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DRPJanet Hill

Manager

and Ombudsman

Lawrence A. Jagneaux, Jr.

Senior Ombudsman

and Mediator

Gregory A. Kyles

Ombudsman

Kim Vese

Ombudsm

Phone: (713) xxx-xxxx Confidential HOTLINE: (800) xxx-xxxx Email:xxxx halliburton comWeb: http://xxxx.halliburton.comCAUTION: There are limitations to confidentiality when using email

Our Dispute Resolution Program Staff

What is an Ombudsman?Coined long ago in Sweden,Ombudsman refers tothose who traditionally acted as the defender of

residents rights. Halliburton Ombudsmen are trained

professionals who help guide you through the Dispute

Resolution Program (DRP). They adhere to their Code

of Ethics and Standards of Practice which are

designed to ensure the independence, confidentiality,

and neutrality of the Ombudsman. They help by

listening to concerns, by gathering information and

discussing options which may have been overlooked.

The OmbudsmaCode of EthicsThe Ombudsman has tstrict confidentiality con

brought to his/her atte

do otherwise. The only

tion of the Ombudsma

be imminent threat of s

must reasonably protec

ing to confidential disc

other persons. The Om

any formal, judicial, or

concerns brought to hi

recommendations, the O

bility to suggest actions

equitable to all parties.

Remember, conflict is inevitable. So is resolution.

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Confidentiality, neutrality and resolution are ofparamount importance to you. They are to us as

well. The Halliburton Dispute Resolution Program

(DRP) would not be in existence today if we did

not diligently work every day to earn your trust.

Every dispute is unique. So, too, is its outcome.

As such, we take a very customized approach to

guide you to resolution. We dont make decisions

for you. Only you can do that. But you wont feel

alone as you work through the process.

We know youre probably skeptical, frustrated,

angry, worried, even anxious. Thats why when

you call us that first time, we want you to feel

and know youve just taken the first step to

resolution of your issues.

DRP enlists impartial, trained professional

Ombudsmen who dont take sides. Instead, we

take action by listening to your concerns and

discussing options while guiding you down the

road to resolution.

5,777 of you have used the DisputeResolution Program since its inception in1993. DRP has seen an increasing number ofemployees benefit from what it offers - a cost-effective and timely way to resolve employee-related disputes outside of litigation. DRP isavailable to everyone. Among those who have

utilized DRP are pipefitters working in arefinery, managers working in corporate offices,and service operators working on offshoredrilling rigs.

How Were TheseThe vast majority oresolved with the asusing internal resou

were resolved usingArbitration. Furtherin four weeks or les

in one week or less

DRP uses these proces

Open Door provides immsupervision and is en

Internal Conference allowconcerns with an Omthings, help them gatand even schedule an

External Mediation allowrepresentative an oppresolution to a probleindependent mediato

Arbitration is an externathird party makes a fparties have presente

DRP offers guidance to make your road less

DRP is committed to Neutrality, Confidentiality and Resoluti

Some issues youbrought to DRP in 2001: My supervisor treats me dif ferently. I wasnt My co-worker uses offensive language. Why was I the first to be laid off? I dont th

Can the company do that? This feels like discrimination to me. What does the policy

1993 1994 1995 1996 1997 1998 1999 2000

882845 890

567600

700

800

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1000

1100

500

400

300

200

100

0

420

292

1050

369

EMPLOYEESUSINGDRP

ANNUAL PARTICIPATION

YEAR

2001

462 *

* NOTE:Throughthe first sixmonths ofthe year(June 2001),462 issueshave beenbrought tothe DRP.