P3 Global is committed to maintaining a workplace where open and honest communication is the standard, not the exception. We encourage you to feel confident in approaching your supervisor or management whenever you believe a violation of company policies, procedures, or ethical standards has occurred.
If you would prefer to make a confidential and anonymous report, you may do so through our reporting system. Reports submitted in this way will be handled with complete confidentiality and anonymity. We guarantee that your concerns will be taken seriously and addressed appropriately.
WHISTLEBLOWER POLICY
1. Purpose
This procedure provides a clear process for employees, contractors, and other stakeholders to confidentially report suspected wrongdoing, including unethical, illegal, unsafe, or non-compliant behavior, without fear of retaliation. It ensures reports are handled promptly, fairly, and in accordance with applicable laws and company policies.
2. Scope
This procedure applies to all P3 Global Personnel LLC employees, directors, contractors, subcontractors, suppliers, and other stakeholders across onshore and offshore operations worldwide.
3. Definitions
Whistleblower: Any individual who reports suspected wrongdoing under this procedure.
Wrongdoing: Includes, but is not limited to:
4. Reporting Channels
Whistleblowers may report concerns through any of the following confidential channels:
P3 Global Personnel LLC
114 Clendenning Rd.
Houma, LA 70363
5. Anonymity and Confidentiality
Reports may be made anonymously. All reports will be treated with strict confidentiality and shared only with those necessary to investigate. Whistleblowers’ identities will be protected to the fullest extent permitted by law.
6. Non-Retaliation Guarantee
Retaliation, harassment, or adverse treatment against a whistleblower acting in good faith is strictly prohibited. Any employee found to have engaged in retaliation will be subject to disciplinary action, up to and including termination.
7. Investigation Process
8. Recordkeeping
All whistleblower reports and investigation records will be maintained securely for a minimum of five (5) years. Records will include details of the allegation, investigation steps, findings, and actions taken.
9. Training and Awareness
All personnel will receive training on this procedure during onboarding and annually thereafter. Posters, intranet notices, and toolbox talks will be used to maintain awareness.
10. Review and Improvement
This procedure will be reviewed annually or after any significant whistleblower case to ensure effectiveness and compliance with applicable laws.
Approved by: Kelly Hebert Vice President/Director of Operations 08.11.2025
This procedure provides a clear process for employees, contractors, and other stakeholders to confidentially report suspected wrongdoing, including unethical, illegal, unsafe, or non-compliant behavior, without fear of retaliation. It ensures reports are handled promptly, fairly, and in accordance with applicable laws and company policies.
2. Scope
This procedure applies to all P3 Global Personnel LLC employees, directors, contractors, subcontractors, suppliers, and other stakeholders across onshore and offshore operations worldwide.
3. Definitions
Whistleblower: Any individual who reports suspected wrongdoing under this procedure.
Wrongdoing: Includes, but is not limited to:
- Bribery, corruption, fraud, or theft
- Health, safety, and environmental violations
- Breaches of legal or regulatory obligations
- Harassment, discrimination, or human rights violations
- Financial mismanagement or accounting irregularities
- Retaliation against someone who reports in good faith
Whistleblowers may report concerns through any of the following confidential channels:
- Whistleblower Hotline – 1.866.746.6910 (available 24/7)
- Confidential Email – HR@P3GlobalLLC.com
- Online Reporting Form – www.p3globalllc.com
- Direct to Management – HSE & Compliance Manager or any Senior Executive
- Mail – Mark “CONFIDENTIAL” and send to:
P3 Global Personnel LLC
114 Clendenning Rd.
Houma, LA 70363
5. Anonymity and Confidentiality
Reports may be made anonymously. All reports will be treated with strict confidentiality and shared only with those necessary to investigate. Whistleblowers’ identities will be protected to the fullest extent permitted by law.
6. Non-Retaliation Guarantee
Retaliation, harassment, or adverse treatment against a whistleblower acting in good faith is strictly prohibited. Any employee found to have engaged in retaliation will be subject to disciplinary action, up to and including termination.
7. Investigation Process
- Acknowledgment – Report is acknowledged within 5 business days.
- Preliminary Review – Initial assessment to determine scope and urgency.
- Investigation Assignment – Conducted by the HSE & Compliance Manager or designated investigator.
- Evidence Gathering – Includes interviews, document review, and fact-finding.
- Findings & Actions – Investigation results documented; corrective or disciplinary measures taken if necessary.
- Closure & Feedback – Whistleblower (if not anonymous) informed of investigation outcome where legally permissible.
8. Recordkeeping
All whistleblower reports and investigation records will be maintained securely for a minimum of five (5) years. Records will include details of the allegation, investigation steps, findings, and actions taken.
9. Training and Awareness
All personnel will receive training on this procedure during onboarding and annually thereafter. Posters, intranet notices, and toolbox talks will be used to maintain awareness.
10. Review and Improvement
This procedure will be reviewed annually or after any significant whistleblower case to ensure effectiveness and compliance with applicable laws.
Approved by: Kelly Hebert Vice President/Director of Operations 08.11.2025
