• Hormel Foods Announces Over $4 Million in Special Cash Bonuses for Plant Production Team Members
• PepsiCo to Provide Enhanced Benefits to US Employees, Additional Compensation to US Frontline During Health Pandemic
Hormel Foods, a global branded food company, announced a special cash bonus to its plant production team members who continue to work to produce food during the COVID-19 outbreak. The more than $4 million bonus will be paid to all full- and part-time plant production team members who have been working around the clock to ensure the company’s trusted brands and products are available during the COVID-19 pandemic.
The special bonus includes $300 for full-time team members and $150 for part-time team members. Additionally, the company has expanded its CARE Program employee assistance program fund, and extended paid sick leave and waived waiting periods and eligibility requirements for certain benefits for its workforce.
In addition to this special bonus, Hormel Foods has taken a leadership role in helping with hunger relief and food insecurity and announced a pledge of $1 million in cash and product donations to assist nonprofits with their efforts during the COVID-19 outbreak.
The company’s monetary and product donations will be made to global, national and local hunger-relief organizations. Feeding America, Convoy of Hope, Conscious Alliance and food and hunger-relief organizations in the company’s plant communities will be among those organizations receiving immediate funding and donations.
PepsiCo, Inc. announced it will provide enhanced benefits to all US-based employees and additional compensation to US frontline employees – the women and men who make, move and sell products – amidst the novel coronavirus (COVID-19) pandemic. The additional compensation covers more than 90,000 frontline employees at both PepsiCo Beverages North America (PBNA) and PepsiCo Foods North America (PFNA) and consists of a minimum of an incremental $100 per week for full-time employees over the next month. PepsiCo also announced it will hire 6,000 new, full-time, full-benefit frontline employees across the US in the coming months.
The enhanced PepsiCo benefits to all US employees include:
Employees who must quarantine will receive 100% of their pay during the up to 14-day quarantine period. The quarantine period will not reduce accrued unused sick days, nor will there be a negative impact to attendance records.
Employees who have been assessed by a doctor and are either showing symptoms or are diagnosed with COVID-19 will receive 100% of their pay during the 14-day quarantine period. Beginning week 3, employees will receive sick pay/short-term disability benefits, which will provide a minimum of two-thirds of their pay, for up to 10 weeks.
Employees who are caring for a family member living in the same household who has been assessed by a doctor and is either showing symptoms or has been diagnosed with COVID-19 will receive 100% of their pay during the 14-day quarantine period. Beginning week 3, if they are not able to work from home, they will receive a minimum of two-thirds of their pay for up to 10 weeks. If they are working from home, their full pay will be continued.
Employees who work at a facility that must be closed will receive 100% pay for up to 12 weeks.
Employees who are impacted by school or day care center closure with no one home to look after a child, will receive a minimum of two-thirds of their pay for up to 12 weeks if they are not able to work from home.
Employees are also eligible for free COVID-19 testing, a "Crisis Care" reimbursement of $100 a day for child care, and access to specially trained mental health professionals.
PepsiCo has also taken key steps to protect the health and safety of its employees while at work, including but not limited to: increased cleaning frequency of facilities and assets, expanded availability of gloves and actively encouraging practicing good hygiene, stepped up visitor screening and restrictions, and where possible, decreasing routing and merchandising to minimize exposure.
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