Code of Conduct
Foster Diversity and Inclusion
We work better together because of our differences, not despite them. We best serve both our customers and communities through the diverse skills, experiences and backgrounds that each of us brings to the company.
HOW WE DELIVER:
- We provide equal employment opportunities to all qualified candidates and associates
- We do not discriminate based on age, ancestry, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation or any other characteristic protected by applicable laws, regulations and ordinances
- We provide reasonable accommodations to qualified associates and do not discriminate against individuals with disabilities
- We examine our unconscious biases and take steps to create an inclusive culture that makes every associate feel welcome
Question: Our shift supervisor in the warehouse is a woman, and some coworkers and other supervisors on the shift call her names behind her back. Should I ignore this or report it?
Answer: We are all responsible for building a respectful workplace. You should report what you’ve heard to a manager, Human Resources, a member of the Law Department or the Check-In Line so that it can be investigated and addressed. None of us should be disrespected at work.
Contribute to a Safe and Productive Workplace
We maintain a work environment that empowers everyone to do their best work.
A safe workplace inspires trust and allows us all to contribute and succeed. Discrimination, harassment and unsafe working conditions diminish what we can achieve together.
HOW WE DELIVER:
- We treat others with respect and do not tolerate harassment or discrimination
- We have a safety mindset – we integrate sound safety and health practices into our operations and comply with workplace safety laws and regulations to protect our associates, our co-workers, our partners and our communities
- We ensure our hourly associates are compensated for all hours worked and that they receive required breaks, including meal breaks, to ensure their well-being
- We resolve problems respectfully and never resort to intimidation, threats or violence
- We do not work under the influence of drugs or alcohol
Question: We are short-handed this week in our warehouse, and our supervisor gave us permission to skip lunch so we could finish sooner. Is this permitted?
Answer: Wage and hour laws and US Foods® policy do not permit skipping lunches. Hourly associates must clock out for lunch to ensure they get an appropriate break, even when we are very busy. If work is performed during lunch, contrary to our policy, the associate must be paid for that time. Cutting corners with timekeeping is unsafe, illegal and contrary to our policy.
Avoid Conflicts of Interest
We have an obligation to put US Foods interests before others.
Conflicts of interest can arise when our personal relationships or financial or other interests, might affect our objectivity or duty to US Foods. If we don’t navigate potential conflicts of interest carefully, these situations can impact the decisions we make, erode trust within teams and harm the Company’s reputation.
HOW WE DELIVER:
- We avoid situations where a personal relationship or financial interest in another company might influence our decisions
- We understand that a conflict of interest can exist even if we are convinced that our decisions will not be affected by an outside relationship
- When conflicts of interest arise, we disclose them and get advice and approval on how to address them
- Before taking on outside work, we ensure that doing so does not harm US Foods interests
Conflicts of Interest Policy
Question: I am the local sales leader for my market. My brother recently acquired several restaurants in our market. May I participate in seeking his business for US Foods?
Answer: This situation requires disclosure as a possible conflict. Disclose the situation so that your manager, together with Human Resources and Ethics and Compliance, can help determine whether the conflict can be addressed to protect all parties.