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Section 1: The Way We Work

Equal Employment Opportunity

NHF is committed to equal employment opportunity.  We will not discriminate against employees or applicants for employment on any legally recognized basis [“protected class”] including, but not limited to: race, color, religion, sex (including pregnancy, gender identity, and sexual orientation), national origin, age (40 or older), disability or genetic information or any other protected class under federal, state, or local law.

Protected Classes by State (we operate in):

AZ | CA | CO | FL | HI | ID | IL | IN | MI | NE | NV | NY | OH | OR | PA | TX | VA | WV | WI

 

Arizona 

In Arizona, the following also are a protected class: race, color, religion, sex, age [40 or over], disability, AIDS/HIV status, national origin, status as a cardholder for medicinal marijuana, and genetic test results.

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California

In California the following also are a protected class: discrimination or harassment on the basis of race, religious creed, color, national origin, ancestry, physical disability, mental disability, protected medical condition (including genetic characteristic), genetic information, marital status, sex (including pregnancy, childbirth or related medical condition, or breast feeding), gender, gender identity or expression (including transgender), age for individuals over forty years of age, military or veteran status, sexual orientation, citizenship status, or any other category protected by applicable state or federal law.

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Colorado

In Colorado, the following also are a protected class: disability, race, creed, color, sex, age [40 and older], national origin; ancestry; religion, sexual orientation (including gender identity), engaging in lawful activity off premises during nonworking hours, consumer credit information and discussion of employee wages.

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Florida

In Florida, the following also are a protected class: race; color; religion; sex; pregnancy; national origin; age; handicap; genetic test results; Florida National Guard membership; AIDS and/or related diseases (unless the absence of the AIDS virus is a bona fide occupational qualification); sickle-cell trait [as to refusal to hire or discharge]; and marital status.

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Hawaii

In Hawaii, the following also are a protected class: race; sex; pregnancy, childbirth or related medical conditions; sexual orientation; gender identity or expression; age; religion; color; ancestry; disability; marital status; arrest or court records; credit history or credit report; genetic information or genetic testing; AIDS test results, domestic or sexual violence victim status; and legal lifestyle activities.

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Idaho

In Idaho, the following also are a protected class: race, color, religion, sex, national origin, age [40 or over], private genetic information, disability, and for requesting an accommodation to refrain from participating in specified acts (as identified in the Freedom of Conscience For Health Care Professionals Act) that are objectionable to an individual’s religious observance or practice.

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Illinois

In Illinois, the following also are a protected class: sexual orientation [including heterosexuality, homosexuality, bisexuality and gender-related identity]; pregnancy, childbirth, or related medical conditions; arrest records; criminal history (that has been sealed or expunged); credit history or credit report; genetic information and testing; mental or physical disability.

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Indiana

In Indiana, the following also are a protected class: race; religion; color; sex; disability; national origin; ancestry; off duty use of tobacco; use of a service animal by an employee with a disability; veteran status; filing for a protective order; and age [between 40 and 75].

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Michigan

In Michigan, the following also are a protected class: disability; religion; race; color; national origin; age; sex; pregnancy, childbirth or related medical condition [that does not include nontherapeutic abortion not intended to save the life of the mother]; height; weight; marital status; and genetic information.

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Nebraska

In Nebraska, the following also are a protected class: age [between 40 and 70]; race; color; religion; sex; pregnancy, childbirth or related medical conditions; disability; genetic information; marital status; national origin, and HIV or AIDS [except where the individual suffering from or suspected of suffering from human immunodeficiency virus infection or acquired immunodeficiency syndrome poses a direct threat to the health or safety of himself, herself, or other individuals or is unable to perform the duties of the job he or she is applying for or is employed to perform].

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Nevada

In Nevada, the following also are a protected class: race; color; religion; sex; pregnancy, childbirth or a related medical condition; sexual orientation; gender identity or expression; age; physical or mental disability including human immunodeficiency virus; genetic information; off duty lawful use of products; consumer credit information; and national origin.

