With around half our workforce represented by a union, bargaining unit or workplace agreement, protecting workers’ rights and engaging with our union organizations to achieve mutually beneficial results are critical to the sustainability of our business. Labor actions resulting in unrest and work stoppages can cost our business millions and foster negative sentiment that can be very hard to reverse.
We reduce the risk of labor-related human rights violations by working to build a workplace culture that respects and promotes people’s rights, embraces inclusion and diversity, develops leaders and allows every person to thrive, contribute and grow. Our Code of Conduct (the “Code”) and People Policy guide our approach and detail our commitment to protecting employee rights and ensuring a respectful workplace free from discrimination, harassment and violence.
Supporting this Code and policy are our global standards on Employment; Compensation and Benefits; Global Inclusion and Diversity; Labor Relations; Conduct and Non-Discrimination; and Talent and Performance Management.
Newmont provides multiple methods for employees, contractors, vendors and other parties engaged on Newmont’s behalf to submit complaints concerning a failure to uphold our Code, or any other policy, standard or procedure. Methods include communication with managers, human resources, regional ethics advocates and the Ethics Solutions Tool. Complaints are subject to prompt and appropriate investigation, and no individual will be retaliated against for reporting a good faith complaint.
We recognize and respect our employees' right to join a union and engage in collective bargaining without interference or fear of retaliation, and we work to build productive relationships with our employees and the organizations they choose to represent them. Our labor relations approach includes guidelines that help regions balance the interests of represented employees with the interests of the business, with the ultimate goal of evolving the collective bargaining negotiation process to one based on collaboration.
To continuously develop and maintain collaborative and healthy relationships, we regularly engage with all the unions that represent our employees.
Newmont is committed to providing timely disclosure of significant operational changes to all employees. Of our seven operations with collective bargaining agreements, the minimum notice period for communicating operational changes is four weeks at three of our sites. At Ahafo and Akyem in Ghana, the minimum notice period is seven days for operational changes and three months for a reduction in force. At Tanami in Australia, the minimum notice period is one to four weeks, depending on the worker’s length of service. Yanacocha does not have a minimum notice period requirement.
We comply with all local laws pertaining to work hours and overtime, and we do not engage in, or condone, any form of child, forced or compulsory labor at any of our sites.
At the end of 2015, around half of our workforce was represented by a union, bargaining unit or workplace agreement.
|* International workers who are not represented by a union or collective bargaining agreement are less than 1 percent of our total workforce in Ghana.|
We negotiated a new workplace agreement at our Batu Hijau operation in Indonesia during the year. Negotiations were productive and the resulting agreement balanced fair wages and benefits with work practices that help keep our business competitive. We also began collective bargaining agreement negotiations with the unions representing employees at our Ahafo and Akyem operations in Ghana. Following their inability to reach a deal, the parties appeared before Ghana’s National Labour Commission for mediation. An agreement on 2014 wages and salaries was reached and implemented, with negotiations on 2015 terms continuing into 2016.
None of our operations reported violations of – or have been identified as a significant risk of violating – the right to exercise freedom of association and collective bargaining.
Despite a prolonged negotiation process and two incidents of unrest in Ghana, there were no strikes or lockouts in 2015 that exceeded one week.
None of our operations reported incidents – or have been identified as a significant risk of having incidents – of child labor or forced or compulsory labor.
We seek to maintain positive and collaborative relationships with our existing unions. As contracts near the end of their term, we will work to negotiate new collective bargaining agreements, managing any disputes without incurring significant work disruptions.
We will continue to engage with the workforces at the newest additions to Newmont’s portfolio of operations – Cripple Creek & Victor, Merian and Long Canyon – to ensure their rights are protected.