By Katherine Carpenter,2014-12-23 13:50
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Code of Business Conduct(Halliburton Company)


    Halliburton Company


    ; Code of Business Conduct:

    General Policy Regarding Laws and Business Conduct



    ; POLICY

    o A. Standards of Conduct.

    o B. Administration of Code of Business Conduct.

    ; Scope of Code of Business Conduct.

    ; Allocations of Responsibility.

    ; Delegation of Substantial Discretionary Authority.

    ; Communication of Policies.

    ; Monitoring and Auditing.

    ; Reporting System.

    ; Investigation of Violations.

    ; Disciplinary Measures.

    Equal Employment Opportunity - United States Operations


    ; POLICY


    Conflicts of interest


    ; POLICY


    Internal Accounting Controls, Procedures and Records Sensitive Transactions

    Commercial Bribery

    International Business Relationships

    Use and Public Disclosure of Inside Information

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    Information of a Confidential or Proprietary Nature

    Export Administration and International Economic Sanctions

    Boycotts Outside the United States


    ; POLICY


    Political Contributions


    ; POLICY


    Antitrust Laws

    Health, Safety And Environment


    ; POLICY


    Defalcation Misappropriation and Similar Irregularities (Fraud)

    Sexual Harassment- United States Operations


    ; POLICY


    United States Federal Government Contracting

    General Policy Regarding Laws and Business Conduct PURPOSE:

    The Code of Business Conduct of Halliburton Company contains the specific

    Corporate Policies adopted by the Board of Directors that relate to the legal and ethical standards of conduct of employees and agents of the Company. The Corporate Policies listed in the index set forth in Corporate

    Policy 3-0000 constitute the Code of Business Conduct and govern the conduct of business by the Company.

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    The purpose of this General Policy Regarding Laws and Business Conduct is to provide a general statement regarding the Company's expectations as to the legal and ethical nature of conduct of the Company's employees and agents while acting on the Company's behalf and to provide for the administration of the Company's Code of Business Conduct.

    Moreover, this Corporate Policy is intended to enhance the qualifications of the Code of Business Conduct as a program that, under the United States Sentencing Guidelines, is reasonably designed, implemented and enforced so as to be generally effective in preventing and detecting criminal conduct.


    As used in the Code of Business Conduct:

    "Company" means Halliburton Company, a Delaware corporation, its divisions, subsidiaries, and successors.

    "Executive Committee" means the Executive Committee of the Company. "High Level Personnel" means individuals who have substantial control over the Company or who have a substantial role in policy-making within the Company, including directors, executive officers and individuals in charge of a major business or functional unit of the Company, such as sales, administration or finance.

    "Laws" means laws and rules and regulations of governmental agencies and authorities.


    A. Standards of Conduct.

    It is the Company's policy to observe and comply with all Laws applicable to it or the conduct of its business wherever located. In some situations the applicable Law of the United States may conflict with the applicable Law of another country. In such cases the Company will endeavor to resolve such conflict following the guidance of its Law Department. Where such a conflict cannot be resolved, the applicable Law of the United States will be observed and complied with by the Company.

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    The Code of Business Conduct applies to agents of the Company as well as its employees. However, in the case of agents whose activities are wholly outside the United States, Corporate Policy No. 3-0007 establishes the policies and procedures to be observed with respect to such agents. The Code of Business Conduct sets forth specific Corporate Policies governing the conduct of the business of the Company. These policies were developed and are intended to be applied in good faith with reasonable business judgment to enable the Company to achieve its operating and financial goals within the framework of the Law.

    It is the personal responsibility of each employee and agent of the Company to adhere to the standards and restrictions, whether imposed by Law or the Code of Business Conduct, applicable to his or her assigned duties and responsibilities and to conduct himself or herself accordingly. Such standards and restrictions require each employee and agent to avoid any activities which would involve the Company in any practice which is not in compliance with the Code of Business Conduct. Any employee or agent who does not adhere to such standards and restrictions is acting outside the scope of his or her employment or agency.

    Beyond legal compliance, all Company employees and agents are expected to observe high standards of business and personal ethics in the discharge of their assigned duties and responsibilities. This requires the practice of honesty and integrity in every aspect of dealing with other Company employees, the public, the business community, stockholders, customers, suppliers and governmental and regulatory authorities. It is the policy of the Company not to discriminate against employees, stockholders, directors, officers, customers or suppliers on account of race, color, age, sex, religion or national origin except as may be required by applicable Law. All of such persons shall be treated with dignity and respect and they shall not be unreasonably interfered with in the conduct of their duties and responsibilities.

