At Pilgrim’s, a culture of respect is reflected in our dedication to open communication. Managers prioritize accessibility, making themselves available to team members who wish to discuss challenges or explore opportunities. Our management policies and programs are reviewed annually, and specific team member issues are reviewed weekly or as necessary. To assess the effectiveness of our policies and programs, we regularly monitor key indicators such as health and safety, turnover, absenteeism and overtime. This ongoing evaluation allows us to make timely adjustments and ensure team members’ health, safety, and working conditions are upheld across all facilities according to our standards.

In addition to complying with applicable labor and human rights laws, Pilgrim’s follows strict internal policies that provide further guidance. We have a zero-tolerance child and forced labor policy, and we do not use prison labor at our U.S. facilities. Our background check policy supports workforce re-entry for individuals with a criminal record, dependent on factors including potential risks and liabilities, the “nature and gravity” of the individual's criminal offense or conduct and the nature of the duties and essential function of the position sought. Pilgrim's does not permit degrading workplace conditions that could jeopardize the health and safety of our team members.

We uphold applicable wage and hour laws, such as minimum wage, overtime compensation, and legally mandated benefits. In the U.S., we conduct a competitive wage analysis twice each year for hourly team members and once a year for salaried team members. Pay agreements are adjusted as necessary based on these analyses. We also respect our team members' rights of association, joining labor unions, and collective bargaining.

In 2024, 53% of our team members working in the U.S. and Puerto Rico, 68% in Mexico and 93% in Europe were covered by collective bargaining agreements.

Pilgrim’s Code of Conduct and Ethics includes behavioral guidelines and standards across the company’s major risk areas, including team member safety, food safety, environmental compliance, animal welfare, corporate ethics, workplace conduct, taxation, and finance. All team members, regardless of position or title, receive annual in-person or online training on the Code of Conduct and Ethics, and new team members receive an employee handbook during orientation that includes information on ethics and compliance. Managers are responsible for enforcing the Code of Conduct and Ethics within their divisions. Corrective actions may include coaching, written warnings and, if necessary, termination of employment. Serious violations such as theft, bribery, kickbacks, and falsification of documents can result in immediate termination.

Pilgrim’s strictly prohibits harassment of any kind, in accordance with federal law and company policy. This includes all forms of harassment, such as sex-based harassment, as well as retaliation against individuals who report concerns. To support a respectful and inclusive workplace, all employees receive annual harassment prevention training.

Pilgrim’s offers both anonymous and non-anonymous channels for team members and third parties to report potential misconduct or concerns without retaliation or fear of retaliation. We have a Global Non-Retaliation Policy that mandates team members can bring their concerns directly to management without retaliation or fear of retaliation. Through our open door policy, full and part-time team members are encouraged to raise any matters affecting their performance or work environment with supervisors, Human Resources, or the Ethics and Compliance department.

The Pilgrim's Ethics Line is available 24/7 to all team members in every country where we operate and is accessible in 18 languages to accommodate our diverse workforce. Team members can securely and confidentially report concerns, unethical behavior, or policy violations through a toll-free phone number and online platform. In 2024, with approximately 7% classified as priority matters. All investigators undergo mandatory training before handling cases, which are subject to two levels of review to maintain rigor and accountability. Corrective actions, including administrative or disciplinary measures, were taken when warranted.

All team members are introduced to the open door policy and Ethics Line during new-hire orientation, and all new managers discuss the policy and related procedures with senior management when they assume their roles. In addition, Pilgrim's has developed the "Speak Up Campaign," which is designed to encourage and promote use of the Ethics Line and other reporting avenues. Using data from these reporting mechanisms, we can monitor overall team member perceptions. To maintain a culture of trust and respect, we offer opportunities for our team members to provide and receive feedback during roundtables, town hall meetings, and other engagements, while reminding them of our open door policy. Team members from each department are invited to meet with the management to ask questions, express concerns, and present solutions. Action items are addressed in a timely manner, and feedback is provided to those who raised concerns.