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Doug Cornelius

Jay -

But aren't most HR policies written in the "no" approach?

In the end, you probably want to be able fire someone or bring a disciplinary action for a breach. That means you need to draw a line for what is good and what is bad. A sexual harassment policy is not going to tell you what kind of touching is appropriate. It's just going tell you what you can't touch.

I agree that SM policies should have some more "yes" in them if your company wants some of the benefits.

Like you, I find it hard to take SM advice from a lawyer who doesn't have a LinkedIn profile or any type of web 2.0 presence.

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