Our Shared Core Values at Work - superiorenergy.comUsing Our Shared Core Values at Work Our Shared Core Values at Work (“Code”) is a resource when we need information about our

Our Shared Core Values

at Work

C O D E O F C O N D U C T

Our Shared Core Values •Weconductourselvesandourbusinessaffairswithhonestyandintegrity,anddonottolerateillegalorfraudulentactivities.

•Wetreatouremployeeswithfairness,dignityandrespectanddonottolerateanyformsofdiscrimination.

•Weprotectthesafetyandhealthofourselves,ourfellowemployeesandeveryonethatweworkwithandstopunsafeactions.

•Wedealfairlywithcustomers,suppliersandotherbusinessrelationshipsandalwaysactinthebestinterestsoftheCompany.

•Weconductourselvesasgoodcitizensinthecommunities whereweoperate,andwerespecttheenvironment.

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A Message from Dave Dunlap Severalyearsago,tohelpmaintainourwell-earnedreputationforhonestyandintegritywecreatedOur Shared Core Values.ThesevaluescontinuetoreflectwhatisuniqueaboutSuperiorandwhatsetsusapartasatrustedbusinesspartner,afairemployerandagoodcorporatecitizen.Now,wehaveupdatedOur Shared Core Values at Worktobetteralignwithwhowearetodayandthechallengeswenowface.

Thoughsomethingshavechanged,theCodeisstillyourresourcetoapplyOurValuestosituationsyoumayfaceasSuperioremployees.

Ofcoursenosingledocumentcananswerallofourquestionsoraddresseverysituation.IfyouareeverunsureofwhattodoinparticularcircumstancesorifyouareconcernedthatOur Shared Core Valuesarebeingbroken,Iurgeyoutospeakup.Aproblemcannotbesolvedunlessithasfirstbeenidentified.

Today’sbusinessenvironmentcanbecomplicated,butourcommit-menttohelpeachother,tobeanhonestandfairbusinesspartner,andagoodcorporatecitizenmustandwillremainconstant.

Thankyouforyourhardworkandcontinueddedicationto Our Shared Core Values.

Sincerely,

Dave DunlapPresident and Chief Executive Officer

Superior Energy Services, Inc.

1S U P E R I O R ’ S C O D E O F C O N D U C T

2 O U R S H A R E D C O R E V A L U E S A T W O R K

Table of Contents We Conduct Ourselves With Honesty and Integrity ................4Using Our Shared Core Values at Work 4

Ethics, Our Values and the Law 4

Who Must Follow OurSharedCoreValues 5

AskingQuestionsandReportingPossibleViolations 5

WhattoExpectWhenYouUsetheSuperiorHotline 5

OurNon-retaliationPolicy 5

EmployeeResponsibilities 6

AdditionalResponsibilitiesforSupervisors 6

MakingtheRightChoice–GuidelinesforDecision-making 6

AccountabilityandDiscipline 6

We Treat Each Other With Fairness, Dignity and Respect .......7FairTreatmentandEqualEmployment 7

Diversity and Inclusion 7

Harassment-freeWorkplace 8

EmployeePrivacy 8

We Protect the Safety and Health of Everyone We Work With ... 9OurCommitmenttoSafetyandHealth 9

OurResponsibilitiestoEnsureaSafeandHealthyWorkplace 9

AdditionalLeadershipResponsibilities 10

Preventing Workplace Violence 10

Alcohol and Drug Use 10


We Deal Fairly With Our Customers, Suppliers and Business Partners ...........................................11FairDealingandSupplierRelations 11

Supplier Relations 11

Working With Governments 12

ConflictsofInterestandActingintheBestInterestsoftheCompany 12

Close Personal Relationships 12

Corporate Opportunities 12

Outside Employment 12

Personal Investments 12

Related-partyTransactions 12

GiftsandEntertainment 13

Gifts and Entertainment, Before You Act – Think 13

CreatingandManagingOurBusinessRecords 14

ProtectingOurAssets 14

Fraud and Irregular Activities 14

ConfidentialInformationandIntellectualProperty 15

Acquiring Business Intelligence 15

CommunicatingWiththePublic 15

Using Social Media 15

We Conduct Ourselves as Good Corporate Citizens ...............16GoodCitizenshipintheCommunitiesWhereWeOperate 16

Our Commitment to Human Rights 16

Respect for the Environment 17

PoliticalActivities 17

InsiderTrading 17

AntitrustandFairCompetition 18

Anti-corruptionandBribery 18

GlobalTrade 19

Anti-boycott Regulations 19

Anti-money Laundering 20

Waivers and Amendments ....................................................20

Country-specific Access Numbers for the Superior Hotline .....20


Using Our Shared Core Values at WorkOur Shared Core Values at Work (“Code”)isaresourcewhenweneedinformationaboutourpoliciesorstandards,orifwearefacedwithadifficultbusinessdecision.ItisintendedtohelpusapplyOur Shared Core Values to specificwork-relatedsituationsthatmayarise.

