Mosaic defines “significant acquisition” to mean an investment that moved Mosaic into a position of majority ownership in another entity. All potential acquisition or investment opportunities include an evaluation of country risk. As a signatory to the United Nations Global Compact, Mosaic is developing explicit human rights criteria for screening any potential acquisitions. Mosaic’s commitment to Human Rights is guided by the Universal Declaration of Human Rights (UDHR), the most widely recognized definition of human rights and the responsibilities of national governments; the International Labor Organization’s (ILO) Declaration on Fundamental Principles and Rights at Work; and the Organisation for Economic Co-operation and Development (OECD) Guidelines for Multinational Enterprises.
In 2012, 100% of Mosaic’s suppliers certified compliance with Mosaic’s Code of Supplier Business Ethics and Conduct. We seek to do business only with suppliers who operate ethically and in a manner consistent with our own standards, including treating each other with respect, promoting a safe and healthy workplace, and promoting fair employment practices. Mosaic feels a responsibility to actively engage our suppliers and contractors around issues of sustainability, and is undertaking efforts to monitor our contractors' performance and compliance with Mosaic’s safety policies through screening and audit processes.
All employees receive Mosaic’s Code of Business Conduct and Ethics, which addresses Mosaic’s equal treatment rights of similarly situated employees and its intolerance to discrimination of any type. Related matters are overseen by a corporate vice president. Ultimately, Mosaic’s success as one of the world’s leading crop nutrition companies depends on sustaining a safe, supportive and respectful work environment in which all our people can fully contribute their knowledge, talents and energy. Mosaic employees receive training on a range of issues that may directly or indirectly impact human rights, including the following.
| Training Hours on Business Conduct and Ethics | |
|---|---|
| Course Title | Time |
| 2011 Mosaic Annual Code Certification | 282 hours 13 minutes |
| FCPA: Part 1 – Understanding the Law | 441 hours 22 minutes |
| Harassment in the Workplace | 316 hours 52 minutes |
| Information Security | 2733 hours 10 minutes |
| Mosaic Antitrust Compliance | 396 hours 4 minutes |
| Mosaic Code of Business Conduct & Ethics | 244 hours 53 minutes |
| Short Takes: Anti-corruption: Making the Deal Happen | 115 hours 11 minutes |
Mosaic has had no founded incidents of discrimination for the period covered in this report. The chart below details the number of discrimination allegations from January through December 2012.
| Discrimination Alleged January 2011 - December 2011 (North America only) | ||||||||
|---|---|---|---|---|---|---|---|---|
| Type | National Origin | Race | Wrongful Termination | Gender | Disability | Other | Closed | Pending |
| Number of Claims | 0 | 0 | 2 | 0 | 3 | 1 | 3 | 3 |
With respect to one of the closed cases, the arbitration award was issued in favor of Mosaic. Two closed cases were settled, although Mosaic does not believe there was merit to the claims. Mosaic is vigorously defending itself in three open cases, which the Company believes are without merit.
Mosaic does not have any operations in which the right to exercise freedom of association and collaborative bargaining are identified as a significant risk. Mosaic does not discriminate based on association, per our Commitment to Human Rights, which is guided by the UDHR, the most widely recognized definition of human rights and the responsibilities of national governments; the ILO Declaration on Fundamental Principles and Rights at Work; and the OECD Guidelines for Multinational Enterprises.
Mosaic has no operations that take place directly adjacent to indigenous people’s territories. There are no Mosaic operations or sites that have formal agreements with indigenous people’s communities.
Mosaic does not have any operations that are identified as a significant risk for child labor practices. Mosaic abides by all applicable child labor laws. In the United States and Canada we do not employ anyone under the age of 18. Mosaic complies with all statutory requirements in the locations where we operate, as well as our own employment policies, including our Commitment to Human Rights, which is guided by the UDHR, the most widely recognized definition of human rights and the responsibilities of national governments; the ILO Declaration on Fundamental Principles and Rights at Work; and the OECD Guidelines for Multinational Enterprises.
Mosaic does not have any operations at risk regarding forced or compulsory labor practices. Mosaic adheres to all immigration laws, as well as our global hiring and employment policies. Mosaic does not tolerate forced or compulsory labor, per our Commitment to Human Rights, which is guided by the UDHR, the most widely recognized definition of human rights and the responsibilities of national governments; the ILO Declaration on Fundamental Principles and Rights at Work; and the OECD Guidelines for Multinational Enterprises.
Our corporate security is designed to protect our employees, contractors, guests and neighbors, as well as the environment. Mosaic has hired third-party security firms in many of our significant operations. We have 100% training compliance with all security personnel regarding Mosaic’s policies as they relate to the security and safety of our significant operations and the people there.
Mosaic has had no reported incidents related to violations involving rights of indigenous people for the period covered in this report.
Although Mosaic has not conducted a formal human rights review, our Commitment to Human Rights applies to all operations. Our commitment is guided by the UDHR, the most widely recognized definition of human rights and the responsibilities of national governments; the ILO Declaration on Fundamental Principles and Rights at Work; and the OECD Guidelines for Multinational Enterprises.
In 2012, Mosaic had no grievances related to human rights.
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