Code of Business Conduct
The Code of Business Conduct, centered on our Operating Principles, is one of the most vital documents to our business, and it serves as the foundation of our compliance program. It supports our commitment to ethical behavior and integrity in everything we do.
The Code is a tool to guide all employees in their decision making, providing a summary of important company policies and expectations. Employees who conduct business on behalf of Armstrong World Industries and its subsidiaries must comply with all applicable laws and regulations and meet high ethical standards.
The purpose of the Code:
- Provide principles to guide employees
- Promote honest, ethical and responsible conduct
- Provide a basis to seek guidance or report a possible violation of the law or company policies
The Office of Compliance oversees and monitors compliance with our Code of Business Conduct, including adherence to company policies. All allegations of non-compliance with the Code of Business Conduct are investigated and tracked by the Office of Compliance.
The company provides training on company policies, including anti-corruption, to all employees on the Code of Business Conduct.
Employees may raise concerns in confidence through our Office of Compliance, our Legal Department, the HR Department, their manager, or the Company’s ethics line.
Our Anti-Corruption Policy is a global policy that applies to all employees, officers and directors of our company. It expressly prohibits them from giving or receiving any bribes or making, offering or facilitating a payment to anyone to win influence or gain or retain business or an improper business advantage.
The Office of Compliance is managed by our Director of Compliance under the direction and oversight of our Chief Compliance Officer, who reports directly to our Chief Executive Officer and provides regular compliance reporting to the Audit Committee of our Board of Directors.
We provide training to all employees and suppliers on the Anti-Corruption Policy.
Incident Management Plan
Our Incident Management Plan (IMP) is designed to ensure that there is a clear, practical system and guiding tools for communicating and responding to significant incidents that may arise anywhere within the Armstrong World Industries (AWI) global network. Whether at the enterprise level or at any operating facility, this plan provides guidelines that are intended for use by AWI personnel responsible for assessing and responding to any incident that may require communications to our employees, our communities, customers, business partners, media, investors or the general public. This IMP is designed to ensure that AWI is able, if appropriate, to respond quickly, consistently and in keeping with its core values.
EQUAL EMPLOYMENT OPPORTUNITY
Armstrong World Industries, Inc. has implemented policies and procedures as part of its longstanding commitment to compliance with all applicable equal employment opportunity and affirmative action requirements.
Armstrong World Industries, Inc. is committed to maintaining an equal employment opportunity work environment for all of its employees that is free from any and all forms of unlawful discrimination and harassment. It is therefore the company’s policy to prohibit discrimination and harassment against any applicant, employee, vendor, contractor, customer, or client on the basis of race, ethnicity, color, religion, sex, national origin, age, disability, pregnancy, veteran status, genetic information, citizenship status, marital status, sexual orientation, gender identity, or any other basis prohibited by law. It is also the company’s policy to prohibit any and all forms of retaliation against any individual who has complained of harassing or discriminatory conduct, or participated in a company or agency investigation into such complaints.
In addition, Armstrong World Industries, Inc. is committed to taking positive steps to implement the employment-related aspects of the company’s equal opportunity policy. Accordingly, it is AWI’s policy to take affirmative action to employ, advance in employment, and otherwise treat qualified minorities, women, protected veterans, and individuals with disabilities without regard to their race, ethnicity, sex, veteran status, or physical or mental disability. AWI also provides reasonable accommodation to the known physical or mental limitations of an otherwise qualified employee or applicant for employment, unless the accommodation would impose undue hardship on the operation of the company’s business.