Questions & Concerns

*Help Line is operated by independent third party 24/7 in multiple languages

ASK QUESTIONS

Ask questions if you need guidance

If you have questions about company policies or the law, start with our Code. It’s a great resource to help you answer many questions; however, the Code doesn’t address every business situation you may come across. If you can’t find an answer to your question in the Code, or if you are still uncertain about your specific situation, ask a member of your management team. They can answer questions around policies, processes, procedures, work responsibilities and your working environment. If the Code or a member of your management team is unable to answer your question or you need additional guidance, contact your local Human Resources (HR) representative.

RAISE CONCERNS

Raise concerns if you suspect wrongdoing

If you are aware of or suspect any violation of our Code, company policies or the law, you have a duty to raise your concerns. You should openly, honestly and promptly raise your concerns and never delegate the responsibility of reporting misconduct, nor should you assume someone else will report the misconduct.

We encourage you to raise your concerns to your supervisor. If you are unsatisfied with your supervisor’s response or if you feel uncomfortable speaking with your supervisor about your concerns, you may raise your concerns to a member of your management team or your local HR representative.

If you are aware of material or significant concerns or complaints regarding accounting matters or publically filed documents, please reference the WhistleBlower Policy for information about raising these concerns with the Audit Committee of the Board of Directors without fear of dismissal or retaliation.

In addition to the options listed above, you have another option to ask questions or raise concerns by contacting our Help Line. We encourage you to use the Help Line option when you:

  • Want further advice or guidance on a business situation;
  • Want to report a possible violation of our Code, company policies or the law;
  • Feel uncomfortable going to local management or human resources;
  • Believe concerns you raised locally are not being addressed properly; and/or
  • Want your report to remain anonymous.

The Help Line is operated by an independent third party and is available 24 hours a day, seven days a week by phone. It uses a specific toll-free telephone number based on the country from which you are calling. If you are calling from the United States dial 1.888.301.7304. If you are calling from outside the United States, refer to the Contacts section. You may also use the internet Web Line at TellTysonFirst.com.

When you contact the Help Line, please provide as much of the following information as possible:

  • What is the alleged wrongdoing?
  • Who is involved?
  • Who is affected?
  • When and where has this occurred?
  • What information or documentation supports these facts?

You also have the option to raise concerns by contacting our Ethics and Compliance Department directly, refer to the Contacts section. We expect you to use one of the reporting options available to raise your concerns; all we ask is that when you raise a concern, you report it in good faith.

Your identity and the information you provide will be kept confidential except as needed to conduct a thorough investigation. You may choose to remain anonymous except where local laws outside the U.S. restrict you from doing so. Please keep in mind it may be more difficult or even impossible for us to investigate anonymous reports.

What does Reporting in Good Faith mean?
Reporting in good faith means you are providing all of the information you have that you believe to be true, even if it ultimately is determined to be a mistaken but honest belief.

 

Steps to Raise Concerns
 
1.
Supervisor
2.
Member of your management team
3.
Local HR representative
4.
Help Line/Web Line
5.
Ethics and compliance department

 

Questions and Answers
Q: What happens when I call the Ethics Help Line? I need to raise a concern and am planning to call the Ethics Help Line, how does it work?

A:Your call is answered by a trained operator of an independent third party call center.  The details of your concern are typed into a confidential report and sent to the Corporate Ethics and Compliance Department. Your call is not recorded, and the details are only provided to those investigating your concern. At the end of your call you are given a reference number to use if you have additional information to provide or to check the status of your report.

Q: Am I required to give my name when I call the Help Line or use the Web Line?
A: No. But we keep your information confidential, so we encourage you to identify yourself because this helps us better assess your concern.  However, if you wish to remain anonymous, you may do so.  In some cases it makes it more difficult to conduct a thorough investigation.
Q: What if I don’t know for sure there is a problem?
I think there may be a problem with a policy violation and I should raise a concern, but do I have to be absolutely sure there is a problem before I raise a concern?
A: No. If you report your concern in good faith, it means you believe there is a possible violation of our Code, company policies or the law, when you report it. If it turns out your concern was unfounded or mistaken, you will not be disciplined.
Q: What happens if a team member makes a malicious or frivolous report?
A: Making a malicious or frivolous report, or deliberately giving false information is considered serious misconduct, and disciplinary action may result.

 

ANTI-RETALIATION

We do not tolerate retaliation for asking questions or raising concerns

We are devoted to maintaining a workplace where we can all ask questions and raise concerns in good faith without fear of retaliation. We prohibit any form of retaliation for asking questions, raising concerns or cooperating with internal investigations.

In some cases, team members who report misconduct may perceive well intentioned actions as retaliation even when it’s not the case. It’s important for supervisors to continue to treat a team member who asked a question or raised a concern with dignity and respect.

If you are aware of or suspect any form of retaliation, you have a duty to report it. Retaliation can take many forms, it may be obvious or subtle and it may be inflicted by supervisors or peers.

 

Questions and Answers
Q: Should I worry about retaliation for raising a concern?I have just raised a concern with my supervisor, how can I be sure I won’t be penalized?

A: Tyson is fully committed to maintaining the objectivity and confidentiality of the reporting processes and investigation.  Anyone who tries to undermine our commitment to avoid retaliation against those who report will be disciplined.  If through the course of an investigation it is found that policy has been violated, it will be addressed independently. 

Policy Reference: Anti-Retaliation Policy
Contact: Ethics & Compliance, Human Resources, Legal, Management
CODE VIOLATIONS & CONSEQUENCES

We take appopriate disciplinary action for code violations

We are expected to do what’s right and comply with our Code, company policies and the law while conducting company business because every decision makes a difference. Any team member who violates our Code, company policies or laws will be subject to disciplinary action, up to and including termination depending on the nature and severity of the violation.

Policy Reference: Refer to individual policies located on the Policies Website
Contact: Human Resources
INVESTIGATING MISCONDUCT

We review all reports of suspected misconduct

We take reports of misconduct seriously. When appropriate, we will conduct a full investigation to determine the facts surrounding the situation in order to address, document and prevent the recurrence of misconduct. We make every effort to protect the identity of anyone making a report in good faith. We expect team members and any person involved to fully cooperate with investigations and to provide truthful and complete information. You should never provide misleading information or alter, destroy, or cover-up evidence in an attempt to avert or hinder the investigation.

Policy Reference: Internal Investigations Policy
Contact: Ethics & Compliance, Human Resources

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