We are committed to ensuring our employees’ health and safety. Providing employees with a safe work environment is one of our priorities. We value our employees in a way that makes life better for every member of the organization. Moreover, ensuring the health and safety of our employees reduces costs arising from lost-time injuries and medical leaves. 

We consistently provide safety training to plantation and cannery employees and enforce the use of personal protective equipment required in performing their assigned duties and responsibilities.

DMPI work committees identify potential safety risks and hazards, and devise action plans to mitigate or avoid its occurrence. Safety programs are implemented and process improvements are made to ensure workplace health and safety.

1. DMPI Manufacturing TIR is also below that of the Philippine Statistics Authority (2015) TIR data of 4.25 for the manufacturing sector, and complies with Article 168 of the Philippine Labor Code, further strengthened by Republic Act No. 11058 to ensure a safe and healthy work environment for employees.
   
   
2. DMPI implemented an “Employee Vaccination Program” against COVID-19 for employees, their qualified dependents and service providers. Close to 99% of employees and 91% of service provider workers have been fully vaccinated.
   
   
3. DMPI also partnered with a medical facility for COVID-19 teleconferencing consultation and other health issues including mental health. The company reminds employees to practice COVID-19 protocols such as frequent sanitizing, wearing face masks and observing social distancing.
4. Managers and supervisors ensure compliance with relevant workplace safety laws and regulations.   This includes the mandatory eight-hour training on occupational safety and health as prescribed by law. The safety training includes risk identification and mitigation, identifying unsafe acts, and work-related hazards, hazardous conditions, activities and situations.
   
   
5. The Company’s Phillips Memorial Hospital attends to the health care needs of employees and their qualified dependents and those of third party workers. Around 31,200 patients are treated annually in this facility.
   
   
6. As mandated by law, we provided medical staff in the manufacturing facilities and offices of the company to attend to medical emergencies.
   
   
7. DMPI regularly audits its toll manufacturers for compliance with all laws and regulations governing the workplace, including Occupational Safety and Health Regulations, Wages and Benefits, and Human Rights practices.

The Company has a Code of Conduct for employees and suppliers that strengthens our commitment to fundamental human rights and adherence to labor standards. DMPI is a member of the Supplier Ethical Data Exchange to ensure compliance in the supply chain.

DMPI performs periodic audits of contract manufacturers and certain direct suppliers. Some independent and unannounced audits are used to address quality assurance and compliance issues. Labor-Management Cooperation (LMC) councils meet regularly to discuss and decide on issues affecting employees, their families, the Company and the communities where we operate.

Del Monte's Human Rights policy is in line with the UN Guiding Principles on Business and Human Rights, the International Bill of Human Rights and the International Labor Organization Core Convention on Fundamental Principles and Rights at Work. Refer to the following link for more details.

https://www.delmontepacific.com/corporate-governance/ch-manual-1

1. DMPI established an Employee Council in Cabuyao Bottling Plant for labor management concerns and a healthy work environment.
   
   
2. Labor Management Councils (LMCs) prepare the groundwork for negotiations between union and Management. DMPI has not experienced a labor strike in the past 50 years, a testimony of the Company’s good relations with its workforce.
   
   
3. Highly engaged LMCs in the cannery and plantation sustain a safe work environment, employee development, positive workplace, work life balance and conflict management programs.
   
   
4. All labor must be voluntary. The Company prohibits the practice of child labor (under 18 years of age), forced labor and other forms of exploitation of workers as stated in the DMPI Code of Business Ethics and the Philippine Labor Code.
   
   
5. In FY22, the number of women in senior management roles increased to 42%. One of seven members of the Board of Directors is a woman.
   
   
6. The Company partners with local third-party service providers who go through DOLE’s accreditation and audit procedures to ensure that they provide the mandatory regional minimum wage and mandated government contributions. Some independent and unannounced audits are used to address compliance issues.

Executive Office, Strategic Planning, Finance and HR Teams

1. The Company pays workers above minimum wage and average industry rates and informs them about employment terms and conditions prior to their appointment.
   
   
2. Memorandums of agreement with labor unions in the Philippines annually stipulate wage increases and enhancements in benefits for farm and factory workers.
   
   
3. DMPI provides benefits better than the minimum prescribed by the DOLE. This includes life insurance coverage, health care benefits, leave benefits, and retirement plan.
   
   
4. Our farm and production facilities employ people from surrounding communities, who undergo annual physical examination.
   
   
5. Plantation employees live with their families in about 1,400 Company-owned houses and 12 dormitories for unmarried employees.
   
   
6. Children of cannery and plantation employees enjoy free year-round weekend tutorials in sports such as basketball, tennis, swimming, martial arts, and creative skills like photography and theater arts.
   
   
7. Employee-organized cooperatives provide our workers with services that enhance economic benefits for their families such as annual dividends.

Building a culture of engagement is a continuing journey. It requires commitment from everyone in the organization. The Company involves employees in various activities that promote a healthy work-life integration. The Group’s commitment to engagement is a journey worth taking. It is one way we nourish our employees, enrich lives, every day.

Book donation by S&W Employees

DMPI cascaded its Del Monte CHOICE Values to employees across all levels, locations and divisions. These guide their interaction with colleagues, customers, and other stakeholders.

1. Del Monte  continue its “Lunch and Learn” program for employees. Employee health and wellness, benefits and new company policies are some topics discussed during this session.
2. The Company supports employees’ well-being and lifestyle by sponsoring health and wellness programs. DMPI sets up various sports and exercise activities such as Zumba, yoga and running. We also provide summer programs for employees’ dependents.
3. The Company conducts a series of Pre-Retirement Seminars to help near-retiring employees effectively plan and manage the key stages of the transition process and make better-informed decisions for a secure and rewarding retirement.
4. The Company operates the Phillips Memorial Hospital close to its plantation in Bukidnon.

This is DMPI’s commitment, embedded in our CHOICE Values, in building our employees’ competencies to better equip them for the future.

We nurture our employees through training by building on their individual capabilities through our core value – Championing Together. DMPI developed a competency framework for guiding key leaders’ teams towards achieving the Company’s strategic roadmap.

DMPI introduced a self-paced learning management system, ONE DMU, available for employees.

 

1. DMPI introduced a self-paced learning management system, ONE DMU, available for employees.
   
   
2. ONE DMU provides various training and awareness courses for employees, which include soil management, manufacturing, environmental awareness and training, among others. These are available for employees and allows them to learn at their own pace.
   
   
3. DMPI’s GR8 (Great) Del Monte Leadership Competency Model guides leaders to coach and collaboratively lead teams towards achieving the Company’s operational and business goals.
   
   
4. Each Competency Framework establishes broad-range people programs on recruitment, learning, career development, succession planning, and performance management.
   
   
5. Fully supported by an OPCOM Corporate Faculty, our in-house Basic Management Program enables managers to adapt to dynamic business situations and changes to people, process, culture and mindset.
   
   
6. The Company’s Moving Up to Supervision Series complement formal technical training, coaching and intensive on-the-job experience provided via structured Cannery Operations and Plantation Operations Supervisory Training Programs.