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Treating Your Fellow Employees Fairly

“Live so that when your children think of fairness and integrity, they think of you.”

H. JACKSON BROWN, AUTHOR

    Respect

    Respect is embedded in our core value of Teamwork. Our workforce is comprised of skilled professionals and craft personnel from around the world who are dedicated to achieving excellence for all our stakeholders. To this end, you are expected to demonstrate dignity and respect and practice appropriate and fair behaviors toward every Fluor stakeholder, including all employees, clients, partners, and individuals in our communities.

    Common Questions

      Fluor will not tolerate discrimination or harassment of any kind in our workplace. This global standard will not be compromised. All employees must be treated fairly and with respect regardless of location.

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        Fair Employment Practices

        Fluor has established global standards so that our employees are treated with respect and fairness and free from all forms of discrimination, regardless of location. All employment decisions – such as hiring, promotion, pay, termination, training opportunities, and job assignments – must be based on merit, not a person’s legally protected characteristics. Such characteristics may include gender, race, color, religion, national origin, marital status, age, disability, pregnancy, veteran status, sexual orientation, or any other characteristics protected by law.

        Common Questions

          You should contact your supervisor or your local Human Resources manager so that the Company can conduct a proper investigation to determine if age discrimination has occurred. Fluor makes promotion decisions based on a person’s skills, knowledge, and ability. The Company will not permit retaliation for reporting problems in good faith.

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            Harassment-Free Workplace

            Our employees should work in a safe and professional atmosphere where merit and competence are rewarded. Harassment has no place at Fluor and will not be tolerated. Harassment can take many forms, including verbal remarks, physical advances, or visual displays. It may come from coworkers, supervisors, suppliers, contractors, or clients. The legal definition of harassment may vary by location, but the behavior always has the purpose or effect of creating an intimidating, offensive, or demeaning environment.

            Harassment may be sexual or nonsexual in nature. Sexual harassment may include unwanted advances, inappropriate sexual jokes, sexually suggestive comments, touching, requests for sexual favors, and inappropriate comments about appearance. Other examples of harassment may include offensive comments, jokes, or pictures related to race, religion, ethnicity, gender, or age.

            Common Questions

              You should discuss the matter with your supervisor and/or your local Human Resources manager and tactfully tell the client that you are not comfortable with his apparent advances and that you wish to keep the relationship purely professional.

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              While the Company does not attempt to regulate employees’ private behavior, the situation you describe takes place on Company property, on Company time, and on a Company email system. Company assets should not be used for this purpose. This unprofessional behavior does not fit in our workplace, even in the privacy of your office.

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              Can't find what you are looking for?

              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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