Neiman Marcus 2002 Annual Report Download - page 163

give special consideration to the person or company making the gift.
During any calendar year, employees may accept unsolicited, non-monetary gifts provided: (1) they are items of nominal
intrinsic value ($150.00 or less in aggregate retail value); or (2) they are product samples, clearly marked with company or brand
names, and distributed to a large group of our employees on an equal basis. Any gift of more than nominal intrinsic value must be
reported to Marita O'Dea, Lee Roever or Nina Fabian in the Human Resources Department to determine whether it can be accepted.
Whether or not the gift is accepted, employees should tactfully discourage the person or company making the gift from making similar
gifts in the future.
ENTERTAINMENT
Employees shall not encourage or solicit entertainment from any individual or company with whom our Company does
business. Entertainment includes, but is not limited to, activities such as dinner parties, theater parties and sports events. From time to
time, employees may accept unsolicited entertainment, but only under the following conditions:
(1) the entertainment occurs infrequently;
(2) the entertainment arises out of the ordinary course of business;
(3) the entertainment involves reasonable, not lavish, expenditures (the amounts involved should be ones employees are accustomed to
spending normally for their own business or personal entertainment);
(4) the entertainment takes place in settings that also are reasonable, appropriate and fitting to our employees, their hosts and the
business at hand; and
(5) the employee is not tempted to give and does not feel obligated to give to the individual or company providing the entertainment
any special consideration.
An employee who becomes involved in a situation that creates a conflict of interest, or the appearance of one, should notify
his or her supervisor and seek guidance from the Compliance Committee or the Legal Department. The Company ordinarily will
expect the conflict of interest to be eliminated, but there are occasions when apparent conflicts may be acceptable depending upon all
of the circumstances. The Company reserves the right to take all necessary actions to eliminate any such conflict in its sole discretion.
DRUG AND ALCOHOL USE AND TESTING
It is the Company's intention to provide a safe and productive work environment for all of its employees. Drug and
alcohol use threaten the safety and productivity of the work environment.
While working on Company premises, employees shall not use, possess, sell, distribute, purchase or be under the influence of
illegal narcotics or other controlled substances (unless pursuant to a current, valid prescription issued by a medical professional). Any
employee convicted of improper use, possession or dealing in narcotics or other controlled substances may be discharged
immediately. Off the job illegal drug use also may subject employees to discipline if such use could adversely affect job performance
or jeopardize Company interests or the safety of other employees or the public.
In addition, the unauthorized use or being under the influence of alcoholic beverages while on the job may subject employees
to disciplinary action up to and including immediate termination of employment. An employee whose job requires the operation of a
motor vehicle and who is convicted for driving under the influence of alcohol will be immediately discharged.
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