Our culture thrives on your active engagement and opinions.
PBNA has always valued employee views on the things that make this company a great place to work. Having a union in the middle of that dialogue would change the way we communicate with each other today.
PBNA wants to hear your voice directly! A union simply is not necessary to make your voice heard. We always prefer to listen to you — not a stranger or middleman who's taking a portion of your pay as union dues.
Our Open Door Policy strongly encourages employee involvement, employee/supervisor communication, and problem resolution. You and your supervisor are both on the same team and share the responsibility of seeing that the job gets done.
Employees with questions about policies, procedures or anything else pertaining to employment with the Company, should consult with their supervisor, unless the nature of the question would make it uncomfortable for you to do so or is an emergency and your supervisor is not immediately available. In such cases, you should feel free to address your question with your Human Resources professional or another manager/supervisor. After an issue or suggestion has been identified, the appropriate supervisor will attempt to answer the question, resolve the problem and/or communicate a decision within a reasonable period of time.
Employees are encouraged to provide suggestions for improvements that may help them perform their jobs better and provide greater job satisfaction.
PBNA guarantees that our frontline employees have a voice.
Similar to a union grievance process, our employees already have the same right to appeal a perceived unfair corrective action or any manager decision through the Appeals Process.
You can use the Company's ethics hotline, SPEAK UP, to ask questions, raise concerns or make reports of suspected Code violations by calling 1-866-729-4888 or accessing the web at: www.PepsiCoSpeakUp.EthicsPoint.com. You may choose to remain anonymous (except where restricted by law) when using the SPEAK UP hotline/website. PBNA policy protects employees who report issues in good faith against retaliation.