Using Third-Party Information Ethically and Responsibly

“The person who speaks the truth is always at ease.”

MIDDLE EASTERN PROVERB

Information Entrusted to Us by Clients and Partners

Our clients, suppliers and other partners often entrust us with highly confidential data and information. Such information may also be subject to data privacy laws, contractual requirements and Fluor’s policies and practices regarding the handling of such information. For example, personal contact information of clients and partners collected and processed in Europe and in the United Kingdom, is protected by Fluor’s Binding Corporate Rules Policies.

Many Fluor employees manage and utilize this data and information in our projects every day. You must respect and protect this information with the utmost care at all times, even after you leave Fluor.

Does your work involve the U.S. Government?

If your work involves projects in which the U.S. Government or its funds are involved, there are additional guidelines for Anti-Corruption

Government Supplement

Competitor Information

To compete effectively in the marketplace, it is appropriate for us to gather certain forms of competitive information. However, we must be committed to doing so responsibly, ethically and legally. In general, you can collect and use public information available in newspapers or on the Internet, as well as in annual reports or published sales materials. You can also use information gained from conversations with clients, as long as they are not confidential or related to anti-competitive practices, and information presented at trade associations or industry conferences.

In addition, you can utilize the information a client provides about a competitor’s proposal, but only if it is not confidential. If the information is related to a bid on a government contract, always consult the Law Department and your supervisor before using or disclosing the information provided (see supplement “U.S. Government Contracting”).

You must avoid even the appearance of improper information gathering. Never seek to obtain or use a competitor’s confidential or proprietary information through misrepresentation or any other deceitful or improper means. You should consult the Law Department immediately if you receive any such information.

Confidential Information from Prior Employers

At times, new employees will possess confidential or proprietary business information about our clients, partners and competitors due to their work with a prior employer. Such information may include:

Specific technical, design or process data
Trade secrets or confidential information
Software licensed to the former employer
Anything marked or intended to be confidential or proprietary and that is not publicly available

You must respect the confidentiality of this information. Never reveal or ask a co-worker to reveal confidential or proprietary information about a former employer, or to otherwise violate a confidentiality agreement with a former employer. If a coworker offers to reveal such information, do not accept the offer.

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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INFORMATION PRIVACY AND SECURITY (HR-760)
(Internally hosted)

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