- 2014 Performance
- Future Focus
We strive to build a workplace culture that protects people’s rights, 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 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 respect our employees’ right to join unions 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.
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 12 weeks for a reduction in force. Two sites – Tanami and Yanacocha – do not have minimum notice period requirements.
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.