HUMAN RIGHTS POLICY

Application of This Policy

This LP Human Rights Policy (the “Policy”) is a global policy and applies to all company operations and subsidiary operations, regardless of geographic location. Our employees are responsible for complying with this Policy, which is publicly available on our website and communicated internally to our employees. LP expects all partners—customers, suppliers and contractors—to share the same commitment to human rights that we have.

Board of Directors

The LP Corporation Governance and Corporate Responsibility Committee, which is a committee of directors appointed by the Board of Directors, is responsible for the oversight of this Policy. The LP Board of Directors has adopted this Policy.

Our Own Business Conduct and Ethics

In accordance with our LP Code of Business Conduct and Ethics, we are committed to the highest level of ethical standards in conducting our business around the world. Our LP Code of Business Conduct and Ethics addresses important topics including:

• Promoting an equitable workplace, prohibiting discrimination, harassment and violence in any form, and a commitment to providing a safe workplace.
• Providing equal employment opportunities to all applicants and prohibiting discrimination based on race, color, religion, sex, national origin, sexual orientation, gender identity or expression, age, disability, pregnancy, veteran status or any other reason prohibited by applicable law. LP recognizes the value of diversity and inclusion in the workplace and across our supply chain and the importance of respecting and protecting the rights of minority and women’s groups.
• Ensuring compliance with all laws upholding fair employment practices and human rights.
• Recognizing employee rights to free association and collective bargaining.
• Encouraging LP personnel to report concerns and maintaining a process as to how LP personnel can report concerns and how LP will investigate concerns that are reported.

Our Code of Business Conduct and Ethics applies to our Board of Directors, Senior Management, along with all of LP’s employees, vendors, agents and any other parties working on behalf of LP or one of our subsidiaries.

Suppliers/Contractors

We expect our suppliers to operate using the highest ethical and legal principles. In accordance with our Supplier Code of Conduct, we expect that our suppliers and direct contractors will treat their employees fairly, in accordance with laws and industry standards, and to apply sound employment practices in all facets of the employment relationship, including those that pertain to wages, working hours, overtime, benefits, and employee rights. LP expects that suppliers ensure that no abusive and exploitative conditions or unsafe working conditions exist at a supplier facility. This includes:

• Providing safe working conditions, including complying with all applicable safety standards and governmental and other safety requirements.
• Ensuring employee preparedness in the case of an emergency.
• Providing a diverse workplace, free from discrimination, harassment or any other form of abuse.
• Prohibiting suppliers from utilizing or sourcing products or services from entities associated with forced, bonded, indentured, involuntary, exploitative prison, trafficked or slave labor, and to ensure that their own suppliers comply with this requirement.
• Ensuring that suppliers maintain compliance with the LP Supplier Code of Conduct which includes communicating the requirements of the LP Supplier Code of Conduct to all employees, affiliates, agents and subcontractors of the supplier (in their local language) and to maintain all documentation necessary to demonstrate compliance with the LP Supplier Code of Conduct.

Diversity, Equity and Inclusion

LP’s commitment to diversity, equity, and inclusion (“DEI”) is central to our values as well as our long-term sustainability and success. As part of that commitment, LP has pledged through its DEI Pledge for Action to take meaningful action to build a more inclusive workplace for women, Black people and people of color; support marginalized communities; bridge racial and gender opportunity gaps; and work to embed diversity, equity and inclusion into the culture of LP.

LP is also engaged in DEI outreach and programs, which includes providing annual grants through the LP Foundation and by supporting community-based nonprofits and associations whose mission is to advance the causes of diversity, equity and inclusion.

Recognition for the Rights of Indigenous Peoples

LP is committed to building and maintaining positive relationships with Indigenous Peoples and Indigenous Nations in locations where we operate. LP’s efforts in building positive relationships with Indigenous Peoples and Nations shall be guided by established government laws and regulations, treaties, agreements, and the principles contained within United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP), including the principle of Free Prior and Informed Consent (FPIC).

Corporate Citizenship

LP works with industry associations, partners with NGOs and looks to chambers of commerce to better understand the communities where we live and work and to be a good corporate citizen. Learn more about our outreach and programs in our Sustainability Report.

Additionally, the LP Foundation donates approximately $500,000 annually through five programs:

• Community Grants
• Disaster Relief Program
• Employee Giving Match Program
• Employee Nonprofit Board Sponsorships
• National Nonprofit Partnership

Training

LP conducts annual employee Code of Conduct training, which includes an overview of our Policy.

Reporting Concerns

LP encourages and expects anyone who has a concern that an activity may be in violation of this Policy to report that concern. Concerns may be reported through our confidential LP reporting service, LP Confidential (800-496-4892 or LPConfidential.lpcorp.com).

Callers should be prepared to identify the relevant facility and to provide a detailed description of their concern. LP is committed to preserving anonymity, and no attempt will be made to ascertain a caller’s identity. If the caller chooses to remain anonymous, they will receive a call-back date. They will also receive an identifying code to be used at the time of the call back that they may use for further communication.

Every concern is taken seriously. LP is committed to adequately and appropriately responding to allegations of wrongdoing. In some cases, it may be necessary to conduct investigations to determine what happened and the best course of action to take.

LP employees, suppliers or other relevant parties are expected to cooperate if asked to give interviews, answer questions, or provide relevant records and documents for review by the investigator(s).

LP is committed to ensuring that those who make good faith reports are not punished for doing so. LP strictly prohibits retaliation, including any form of discipline, reprisal, or intimidation, for participating in any activity protected by this Policy or the law. Likewise, efforts to discourage or prevent someone from filing a complaint will not be tolerated. LP will investigate any instances of possible retaliation and will take appropriate action.