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Getting Help & Reporting Concerns

“There is no pillow so soft as a clear conscience.”

FRENCH PROVERB

    Whom Should I Contact with a Question or Concern Related to Our Code?

    If you are ever unsure about the right thing to do in a business situation, you should seek guidance. If appropriate, speak directly with the person involved. You are also encouraged to contact any of the following:

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    Your immediate supervisor

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    Your supervisor’s supervisor (and up the reporting structure as necessary)

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    Your local Human Resources manager or, if applicable, your Industrial Relations manager

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    A Fluor Subject Matter Expert

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    The Fluor Law Department or Corporate Compliance

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    If you are uncomfortable discussing the matter with any of these resources or the response is inadequate, you should contact: Fluor’s Compliance and Ethics Integrity Portal & Hotline

    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 Getting Help and Reporting Concerns.

      Whom Should I Contact if I Suspect Misconduct?

      You have an obligation to contact any of the resources above or any investigating department if you know of or suspect misconduct, even if you are in no way involved in the misconduct itself. Investigating departments include Compliance and Ethics, Corporate Investigations; Corporate Security; Health, Safety and Environment; Human Resources; Industrial Relations; Internal Audit and Law Department.

      Reported concerns will be forwarded to the appropriate investigating department. Reporting the suspected misconduct to these resources contributes to our ethical culture and helps Fluor minimize any damage to our fellow employees, other stakeholders, company and brand. Not reporting violations of our Code could result in discipline, up to and including termination.

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      Common Questions

        Fluor provides several different reporting channels, which include confidentiality and escalation measures. Since you do not feel comfortable raising this concern involving your department head, you may report this concern to your local Human Resources manager, the Law Department, or Fluor’s Compliance and Ethics Integrity Portal & Hotline. If a report is made in good faith, Fluor will not tolerate any form of retaliation even if the concern turns out to be unsubstantiated.

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          What Happens When I Contact the Fluor Compliance and Ethics Integrity Portal & Hotline?

          Fluor’s Compliance and Ethics Integrity Portal & Hotline is available 24 hours a day, seven days a week. Reports may be made in more than 150 languages. A third party administers our Integrity Portal & Hotline, including web-based reports. For calls, the third-party call center answers these calls and transcribes the information you report. Caller ID is never used and there will be no effort to trace your call. You may report anonymously, where local law permits. However, keep in mind that the more information you provide, the easier it will be for the company to investigate and appropriately respond to your report.

          REMEMBER: SPEAK UP. IF IN DOUBT, ASK.

            How Are Reports Handled at Fluor?

            Fluor investigates all reports and is committed to maintaining confidentiality to the maximum extent possible. The company will disclose the information you provide only on a strict need-to-know basis.

              What If I Am Concerned about Retaliation?

              Fluor will not tolerate any form of direct or indirect retaliation that arises from reporting suspected illegal or unethical conduct in good faith or cooperating with an investigation. If a report is made in good faith, you will be protected even if the concern turns out to be unsubstantiated. If you suspect you are experiencing retaliation, you should contact Human Resources or Fluor’s Compliance and Ethics Integrity Portal & Hotline. Retaliating against someone who makes a report in good faith or cooperates with an investigation will result in prompt and strong disciplinary action, up to and including termination.

              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 Getting Help and Reporting Concerns

              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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              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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