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Title: Vice President, Legal Resources Location: Addison Age: 38 The Mary Kay Way Julia A. Simon tells each new in-house lawyer at Mary Kay Inc. the story she was told years ago, about how Mary Kay Ash instructed her first, reluctantly hired in-house lawyer. “She said, “I don’t know why we need lawyers, but if we hire you, you have to promise me: You have to factor in what’s the right thing to do,’ ” Simon says. Talk to anyone at Mary Kay for five minutes, and the founder’s philosophy of “God first, family second, career third,” will come up. Simon embodies that belief, her colleagues say. Simon joined the cosmetics company in 1995, but left after eight months “because I hadn’t gotten the litigation bug out of my system yet,” she says. Nathan Moore, now general counsel, worked with Simon during her first stint and was thrilled with her return in 2000. “She has a can-do attitude. Not only will the job be done, it will be done the right way and the Mary Kay way,” Moore says. Lisa Rosenfeld, manager of human resources, says Simon is no box-checker when it comes to policy decisions. “If a policy is being proposed, she’ll challenge us to make sure we’re meeting the cultural needs of the company,” Rosenfeld says. Building relationships is part of Mary Kay’s business, and part of Simon’s management philosophy. She wants its legal advisers to be partners in the business with the other managers. “One of the major initiatives we have is just making sure that people understand why we’re here. We’re a resource for them,” she says. Simon wants her department to be the most well-rounded resource possible, so there’s cross-training for lawyers between practice specialties. Simon focuses on prevention through education. Her division is working with human resources on harassment prevention. “How do you prevent L&E litigation? By everybody knowing what to do and what not to do,” she says. Simon has also brought more work in-house, such as cases involving Equal Employment Opportunity Commission allegations. She instructs her employment lawyers to respond directly to demand letters, which has deflated many potential lawsuits. But the occasional case does go forward, such as that of a former independent sales director with breast cancer who sued Mary Kay under California law. She alleged she was a Mary Kay employee, and that the company fired her because of her medical disability. A Dallas jury awarded her $11.25 million in damages in 2002, but the 5th Court of Appeals reversed the verdict in 2004. The case was closely watched by the independent sales industry because of the potential precedent. While Simon’s colleagues at Mary Kay praise her management of the case, she says it involved difficult choices for the company. What helped Simon, she says, was to keep her goal in mind: “I defend Mary Kay’s dream.”

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