    B. Administration of Code of Business Conduct. The Code of Business Conduct of the Company shall be administered as follows:

    1. Scope of Code of Business Conduct.

    The Executive Committee shall, periodically, in light of the

    experience of the Company, review the Code of Business Conduct, and

    when necessary or desirable, make recommendations to the Board of

    Directors (i) to ensure its continued conformance to applicable Law,

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    (ii) to ensure that it meets or exceeds industry standards, and

     to ensure that any weaknesses revealed through monitoring, (iii)

    auditing and reporting systems are eliminated or corrected.

    2. Allocations of Responsibility.

    The Executive Committee shall be responsible for the administration of the Code of Business Conduct. The Executive Committee shall establish such procedures as it shall deem necessary or desirable in order to discharge this responsibility. Such procedures shall provide for obtaining advice of legal counsel where appropriate. In discharging these responsibilities, the Executive Committee may delegate authority to such committees, officers and other employees and may engage such agents and advisors as it shall deem necessary or desirable.

    3. Delegation of Substantial Discretionary Authority.

    No employee of the Company shall delegate substantial discretionary authority to any individual who such employee knows, or through the exercise of due diligence should know, has a propensity to engage in illegal activities.

    o a. For this purpose, persons with "substantial discretionary

    authority" include (i) High-level Personnel, (ii)

    individuals who exercise substantial supervisory authority,

    such as a plant manager or a sales manager, and (iii) any other

    individuals who, although not a part of the Company's

    management, nevertheless exercise substantial discretion

    when acting within the scope of their authority (for example,

    an individual with authority to negotiate or set price levels

    or an individual authorized to negotiate or approve

    significant contracts).

    b. The Executive Committee, in administering the Code of

    Business Conduct, shall consider, adopt and promulgate

    guidelines regarding procedures to ascertain a "propensity

    to engage in illegal activities".

    4. Communication of Policies.

    To ensure the continued dissemination and communication of the Code of Business Conduct, the Executive Committee shall take, or cause

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    to be taken, reasonable steps to communicate effectively the standards and procedures included in the Code of Business Conduct to employees and agents of the Company.

    5. Monitoring and Auditing.

    The Executive Committee shall take reasonable steps to monitor and audit compliance with the Code of Business Conduct, including the establishment of monitoring and auditing systems that are reasonably designed to detect conduct in violation of the Code of Business Conduct by employees and agents of the Company.

    o (1) To the extent so directed by the Executive Committee, the

    information developed by the Company's independent

    accountants in performing their engagement by the Company and

    by its internal auditors in the performance of their assigned

    responsibilities shall be made available to the Executive

    Committee in its capacity as administrator of the Code of

    Business Conduct as a means of monitoring and auditing

    compliance with the Code of Business Conduct.

    (2) To the extent so directed by the Executive Committee, the

    results of the periodic health, safety and environmental

    audits and export administration audits of the Company's

    facilities shall be made available to the Executive Committee

    in its capacity as the administrator of the Code of Business

    Conduct as a means to monitor and audit compliance with the

    Code of Business Conduct.

    Executive Committee - The General Counsel shall report to the Audit Committee of the Board of Directors, at least once each year, regarding the general effectiveness of the Code of Business Conduct. The Chief Health, Safety and Environmental Officer shall report to the Environment, Health and Safety Committee of the Board of Directors at least once each year regarding the environmental, health and safety performance of the Company as it relates to the Code of Business Conduct.

    6. Reporting System.

    The Executive Committee shall establish a reporting system that will allow violations of the Code of Business Conduct to be reported and acted upon by officers or other employees of the Company with

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    sufficient authority to deal objectively with the reported matters. The existence and nature of the reporting system shall be communicated to all employees and, to the extent appropriate, to agents of the Company. It shall be a violation of this Corporate Policy to intimidate or impose any form of retribution on any employee or agent who utilizes such reporting system in good faith to report suspected violations (except that appropriate action may be taken against such employee or agent if such individual is one of the wrongdoers).

    7. Investigation of Violations.

    If, through operation of the Company's compliance monitoring and auditing systems or its violation reporting systems or otherwise, the Company receives information regarding an alleged violation of the Code of Business Conduct, the person or persons authorized by the Executive Committee to investigate alleged violations of the Code of Business Conduct shall, as appropriate, in accordance with procedures established by the Executive Committee:

    o (1) evaluate such information as to gravity and credibility;

    (2) initiate an informal inquiry or a formal investigation

    with respect thereto;

    (3) prepare a report of the results of such inquiry or

    investigation, including recommendations as to the

    disposition of such matter;

    (4) make the results of such inquiry or investigation

    available to the Board of Directors or the Executive

    Committee for action (including disciplinary action by the

    Executive Committee); and

    (5) recommend changes in the Code of Business Conduct

    necessary or desirable to prevent further similar


    The Company may disclose the results of investigations to law enforcement agencies.

