Since our goal is to provide families around the world with high-quality food, it stands to reason that we also feel a great responsibility to our employees and their families. We're continually working to improve processes that protect the health and welfare of our employees.
Smithfield Foods, Inc. Human Rights Policy
Smithfield is committed to the protection and advancement of human rights, as enshrined in
the Universal Declaration of Human Rights (UDHR) issued by the General Assembly
of the United Nations on December 10, 1948.
The Smithfield Human Rights
Policy is grounded in the Smithfield
Code of Business Conduct (the "Code"), and operates in
conjunction with the Code. The Code, in conjunction with the Human Rights
Policy, sets forth Smithfield's policies and practices relating to conducting
our business in an ethical and responsible manner that supports and respects
the protection of human rights. It reflects the company’s core values and high
ethical standards.
As used in this Policy and the
Code, the term "Smithfield" means Smithfield Foods, Inc. and all
foreign or domestic subsidiaries and joint ventures in which Smithfield has a
majority interest and/or management responsibility, the terms
"employees" or "representatives" mean and include all
Smithfield employees, officers and directors, and the term
"supervisor" refers to the person to whom an employee reports. Smithfield will communicate this policy to its direct supply chain partners.
The Compliance
Committee is responsible for the oversight and implementation of this
policy, and shall define the company's implementation and monitoring efforts to
conform to this policy and advance our commitment to continuous improvement.
1. Equal
Opportunity
Smithfield does not discriminate against any employee or applicant for
employment because of race, color, religion, ethnic or national origin, gender,
sexual preference, age, disability, or veteran status. This applies to
recruitment, hiring, training, promotion, disciplinary practices and other
terms and conditions of employment. Discrimination against any employee or
applicant for employment is a serious violation of equal employment opportunity
law and of Smithfield's corporate policies. It is the responsibility of every
supervisory employee to ensure that discrimination does not occur and for every
employee to report violations to our policy or the law.
Smithfield will
take action to ensure that qualified applicants are given equal opportunity to
be employed and promoted. All personnel actions and company-sponsored programs
shall continue to be administered on a non-discriminatory basis. Violations of
policy will be reviewed, investigated, and appropriate action taken based on
the facts.
2. Health,
Environment and Safety
Smithfield is committed to ensuring the health, safety, and well being of our
employees, the people living and working in communities near our facilities,
and the environment and will provide the human, physical and financial
resources necessary to meet this commitment. These resources will be used to
enable employees and contractors to work safely and comply with company
policies and the law, to prevent pollution and to protect the environment. Our
employees are expected to comply fully with company policies and to adhere, at
a minimum, to the applicable health, environmental and safety legal
requirements of their host country. Training will be provided to our employees
on these company policies and legal requirements.
3. Harassment and
Violence
Smithfield is committed to providing our employees with a non-discriminatory
work environment free of any type of harassment per company policy and the law.
Supervisory employees must investigate all complaints of harassment and
employees are advised on their responsibility to report violations. The company
will take appropriate disciplinary actions for violation of policy or law.
All verbal and physical threats
of violent behavior are unacceptable and should be reported as outlined in the Smithfield
Code of Conduct. Every report of violence or threats of violence will be
investigated. Employees who engage in violence or threats of violence will be
subject to disciplinary action, up to and including termination of employment
as well as criminal prosecution.
4. Rights of
Employees
Smithfield does not use forced or compulsory labor. Workers are recruited and
receive competitive wages and benefit packages. Smithfield will not use child
labor and respects the rights of children to be protected from economic
exploitation. Smithfield recognizes and respects employees' rights and freedom
to choose whether to join or not join third party organizations or to associate
freely and bargain collectively. Where applicable, Smithfield supports the
rights of its employees to make these choices through fairly conducted secret
ballot elections. Smithfield recognizes that in some countries workers are not
free to organize and join unions, and in such circumstances the company is open
to other forms of worker representation.
5. Implementation
This Human Rights Policy will be implemented by Smithfield through
communication and training programs for staff on human rights issues generally,
and on the requirements of Smithfield's Human Rights Policy specifically.
 C. Larry Pope,
President and Chief Executive Officer
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 Dennis H. Treacy,
Vice President, Environmental and Corporate Affairs
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