Nurturing Employees

We are a people-driven organization committed to health and wellness, reinforcing occupational safety and well-being, especially during the pandemic.

Joselito D Campos Jr, Del Monte Pacific Chief Executive Officer, visiting line workers in the Bugo cannery

Del Monte Pacific Limited (DMPL) is an organization committed to health and wellness, reinforcing employee safety and well-being especially during the pandemic. About 5,900 full-time regular employees and 3,100 seasonal employees of the Group work at our plantation, manufacturing facilities, administrative and marketing offices across locations. Close to 4,200 are based in Asia, mostly in the Philippines, while about 1,700 work full time in the United States and Mexico plus 3,100 seasonal employees that work during the packing season.

DMPI was inducted by the People Management Association of the Philippines (PMAP) in the PMAP Hall of Fame for being named “Employer of the Year” three times, the maximum number. The Company has nurtured generations of employees, some from the same family, a testimony of its care for its people.

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DMPI Leadership Team led by Luis F Alejandro, President and Chief Operating Officer

Line workers in the U.S. wearing PPEs

Occupational Health and Safety

The Group values the safety of every person who works in its facilities and offices. Work committees identify and mitigate potential safety risks through safety programs, process improvements and other action plans.

Trained safety officers ensure workers follow the Group’s safety management standards, identify risks, unsafe acts and conditions, provide guidance on improving the overall occupational health and safety performance and work condition. These standards cover all our operations in the field, offices and manufacturing facilities in the US and the Philippines.

DMPL’s U.S. and Philippine facilities have emergency response teams that plan for crises. They conduct regular Emergency Preparedness Drills to prepare employees against emergencies and natural disasters.
Del Monte Foods, Inc. (DMFI) Total Incidence Rate (TIR) is lower by 13% compared to prior year. This is also below the last updated Bureau of Labor Statistics (2015) TIR of 5.2 for the fruit and vegetable canning industry.
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.
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.
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.
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.

Treatment in the Company's Phillips Memorial Hospital
In the Philippines, 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.
As mandated by law, we provided medical staff in the manufacturing facilities and offices of the company to attend to medical emergencies.
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.

CBA signing with Luis F. Alejandro, Chief Operating Officer, Frank T Molas, Mindanao Operations Head, and the cannery and plantation labour union

CBA signing with Luis F. Alejandro, Chief Operating Officer, Frank T Molas, Mindanao Operations Head, and the cannery and plantation labour union

Human Rights and Labor Standards

The Group maintains a Code of Conduct for employees and suppliers. Both Del Monte Foods, Inc. and Del Monte Philippines, Inc. are members of the Supplier Ethical Data Exchange.

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. Please refer to the following link for more details.
https://www.delmontepacific.com/hubfs/pdf/DMPL%20Human%20Rights%20Policy%20200723.pdf
The Group respects the right of employees to Freedom of Association, and has collective bargaining agreements with labor unions, which stipulate wage increases and enhancements in benefits. 76% of DMPL employees in the U.S. and Philippines are part of labor unions and covered by collective bargaining agreements.
DMPI established an Employee Council in Cabuyao Bottling Plant for labor management concerns and a healthy work environment.
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.
Highly engaged LMCs in the cannery and plantation sustain a safe work environment, employee development, positive workplace, work life balance and conflict management programs.
All labor must be voluntary. The Group prohibits the practice of child labor (under 18 years of age), forced labor and other forms of exploitation of workers as stated in the DMPL Code of Business Ethics and the Philippine Labor Code.
As stated in the Group’s Supplier Code of Conduct, suppliers are forbidden from using forced, bonded, prison, or indentured labor of any kind. The use of child labor as defined by local laws is strictly prohibited. Suppliers must comply with all applicable local labor laws, including those related to hiring, wages, hours worked, overtime and working conditions. Suppliers must implement hiring practices that accurately verify workers’ legal right to work in the country and age prior to employment.
The Group’s Code of Business Ethics denounces discrimination on any grounds. The Group has a Standard Against Discrimination which commits to promote a culture of equality in the workplace. DMPL and its subsidiaries give equal opportunity to all applicants, treat them fairly and with respect, and free from unlawful discrimination related to age, color, disability, gender, health status, marital status, pregnancy, nationality, ethnic origin, migrant worker status, political opinion, race, religion, and union affiliation.
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.
DMFI established a Diversity Leadership Council, the Diversity, Inclusion and Belonging (DI&B) employee group to influence and provide thought leadership in building a more diverse and inclusive company, where every person is respected, valued, and can work at their best.
Six Employee Resource Groups (ERGs) were established to support minority workers. These include affinity groups for women employees, LGBTQ+ employees, Black employees, Asian American and Pacific Islander employees, and Hispanic employees.
DMFI received a score of 100 on the Human Rights Campaign Foundation’s 2022 Corporate Equality Index (CEI). The CEI is the nation’s foremost benchmarking survey for measuring corporate policies and practices related to LGBTQ+ workplace equality. Del Monte’s efforts in satisfying all the CEI’s criteria earned DMFI a top score and designation as one of the “Best Places to Work for LGBTQ+ Equality.”
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.

