc: Shradha Mukherjee [email protected] Sent: Thursday, 16 May 2024 at 14:05:31 GMT+5:30 Subject: Open Letter: This To Apprise You About Wrong Doings By Jenny Hsieh (formerly in UTSW, not in UTSA)

To whom it may concern,

It has been brought to my attention that on Jenny Hsieh's lab website, under former members, my current position is stated incorrectly as EMBL-EBI. This information is incorrect, as Jenny Hsieh is fully aware. My EMBL-EBI contract or position ended in 2023 (8 months), as EMBL-EBI Elspeth Bruford lab was shut down in 2023. Please correct this information or remove me from your website, similar to how Brent Fogel at UCLA removed me from his website. Since EMBL-EBI position, I have been unemployed and had asked Jenny Hsieh for reference letters for job applications including PhD and postdoc applications. In 2023, Jenny Hsieh declined to provide me with letters, stating "I don't have focus," and it has been longtime since I left her lab in 2017.

As things stand, I have no reason to fear Jenny Hsieh anymore. Rest assured, it is due to my unbound respect for UCLA and UTSW that no matter how challenging the situations have been with individuals from these organizations constantly harassing, lying and sabotaging against me, I will not pursue legal action against them. This open letter only aims to shed light on the extensive harassment I endured under Jenny Hsieh and her continued vindictive sabotage of my career. This information can be verified in my UTSW email account emails that UTSW has and the notes from HR/psychiatrist appointments that Jenny Hsieh compelled me to attend -- I have not kept these emails as I do not want to sue UTSW (or UCLA). The open letter to UCLA can be found here [http://e.pc.cd/Mz8y6alK], the reason I share it is except the plagiarism the situation in Jenny Hsieh's lab was equally toxic with lies and threats to kick me out and send me back to India.

Since leaving Jenny Hsieh's lab, I have not been employed except in positions where the lab was about to close, had no funding, and lacked productivity, similar to Brent Fogel at UCLA and Elspeth Bruford at EMBL-EBI. Furthermore, even in prospective good job opportunities where hiring managers were eager to bring me on board, they lost enthusiasm and did not hire me after communicating with Jenny Hsieh. In 2017, when I wanted to stop using her as a reference, she insisted by email that I include her name, stating that it would reflect poorly on her if I didn't. It appears that Jenny Hsieh has been actively working against my career prospects.

The value of PI positions diminished for me when I witnessed firsthand the double standards in the selection process. When I experienced difficulties and sought support from my postdoc advisor at UTSW (now at UTSA) due to rejections in my PI applications, the response was unsupportive. Instead of offering guidance, I was advised to see a psychiatrist, implying that I was mentally unstable. Additionally, despite my work being published faster within the postdoc timeframe, my peer Zane Lybrand was favored to become a PI over me. Zane took around 15 years to publish, yet he was still promoted to a PI role in 2021-2022. Jenny Hsieh appears to have engaged in unethical practices, giving postdocs like Zane, Vanesa Nieto-Estevez, and Parul Varma made-up titles to extend their postdoc periods and push them to become PIs through her network, regardless of merit. When I broke down in tears in Jenny Hsieh's office in 2014-2016 (don’t know the exact date), my postdoc advisor at #UTSW (now at #UTSA), because my PI applications were getting rejected, she responded in an unsupportive manner. Instead of offering advice, she suggested I see a psychiatrist, implying I was mentally unstable (another time when Parul Varma and Takeshi Matsui went crying to her complaining about me that I was finishing experiments faster than her and did not talk to him, respectively, Jenny Hsieh scolded me asked me to go to psychiatrist but no punishment or psychiatrist for them, double standards you see). My experience has shown me the counterproductivity of mental health interventions. During my time under Jenny Hsieh at UTSW, I was pressured into attending psychiatric sessions. The breaking point came when she asked me to falsely admit to being mentally ill to appease a lab member named Takeshi who was stalking me. Similarly, another former boss, Brent Fogel, suggested psychiatric treatment at UCLA but resorted to other forms of harassment, such as monitoring my bathroom breaks. She also claimed she would make my peer, Zane Lybrand, a PI but not me. This highlights the double standards and unfair hiring practices in academia, where lobby and connections often matter more than proven ability. Jenny Hsieh seems to have engaged in unethical practices by extending postdoc periods and promoting individuals through her network, regardless of proven merit. This highlights the unfair hiring practices in academia, where connections often outweigh proven ability. It is important to note that individuals like Zane, Vanessa, and Becky in Hsieh's lab did not participate in the mistreatment towards me.

In an email from Jenny Hsieh in 2023, one of the reasons cited for not providing a reference was my "lack of focus." Jenny Hsieh's definition of "focus" involves continuously conducting research without completing it to secure ongoing funding from agencies like NIH/NSF, essentially deceiving the government and the public who fund such projects. Ergo, I view this comment as a compliment, as it reflects my commitment to completing projects honestly. Reflecting on why PIs like Jenny Hsieh and Brent Fogel actively sabotage my career, I believe it stems from their professional insecurity and jealousy. They fear exposure for not completing projects honestly, unlike my approach. I realized this possibility when I was watching Satyajit Ray and Uttam Kumar's movie "Nayak" (indian movie). Just as in Satyajit ray's movie "Nayak" Uttam Kumar's character faced suppression from senior actors in the movie, I have encountered similar challenges from PIs like Jenny Hsieh and Brent Fogel, who engage in repetitive projects to maintain their positions (link to scene with English subtitles https://youtu.be/8uaqyLA5qcQ). These individuals perpetuate a cycle of supporting each other's funding and publications, stifling innovators like myself. My adaptability and dedication remain my greatest assets, unaffected by skepticism or adversity.

