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 or creed, national or ethnic origin, ancestry, age, physical or mental disability, medical condition, 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 is a single or repeated incident of unwelcome physical or verbal conduct, comment, display, action, or gesture from any source that negatively affects 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, or innuendos; epithets; or threats
Visual displays such as derogatory photographs, cartoons, posters, drawings, and the like
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 where the person soliciting or advancing is in a position to confer, grant, or deny a benefit or advancement to the worker and the person knows or should reasonably know the solicitation or advance is unwelcome
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, drawings, and the like
Unwelcome and repeated flirtations, requests for dates, and the like
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 Business Conduct, or the Law Department. 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 Business Conduct, 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). Details of the allegations, including the names of the complainant and alleged harasser, will be kept confidential to the extent possible and 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.

Religious Accommodations

U.S. Only

Weyerhaeuser provides reasonable accommodation for employees’ religious beliefs, observances, and practices when the beliefs, observances, or practices are associated with the exercise of such religion, a need for such accommodation is identified, and reasonable accommodation is available. A reasonable accommodation is one that addresses the conflict between an employee’s religious beliefs, observances, or practices and the employee’s job requirements, without causing undue hardship to the Company. An “undue hardship” is a significant difficulty or expense based on the specific circumstances.

Employees who perceive a conflict between job requirements and the exercise of their religious beliefs, observances, or practices must contact human resources or their manager to initiate the accommodation process. During this process, Weyerhaeuser may require employees to provide written explanations of such conflict or other information as permitted by law. Requests for schedule adjustments should be made as far in advance as possible.

Canada Only

Weyerhaeuser provides accommodation to the point of undue hardship for employees’ religious or spiritual beliefs, observances, and practices when the beliefs, observances, and practices are associated with the exercise of the spirituality or religion, and a need for such accommodation is identified. An accommodation addresses conflict between an employee’s religious or spiritual beliefs, observances, or practices and the employee’s job requirements. “Undue hardship” occurs if accommodation would create significantly onerous conditions for Weyerhaeuser. Examples of undue hardship include, but are not limited to, intolerable financial costs or serious disruption to business.

Employees who perceive a conflict between job requirements and the exercise of their religious or spiritual belief, observance, or practice must contact human resources or their manager to initiate the accommodation process. During this process, Weyerhaeuser may request supporting documentation or other information as permitted by law. Requests for schedule adjustments should be made as far in advance as possible.

Other Human Rights Accommodations (Canada Only)

Weyerhaeuser complies with its obligations under applicable provincial human rights legislation, including the duty to accommodate employees with certain protected characteristics, up to the point of undue hardship. Employees who need an accommodation in relation to a characteristic that is protected under human rights legislation must contact human resources or their manager and engage in an interactive process to determine if there are accommodations available. Where required under human rights legislation, Weyerhaeuser will accommodate employees to the point of undue hardship. During this process, Weyerhaeuser may request supporting documentation or other information as permitted by law.

Non-Retaliation

Weyerhaeuser will not tolerate retaliation against employees who, in good faith, report or threaten to report potential discrimination, harassment, bullying, or inappropriate workplace conduct; or participate in a Weyerhaeuser or agency investigation into such complaints. No employee will be penalized when acting in good faith while following this Policy for addressing discrimination, harassment, bullying, or inappropriate workplace conduct. Any employee who is found to have engaged in retaliation will be disciplined, up to and including termination of employment (for cause, where applicable).

This policy does not discourage an employee from exercising the employee’s rights under applicable employment standards laws, occupational health and safety laws, or any other law to resolve a complaint of harassment, including applicable human rights laws (Canada) or to request the assistance of an occupational health officer (Saskatchewan).

For more information, see Weyerhaeuser’s Non-Retaliation Policy.

Audience

This policy applies to all employees. For employees in a bargaining unit, the labor agreement supersedes this policy if there is a conflict. If there is a conflict with a local, state, provincial, or federal law, the law supersedes this policy.

Consequences

Violation of this policy may result in disciplinary action, up to and including termination of employment (for cause, where applicable).

Owner

SVP & Chief Administration Officer

Last Updated

January 12, 2023