Our team members are important to us; they are the heart and soul of Tyson Foods. We have several programs in place to ensure that any questions, concerns, or comments they might have are heard by the right people.
Group of people talking

Every team member deserves to be heard

Keeping the lines of communication open between team members and the larger corporation is not just important; it’s a vital part of how we operate. Whether it’s a rights issue, a safety issue, or even a personal issue, our goal is to make sure that concerns are easily heard, and if need be, addressed.

Human Rights

Our human rights practices are grounded in our Code of Conduct, Core Values and Team Member Bill of Rights. These documents outline the many rights, benefits, and responsibilities enjoyed by and expected of team members. These programs and our policies support the principles contained within the United Nation’s Universal Declaration of Human Rights and the International Labor Organization’s Fundamental Principles and Labor Standards.


Tell Tyson First Helpline

We provide various ways for our team members to report concerns without the fear of retaliation, including suspected violations of the law, company policies or the Tyson Foods Code of Conduct. Team members have a duty to raise their concerns of illegal activities and unethical behavior to their supervisor or Human Resources. We also provide additional confidential avenues to team members wishing to remain anonymous with a toll-free Tyson Foods Help Line and Tyson Foods Web Line. These avenues are managed by the company's Ethics & Compliance office and are available 24/7 in multiple languages and are also available to other Tyson stakeholders.


Safety voice

We try to make safety everyone’s business. Our efforts include ongoing safety training in multiple languages as well as the involvement of safety committees, which include the participation of hourly production workers. Through formal safety and ergonomic committees, management and non-management team members partner and meet regularly to continually improve their plant’s health and safety performance through key activities such as education, inspections, and investigations.

Communications & labor management committees

Our non-union poultry plants also have communications committees that meet weekly for roundtable discussions involving plant management and hourly team members. Some of our union plants have joint labor-management committees.


We require 100 percent of our team members, including the Board of Directors, to take ethics and Code of Conduct training annually.

Point system

We do have a point system at our poultry plants that’s designed to encourage attendance as well as communications between production supervisors and hourly team members. The policy, which is translated into multiple languages, is designed to monitor absenteeism. It’s important because we need to know what our staffing levels will be in order to operate effectively. There are multiple ways for team members to know their attendance points (kiosks at some plants, HR office, postings). At some locations, programs are set up to reward Team Members who have good attendance by taking off points.

Grievance system

Our unionized plants have a defined grievance process that’s determine by the collective bargaining agreement. Our non-union plants also have an alternative dispute resolution system that enables team members to appeal a suspension, dismissal or other concern to the plant manager or committee. They can request this appeal through the local HR office. As mentioned earlier, team members also have the option of using the Tyson Foods Help Line or Tyson Foods Web Line. to raise questions or concerns. These lines are managed by our Ethics & Compliance office.


Union representation

As noted in our Team Member Bill of Rights, workers have the right to choose whether they want to join together for collective bargaining purposes. About one-third of our hourly team members in the U.S. are represented by unions. We’re committed to good-faith bargaining and to meaningful communication with our team members and their representatives.

Chaplaincy program

Chaplains have been providing compassionate pastoral care to our team members and their families since October 2000. Currently, 98 full-time and part-time chaplains, representing more than 20 different faith group affiliations, support this program. Team members talk in confidence with our chaplains about many issues, including health concerns, marital and family relationships, grief and death, substance abuse, and job and financial concerns. We believe this program provides an extra level of care for our team members.