Maybe I can just reiterate the comments I made in answer to basically what was the same question, and that is that we're talking solely about management of the human resource system. We're not talking about anything broader.
I think the specific question was something like, with the employee, does this mean you could take personal employee information and give it to a subsidiary and use it for marketing purposes? Obviously not, because as I indicated, this is strictly for employee relations purposes.
I think we've given examples. There are a number of examples in the back of the brief. For example, there are employees refusing to give their employee number at a hotel where the hotel requires it so the hotel can charge the rental of the room to the employer. It's hard to imagine an employee refusing that, but these are the kinds of things that come up.
I'll just go on with that example. If the connecting device between the employer and the hotel where the employee is staying is the employee's number, then we don't think it's unreasonable that we can provide it to the hotel so that when the hotel charges the room to the employer we know who the employee is.
This may sound kind of trivial, but that's the kind of example, and there are many of those types of examples I could use.