All postdocs are funded by NIH and/or NSF grants. Including the names of postdocs on dedicated websites like https://grants.nih.gov could help identify and potentially address issues with 'perpetual' postdocs like those in Jenny Hsieh's lab. Such measures could prevent organizations, whether in industry or academia, from wasting resources on hiring incompetent scientists for PI positions and other roles. As mentioned earlier, I will not pursue legal action against these former bosses out of respect for UCLA and UTSW. Despite the hardships I faced, my admiration for both institutions remains strong. However, I hope that UCLA and UTSW will address the unethical behavior exhibited by Fogel and Hsieh in the future.

Best, Shradha Mukherjee

Unemployed PhD in Biochemistry MS in Chemistry, MAS in Health Informatics Calcutta, West Bengal, India Websites (Alt.Links): www.smukher2.com | www.smukher2.eu | www.smukher2.co.uk | www.smukher2.net | www.smukher2.org

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Employer's Tax Guide to Fringe Benefits 2021.mp4 from Edupliance on Vimeo.

The IRS released the 2021 Employer’s Tax Guide to Fringe Benefits on February 6. This session will place special emphasis on tax provisions related to disaster relief and special Provisions under legislation providing relief during the COVID-19 pandemic. From training and tuition to insurance coverage, meals and lodging, employer-provided benefits may be valuable perks for employees. There are a number of benefits that can be fully or partially excluded from taxable wages, but the rules for exclusion vary for different benefits and even for different taxes with regard to the same benefit. The rules are complex and can be confusing.

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Determination of the value of a fringe benefit to include in employee taxable wages can be a complex process. For some benefits, where the requirements are met, part or all of the value of the benefit may be excluded from wages. For non-cash benefits, special rules may apply when determining the value of the benefit for tax purposes. In addition, it is critical to know when to treat a benefit as provided to the employee so that the employer is compliant with tax withholding and deposit requirements. Webinar session's details - cutt.ly/xlVCQjX

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HR Administration

Due to internal movements, a vacancy has become available for a HR Administration clerk to join our growing team. Duties and Responsibilities include: Receive Job Spec / Brief from the client, Prepare the content of the advertisement, Place the advertisement, Receive applications and compile a shortlist, Perform background, reference checks and verifications, Arrange interviews for […]

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HRAdministration from Job Portal https://www.jobisite.com/extrJobView.htm?id=275080

HR Administration

Due to internal movements, a vacancy has become available for a HR Administration clerk to join our growing team. Duties and Responsibilities include: Receive Job Spec / Brief from the client, Prepare the content of the advertisement, Place the advertisement, Receive applications and compile a shortlist, Perform background, reference checks and verifications, Arrange interviews for […]

The post HR Administration appeared first on Freerecruit.co.za.

HRAdministration from Job Portal https://www.jobisite.com/extrJobView.htm?id=275080

HR Administration

Due to internal movements, a vacancy has become available for a HR Administration clerk to join our growing team. Duties and Responsibilities include: Receive Job Spec / Brief from the client, Prepare the content of the advertisement, Place the advertisement, Receive applications and compile a shortlist, Perform background, reference checks and verifications, Arrange interviews for […]

The post HR Administration appeared first on Freerecruit.co.za.

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HR Administrator - Monroe Township, NJ

Ad Id: 973101 Posted by Geetha in Monroe Township We are seeking an HR Administrator to join our team. This position would require someone has some HR experience and looking to build upon there current experience and help our company continue to grow. We are an equal opportunity employer. Job Requirements -One plus year of HR Admin Experience Administrative Experience Specific tasks include handling employment contracts. Work with off-shore team Answers employee questions about human resources policies and procedures, and refers to specialist as needed. Familiar with HR policy and procedures Great Communicator IT Software / Services  |  Jobs in Monroe Township, NJ Skills: Administrating, Communication, Interpersonal Skills, Organization, Prioritization, Reporting Skills, Time Management HRAdministrator-MonroeTownship,NJ from Job Portal http://www.jobisite.com/extrJobView.htm?id=67516

HR Administrator - Monroe Township, NJ

Ad Id: 973101 Posted by Geetha in Monroe Township We are seeking an HR Administrator to join our team. This position would require someone has some HR experience and looking to build upon there current experience and help our company continue to grow. We are an equal opportunity employer. Job Requirements -One plus year of HR Admin Experience Administrative Experience Specific tasks include handling employment contracts. Work with off-shore team Answers employee questions about human resources policies and procedures, and refers to specialist as needed. Familiar with HR policy and procedures Great Communicator IT Software / Services  |  Jobs in Monroe Township, NJ Skills: Administrating, Communication, Interpersonal Skills, Organization, Prioritization, Reporting Skills, Time Management HRAdministrator-MonroeTownship,NJ from Job Portal http://www.jobisite.com/extrJobView.htm?id=67516