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 a people-driven organization committed to health and wellness, reinforcing safety and well-being especially during the pandemic. Nearly 5,800 full-time regular employees of the Group work at our plantation, manufacturing facilities, administrative and marketing offices across locations. About 4,200 are based in the Philippines and Singapore, while about 1,600 work in the United States and Mexico. 

DMPI is a three-time “Employer of the Year” awardee of the People Management Association of the Philippines and inducted in the PMAP’s Hall of Fame. The Company has nurtured generations of employees from the same family, a testimony of its care for its people.

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 Del Monte Leadership Team in the Philippines led by Luis F Alejandro, Chief Operating Officer

 
 
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 Line workers in the U.S. wearing PPEs

 

Occupational Health and Safety

 

 

 

 

 

 

 

“Satisfied employees mean satisfied customers, which leads to profitability.”

Anne M Mulcahy, Chairman and CEO

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.

  1. DMPL 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. 


  2. DMFI organized COVID-19 vaccine clinics at main manufacturing sites, prioritizing frontline employees’ safety. Vaccines are free in the United States and approximately 70% of our hourly workforce intend to be vaccinated.

  3. DMFI Total Incidence Rate (TIR) is below the last updated Bureau of Labor Statistics (2015) TIR of 5.2 for the fruitand vegetable canning industry.



  4. 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 and further strengthened by Republic Act No. 11058 to ensure a safe and healthy work environment for employees

  5. DMPI has a program to vaccinate employees and dependents. The Company is waiting for the vaccines to arrive and has partnered with a medical institution for the vaccine administration. In the meantime, certain DMPI employees have availed of the option to be vaccinated under the local government’s vaccination program where they reside or work.

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    Peach line workers

  6. DMPI also partnered with a medical facility for teleconferencing consultation regarding COVID-19 and other health issues including mental health. The company reminds employees to practice COVID-19 protocols such as wearing face masks and face shields, and observing social distancing.

  7. DMPI conducted the mandatory 8-hour workplace health and safety orientation for employees and service providers in all its facilities in compliance with the safety regulation of the Department of Labor and Employment.

  8. Managers and supervisors ensure compliance with relevant workplace safety laws and regulations.

  9. 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.
 
 
  
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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.

  1. 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/corporategovernance/chmanual-1

  2. 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.

  3. Subsidiaries in the U.S. and the Philippines have seasonal and staff position employees who are part of labor unions.

  4. 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 testament to the Company’s good relations with its workforce.

  5. Highly engaged LMCs in Bugo cannery, plantation, and Cabuyao bottling plant sustain a safe work environment, employee development, positive workplace, work-life balance and conflict management programs. 

  6. DMPI established an Employee Council in Cabuyao bottling plant for discourses on labor management concerns and a healthy work environment. 

  7. The Group prohibits the practice of forced and child labor under 18 years of age.

  8. 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. We 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, social national or ethnic origin, migrant worker status, political opinion, race, religion, and union affiliation.

  9. In FY2021, the number of women in management roles increased to 40% and one of seven members of the Board of Directors is a woman.

  10. DMFI established a Diversity Leadership Council, the Diversity, Inclusion and Belonging (DI&B), 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.

  11. Five new Employee Resource Groups (ERG’s) 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.

  12. Del Monte donated to the National Association for the Advancement of Colored People (NAACP) and National Black Farmers Association.

  13. The number of diverse employees in DMFI senior leadership increased from 18% to 52%.

  14. Six DMFI locations underwent SMETA-4 (Sedex Members Ethical Trade Audit-4) pillar ethical audits in FY2021. These cover labor standards, health and safety, business ethics and environmental standards, allowing Del Monte to operate at the highest ethical standards, and continuously improve.

  15. 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.

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    Plantation Agri Research with Dr. Reynato P. Umali, Senior Manager
 
 
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Bugo processing line workers in the Philippines

 

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.

  1. DMFI designs employee benefits that allow employees to select a package of coverage that meets their and their dependents’ unique needs. 

  2. 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. 

  3. We offer additional benefits that help our 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). 

  4. 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.

  5. Memorandums of agreement with labor unions in the Philippines annually stipulate wage increases and enhancements in benefits for farm and factory workers.

  6. DMPI provides benefits better than the minimum prescribed by the DOLE.

  7. Our farm and production facilities employ people from surrounding communities, who undergo annual physical examination. 

  8. Plantation employees live with their families in about 1,300 Group-owned houses and 20 dormitories for unmarried employees. 

  9. 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. 

  10. Employee-organized cooperatives provide our workers with services that enhance economic benefits for their families such as annual dividends.
 
 
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Mask and juice donations to communities

 

Employee Engagement

 

 

 

"When people go to work, they shouldn't have to leave their hearts at home."

Betty Bender, Author

Building a culture of engagement is a continuing journey. It requires commitment from everyone in the organisation. The Group 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.

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One of the bottling plant's outreach programs

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

  1. 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. 

  2. 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.

  3. Our enhanced online HR Information System, SAP SuccessFactors, enables fast and accurate employment transactions.

  4. Outside of the pandemic, the Human Resources Department conducts employee engagement activities such as social gatherings, Teambuilding, Fun Day, Sports Fest, and Christmas parties.

  5. We also contributed products to Rise Against Hunger Philippines’ feeding program in Taguig among many other beneficiaries.

  6. Other employee engagement initiatives include the cooperative stores in the plantation where employees can purchase company products at a discount.
 
 
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DMFI's bike to work day

 

Well-being and Work-life Integration

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

  1. DMFI creates a welcoming workplace to maintain a healthy work-life balance.

  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 running, zumba and yoga. We also provide summer programs for employees’ dependents.

  3. Outside of the pandemic, DMPI sponsors events such as Summer Outing, DMPI Day, Halloween and “Tigum Sa Pasko” (Christmas assembly), where employees can bring their families.

  4. 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 betterinformed decisions for a secure and rewarding retirement.

  5. The Company operates the Phillips Memorial Hospital close to its plantation in Bukidnon.
 
 
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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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  1. 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.
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  2. 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

  3. DMFI ensures that our environmental policy and procedures are communicated to all employees through training programs or other appropriate means.

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

  5. 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.

  6. 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.

  7. Each Competency Framework establishes broad-range people programs on recruitment, learning, career development, succession planning, and performance management.
  8. 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.

  9. The Company’s Moving Up to Supervision Series complements formal technical training, coaching and intensive on-thejob experience provided via structured Cannery Operations and Plantation Operations Supervisory Training Programs.

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    Great8 Leadership Competency attendees in Manila