Neiman Marcus 2002 Annual Report Download - page 149

addition, the Company will not permit retaliation of any kind against any employee who makes a good faith complaint of
discrimination or harassment or who assists in an investigation of a complaint. The Company will take corrective action against any
employee who retaliates against another. Any instance of retaliation should be reported immediately.
The Company will not tolerate false accusations of discrimination or harassment made either maliciously or recklessly. In
such cases, the accuser will be subject to disciplinary action commensurate with the factual circumstances and seriousness of the
matter.
SAFETY AND HEALTH
The Company is committed to complying with all applicable occupational safety and health laws and standards, eliminating
recognized hazards from the workplace, and providing its employees with a safe and healthy work environment.
Employees must conduct themselves in accordance with all applicable federal, state and local health and safety laws, and
report any unsafe conditions, hazards, broken equipment or machinery, and injuries or accidents to their supervisor, their designated
Compliance Officer, or to the Compliance Committee. In certain situations, criminal liability may be imposed on the Company and its
managers for failure to notify employees of potential dangers in the workplace.
To ensure that all employees are provided with a healthy work environment, employees who contract diseases that are
dangerous and easily communicable to co-workers must notify their supervisor, their Human Resources Department, their designated
Compliance Officer, or the Compliance Committee.
AMERICANS WITH DISABILITIES ACT
The Americans with Disabilities Act ("ADA") is intended to protect individuals with qualified disabilities against
discrimination in employment and in the provision of services to the public. The ADA's purpose is to provide such disabled
individuals with the opportunity to compete for jobs and to participate in public services and activities on an equal basis with other
individuals. The Company is committed to compliance with the ADA.
As noted in the discussion of equal employment opportunities, and consistent with the ADA, the Company prohibits
discrimination on the basis of an applicant's or employee's qualified disability. In addition, the Company is obligated to ensure the
accessibility of its stores to individuals with qualified disabilities under the ADA.
CONTRACTING WITH OTHER PARTIES
ENTERING AGREEMENTS
Employees are not to sign any agreements on behalf of the Company or any of its subsidiaries without the approval of the
Legal Department, except where the agreement is an unmodified Company form that the Legal Department has approved in advance;
or where the agreement is on a commonly printed form and related to commercial travel, car rental, shipment of goods, magazine
subscriptions or any other purely routine matter that common sense dictates may be transacted without legal review. The reason for
this broad requirement is that even an agreement involving relatively minor amounts of money may contain inappropriate
indemnification obligations or other contractual burdens, or raise troublesome antitrust issues or other legal concerns.
The term "agreement" refers to letters of intent, offer letters, and exchanges of
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