Neiman Marcus 2003 Annual Report Download - page 349

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.
The Company encourages employees who may have a problem with or who are dependent upon drugs and/or alcohol to use
the Company's Employee Assistance Program ("EAP") at 1-800-445-8988, which is intended to assist employees with personal
problems. Information regarding the EAP is available from the Human Resources Department.
An employee whose job performance or behavior indicates that he or she may be unfit for duty shall not be permitted to
work. If allowed under applicable state laws, the Company may require a medical examination by a doctor, including diagnostic tests,
as a condition of continued employment. If use of drugs or alcohol is substantiated, disciplinary action may be imposed. Refusal to
consent to such tests will force the Company to determine the appropriate discipline based on information available to it and without
the benefit of potentially exculpatory test results.
ENVIRONMENTAL COMPLIANCE
Employees must conduct the Company's business in a manner that reduces potential adverse environmental impacts,
enhances conservation of energy and natural resources, and complies in all respects with applicable laws designed to protect
the natural and workplace environment.
Employees shall abide by all applicable environmental laws and regulations, and must not authorize, direct, approve, or
condone violations of those laws or regulations by any other person. Employees also must not knowingly enter any false information
on any governmental environmental form, on any monitoring report, or in response to any request for environmental information from
any governmental agency.
Violation of environmental laws or regulations can have serious consequences for the Company and for the individuals
involved. The Company and individual employees may be liable not only for the costs of cleaning up pollution resulting from the
Company's activities, but also for significant penalties. Violations of environmental laws can subject the Company to civil penalties of
tens of thousands of dollars per day. In egregious situations, very large criminal fines and imprisonment of individual employees may
also be imposed.