Ethical Use of Technology

Use of Systems

Fluor owns or has been licensed to use the technology used in our business – including hardware, software, computing systems, and cloud services. The Company has entrusted you with this technology for the purpose of conducting Company business. You must follow Fluor’s acceptable use policies and not use any Fluor resources for personal financial gain or profit; to conduct illegal activities or access or download obscene, sexually explicit or otherwise inappropriate material, or to download copyrighted material without permission; or to communicate discriminatory, harassing, or threatening messages. You should have no expectation of personal privacy in connection with these resources. To the fullest extent permitted by applicable law, the Company reserves all rights to monitor and review any messages and information sent or received using Company resources. Remember, electronic documents and information can be retrieved even after you have “deleted” them from your computer’s memory.

Use of Social Media

Employees must maintain professionalism in their social media interactions and comply with Fluor’s Social Media Policy.

Employees are personally responsible for their words and images online. An employee’s personal time is generally not subject to any restriction by the Company; however, employees should use discretion and follow all applicable Company policies when posting Company‑related content on social media platforms.

You should make it clear that your posts do not represent the Company, unless you are a Company spokesperson authorized to speak on behalf of the Company.

Conduct that is unacceptable in the workplace is also unacceptable online.

Ensure that your communications do not violate the law (for example, libel, defamation, harassment, or copyright laws) or Company policies (for example, policies regarding disclosure of proprietary information).

Company logos, photos, or other company materials that have been trademarked (copyrights, etc.) should not be used commercially without the approval of the Global Director Marketing Services or the Director of Corporate Communications. Digital content, including photographs, infographics, articles, blogs, and video are governed by the same copyright restrictions as print media and other media.

Fluor is a publicly traded company, and sharing certain confidential information may be considered sharing insider information and therefore may be unlawful. This includes non-public pricing, sales, or profit data; work completion progress; strategies; forecasts; and identity of clients, partners, or suppliers.

Do not reference clients, partners, or suppliers without their written approval if the information or content is not publicly available, as such public disclosure may give rise to serious liability and contractual issues for the Company and/or those involved in the disclosure.

Safeguard personal information. Confidential information about employees or any information that is in violation of the Company’s policies should not be shared.

Use of Artificial Intelligence

Artificial intelligence (AI) technologies must be used responsibly and ethically and in compliance with the Company’s AI policy. Misuse of AI can lead to ethical and legal issues, and employees must be vigilant to prevent any such occurrences.

Employees are required to comply with the limitations and safe uses of AI including:

Any new AI technology must be reviewed and approved before such technology may be used to conduct Fluor work,
Never upload confidential or personal data to any AI service or other online application, unless the application has been approved by the Company,
Do not make business decisions based on AI‑generated output alone, and
Always disclose when a substantial portion of the materials was developed through the use of AI.

Relevant Policies & Resources

IMPORTANT NOTICE - DISCLAIMER

THE FOLLOWING COMPANY POLICIES ARE A GUIDE TO GENERAL EMPLOYMENT PROCEDURES AND POLICIES OF THE COMPANY. THE POLICIES ARE FOR INFORMATION ONLY, AND IS NOT A CONTRACT OF EMPLOYMENT. ANY COMPANY PROCEDURE OR POLICY MAY BE MODIFIED, AMENDED, INCREASED, DECREASED, OR DELETED BY THE COMPANY AT ANY TIME, WITH OR WITHOUT NOTICE.

THESE POLICIES ARE NOT AND IS NOT INTENDED TO ADDRESS EVERY POSSIBLE EMPLOYMENT/EMPLOYEE SITUATION. THE COMPANY RESERVES THE RIGHT TO TAKE ACTION OR MAKE A DECISION WHICH IS INCONSISTENT WITH THE POLICIES TO ADDRESS UNIQUE SITUATIONS, ON A CASE-BY-CASE BASIS, IN THE COMPANY'S SOLE DISCRETION.

NEITHER THESE POLICIES NOR ANY OTHER MANUAL, POLICY, OR OTHER DOCUMENT ALTERS, IN ANY WAY, THE AT-WILL EMPLOYMENT STATUS OF THE COMPANY'S EMPLOYEES. AT-WILL EMPLOYMENT MEANS THAT EITHER YOU OR COMPANY CAN TERMINATE THE EMPLOYMENT RELATIONSHIP AT ANY TIME, FOR ANY OR NO REASON, WITH OR WITHOUT CAUSE, AND WITH OR WITHOUT NOTICE, SUBJECT TO RESTRICTIONS UNDER ANY APPLICABLE LAW. THE AT-WILL EMPLOYMENT STATUS OF EACH EMPLOYEE CANNOT BE ALTERED BY ANY ORAL STATEMENT OR ALLEGED ORAL AGREEMENT, IT CAN ONLY BE CHANGED BY A LEGALLY BINDING, WRITTEN CONTRACT COVERING EMPLOYMENT STATUS.

Note: Your Edge or Chrome web browser must be open to an active session of OneFluor to directly access some of these resources.

SOCIAL MEDIA GUIDELINES
(Internally hosted)

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