LP Building Solutions: Human Rights Policy
LP Building Solutions (“LP”) is committed to protecting human rights and promoting a diverse, equitable, inclusive and safe work environment across our operations. We recognize the impact that large organizations can have in respecting and promoting human rights in our communities. We have adopted this policy across all our operations in order to set forth our values related to working conditions and human rights, and to highlight our philosophy about the way we conduct business.
LP complies with all applicable national laws and international treaties concerning human rights, social rights, labor rights. We are guided by international principles of human rights, including principles expressed in the United Nations Universal Declaration of Human Rights, the applicable portions of the United Nations Guiding Principles on Business and Human Rights and the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work.
LP is committed to upholding fundamental human rights. We believe that all human beings around the world should be treated with dignity, fairness, and respect, and will hold ourselves accountable to do so.
LP will seek out opportunities to engage with stakeholders and identify potential enhancements of this Human Rights Policy (this “Policy”). We will work to modify or update this Policy in order to account for potential significant changes in laws or regulations applicable to our operations around the world or to incorporate potential recommendations identified in connection with stakeholder engagements, or in other circumstances where LP deems modifications or updates are appropriate.
Application of this Policy
This Policy is a global policy and applies to all operations of LP and its subsidiaries, 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, contractors and other business partners—to share the same commitment to human rights that we have. We are committed to working with and encouraging our business partners to comply with the principles set forth in this Policy. LP’s Supplier Code of Conduct applies to our suppliers and is aligned with the principles and standards reflected in this Policy.
Board of Directors
LP’s Governance and Corporate Responsibility Committee, which is a committee of directors appointed by the Board of Directors of LP, is responsible for the oversight of this Policy. The Board of Directors of LP has adopted this Policy.
Our Own Business Conduct and Ethics
In accordance with our Code of Business Conduct and Ethics, we are committed to the highest level of ethical standards in conducting our business around the world. Our 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, ethnicity, 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 any 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 applicable laws, regulations 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. As a general practice, we seek to include obligations in our supplier contracts requiring suppliers to comply with our Supplier Code of Conduct, including the provisions of our Supplier Code of Conduct that involve human rights principles. We expect our suppliers to ensure that no abusive and exploitative conditions or unsafe working conditions exist at any of their facilities. 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 situation.
Employing a diverse workplace, free from discrimination, harassment or any other form of abuse.
Refraining from utilizing or sourcing products or services from entities associated with forced, bonded, indentured, involuntary, exploitative prison, trafficked or slave labor, and ensuring that their own suppliers comply with this requirement.
Maintaining 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 maintaining all documentation necessary to demonstrate compliance with the LP Supplier Code of Conduct.
Any supplier, contractor or other business partner found in violation of this Policy may be subject to responsive or corrective action as described under the “Accountability” heading below, including but not limited to potential termination of the applicable business relationship.
Inclusion and Belonging
LP is committed to fostering an inclusive culture that enhances our ability to attract and retain diverse talent at every level. We value the richness that comes from diverse backgrounds, experiences, perspectives, and talents. This commitment not only strengthens our competitiveness but also aligns with our values, principles, and policies. Our Code of Business Conduct and Ethics, along with this Policy, holds us accountable for maintaining a workplace free from abuse, discrimination, and harassment. These standards require us to uphold a culture of mutual respect which ensures the dignity of every LP team member.
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), as well as the International Labour Organization’s Convention No. 169 (Indigenous and Tribal Peoples Convention, 1989).
Child Labor, Forced Labor and Human Trafficking
LP does not use or condone the use of child or forced labor or human trafficking, denounces any degrading treatment of individuals or unsafe working conditions. In addition, LP will not knowingly engage a supplier or vendor, or enter into a joint venture or other commercial partnership with an organization that directly or indirectly, through a third party, employs child labor or forced labor or participates in human trafficking. LP complies with all applicable national laws and international treaties concerning human rights, social rights, labor rights, consistent with the principles of the United Nations Universal Declaration of Human Rights.
Corporate Citizenship
LP collaborates with industry associations, partners with nongovernmental organization, and engages with chambers of commerce and trade organizations to uphold sound corporate citizenship and to deepen our understanding of the communities we serve. Since 1973, the LP Foundation—an independent 501(c)(3) nonprofit entity funded entirely by LP—has been Building a Better World™ by contributing millions of dollars to nonprofits and public schools in the areas where LP operates. Charitable contributions are governed by a seven-member Board of Trustees, comprised entirely of LP team members appointed by the company’s chief executive officer to serve three-year terms. For more details on our partnerships and philanthropic efforts, please refer to our annual Sustainability Report.
Training
LP conducts annual employee training programs focused on our Code of Business Conduct and Ethics training. These training programs include an overview of this Policy and the principles set forth in it.
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 unless reasonably required to investigate a report. If the caller chooses to remain anonymous, an LP representative will attempt to contact the caller on an anonymous basis.
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.
Accountability
This Policy is not all inclusive. At a minimum, however, LP requires that all LP employees and covered business partners meet the standards expressed in this Policy. LP reserves the right to take appropriate responsive or corrective action following any violation of this Policy, including but not limited to termination of the applicable employment relationship or business relationship.