Asalways,theCompanyreliesonyoutousegoodjudgmentandtoseekhelpwhenyouneedit.

Ethics, Our Values and the LawAtSuperior,ethicalbehaviorisinseparablefromintegrityandgoodjudgment.Whileethicalbehaviorrequiresfullcompliancewithalllawsandregulations,“compliance”withthelawistheminimumstandardforus.Weallhavearesponsibilitytohonornotjustthelet-terofexistinglaws,butthespiritthatunderliesthembybasingourdecisionsonlegalandregulatoryrules,and Our Shared Core Values.

Weoperateinmanycountriesaroundtheworldandareincreasingourglobalpresence.TherewillbetimeswhenlocallawsandcustomsmayconflictwithourCoreValues.WheneverthereisaconflictoradifferencebetweenalegalrequirementandourCoreValues,applythestricteststandard,anddonotfollowcustomsthatviolateourCoreValues.

We Conduct Ourselves with Honesty and Integrity

We conduct ourselves and our business affairs with honesty and integrity, and do not tolerate illegal or fraudulent activities.


Who Must Follow Our Shared Core ValuesOur Shared Core Values at Workappliestoalldirectors,officersandemployees,aswellastodirectors,officersandemployeesofeachsubsidiaryofSuperiorEnergyServices,Inc.(collectively,“Superior”or“Company”).

Certainthird-partybusinesspartners,suchassuppliers,temporaryemployees,andanythirdpartyperformingservicesoractingonourbehalf,serveasanextensionofSuperior.ForthisreasontheyareexpectedtofollowthespiritofOur Shared Core Values,aswellasanyapplicablecontractualprovisions,whenworkingonourbehalf.

Managerswhosuperviseourthird-partybusinesspartnersareresponsibleforensuringthattheyunderstandOur Shared Core Values.Ifathird-partybusinesspartnerfailstocomplywithourethicsandcomplianceexpectations,itmayresultintheterminationoftheircontract.

Asking Questions and Reporting Possible ViolationsIfyouseeorsuspectanyillegalorunethicalbehavior,oryouhaveaquestionaboutwhattodo,speakupandaskforhelp.

Sometimes,youmaynotbeabletotalkaboutanissuewithyoursupervisorormanager.Ifthat’sthecase,youhaveseveraloptions:

FIRST:Youmaytalkwithanyothermemberofmanagement;

SECOND:YoumayalsocontactHumanResourceswhenyouhaveconfidentialityconcernsoryoubelievemanagementcannotassistyou.

THIRD:Ifyouprefer,atanytimeyoucanusethe followingresources:

• [email protected]

• Thetoll-freeHotlineavailable24hoursaday,7daysaweekinseverallanguages

• U.S.Calls:833-293-3439

• Forallothercalls,seethecountry-specificnumberslistedonpage20.

•MailareporttotheGeneralCounselat:1001LouisianaSt.,Suite2900,Houston,TX77002

What to Expect When You Use the Superior Hotline OurHotlineisavailabletwenty-four(24)hoursaday,seven(7)daysaweek.Trainedthird-partyspecialistswillansweryourcall,documentyourconcernsandforwardawrittenreporttotheEthicsandComplianceDepartmentforfurtherinvestigation.

WhenyoucalltheHotlineyoumaychoosetoremainanonymouswhereallowedbylaw.Ifyouchoosetoidentifyyourself,wewillmakeeveryreasonableefforttokeepyouridentityconfidential.Allreportswillbetreatedequallywhethertheyaresubmittedanonymouslyornot.

Afteryoumakeareport,youwillreceiveanidentificationnumbersoyoucanfollowuponyourconcern.Followingupisespeciallyimportantifyouhavesubmittedareportanonymously,aswemayneedadditionalinformationinordertoconductaneffectiveinvestigation.Thisidentificationnumberwillalsoenableyoutotracktheresolutionofthecase;however,pleasenotethat,outofrespectforprivacy,theCompanywillnotbeabletoinformyouaboutindividualdisciplinaryactions.

We have an opportunity to improve every time we ask a question or raise a concern. When we take action, speak up and report questionable conduct, we are protecting coworkers and the Company’s reputation. Remember, an issue cannot be addressed unless it is brought to someone’s attention.

Our Non-retaliation Policy EachofusplaysacriticalroleinsafeguardingtheintegrityofSuperior.WeareresponsibleforraisingissuesthatcouldconflictwithOur Shared Core Values.Employeescanreportpossibleproblemsinconfidenceandwithoutfearofretaliation.