    8. Disciplinary Measures.

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    The Company shall consistently enforce its Code of Business Conduct

    ough appropriate means of discipline. Pursuant to procedures thr

    adopted by it, the Executive Committee shall determine whether

    violations of the Code of Business Conduct have occurred and, if

    so, shall determine the disciplinary measures to be taken against

    any employee or agent of the Company who has so violated the Code

    of Business Conduct.

    The disciplinary measures, which may be invoked at the discretion

    of the Executive Committee, include, but are not limited to,

    counseling, oral or written reprimands, warnings, probation or

    suspension without pay, demotions, reductions in salary,

    termination of employment and restitution.

    Persons subject to disciplinary measures shall include, in addition

    to the violator, others involved in the wrongdoing such as (i)

    persons who fail to use reasonable care to detect a violation, (ii)

    persons who if requested to divulge information withhold material

    information regarding a violation, and (iii) supervisors who

    approve or condone the violations or attempt to retaliate against

    employees or agents for reporting violations or violators. 9. Documentation. Subject to the applicable document retention

    program, the Company shall document its compliance efforts and

    results to evidence its commitment to comply with the standards and

    procedures set forth above.

    Equal Employment Opportunity - United States Operations PURPOSE:

    This policy establishes and communicates the Company's policy regarding equal employment opportunity for the Company's operations governed by United States Law.


    1. The Company will, in all its operations and employment practices

    comply with applicable United States and local Law governing equal

    employment opportunities to assure that there is no unlawful

    discrimination against any employee or applicant.

    2. With respect to operations governed by United States Law, this

    policy relates to all phases of employment, including without

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    limitation, recruitment, hiring, placement, promotion, transfer,

    compensation, benefits, training, educational, social and

    recreational programs and the use of Company facilities. It covers

    all other personnel actions in all job categories and at all levels,

    including employment of qualified handicapped individuals,

    disabled veterans and veterans of the Vietnam era. It is intended

    to provide employees with a working environment free of

    discrimination, harassment, intimidation or coercion relating

    directly or indirectly to race, color, religion, sex, age or

    national origin.

    3. Periodic reviews of personnel practices and actions are to be

    conducted by appropriate employees to ensure compliance with the

    Law in this vitally important area of management responsibility.

    4. All members of management and employees shall actively support this

    Corporate Policy. All actions and decisions taken by members of

    management and their subordinates shall be consistent with this

    Corporate Policy and in furtherance of it.


    An employee who believes she or he has been or is being subjected to discrimination should bring this matter to the attention of his/her immediate supervisor, department head, Director of Employee Relations, the Company's Vice President - Human Resources or the General Counsel. An employee who believes discrimination has occurred or is occurring should report such conduct to one of the above persons regardless of the position of the offending person (e.g., manager, supervisor, fellow employee, customer, etc.). If a complaint of discrimination is received by any manager or supervisor, the manager or supervisor shall report the complaint immediately to the Company's Vice President - Human Resources or such officer's designee. Nothing in this policy requires any employee complaining of discrimination to present the matter to the person who is the subject of the complaint.

    All complaints of discrimination will be promptly investigated. The privacy of the persons involved will be protected, except to the extent necessary to conduct a proper investigation. If the investigation substantiates the complaint, immediate corrective action designed to stop the discrimination and prevent its reoccurrence will be taken. An employee who believes he or she has been or is being subjected to discrimination, or who believes he or she has observed discrimination,

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    and who reports the matter pursuant to this policy shall not be retaliated against or adversely treated because of the making of the report. Conflicts of interest


    This policy establishes guidelines and procedures regarding timely and proper disclosure of possible conflicts of interests which an employee may have in connection with job duties and responsibilities in order that management may review and approve each situation as necessary to protect the best interests of the Company and its responsibilities as a public company.


    1. The Company prohibits conflicts of interest unless specifically

    approved by the Executive Committee or its designee as provided


    2. The Company has always been concerned with outside business

    interests of its employees that might possibly conflict with the

    interests of the Company. An adequate definition of what

    constitutes a conflict of interest is most difficult. The minimum

    standard is that required by law. However, there are certain

    situations which the Company will always consider to be conflicts

    of interest. These occur if the employee or any other person having

    a close personal relationship with the employee:

    o a. obtains a significant financial or other beneficial

    interest in one of the Company's suppliers, customers or

    competitors without first notifying the Company and

    obtaining written approval from the Executive Committee or

    its designee;

    b. engages in a significant personal business transaction

    involving the Company for profit or gain, unless such

    transaction has first been approved in writing by the

    Executive Committee or its designee;

    c. accepts money, gifts of other than nominal value,

    excessive hospitality, loans or other special treatment from

    any supplier, customer or competitor of the Company (loans

    from lending institutions at prevailing interest rates are


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