Del Monte employees in the US

Bugo cannery workers in Cagayan de Oro, Mindanao

Fair Wages and Benefits

We commit to providing employees fair wages and benefits. Del Monte complements government-mandated privileges for all full-time employees and qualified dependents with a broad range of benefits such as a comprehensive retirement package, vacation and sick leaves, and insurance benefits.

DMFI designs employee benefits that allow employees to select a package of coverage that meets their and their dependents’ unique needs.
Recognizing the importance of supporting the well-being of new parents and families, DMFI offers Paid Parental Leave Benefits to eligible employees for bonding purposes under the Company’s Family Medical and Leave Act (or state law equivalent) policy. Moreover, the company offers 6 weeks of Paid Parental Leave following the birth, adoption, or foster placement of a child.
The Company offers additional benefits that help employees improve their quality of life, including an adoption assistance program, community service day allocation (one volunteer day time-off per year), product donations, and floating holidays (at designated locations).
In the Philippines, the Company pays workers above minimum wage and average industry rates and informs them about employment terms and conditions prior to their appointment.
Memorandums of agreement with labor unions in the Philippines annually stipulate wage increases and enhancements in benefits for farm and factory workers.
DMPI provides benefits better than the minimum prescribed by the DOLE. This includes life insurance coverage, health care benefits, leave benefits, and retirement plan.
Our farm and production facilities employ people from surrounding communities, who undergo annual physical examination.
Plantation employees live with their families in about 1,400 Company-owned houses and 12 dormitories for unmarried employees.
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.
Employee-organized cooperatives provide our workers with services that enhance economic benefits for their families such as annual dividends.

DMPI provides buses to plantation field workers

Employee Engagement

We strive to build a culture of engagement across the organization.

Our U.S. facilities and corporate employees are actively involved in contributing time and money to organizations focused on farm advocacy, feeding programs, environmental stewardship, disaster relief, education and youth activities.
DMPI cascaded our Del Monte CHOICE Values to employees across all levels, locations and divisions. These guide their interaction with colleagues, customers, and other stakeholders.
In the Philippines, Del Monte launched its Employee Recognition Program through “SNAPasalamat”, CHOICE Ambassadors and CHOICE Champions Awards.
The Company’s enhanced online HR Information System, SAP SuccessFactors, enables fast and accurate employment transactions.
Outside of the pandemic, the Human Resources Department conducts employee engagement activities such as social gatherings, Teambuilding, Fun Day, Sports Fest, and Christmas parties.
Other employee engagement initiatives include the cooperative stores in the plantation where employees can purchase company products at a discount.

Face mask and juice donations to health workers with Francisco T Molas, Group Head, Mindanao Operations

Well-being and Work-life Integration

The Group promotes work-life integration to ensure the employees’ well-being, mental health, and productivity.

DMFI creates a welcoming workplace to maintain a healthy work-life balance.
DMPI’s “Thank God it’s Monday” webinar allows employees to start the week fresh, positive and energized. The program is aligned with one of the Company’s CHOICE values, Healthy Families. The webinar covers various subjects such as leadership, change management, team dynamics, skills development, stress management and parenting, among others. The Company invites speakers to discuss their experience and employees provide additional insights and reactions on the topic.
Del Monte in the Philippines continue its “Lunch and Learn” program for employees. Employee health and wellness, benefits and new company policies are some topics discussed during this session.
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.
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.
The Company operates the Phillips Memorial Hospital close to its plantation in Bukidnon.

Talent Management

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.

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In the U.S., Del Monte Foods launched a new learning platform, Grow U, to develop the employees’ careers with a variety of learning opportunities. Included in the platform are company compliance training. Moreover, employees can access over 10,000 courses in LinkedIn Learning through the Grow U host, Bridge.
Some types of DMFI training are:

a. Internal learning opportunities, wherein managers work closely with employees
b. External programs and professional certifications, supported via seminars, conferences or other specialized workshops
c. External university courses through the Del Monte Employee Education Assistance Program to help employees enhance their careers
DMFI ensures that our environmental policy and procedures are communicated to all employees through training programs or other appropriate means.
In the Philippines, DMPI introduced a self-paced learning management system, ONE DMU, available for employees.
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.
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.
Each Competency Framework establishes broad-range people programs on recruitment, learning, career development, succession planning, and performance management.
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.
The Company’s Moving Up to Supervision Series complements formal technical training, coaching and intensive on-the-job experience provided via structured Cannery Operations and Plantation Operations Supervisory Training Programs.

DMPI Leadership led by Luis F Alejandro, President and COO, in the GR8 (Great) Leadership Competency Training