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Section 5: Safety in the Workplace

Fire Drills

Fire drills are scheduled periodically throughout the year.  These drills are an important aspect in employee safety.  We expect your complete cooperation during these drills.  If you have any questions concerning evacuation procedures, see your Supervisor or Human Resources.

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In An Emergency

Your Manager or Human Resources should be notified immediately when an emergency occurs.  Emergencies include all accidents, medical situations, bomb threats, other threats of violence, and the smell of smoke.  If your Manager or Human Resources is unavailable, contact the nearest NHF official.

Should an emergency result in the need to communicate information to employees outside of business hours, your Manager will contact you.  Therefore, it is important that employees keep their personal emergency contact information up to date.  Notify Human Resources when this information changes.

Additionally, NHF has established a voice mail system that can be reached at (212)328-3700.  In an emergency, employees may call the system to obtain updated information.

When events warrant an evacuation of the building, you should follow the instructions of the building Fire Safety Warden, your Manager, Human Resources or any other member of management.  You should leave the building in a quick and orderly manner.  You should assemble at the pre-determined location as communicated to you by the Fire Safety Warden to await further instructions or information.

Please direct any questions you may have about NHF's emergency procedures to Human Resources.

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No Weapons in the Workplace

Possession, use or sale of weapons, firearms or explosives on work premises, while operating NHF machinery, equipment or vehicles for work-related purposes or while engaged in NHF business off premises is forbidden except where expressly authorized by NHF and permitted by state and local laws.  This policy applies to all employees, including but not limited to, those who have a valid permit to carry a firearm.

For Arizona, Florida, Illinois, Indiana, Nebraska, Ohio, Texas and Wisconsin Employees;

This policy does not apply to firearms stored in the employee's locked motor vehicle.

 

Employees who are aware of violations or threats of violations of this policy are required to report such violations or threats of violations to their Supervisor or Human Resources immediately.

 

No provision of this policy applies or is enforced if it conflicts with or is superseded by any requirement or prohibition contained in a federal, state or local law, or regulation.  If you have knowledge of such a conflict or a potential conflict you should contact Human Resources.

 

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

 

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Smoking in the Workplace

NHF is committed to providing a safe and healthy environment for employees and visitors. Smoking, including the use of e-cigarettes, is not permitted.

Violations of this policy may result in disciplinary action, up to and including discharge.

For State specific protections that defer this policy, please click on the specific state.

AZ | CA | HI

Arizona Employees

NHF is committed to providing a safe and healthy environment for employees and visitors. Smoking is allowed only in designated areas outside the building.

California Employees

NHF is committed to providing a safe and healthy environment for employees and visitors. Smoking, including the use of e-cigarettes, is allowed only in designated areas outside the building.

Hawaii Employees

NHF is committed to providing a safe and healthy environment for employees and visitors. Smoking, including the use of e-cigarettes, is allowed only in designated areas outside the building.

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Workplace Searches

Violence by an employee or anyone else against an employee, supervisor or member of management will not be tolerated.  The purpose of this policy is to minimize the potential risk of personal injuries to employees at work and to reduce the possibility of damage to NHF property in the event someone, for whatever reason, may be unhappy with a NHF decision or action by an employee or member of management.

If you receive or overhear any threatening communications from an employee or outside third party, report it to your Supervisor or Human Resources at once.  Do not engage in either physical or verbal confrontation with a potentially violent individual.  If you encounter an individual who is threatening immediate harm to an employee or visitor to our premises, contact an emergency agency (such as 911) immediately.

All reports of work-related threats will be kept confidential to the extent possible, investigated and documented.  Employees are expected to report and participate in an investigation of any suspected or actual cases of workplace violence and will not be subjected to disciplinary consequences for such reports or cooperation.

Violations of this policy, including your failure to report or fully cooperate in NHF's investigation, may result in disciplinary action, up to and including discharge.

 

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Drug and Alcohol Free Workplace

NHF has vital interests in ensuring a safe, healthy and efficient working environment for our employees, their co-workers and consumers we serve.  The unlawful or improper use of controlled substances or alcohol in the workplace presents a danger to everyone.  In addition, as a federal grantee we have a duty to comply with the requirement of the Drug-Free Workplace Act of 1988.  For these reasons, we have established as a condition of employment and continued employment with NHF the following drug and alcohol free workplace policy.

Employees are prohibited from reporting to work or working while using illegal or unauthorized substances.  Employees are prohibited from reporting to work or working when the employee uses any controlled substance, except when the use is pursuant to a doctor's orders and the doctor advised the employee that the substance does not adversely affect the employee's ability to safely perform his or her job duties.  Employees are also prohibited from reporting for duty or remaining on duty with any alcohol in their systems.  Employees are also prohibited from consuming alcohol during working hours, including meal and break periods.  This does not include the authorized use of alcohol at NHF-sponsored functions or activities.

In addition, employees are prohibited from engaging in the unlawful or unauthorized manufacture, distribution, sale or possession of illegal or unauthorized substances and alcohol in the workplace including: on NHF paid time, on NHF premises, in NHF vehicles or while engaged in NHF activities.

In accordance with the Drug-Free Workplace Act of 1988, you must notify the Manager or Human Resources of any criminal drug statute conviction for a violation occurring within the workplace within five days of such conviction.

Your employment or continued employment with NHF is conditioned upon your full compliance with the foregoing drug and alcohol free workplace policy.  Any violation of this policy may result in disciplinary action, up to and including discharge.  Furthermore, any employee who violates this policy and is subject to discharge may be permitted in lieu of discharge, at NHF's sole discretion, to participate in and successfully complete an appropriate treatment, counseling, or rehabilitation program as recommended by a substance abuse professional as a condition of continued employment and in accordance with applicable federal, state, and local laws.

Consistent with its fair employment policy, NHF maintains a policy of non-discrimination and reasonable accommodation with respect to recovering addicts and alcoholics, and those having a medical history reflecting treatment for substance abuse conditions.  We encourage employees to seek assistance before their drug and alcohol use renders them unable to perform their essential job functions or jeopardizes the health and safety of themselves, or others.  NHF will attempt to assist its employees through referrals to rehabilitation, appropriate leaves of absence and other measures, consistent with NHF's policies and applicable federal, state or local laws.

NHF further reserves the right to take any and all appropriate and lawful actions necessary to enforce this drug and alcohol free workplace policy including, but not limited to, the inspection of NHF issued lockers, desks or other suspected areas of concealment, as well as an employee's personal property when NHF has reasonable suspicion to believe that the employee has violated this drug and alcohol free workplace policy.

This policy represents management guidelines.  For more information, please speak to their Manager or Human Resources.

 

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Workplace Violence

Violence by an employee or anyone else against an employee, supervisor or member of management will not be tolerated.  The purpose of this policy is to minimize the potential risk of personal injuries to employees at work and to reduce the possibility of damage to NHF property in the event someone, for whatever reason, may be unhappy with a NHF decision or action by an employee or member of management.

If you receive or overhear any threatening communications from an employee or outside third party, report it to your Supervisor or Human Resources at once.  Do not engage in either physical or verbal confrontation with a potentially violent individual.  If you encounter an individual who is threatening immediate harm to an employee or visitor to our premises, contact an emergency agency (such as 911) immediately.

All reports of work-related threats will be kept confidential to the extent possible, investigated and documented.  Employees are expected to report and participate in an investigation of any suspected or actual cases of workplace violence and will not be subjected to disciplinary consequences for such reports or cooperation.

Violations of this policy, including your failure to report or fully cooperate in NHF's investigation, may result in disciplinary action, up to and including discharge.

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