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New York

In New York, the following also are a protected class: age [18 and over]; race; creed; color; national origin; sexual orientation; sex (including gender identity and transgendered status); disability (including gender dysphoria or use of a guide dog, hearing dog, or service dog); predisposing genetic characteristics; military status; familial status; marital status; victims of domestic violence or stalking; for displaying the American flag on the employee's person or work station, as long as the display does not substantially and materially interfere with the employee's job duties; legal use of consumable products or legal recreational activities off NHF premises during nonworking hours; previous conviction of criminal offenses, unless directly related to employment or would involve an unreasonable risk to property, or to the safety or welfare of specific individuals, or the general public; or based on an individual’s status as having a known relationship or association with a member or members of a protected category under New York Human Rights Law.

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Ohio

In Ohio, the following also are a protected class: Race, color, religion, sex (including sexual orientation and gender identity), military status, national origin, disability, age, ancestry, pregnancy, childbirth, and related medical conditions.

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Oregon

In Oregon, the following also are a protected class: race; religion; color; sex; pregnancy, childbirth, and related medical conditions or occurrences; national origin; marital status; domestic partnership status; age [18 or older]; sexual orientation; uniformed service; credit check or credit history; genetic information; off duty tobacco usage; and declining to attend a meeting or participate in communication about religious or political matters that are not required by law.

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Pennsylvania

In Pennsylvania, the following also are a protected class: Race, color, familial status, religious creed, ancestry, age 40 and above, sex (including sexual orientation and gender identity), pregnancy, national origin, disability, use of service animal, refusal to perform abortion or sterilization.

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Texas

In Texas, the following also are a protected class: race; color; disability; religion; sex; pregnancy, childbirth or a related medical condition; national origin; age [40 or over] and genetic information [or refusal to submit to a genetic test].

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Virginia

In Virginia, the following also are a protected class: Race, color, religion, national origin, sex (including sexual orientation and gender identity), pregnancy, childbirth, and related medical conditions, age 40 and above, marital status, disability.

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West Virginia

In West Virginia, the following also are a protected class: Race, color, religion, sex, national origin, age 40 and above, disability, ancestry, retaliation, pregnancy, childbirth, and  related medical conditions.

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Wisconsin

In Wisconsin, the following also are a protected class: age [40 or over]; race; creed; color; disability; marital status; sex; national origin; ancestry; pregnancy, childbirth, maternity leave, or related medical conditions; arrest or conviction records; military service; sexual orientation; use or nonuse of lawful products off the employer’s premises during nonworking hours; Civil Air Patrol membership; genetic testing; and declining to attend a meeting or participate in communication about religious or political matters that are not required by law.

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Pregnancy Accommodation

NHF will provide reasonable accommodations to female employees related to pregnancy, childbirth, or related medical conditions, to the extent the accommodation can be made without imposing an undue hardship on the business.  

When an employee requests a reasonable accommodation, NHF will explore with the employee the possible means of providing the reasonable accommodation, which may include, but are not limited to:

  • allowing more frequent breaks or periodic rest;
  • assisting with manual labor;
  • modifying job duties;
  • modifying work hours/schedules;
  • temporary transfer to a less strenuous or less hazardous position; or
  • providing a leave of absence. 

NHF may require the employee to provide a certification in connection with a request for reasonable accommodation that includes the following:

  • the date the reasonable accommodation became medically advisable;
  • the probable duration of the reasonable accommodation; and
  • an explanatory statement as to the medical advisability of the reasonable accommodation.

If leave is provided as a reasonable accommodation, such leave may run concurrently with the federal Family and Medical Leave Act and/or any other leave where permitted by state and federal law.

For more information, or if you require an accommodation, please contact your supervisor.

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Americans with Disabilities Act

NHF is committed to providing equal employment opportunities to qualified individuals with disabilities.  This may include providing reasonable accommodation where appropriate in order for an otherwise qualified individual to perform the essential functions of the job.  It is your responsibility to notify Human Resources of the need for accommodation.  Upon doing so, Human Resources may ask you for your input or the type of accommodation you believe may be necessary or the functional limitations caused by your disability.  Also, when appropriate, we may need your permission to obtain additional information from your physician or other medical or rehabilitation professionals.  NHF will not seek genetic information in connection with requests for accommodation.  All medical information received by NHF in connection with a request for accommodation will be treated as confidential.

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A Word About our Employee Relations Philosophy

We are committed to providing the best possible climate for maximum development and goal achievement for all employees.  Our practice is to treat each employee as an individual.  We seek to develop a spirit of teamwork; individuals working together to attain a common goal.

