Human Rights

Human rights are basic rights, freedoms and standards of treatment regarded as belonging to all persons, regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status or any other status. EnPro respects and supports internationally recognized human rights, and this policy is guided by the principles found in the U.N. Guiding Principles for Business and Human Rights. We strive to promote these rights in our relationships with our employees, suppliers, vendors, and stakeholders, and require compliance with our human rights policy by all. EnPro and our affiliates are committed to the highest standards in all aspects of our business, including without limitation, the rejection of the use of involuntary labor such as slave, forced, bonded, indentured or incarcerated labor, or any other manner that is not voluntary as well as the rejection of human trafficing or exploitation of any kind.

Equal Employment Opportunity

EnPro values diversity and is committed to providing equal opportunity for hiring, promotions, transfers, and training opportunities, regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran status. All personnel will be required to carry out the spirit and intent of this policy. The successful implementation and effectiveness of this policy is the responsibility of the respective managers and supervisors, with the assistance of Corporate Human Resources. More detailed information is available to EnPro employees in our Equal Employment Opportunity Policy.

Intolerance for Discrimination and Harassment

To ensure a productive working environment and encourage mutual respect among employees, EnPro is committed to providing all employees a workplace free from all forms of discrimination, including harassment based on race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected veteran. It is EnPro’s policy to ensure that the work environment is free from any such discrimination or harassment. More specifically, it is against EnPro policy for any employee (including co-workers, supervisors, managers and other personnel) or any third-party (including customers, independent reps and vendors) to harass an employee in violation of this policy. More detailed information is available to EnPro employees in our EnPro’s General Harassment in the Work Environment Policy.

Freedom of Association

EnPro respects an employees’ right to join or form a labor union, and to collective bargaining, without fear of reprisal, intimidation or harassment. We are committed to engaging in open and constructive communication with union representatives.

Safe and Healthy Work Environment

EnPro is committed to excellence and continual improvement in our Environmental, Health, and Safety (EHS) practices and performance. Periodic audits of EnPro’s operations are conducted to ensure compliance with EnPro’s EHS policies and applicable EHS laws, regulations and standards. In addition, we believe the right to water as a fundamental human right and all office spaces are supplied with clean drinking water, clean and accessible restrooms, adequate lighting and ventilation, emergency exits, and first aid equipment.

Wages and Benefits

We ensure full compliance with all wage, hour, overtime and benefits laws, and are committed to ensuring fair wages for all employees. Our wages and benefits are competitive within our industry and local labor market, and working hours contribute to a healthy work-life balance.

Child Labor

We are compliant with labor laws which prohibit the exploitation of children and use of illegal child labor. Company personnel must ensure that all employees are legally eligible for employment and meet the applicable minimum legal age. We prohibit the hiring of individuals under 18 years of age for positions in which hazardous work is required. Verifiable documentation of each employee’s date of birth or other legitimate means of confirming each employee’s age must be maintained, as required by law.

Privacy and Security

We are committed to maintaining a safe work environment for all employees, free from intimidation, harassment, threats or acts of a violent nature, and any such conduct is not tolerated. An employee should report all threats of (or actual) violence, both direct and indirect, as soon as possible to his/her immediate supervisor or any other member of management. This includes threats by employees, as well as threats by customers, vendors, solicitors, or other members of the public. Reports or incidents warranting confidentiality will be handled appropriately and information will be disclosed to others only on a need-to-know basis.

EnPro has a high respect for employee privacy as well, and our employees’ right to protect their personal information. Therefore, it is our policy to control the use and access to company information that affect individuals’ employment status. We believe that this information must be carefully protected and should be shared only with those who have legitimate need for it.

Guidance and Reporting

EnPro complies with all labor and employment laws and is dedicated to maintaining a workplace where respect for individual rights and safety is of the utmost importance. In our efforts to educate all employees about our policies on appropriate workplace behavior and treatment of others, we require all new hires to read and acknowledge our Code of Business Conduct. On an annual basis, all active employees are required to recertify that they have read and acknowledge the Code or complete a training module regarding the code.

In the event of a violation of any of these human rights policies, employees are provided with our EnTegrity Assistance Line at the time of hire and are instructed to report violations of any unethical nature, including human rights, without fear of retaliation. Reports may be made anonymously, and all reports are kept confidential to the extent practicable, consistent with applicable laws and the need to conduct an adequate investigation.