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Legal Notices

If you need further information, please contact us at:
Chief Compliance Officer
Glatfelter Legal Department
96 South George Street, Suite 520
York, PA 17401 USA
Email: GeneralCounsel@glatfelter.com
Telephone: +1-717-225-2066

Cautionary Language Regarding Forward Looking Information

The Site may contain statements, estimates or projections that constitute, “forward-looking statements” as defined under U.S. federal securities laws. Generally, the words “believe,” “expect,” “intend,” “estimate,” “anticipate,” “project,” “will” and similar expressions identify forward-looking statements, which generally are not historical in nature. Forward-looking statements are subject to certain risks and uncertainties that could cause actual results to differ materially from Glatfelter’s historical experience and its present expectations or projections. These risks are discussed in Glatfelter’s filings with the Securities and Exchange Commission (the “SEC”), including its Annual Report on Form 10-K, which filings are available from the SEC. You should not place undue reliance on forward-looking statements, which speak only as of the date they are made. Glatfelter undertakes no obligations to publicly update or revise any forward-looking statements.

California Transparency in Supply Chains Act Disclosure

California’s Transparency in Supply Chains Act of 2010 requires that manufacturers and retailers doing business in California disclose on their websites the steps that they have taken against the use of human trafficking in their supply chains.  Glatfelter is unconditionally opposed to human trafficking and believes that all workers have the right to freely choose employment, humane treatment and a workplace free of harassment and unlawful discrimination.  Therefore, Glatfelter expects its suppliers to equally act as responsible corporate citizens and to take their own affirmative actions to protect the rights of their workers against human trafficking.  To reinforce these beliefs, Glatfelter has adopted various policies with respect to its supply chain to help Glatfelter assess and audit its suppliers and Glatfelter expects suppliers to be honest, forthright and transparent in the questions and information solicited by Glatfelter in its vetting of suppliers.  These policies assist Glatfelter with the following key areas of its supply chain:

  • Awareness – Informing our suppliers of the importance of the issue of human trafficking and that it is an issue which Glatfelter takes very seriously.
  • Audits – Conducting on-site audits of Glatfelter suppliers to confirm their compliance with Glatfelter’s standards and requirements.
  • Certifications – Requiring Glatfelter’s suppliers to certify that they are complying with all applicable laws including, without limitation, those regarding anti-bribery, labor, employment and safety laws.
  • Education – Educating relevant Glatfelter employees, consultants and management by providing training on human trafficking and slavery in the supply chain and other topics relevant to supplier social responsibility.
  • Employee Accountability – Maintaining strict accountability standards and procedures to ensure that Glatfelter employees and consultants comply with all applicable laws and Glatfelter’s policies regarding human trafficking.

Glatfelter’s business principles will continue to evolve and adapt to a changing world, while remaining committed to our opposition to human trafficking.  We will update this Site as we adopt new processes and policies.

Child and Forced Labor Policy

Our Child and Forced Labor Policy

Glatfelter’s Statement of Principles on Child Labor and Forced Labor is based on International Labor Organization (ILO) conventions and national laws, and recognizes regional and cultural differences. It reaffirms Glatfelter’s continued worldwide commitment to restrict employment to those age 15 or older, or the local minimum employment age, or the mandatory school age, whichever is higher. Our policy also includes an explicit ban on the use of any forced labor or exploitative working conditions.

We communicate this policy to our direct suppliers, licensees and joint ventures, and we include a clear contractual obligation to meet these requirements as an ongoing condition of our business relationship. We believe that promoting fair and appropriate employment at Glatfelter and within our supply chains is a
critical part of the commitments we make to our people and local communities.

A global concern

Nonetheless, Glatfelter recognizes the disturbing fact that child labor and forced labor remain significant problems in many parts of the world. Social and economic conditions can fuel this problem and government capacity to address it may be limited, especially in less developed countries. Global supply chains for raw materials, including some agricultural products of relevance to our business, can be lengthy and quite complex, reducing our potential influence and adding further hurdles to the challenge of understanding and effectively addressing issues that may exist.

Working to make a difference

Despite the difficult nature of the problem, however, we are committed to playing a positive role in helping society to eliminate exploitative child and forced labor. That is why we also are working cooperatively with others, including suppliers, industry organizations, public interest groups and governments, to address abuses that may exist in labor markets related to our global supply chains. We cannot solve this problem alone, but by working with others, we believe we can help make a difference.

Glatfelter’s Statement of Principles on Child and Forced Labor

Glatfelter strongly believes it has the responsibility to engage in employment practices that meet the highest legal and ethical standards. Nowhere is this responsibility more important than in the company’s policies governing the minimum age and working conditions of its own employees and the employees of its suppliers. Glatfelter has developed this Statement of Principles on Child and Forced Labor as an expression of its own commitment and the expectations we have for suppliers worldwide. In addition, we strongly encourage our suppliers to require their own suppliers to adhere to these Principles as well. Glatfelter will continuously seek to make these Principles as relevant and effective as possible. To that end, we may amend these Principles from time to time.

A. Glatfelter’s Own Operations

Glatfelter does not engage in or condone the unlawful employment or exploitation of children in the workplace or the use of forced labor. In accordance with the conventions of the International Labor Organization (ILO) and national laws, Glatfelter will restrict employment to those age 15 or older, or the local minimum employment age, or the mandatory schooling age, whichever is higher. Furthermore, all temporary workers utilized by Glatfelter, and all third party-employed workers who perform work on Glatfelter premises, shall meet these minimumage requirements. Glatfelter also explicitly prohibits the use of forced labor, i.e., any work or service that a worker performs involuntarily, under threat of penalty.

B. Glatfelter’s Suppliers

Glatfelter will not tolerate the use of unlawful child labor or forced labor in the manufacture of products it sells and will not accept products or services from suppliers, subcontractors or business partners (collectively referred to as “Suppliers”) that employ or utilize child labor or forced labor in any manner. Glatfelter’s Suppliers shall not employ or utilize in any manner any individual below the minimum employment age set by national law or by ILO Convention 138, whichever is the higher. ILO Convention 138 provides that the minimum employment age should be not less than the mandatory schooling age of the country in which the individual is employed and, in any case, not less than 15 years (except for certain developing countries, where a minimum age of 14 years is applicable), subject to permitted exceptions set by the ILO and national law.