Employee Rights and Conditions
Going Beyond the Mine
Ensuring the well-being of our work force is one of our strategic foundations. Beyond fairness in compensation and avoiding discrimination in the workplace, our policies are designed to ensure our employees - as well as their rights - are protected. Newmont strives to be an employer of choice, and the success of our operations is highly dependent on the productivity of our work force. Maintaining a healthy workplace and hiring in an ethical manner help us attract and retain the best employees in the industry.
How We Engage
To ensure that we are fair and competitive, we use a global approach to compensation. Beyond remuneration, we have a number of initiatives to recognize employees for their contributions.
We do not discourage employees from participating in unions and none of the company's operating sites have been identified as putting employees' right to exercise freedom of association and collective bargaining at risk. In 2010, 49 percent of the work force held union membership. When needed, we notify union employees of significant operational changes in advance of changes occurring in accordance with the specific legal requirements of each operating region.
Managers and supervisors have direct responsibility to ensure Newmont does not discriminate. Our Compliance Line is available 24 hours a day for employees to report cases of discrimination or harassment, as well as any other violations of our Code of Business Ethics and Conduct.
All salaried employees are required to review and sign the Code of Conduct annually. The Code ensures that Newmont complies with all applicable laws, has an effective program to prevent and detect violations of law, and educates all employees on this standard. Our employee induction program provides all new hires with an overview of the Code of Conduct and information on our Compliance Line, as well as regional and local avenues for them to voice concerns.
Consistent with our commitment to respect the Universal Declaration of Human Rights and the United Nations Global Compact, we do not employ child labor. This commitment is embedded in the terms and conditions for our suppliers. In particular, the UN Global Compact commits us to:
We do not discourage employees from participating in unions and none of the company's operating sites have been identified as putting employees' right to exercise freedom of association and collective bargaining at risk. In 2010, 49 percent of the work force held union membership. When needed, we notify union employees of significant operational changes in advance of changes occurring in accordance with the specific legal requirements of each operating region.
Managers and supervisors have direct responsibility to ensure Newmont does not discriminate. Our Compliance Line is available 24 hours a day for employees to report cases of discrimination or harassment, as well as any other violations of our Code of Business Ethics and Conduct.
All salaried employees are required to review and sign the Code of Conduct annually. The Code ensures that Newmont complies with all applicable laws, has an effective program to prevent and detect violations of law, and educates all employees on this standard. Our employee induction program provides all new hires with an overview of the Code of Conduct and information on our Compliance Line, as well as regional and local avenues for them to voice concerns.
Consistent with our commitment to respect the Universal Declaration of Human Rights and the United Nations Global Compact, we do not employ child labor. This commitment is embedded in the terms and conditions for our suppliers. In particular, the UN Global Compact commits us to:
- Upholding the freedom of association and recognizing the right to collective bargaining.
- Avoiding all forms of forced labor.
- Eliminating discrimination in the workplace.
