Anti-Discrimination, Anti-Harassment and Equal Employment Opportunity Policy

Every employee is entitled to employment free from discrimination, harassment, bullying, and inappropriate workplace conduct. As an equal opportunity employer, Weyerhaeuser makes every reasonable effort to ensure employees are not subjected to such conduct in the workplace.

Expectations

Anti-Discrimination

Weyerhaeuser prohibits discrimination against any applicant, employee, vendor, contractor, customer, or client on the basis of sex, gender, race (including traits historically associated with race, such as hair texture and protective hairstyles), color, religion, national or ethnic origin, ancestry, citizenship status, age, physical or mental disability, sexual orientation, gender identity or expression (including transgender individuals who are transitioning, have transitioned, or are perceived to be transitioning to the gender with which they identify), genetic information, military or veteran status, marital status (including domestic partnership status), pregnancy (including childbirth, lactation, and related medical conditions), or any other characteristic protected by local, state, provincial, or federal law (“protected characteristics” in the U.S. and “prohibited grounds” in Canada).

Harassment, Bullying and Other Inappropriate Workplace Conduct

Weyerhaeuser prohibits (1) harassment based on an individual’s protected characteristic(s) (U.S.) or prohibited ground(s) (Canada), and (2) harassment, bullying, or other inappropriate workplace conduct, whether based on an individual’s protected characteristic(s) or prohibited ground(s), or not. This policy applies to all employees wherever Weyerhaeuser’s business or work-related activities are conducted, including without limitation, workplace restrooms and break/lunchrooms and at offsite work-related meetings, conferences, and social functions. This policy also applies to inappropriate conduct by employees outside of work hours if such conduct targets other Weyerhaeuser employees, applicants, vendors, contractors, customers, or clients.

Workplace harassment, bullying, and other inappropriate conduct includes a single or repeated incident of unwelcome physical or verbal conduct, comment, display, action, or gesture from any source that negatively interferes with an individual or the individual’s performance; is intended to cause or causes an individual to be humiliated, intimidated, offended, or degraded; makes it more difficult for an individual to perform his or her job; creates an intimidating, hostile, or offensive work environment; or constitutes a threat to the health or safety of the employee. The Canadian province of Ontario further defines workplace harassment as engaging in a course of vexatious (i.e., causing or tending to cause annoyance, frustration, or worry) comments or conduct in the workplace against an employee that is known or ought to be known to be unwelcome, or workplace sexual harassment. All conduct or behavior falling under any of the definitions above is prohibited.

Examples of harassment, bullying, and inappropriate workplace conduct, whether related to an individual’s or group’s protected characteristic(s) or prohibited ground(s), or in violation of Weyerhaeuser policy, include, but are not limited to:

Verbal conduct such as slurs; derogatory comments, jokes, stories, taunting, or innuendos; epithets; or threats
Visual or written conduct such as derogatory photographs, cartoons, posters, drawings, email, text messages, or gestures and the like; or
Physical conduct such as unwanted touching, assault, or blocking another’s movements.
Conduct that has the intent or effect of demeaning, humiliating, intimidating, or showing hostility or aversion toward an individual or group.

Sexual harassment is harassment, bullying, and other inappropriate workplace conduct based on sex, sexual orientation, or gender identity/expression (including non-binary gender). It does not have to be sexual in nature but can be and often is. Examples of sexual harassment include, but are not limited to:

Making sexual solicitations or advances
Offering or conditioning employment benefits in exchange for sexual favors
Verbal conduct such as sexual or vulgar comments, jokes, stories, or innuendos
Graphic or suggestive comments about someone’s body or dress
Gossip or questions about someone’s sexual conduct or orientation
Visual conduct such as leering or making sexual, vulgar, or suggestive gestures
Physical conduct such as unwanted touching, assault, or blocking another’s movements
Display of sexually suggestive photographs, cartoons, posters, or drawings
Unwelcome and repeated flirtations, propositions, or requests for dates
Intimidating, hostile, derogatory, or otherwise offensive remarks directed at a person because of the person’s sex, gender, or gender identity/expression, whether the remarks themselves are sexual in nature or not.

Reasonable action taken by a supervisor or manager relating to the management and direction of employees or a worksite is not workplace bullying, harassment, or inappropriate workplace conduct.

Reporting Discrimination, Harassment, Bullying, and other Inappropriate Workplace Conduct

Employees who believe they have been subjected to, witnessed, or are aware of potential discrimination, harassment, bullying, or inappropriate workplace conduct must immediately report it to their supervisor or Human Resources manager. If employees are uncomfortable reporting to either contact for any reason, they should contact their second-level supervisor, Ethics and Compliance at 1-800-716-3488 or ethics@weyerhaeuser.com, or the Law Department. Complaints can be made orally or in writing. All company leaders, supervisors, and managers who witness or are aware of potential discrimination, harassment, bullying, or inappropriate workplace conduct against someone other than themselves also must report it immediately to their supervisor, Human Resources manager, Ethics and Compliance, or the Law Department. Failure to do so may lead to discipline, up to and including termination of employment (for cause, where applicable).

Weyerhaeuser will promptly conduct or direct a fair, thorough, and objective investigation of all reported allegations of discrimination, harassment, bullying, and inappropriate workplace conduct. If the company finds such conduct occurred, it will take appropriate corrective action, up to and including termination of employment (for cause, where applicable). The company will maintain confidentiality surrounding the investigation to the extent possible, consistent with a thorough and objective investigation, and to the extent permitted or required under applicable laws, and related information will be shared only with those individuals who need to know for business reasons for purposes of an investigation or taking corrective action, or as required by law. The company expects all employees to fully cooperate with any investigation conducted by the company.

The initiation of a good faith complaint of harassment, discrimination, or retaliation will not be grounds for disciplinary action, even if the allegations cannot be substantiated. Any individual who makes a complaint that is demonstrated to be intentionally false may be subject to discipline, up to and including termination (for cause, where applicable).

Owner

SVP & Chief Administration Officer

Last Updated

July 19, 2024