In order to maintain an atmosphere where these goals can be accomplished, we provide a comfortable and progressive workplace.  Most importantly, we have a workplace where communication is open and problems can be discussed and resolved in a mutually respectful atmosphere.  We take into account individual circumstances and the individual employee.
We firmly believe that with direct communication, we can continue to resolve any difficulties that may arise and develop a mutually beneficial relationship.

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Open Door

NHF promotes an atmosphere whereby employees can talk freely with members of the management staff.  Employees understand that while they are encouraged to first pursue their ideas, problems, or complaints through the usual chain of command, they are not restricted to that chain only—particularly when the problem or complaint concerns someone within the chain itself.  If the supervisor cannot be of assistance, Human Resources are available for consultation and guidance.  NHF is interested in all of our employees' success and happiness with us.  We, therefore, welcome the opportunity to help employees whenever feasible.

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No Harassment

We prohibit harassment of one employee by another employee, supervisor or third party for any reason based upon an individual’s race; color; religion; genetic information; national origin; sex (including same sex); pregnancy, childbirth, or related medical conditions; age; disability; or any other category protected under federal, state, or local law (“protected class”).

Please click here to review protected classes by State (we operate in). California Employee please see the California No Harassment Policy.

Violation of this policy will result in disciplinary action, up to and including immediate discharge.

If you have any questions about what constitutes harassing behavior or what conduct is prohibited by this policy, please discuss the questions with a member of management or one of the contacts listed in this policy.  At a minimum, the term “harassment” as used in this policy includes any of the following activities pertaining to an individual’s protected class:

  • Offensive remarks, comments, jokes, slurs, threats, or verbal conduct.
  • Offensive pictures, drawings, photographs, figurines, writings, or other graphic images, conduct, or communications, including text messages, instant messages, websites, voicemails, social media postings, e-mails, faxes, and copies.
  • Offensive sexual remarks, sexual advances, or requests for sexual favors regardless of the gender of the individuals involved; and
  • Offensive physical conduct, including touching and gestures, regardless of the gender of the individuals involved.

We also absolutely prohibit retaliation, which includes: threatening an individual or taking any adverse action against an individual for (1) reporting a possible violation of this policy, or (2) participating in an investigation conducted under this policy.

All members of management are covered by this policy and are prohibited from engaging in any form of harassing, discriminatory, or retaliatory conduct.  No member of management has the authority to suggest to any applicant or employee that employment or advancement will be affected by the individual entering into (or refusing to enter into) a personal relationship with any member of management, or for tolerating (or refusing to tolerate) conduct or communication that might violate this policy.  Such conduct is a direct violation of this policy.

Even non-employees are covered by this policy.  We prohibit harassment, discrimination, or retaliation of our employees in connection with their work by non-employees.  Immediately report any harassing or discriminating behavior by non-employees, including vendors, consumers, and employees of contractors or subcontractors. Any employee who experiences or observes harassment, discrimination, or retaliation should report it using the steps listed in the No Harassment Policy Procedure.

We will investigate the report and then take prompt, appropriate remedial action.  NHF will protect the confidentiality of employees reporting suspected violations to the extent possible consistent with our investigation.

You will not be penalized or retaliated against for reporting improper conduct, harassment, discrimination, retaliation, or other actions that you believe may violate this policy.

We are serious about enforcing our policy against harassment.  Persons who violate this or any other NHF policy are subject to discipline, up to and including discharge. We cannot resolve a potential policy violation unless we know about it.  You are responsible for reporting possible policy violations to us so that we can take appropriate actions to address your concerns.

In addition to this policy, NHF requires all employees No Harassment training at the time of hire and every two years thereafter. Supervisors must also take a Harassment supervisor training at the time they commence their managerial positions and every two years thereafter. Please see Human Resources for more information on this training.

 

California No Harassment

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We are committed to providing a work environment that is free of unlawful harassment, discrimination and retaliation. In furtherance of this commitment, NHF strictly prohibits all forms of unlawful discrimination and harassment, including: discrimination or harassment on the basis of race, religious creed, color, national origin, ancestry, physical disability, mental disability, protected medical condition (including genetic characteristic), genetic information, marital status, sex (including pregnancy, childbirth or related medical condition, or breast feeding), gender, gender identity or expression (including transgender), age for individuals over forty years of age, military or veteran status, sexual orientation, citizenship status, or any other category protected by applicable state or federal law.

