Neiman Marcus 2003 Annual Report Download - page 334

The purpose of this discussion is not to present an exhaustive statement of the law with respect to the use of inside
information, but to advise you of legal considerations whenever you either purchase or sell shares of stock or other securities of the
Company or talk about Company matters to outsiders. Only the CEO, CFO and individuals specifically designated by them are
authorized to discuss Company affairs with securities analysts, members of the press, or other persons who do not have a direct
relationship with the Company.
Employees should be aware that discussing the affairs and prospects of the Company could lead to serious legal liability.
Employees should take care not to have conversations concerning confidential matters in public areas where they can be overheard or
intercepted, such as on an airplane, in an elevator, on a public telephone or on a cellular telephone. Similarly, employees should secure
confidential documents and not leave them where they can be read by a casual observer.
EMPLOYMENT LAWS
Employees must comply with all labor and employment laws. Employees shall also promote the Company's goals of
ensuring equal treatment in connection with the recruitment, hiring, placement, training, compensation, benefits, education
and development, transfer, promotion, demotion, discipline and termination of employees and providing a safe and healthy
workplace that is free of sexual harassment or other types of illegal harassment or misconduct.
EQUAL EMPLOYMENT OPPORTUNITY
The Company is an equal employment opportunity employer. The Company's policy is to deal with each employee and each
job applicant without regard to race, religion, national origin, gender, sexual orientation, age, disability or any other category protected
by law. Consistent with this policy, the Company will not tolerate harassment of or by its employees, customers, or other third parties
based upon any of these protected classes.
Employees must refrain from any act that is designed to cause or that does cause unlawful employment discrimination or
harassment. This includes decisions concerning advertising, recruiting, hiring, placement, training, compensation, benefits, education
and development, transfer, promotion, demotion, discipline, or termination.
In addition to ensuring compliance with the law, the Company believes that its commitment to developing and respecting a
diverse workforce empowers employees to achieve their full potential and helps to foster teamwork toward meeting the Company's
business objectives. Consistent with this commitment, employees must treat each other with dignity and respect for one another's
cultures, lifestyles and uniqueness.
SEXUAL HARASSMENT
The Company prohibits sexual harassment of an employee by another person. All employees, male and female, have
the right to work in an environment that is free of sexual harassment. Sexual harassment is a form of misconduct that
undermines the integrity of the employment relationship, and no employee should be subjected to unwelcome sexual conduct
by a co-worker, a contractor, a customer, a supplier, or any other third party.
Sexual harassment does not refer to occasional compliments of a socially acceptable nature. It refers to conduct of a sexual
nature, whether verbal, physical, or visual, that is unwelcome and creates a work environment that is hostile, offensive or coercive.
While sexual harassment is not easy to define, it may include: unwelcome sexual jokes, language, epithets, advances or propositions;
unwelcome touching, leering, whistling, or suggestive, insulting or