Page 20 - NWF November Updates

• Stealing or attempting to steal employer or employee property.
• Being habitually tardy or absent.
• Engaging in inaccurate timekeeping.
• Fighting or other acts of physical violence.
• Violating the NWF Drug and Alcohol Use Policy

• Being insubordinate.
• Using or abusing employer time, property, materials or equipment without
authorization.
• Bringing dangerous or unauthorized weapons onto employer premises.
• Being absent from work without authorization during scheduled work hours.
• Defacing employer property.
• Engaging in criminal activity.

• Violating or abusing employer policies.
• Neglecting job duties.
• Unauthorized use of telephones, computer equipment or systems, mail system,

email system, facsimile machines, or other NWF-owned equipment;
• Unauthorized disclosure of NWF proprietary or confidential information;
• Failing to cooperate fully in any NWF investigation.

• Engaging in sexual activities in the workplace or on the premises.
• Possession of dangerous, illegal, or unauthorized materials, such as explosives or
firearms, in the workplace including common areas and parking lots.
• Harassing conduct, including sexual or other unlawful or unwelcome harassment

or discrimination.

Anti-Harassment Policy

All Unlawful Harassment Prohibited

NWF strictly prohibits and does not tolerate unlawful harassment against employees,
contractors, vendors, interns, volunteers, visitors or guests, because of race, religion, creed,
national origin, ancestry, sex (including pregnancy), gender (including gender nonconformity
and status as a transgender individual), age, physical or mental disability, citizenship, genetic
information, past, current or prospective service in the uniformed services, or any other
characteristic protected under applicable federal, state or local law.

Sexual Harassment

All NWF employees, other workers and representatives (including vendors, affiliates,
volunteers, customers, clients, and visitors) are prohibited from harassing employees and
other covered persons based on that individual’s sex or gender (including pregnancy and

status as a transgender individual) and regardless of the harasser’s sex or gender.