NHF's policy against unlawful harassment, discrimination and retaliation applies to all employees, including supervisors and managers, as well as to all unpaid interns and volunteers. NHF prohibits managers, supervisors and employees from harassing co-workers as well as NHF's consumers, vendors, suppliers, independent contractors and others doing business with NHF. Any such harassment will subject an employee to disciplinary action, up to and including immediate termination. NHF likewise prohibits its consumers, vendors, suppliers, independent contractors and others doing business with NHF from harassing, discriminating or retaliating against our managers, supervisors and employees.

Examples of Prohibited Sexual Harassment: Sexual harassment includes a broad spectrum of conduct including harassment based on sex, gender, gender identity or expression, and sexual orientation. By way of illustration only, and not limitation, some examples of unlawful and unacceptable behavior include:

  • unwanted sexual advances;
  • offering an employment benefit (such as a raise, promotion or career advancement) in exchange for sexual favors, or threatening an employment detriment (such as termination or demotion) for an employee's failure to engage in sexual activity;
  • visual conduct, such as leering, making sexual gestures, and displaying or posting sexually suggestive and/or derogatory objects or pictures, drawings, cartoons or posters;
  • verbal sexual advances, propositions, requests or comments;
  • sending or posting sexually-related messages, videos or messages via text, instant messaging, or social media;
  • verbal abuse of a sexual nature, graphic verbal comments about an individual’s body, sexually degrading words used to describe an individual, and suggestive or obscene letters, notes or invitations;
  • physical conduct, such as touching, groping, assault, or blocking movement;
  • physical or verbal abuse concerning an individual’s gender, gender identity or gender expression; and
  • verbal abuse concerning a person’s characteristics such as pitch of voice, facial hair or the size or shape of a person’s body, including remarks that a male is too feminine or a woman is too masculine.

Other Examples of What Constitutes Prohibited Harassment:  In addition to the above listed conduct, NHF strictly prohibits harassment concerning any other protected characteristic.  By way of illustration only, and not limitation, such prohibited harassment includes:

  • racial or ethnic slurs, epithets, derogatory comments and any other offensive remarks;
  • jokes, whether written, verbal, or electronic;
  • threats, intimidation, and other menacing behavior;
  • assault, impeding or blocking movement, or any physical interference with normal work or movement; 
  • inappropriate verbal, graphic, or physical conduct;
  • sending or posting harassing messages, videos or messages via text, instant messaging, or social media; and
  • other harassing conduct based on one or more of the protected categories identified in this policy.

If you have any questions about what constitutes harassing behavior, ask your supervisor or another member of management.

Prohibition Against Retaliation: NHF is committed to prohibiting retaliation against those who themselves or whose family members report, oppose, or participate in an investigation of alleged unlawful harassment, discrimination, or other wrongdoing in the workplace.  By way of example only, participating in such an investigation includes, but is not limited to:

  • filing a complaint with a federal or state enforcement or administrative agency;
  • participating in or cooperating with a federal or state enforcement agency conducting an investigation of NHF regarding alleged unlawful activity;
  • testifying as a party, witness, or accused regarding alleged unlawful activity;
  • making or filing an internal complaint with NHF regarding alleged unlawful activity;
  • providing notice to NHF regarding alleged unlawful activity; and
  • assisting another employee who is engaged in any of these activities.

NHF is further committed to prohibiting retaliation against qualified employees who request a reasonable accommodation for any known physical or mental disability and employees who request a reasonable accommodation of their religious beliefs and observances.

Any employee who experiences or observes harassment, discrimination, or retaliation should report it using the steps listed in the No Harassment Policy Procedure.

Your notification of the problem is essential to us.  We cannot help resolve a harassment problem unless we know about it.  Therefore, it is your responsibility to bring your concerns and/or problems to our attention so we can take whatever steps are necessary to address the situation. NHF takes all complaints of unlawful harassment seriously and will not penalize you or retaliate against you in any way for reporting a harassment problem in good faith.

All complaints of unlawful discrimination, harassment, or retaliation which are reported to management will receive a timely response and will be thoroughly investigated in a fair and prompt manner by impartial and qualified personnel.  Investigations will be conducted in a manner which provides all parties with appropriate due process, reaches a reasonable conclusion based on evidence collected and ensures timely closure. In addition, NHF will ensure that the investigation is properly documented and tracked for reasonable progress.  Upon conclusion of such investigation, appropriate remedial and corrective action will be taken where warranted, including disciplinary action, up to and including immediate termination. NHF prohibits employees, supervisors, and managers from hindering internal investigations and the internal complaint procedure.  All complaints of unlawful misconduct reported to management will be treated as confidentially as possible, consistent with NHF's need to conduct an adequate and thorough investigation.

