Weyerhaeuser is committed to respecting human rights throughout our operations. Fundamental to our company vision is the importance we place on people and how they are treated. This includes:
Our employees who develop solutions to meet the world’s challenges, and
Our communities with whom we partner to strengthen the quality of life where we have a presence.
Human rights are the basic standards of treatment to which all people are entitled worldwide, regardless of any protected characteristics or other factors, including, but not limited to, nationality, sex/gender, race, age, or economic status. This policy is guided by the United Nations Universal Declaration of Human Rights, the International Labor Organization Labour Standards, the International Labour Organization Declaration on Fundamental Principles and Rights at Work, and the United Nations Declaration on the Rights of Indigenous Peoples.
Our commitment with respect to human rights is embodied in Weyerhaeuser’s:
Policies, including those related to employee relations, ethics, health and safety, and the environment; and
Processes and resources, including the Code of Ethics and Ethics and Business Conduct reporting lines (1-800-716-3488 or WeyerhaeuserEthicsOnline.com).
All employees must conduct business legally and ethically, and respect and support human rights and individual freedoms as follows.
Health and Safety: We are committed to protect the health and well-being of our employees through the prevention of injury and illness. We strive to create a safe work environment and will not tolerate violence or threats of violence.
Diversity, Equity and Inclusion: Weyerhaeuser values a diverse, equitable and inclusive work environment. 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).
We do not tolerate harassment, bullying, or any other inappropriate workplace conduct.
Fair Working Conditions: We adhere to employment laws in the jurisdictions where we operate, and in many cases exceed minimum standards. These standards include maximum hours of daily labor, rates of pay, minimum age, privacy, and other fair working conditions. We do not employ or support the use of oppressive or unlawful child labor.
Freedom of Engagement: We prohibit and do not support the use of chattel slaves, forced labor, bonded laborers, or coerced prison labor or any form of human trafficking.
Freedom of Association: We respect the right of employees to freely choose to organize and bargain collectively. Managers may also provide employees with accurate and timely information without using coercion or manipulation.
Relationships with Indigenous People: We respect Indigenous cultures and their legally recognized rights and status. We work cooperatively with governments, including those of Indigenous communities. We recognize Indigenous peoples’ skills and knowledge and make employment opportunities known to them in areas where we operate. We recognize a duty to consult in good faith with Indigenous peoples. Whether or not agreement on all matters is possible, we strive for proactive collaboration, mutual understanding, and a reasonable balance of Indigenous peoples’ concerns with other social interests when evaluating the effect of any particular decision. We support systems that address imbalances of power and capacity and provide for the fair, transparent resolution of disputes. Our forest management operations implement programs that identify and respect Indigenous People’s rights and educate and train employees and contractors to carry out their responsibilities relevant to communicating and responding to Indigenous communities whose rights may be affected by forest management activities.
Community Engagement: We work to strengthen the quality of life in communities where Weyerhaeuser has a presence. We also strive to increase society’s understanding of the importance of working, sustainable forests. We communicate openly to build positive relationships with community leaders, employees, and other stakeholders.
Environmental Responsibility: We recognize the human rights implications that our land use and operations may have, including the human need for clean air and water and healthy ecosystems. We are responsible stewards of the environment wherever we do business. We practice sustainable forestry, set and meet goals to reduce pollution, conserve natural resources and energy, meet or exceed applicable laws, and continually improve our environmental performance.
Employees who believe they have been subjected to, witnessed, or are aware of potential violations under this Policy must immediately report them to their supervisor or Human Resources. 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, or managers who witness or are aware of potential violations must ensure a prompt and thorough investigation is conducted and appropriate action is taken based on the investigation findings.
This policy applies to all employees. Weyerhaeuser also expects all suppliers and contractors to comply with all applicable laws, and our contractor and supplier code of ethics.
Violation of this policy may result in disciplinary action, up to and including termination of employment.
SVP & Chief Administration Officer
SVP, General Counsel & Corporate Secretary
January 12, 2023
Additional related information on specific topics can be obtained from these sources:
Weyerhaeuser Policies and Other Internal Resources