• All employees are accountable for reviewing and adhering to our Code of Conduct.
  • Newmont has a non-retaliation policy for voicing concerns and acting in good faith.
Home » About Newmont » Our Values » Our Responsibilities

Our Responsibilities

Our ResponsibilitiesAt Newmont, we live our values by being responsible and accountable for our actions. We are responsible for knowing and complying with the laws and policies that relate to our duties.

 

 

 


 

Accountability

Newmont holds each employee, officer and director, regardless of position or status, accountable for complying with Newmont's Code, policies, and all local and national laws in all countries in which we do business. Each of us also is obligated to comply with all other applicable laws, rules and regulations of any regulatory organization, licensing agency or professional association governing our professional activities. If you do not understand our Code, a policy, applicable laws or Newmont's expectations for your behavior, it is your responsibility to ask a manager, or contact the legal department or the compliance line to get clarification.

All employees are accountable for reviewing our Code and certifying annually that they have done so. In addition, performance appraisals for all personnel include an evaluation of their demonstration of ethical behavior in compliance with our Code. Failure to live up to the responsibilities in our Code may result in disciplinary action being taken, up to and including termination of employment. Additionally, because many provisions of our Code and Newmont's policies are based on legal requirements, violations may subject involved individuals and Newmont to criminal and civil penalties, including fines, jail sentences, and other criminal or civil sanctions.

Additionally, managers are expected to lead by example. Managers must communicate our Code and relevant Newmont policies to their direct reports and help them understand these requirements. Managers must show respect toward employees and maintain open, honest and constructive two-way communications with them. This means not only allowing, but also encouraging employees to ask questions, make suggestions and report concerns or wrongdoing. Each manager should discuss Newmont's expectations for ethical conduct with his or her direct reports during the annual performance review process.

Managers must assist in preventing violations of our Code, Newmont's policies and the law. When allegations of wrongdoing are brought to their attention, managers must escalate reports of alleged violations for investigation and cooperate with all investigatory actions, as well as any resulting corrective or disciplinary action.

 

 

Ways to Ask Questions and Voice Concerns

When you have a question or concern, you can speak with your direct manager or supervisor, or talk to someone else in management, including a manager in the human resources department, as well as someone from a department who has the expertise and responsibility to address the concern. You also can contact the legal department or the internal audit department directly. Any of these people may have the information needed, or will be able to refer your question to another appropriate source.

Another communication channel available to assist you is the compliance line. You can contact the compliance line when you have a concern or want to report a potential violation of our legal or ethical responsibilities. You can contact the compliance line anonymously.

The compliance line, which is answered by a third-party vendor who is not an employee and does not office on any of our sites, is available to all employees, 24 hours a day, 7 days a week. The compliance line is not equipped with caller ID or other devices that can identify or trace the caller's number. Interpreters are available for language assistance. A Newmont employee will not be on your call.

You may use whatever method of communication is comfortable for you. The important thing is to get the needed guidance, to report what is known and to get questions answered.

 

 

Asking Questions and Voicing Concerns

If any aspect of our Code is unclear, or if you have any questions or face dilemmas that is not addressed in our Code, you should bring these to your manager's or the legal department's attention. If you become aware of a situation in which you believe legal or ethical responsibilities are being violated, or if you feel that you are being pressured to violate the law or your ethical responsibilities, it is your personal responsibility to communicate this concern to management or the legal department.

No employee will be disciplined, lose a job, or be retaliated against in any way for asking questions or voicing concerns about our legal or ethical obligations when acting in good faith. "Good faith" does not mean an individual has to be right, but it does mean the employee has to believe that the information provided is truthful.

 

 

After a Concern is Raised

When you raise a concern, you can expect that:

* If you called the compliance line, your call will be assigned a tracking number and a report will be forwarded to appropriate management for follow-up. By calling back the compliance line and providing the tracking number, you can obtain follow-up information about the status of your report and how the concern was addressed.

* Regardless of how you raise it, your concern will be handled discreetly and professionally. Discussions and inquiries will be kept in confidence to the extent appropriate or permitted by law. Your concern will be addressed by members of management, which may include representatives from the legal department or the internal audit department. If the inquiry is one that can be properly handled by someone in the region, it will be referred there for resolution. Each concern will be carefully evaluated before it is referred for investigation or resolution.

* Investigations into allegations of unethical or illegal conduct will be conducted professionally and to the extent possible, confidentially. All of us must cooperate in such investigations. Failure to cooperate in any such investigation shall be grounds for discipline, up to and including termination of employment.

 

 

Protection Against Retaliation

We have a responsibility to foster an environment that allows people to report violations or suspected violations without fear of retaliation or retribution. No one should be discouraged from using any available channel within the company. People must be able to choose whichever method they are most comfortable with to communicate their concern.

Retaliation will not be tolerated at Newmont. Anyone who retaliates against another employee for reporting known or suspected violations of legal or ethical obligations is in violation of our Code and subject to disciplinary action, up to and including termination of employment. Retaliation also may be a violation of the law, and as such, could subject both the individual offender and Newmont to legal liability.

If you suspect that you, or someone you know, has been retaliated against for raising a Code compliance issue, you should immediately report such allegation to the legal department or via the compliance line.