Violation of this policy will subject an employee to disciplinary action, up to and including immediate termination. Moreover, any employee, supervisor or manager who condones or ignores potential violations of this policy will be subject to appropriate disciplinary action, up to and including termination.  Additionally, under California law, employees may be held personally liable for harassing conduct that violates the California Fair Employment and Housing Act.
 

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Whistleblower

NHF complies with all whistleblower protections provided by applicable federal and/or state law in the jurisdiction where whistleblower activity occurs.  

For more information please review the NHF Whistleblower Procedures.

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Conflict of Interest/Code of Ethics

NHF’s reputation for integrity is its most valuable asset and is directly related to the conduct of its officers and other employees.  Therefore, employees cannot use their positions with NHF, or any of its consumers, for private gain, to advance personal interests or to obtain favors or benefits for themselves, members of their families (i.e., spouse or significant other, children, parents, siblings or any other person related by blood or law) or any other individuals, corporations or business entities.  Such actions create a conflict of interest.

Although it is not possible to specify every action that might create a conflict of interest, this policy sets forth those that most frequently present problems.  If an employee has any question whether an action or proposed course of conduct would create a conflict of interest, he/she should immediately contact the Chief Operating Officer (COO) to obtain advice on the issue.  The purpose of this policy is to prevent any conflict of interest from arising.

A violation of this policy may result in immediate and appropriate discipline, up to and including termination.

Financial and Non-financial Interest in Other Business

An employee and his or her immediate family may not own or hold any significant interest in a supplier, customer or competitor of NHF, except where such ownership or interest consists of less than five (5%) percent of the securities in a publicly owned company whose securities are regularly traded on the open market.

An employee may not serve as a director, officer, partner, consultant, or in a managerial or technical capacity with an outside enterprise which does or is seeking to do business with or is a competitor of NHF.  Exceptions to this may be approved in writing by the CEO.
An employee may not act as a broker, finder, go-between or otherwise for the benefit of a third party in transactions involving or potentially involving NHF or its interests.

Acceptance of Gifts

No employee may solicit or accept personal gifts of significant value (i.e., in excess of $75.00), lavish entertainment or other benefits from potential and actual constituents (consumers, donors, chapter or industry representatives), suppliers or competitors.  Special care must be taken to avoid even the impression of a conflict of interest.

An employee may entertain potential or actual constituents if such entertainment is consistent with accepted business practices, does not violate any law or generally accepted ethical standards and the public disclosure of facts will not embarrass NHF.  Some examples of acceptable gifts of small value include calendars, pens, pads, or gifts of perishable items usually given during the holidays such as cookies or nuts.  Lunch or dinner is acceptable as long as the invitation is extended by the vendor and considered to be customary business practice.  Tickets to events (such as sports, arts, etc.) may be acceptable if offered by the vendor and the vendor accompanies the employee to the event.  The use of such gifts of tickets must be approved by the CEO in writing and in advance.  Any questions regarding this policy should be addressed to the CEO.

Please see Disclosure of Conflict of Interest or Code of Ethics Procedure for more information. 

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Confidentiality

All non-public information concerning the affairs of NHF shall be kept confidential by all staff members.  Non-public information may be disclosed to other staff members, only when there is a legitimate business need.  Also, when there is a business need, a staff member may disclose only information relevant to the need.  When there is a business need, staff members may disclose non-public information to appropriate third parties.  For example, appropriate third parties could include Board members or other NHF volunteers, parties designated by legislation or government regulation or court order, legal counsel, or other professional advisors.  Staff members should not discuss NHF business in public areas, either inside or outside NHF where they may be overheard.  Employees must exercise caution in dealing with people outside the NHF to insure confidentiality.  Any confidential information obtained through employment must remain confidential, even after separation of employment.

