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Protecting Company Assets

“A pure hand needs no glove to cover it.”

NATHANIEL HAWTHORNE, AUTHOR

    Proprietary and Confidential Information

    Fluor’s proprietary and confidential information is one of our company’s most important assets.

    “Proprietary and confidential information” generally includes nonpublic information that, if revealed, might benefit our competitors or harm the company. Examples include technical information, designs or process data, pricing information, business or strategic plans, acquisition or teaming plans, work processes and know-how, project practices, software and technology, research and development, client and supplier lists, as well as third party proprietary and confidential information entrusted to Fluor that Fluor is obligated to protect, such as clients’ and partners’ proprietary and confidential information.

    You must be vigilant, both on and off the job, in protecting Fluor’s confidential and proprietary information with the utmost care. If you are authorized, you may only provide this information to co-workers and outside third parties who have a legitimate business need to know it, provided you have confirmed with your manager or the Law Department that such third party is bound by confidentiality obligations to Fluor. Be sure to follow the safeguards put in place to protect this information from unintended or deliberate misuse. Never discuss this information in a public place where outside parties can overhear you. You have a duty to keep Fluor’s information confidential and proprietary even after your employment ends.

    Managers should ensure that safeguards are put in place to protect confidential and proprietary information from both unintended and deliberate misuse and ensure that such information is provided to other employees only on a need-to-know basis.

    Fluor has many joint venture partnerships with companies that might also be our competitors, suppliers or clients in other circumstances. Communication in these joint ventures is obviously critical, but we must take reasonable steps to protect Fluor’s confidential and proprietary information from accidental and inappropriate disclosure or from use outside the intended joint venture context. We must abide by all Fluor joint venture agreements, which specify and limit access to Fluor information and systems to certain individuals and under certain conditions/license rights.

      Joint Ventures and Information Access

      Fluor may be engaged in joint venture partnerships or be working in a shared computing environment that may involve, directly or indirectly, working with companies that might also be our competitors, suppliers, or clients in other circumstances. While communication is important, we must take the steps outlined in the Code and other Fluor policies to protect Fluor’s proprietary and confidential information from accidental and inappropriate disclosure or from use outside the intended joint venture context. We must abide by all Fluor joint venture agreements, which specify and limit access to Fluor information and systems to certain individuals and under certain conditions/license rights. It is important to seek project manager approval and adhere to agreed-upon change management procedures for any perceived change in scope or any new request for access to systems, additional information, or other intellectual property.

      Common Questions

        No. It’s never okay to use company or client computers or network systems to view or forward inappropriate emails, even if you’re alone in the office, at home or on a business trip, or you are forwarding the email to someone who is not employed by Fluor. This is an inappropriate use of company time and resources and may result in disciplinary action up to and including termination.

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        While Fluor-related community and charitable initiatives are permitted and important to the company, you should promptly inform your supervisor that it is impairing your ability to complete your work to determine how to proceed. Only your supervisor can decide whether or not you should continue working on the community project.

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          Fluor Intellectual Property (IP)

          Company IP encompasses anything created by employees during the scope of their employment or using Company assets, which is assigned to Fluor pursuant to their employment with Fluor. All employees must be diligent and help Fluor enforce its IP rights. Make sure IP assets are marked with appropriate labels and secured with appropriate safeguards. In addition, employees must return IP assets and other Company property to Fluor upon completion of the project or when access is no longer required. If Fluor allows IP leakage and/or does not enforce its IP rights, Fluor could lose the right to claim or use its IP and thus could lose its competitive advantage. Any potential infringements of Fluor’s IP should be reported to the Fluor Law Department.

            Personal Use of Company Property and Use of Personal Devices

            Employees are responsible for using Company property wisely and protecting it against loss, theft, or misuse. Personal use of Company property is permitted to a limited degree as long as your use is reasonable and your work goals are accomplished. Using Fluor facilities or equipment to solicit others or for unauthorized, abusive, unethical, or inappropriate purposes will not be tolerated. Never overuse or abuse Company property for personal use or gain or to conduct work on behalf of others. Taken too far, it can even be fraud or theft.

             

            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. 

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            Our Compliance and Ethics team here at Fluor are here for you. Please reach out if you are unsure or have any questions about our Code of Conduct or your responsibilities as a team member.

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