A Whistleblower Policy has been in place since 2004 to promote the highest standards of business and personal ethics in the conduct of the Company’s affairs.
The policy aims to deter and uncover corrupt, illegal, unethical, fraudulent or other conduct detrimental to the Group’s interests committed by officers and employees as well as third parties/any other persons such as suppliers and contractors. The Group encourages its officers and employees, suppliers and contractors to provide information that evidences unsafe, unlawful, unethical, fraudulent or wasteful practices. It does not disregard anonymous complaints.
This policy enables the Group to effectively deal with reports from whistleblowers in a manner that will protect the identity of the whistleblower and provide for the appropriate use of the information provided. It also establishes the policies for protecting whistleblowers against reprisal by any person internal or external to the Company and provide for the appropriate infrastructure including the appointment of a “Whistleblower Protection Officer”, a “Whistleblower Investigations Officer” and alternative means of reporting.
The Board, together with the Chairman of the Audit and Risk Committee, had appointed a Protection Officer as well as an Investigations Officer to administer the Company’s Whistleblower programme.
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Pursuant to the Code of Business Ethics (the “Code” for purposes of this section), all employees are prohibited from engaging in any activity or harbouring any personal interests that conflict or appear to conflict with the Company’s interests.
All employees are required to disclose any conflict of interest on an annual basis.
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The Company implements a Securities Dealings Policy which adopts and operationalises the statutory prohibition on certain designated persons within the Company to deal in the Company’ securities while in possession of unpublished material price-sensitive information and/or to provide such information to others.
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To be updated
The Group’s agro-industrial workers enjoy one of the most attractive compensation and benefit packages. Complementing government-mandated privileges for all employees and qualified dependents is a broad range of free medical and dental services, a comprehensive retirement package, and voluntary plans for providential and insurance benefits.
In Mindanao, the Plantation employees live with their families in Group-owned houses and dormitories (for unmarried employees) within housing camps complete with social hall, chapel, playground and plaza, day care centre, primary and secondary schools, camp clinics and a 100-bed hospital managed by a medical service provider. Employee-organized cooperatives provide our workers with services that enhance economic benefits for their families. Cooperative members enjoy annual dividends and patronage refunds.
Children of the Cannery employees enjoy free year-round weekend tutorials on basketball and, as scheduled, other sports (tennis, swimming, martial arts) and creative skills (photography, theatre arts). Core Values are introduced through learning exposure that help them grow a strong sense of community and family life.
The Group cultivates a culture of excellence in encouraging its people to innovate and strive for continuous improvement. To address this, the following programs and projects are being implemented by the Group:
At “PineU” (Pineapple University), plantation personnel hone their farming expertise through formal sessions and benchmarking trips. “ManU” (Manufacturing University) opened a breakthrough for cannery staff to reorient on processes and adapt to new technologies. ManU also administers two-year supervisory and trade-traineeship programs for high-potential applicants and long-serving employees. On the faculty are our senior managers, who count among leading experts in their respective fields. Similar development programs are implemented in Finance through its Finance University and Marketing’s Brand Leadership University (BLU).
As part of the ongoing employee engagement programs, our employees in the Philippines are involved in various activities that promote a healthy work-life balance.
It has been the Company’s tradition to give back to the community by visiting various communities. The employees volunteer their time to help make lives better for the less fortunate, our way of being a blessing to others.
Competition on various sporting events in Manila, the cannery and plantation are held each year. These sporting events extend to the employees’ dependents in summer during school break. Programs include sports, music, arts outreach and eco-projects.
To improve employee communication, our Human Resources Department in the Philippines has enhanced the online HRIS system called MyHR, an online system that maximizes technology for fast and accurate employment transactions. Employees can access and update their personal data, apply for leave, request for certificate of employment, view corporate announcements, download HR forms, policies and videos, and update and monitor employee performance.
Other employee engagement initiatives by the company include the Montee stores, where employees can purchase DMPI products at a discount, and the Montee Pass, a tie-up with various restaurants and stores for employee discounts and privileges.
In the Philippines, Labor-Management Cooperation (LMC) councils meet regularly to discuss and decide issues affecting employees, their families, the Group and the community. Memorandums of Agreement (MOA) with three key labor unions stipulate wage increases and enhancements in benefits for farm and factory workers from year to year.
LMCs prepare the ground for efficient and short negotiations between Union and Management, as manifested in the signing of two MOA’s covering enhanced economic and social benefits for approximately 3,000 employees at the plantation and cannery in the Philippines.
The Group is committed to providing a motivating environment that recognizes and rewards our employees based on performance, teamwork, and continuous improvement in both the short term and long term, and should be designed to:
- Motivate our employees to deliver the company’s profitable growth goals;
- Reward performance;
- Retain top performers and high potentials; and
- Promote teamwork.
- The Company’s performance incentive plan aims to motivate and reward employees who contribute towards attaining and exceeding the Company’s annual business objectives. The award is based on the degree to which divisional and corporate financial objectives are met. This incentive plan covers employees at the levels of supervisors and above.
- The Company is one of the first in the Philippines who offered the “flexible benefits program” where regular monthly paid employees of its subsidiary are able to choose their own set of benefits that will support their personal health and wellness objectives. The range of options includes spa and massage services, membership in fitness gyms, sign-up for sports tournaments, educational subsidy for dependents, optical allowance, etc.
- The Company rewards all regular employees for their dedicated and continuous service upon completing a minimum of 5 years and every 5 years thereafter, up to 40 years of service through the Service Awards Program. The awardee receives a special token and an increasing cash amount for each milestone year.
Del Monte recognises the responsibility of business to respect human rights in all aspects of its operations. We expect our employees, suppliers and contractors to adhere to the same human rights principles. We do not tolerate human rights abuses and violations and shall enforce this zero tolerance policy for any human rights violations that our operations might come across.
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