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Problem Solving

To foster sound employee-employer relations through communication and reconciliation of work-related problems, NHF provides employees with an established procedure for expressing employment related concerns.  To that end, NHF has created this Problem Solving Policy and Procedure to resolve problems, complaints, questions, disputes or difficulties by open communication and cooperative problem solving.  This policy does not apply to complaints regarding workplace discrimination/harassment or sexual harassment.  Please follow the complaint procedure within that policy for complaints of workplace harassment or sexual harassment.

This policy applies to all NHF employees, including temporary employees.  The formal procedure for seeking a solution to your complaint can be found under the Procedures for Problem Solving. 

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Immigration Reform and Control Act

In compliance with the federal Immigration Reform and Control Act of 1986 (IRCA), as amended, and any state law requirements, if applicable, NHF is committed to employing only individuals who are authorized to work in the United States.

Each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility. In addition to providing documentation, NHF voluntarily participates in E-Verify. 

E-Verify is an internet-based employment verification system operated by the Department of Homeland Security (DHS) in conjunction with the Social Security Administration (SSA). The system allows employers to search and compare the information provided by an employee on the Form I-9 against records in DHS and SSA databases to confirm the employee is eligible to work in the United States.

As an employer who participates in the federal E-Verify program, NHF will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each employee's Form I-9 to confirm work authorization. If the Government cannot confirm that you are authorized to work, NHF is required to provide you written instructions and an opportunity to contact SSA and/or DHS, so that you can resolve any discrepancies directly with the federal agency.

If an employee is authorized to work in this country for a limited time period, the individual will be required to submit proof of renewed employment eligibility prior to expiration of that period to remain employed by NHF.

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Background Checks

NHF requires employees, volunteers, and any positions that will potentially work with children, to complete a background check. NHF will consider your job duties, among other factors, in determining what constitutes satisfactory completion of the background check. All information obtained as a result of a background check will be used solely for employment purposes.
When a background check is required, you must complete NHF's authorization form. Falsification or omission of information may result in denial of employment or volunteer assignment.
All background check information will be kept confidential. NHF complies with all applicable federal, state and local laws regarding background checks.

The Human Resources Department is responsible for the administration of this policy. If you have any questions regarding this policy or if you have any questions about background checks that are not addressed in this policy, please contact the Human Resources Department.

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New Employee Orientation

Upon joining NHF, you are given instructions on how to access and review the Employee Handbook. In addition you are informed of your right to request a written version on the Employee Handbook. After reading this Employee Handbook please sign the Employee Acknowledgment form and return it to Human Resources. You will be asked to complete personnel, payroll and benefit forms. 

If you lose your Employee Handbook, and electronic copy is always available on the G;//Everyone Drive and the NHF Employee Intranet. If the copy your requested becomes damaged in any way, please notify Human Resources as soon as possible to obtain a replacement copy.

Your department Senior Vice President/ Vice President is responsible for the operations of your department. (S)he is a good source of information about NHF and your job. 

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Rehire Eligibility and Service Recognition

NHF may rehire former employees who: a) voluntarily left company employment or b) were laid off due to business slowdown. To be eligible for rehire, you must have possessed a satisfactory record of service. This policy sets forth NHF’s philosophy governing eligibility for reemployment and associated bridging of service (service recognition), where appropriate.

Eligibility for Rehire

Employees who completed their company introductory period and who were part of a reduction in force, as well as those employees who voluntarily resigned, will be eligible for rehire as long as they had a satisfactory work record while employed by NHF.

Ineligibility for Rehire

Former employees who had a less-than-satisfactory work record appropriately noted at termination as not being eligible for rehire are excluded from rehire consideration.
Employees who were involuntarily terminated by NHF or who were laid off (with a less-than-satisfactory work record) or who failed to complete NHF’s introductory period will not be considered for rehire.

Hiring managers should consult Human Resources before making a re-hiring offer of employment to determine if the former employee is eligible for re-hire.

Benefit Restoration Rules for Eligible Employees 

  1. If you were re-hired and had less than one year of service while employed at NHF, you will be considered a new employee and will be granted benefits as such.
  2. If you were re-hired within 60 days of separation on employment and had one or more years of service while employed at NHF, your seniority and eligibility to participate in company time off benefits plans will be bridged. This includes prior service recognition for accrued leave plans. Paid time off benefits will not have accrued while you were not employed, therefore they will commence at a zero balance on re-hire date and will be earned at the respective accrual earning rate. Your health benefits will commence on your re-hire date and no coverage will be provided during the time you were not employed by NHF.
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