Superiorwillnottolerateanyretaliationagainstanemployeewhoingoodfaithasksquestions,makesareportofactionsthatareinconsistentwithOur Shared Core Valuesorpolicies,orwhoassistsinaninvestigationofsuspectedwrongdoing.

Reporting“ingoodfaith”meansmakingagenuineattempttoprovidehonest,complete,andaccurateinformation,evenifitlaterprovestobeunsubstantiatedormistaken.


Employee ResponsibilitiesEachofusmusttakeresponsibilityforactingwithintegrity,evenwhenthismeansmakingdifficultchoices.Meetingourresponsibilitiesiswhatenablesustosucceedandgrow,today–andinthefuture.

• Actinaprofessional,safeandethicalmannerthatisconsistentwithOur Shared Core Values.

• BefamiliarwiththeinformationcontainedinOur Shared Core Values,aswellasapplicablelawsandCompany

policies.Payparticularattentiontothepoliciesthatrelatetoyourjobresponsibilities.

• Promptlyreportconcernsaboutactionsthatmaybeinconsis-tentwithlaws,regulations,Our Shared Core Valuesorpolicies.

• Fullycooperatewhenrespondingtoaninvestigation oraudit.

• Remember:pressureordemandsduetobusinessconditionsareneveranexcuseforoperatingoutsideofthelaworbehavinginawaythatisnotconsistentwith Our Shared Core Values.

Additional Responsibilities for SupervisorsAsaleaderatSuperior,youhaveadditionalresponsibili-tiestoensurethatwemeetourhighstandardsofethicsandcompliance.

• Bearolemodelforleadershipandsupportcoworkerswhentheyaskquestionsandraiseconcerns:

• Createanenvironmentwhereindividualsfeelcomfortablespeakingup.

• Listenandrespondtoconcernswhentheyareraised.

• Makesurethatnoonewhospeaksupsuffersretaliation.

• Seekhelpandguidancewheneverneeded.

• HelpothersunderstandtherequirementsofOur Shared Core Values,policiesandapplicablelaws.

• Donotapplyinappropriatepressureonothersorleadotherstothinkthat“bendingtherules”or“cutting corners”isacceptable.

• Bearesourceforothers.Beproactive.LookforopportunitiestodiscussOur Shared Core Values and howtheyapplytobusinessdecisions.

Remember: no reason, including the desire to meet business goals, is an excuse for acting contrary to Our Shared Core Values.

Making the Right Choice – Guidelines for Decision-making Makingtherightdecisionisnotalwayseasy.Therewillbetimeswhenyou’llbeunderpressureorunsureofwhattodo.Alwaysrememberwhenyouhaveatoughbusinessdecisiontomake,you’renotalone.Yourcoworkersandmanagementareavailabletohelp,andyouhaveotherresourcestoturn to including Our Shared Core Values,policies,andtheSuperiorHotline.

When faced with a tough decision, it may

help to ASK THESE QUESTIONS:

•Isitlegal?

•Isitconsistentwithourpolicies?

•DoesitmeetthehighexpectationsreflectedinOur Shared Core Values?

•WouldIstillbecomfortablewiththedecisionifitappearedinthenewspaper?

Iftheanswertoanyofthesequestionsis“No,”stopandaskforguidance.

Accountability and DisciplineDuetotheimportanceweplaceonOur Shared Core Values,individualswhoactcontrarytothelaw,ourpolicies or Our Shared Core Valueswillbesubjecttodiscipline,whichmayincludetermination,aswellaspossiblelegalproceedingsandpenalties.

Othersinvolvedinthewrongdoingmayalsobesubjecttodiscipline.Thisincludesthosewhofailtousereasonablecaretodetectthewrongdoing,personswhorefusetodivulgeinformationwhichmayberelevanttoaninvestigation,aswellassupervisorswhoapprove,condone,“looktheotherway,”orattempttoretaliate.


We Treat Each Other With Fairness, Dignity and Respect

We treat our employees with fairness, dignity and respect and do not tolerate any form of discrimination.

Fair Treatment and Equal OpportunitySuperiorbringstogetheremployeeswithawidevarietyofbackgrounds,skillsandcultures.Combiningsuchawealthoftalentandresourcescreatesthediverseanddynamicteamsthatconsistentlydriveoursuccess.

Eachofusisentitledtorespect,andshouldbe judgedonthebasisofqualifications,demonstratedskillsandachievements.

Wesupportlawsprohibitingdiscriminationbasedonrace,color,religion,nationalorigin,gender,pregnancy,sexualorientation,age,disability,veteranstatusandallothercharacteristicsprotectedbylaw.

Created by jonifrom the Noun Project

MAKE SURE YOU:• Treatothersrespectfullyandprofessionally.

• Donotdiscriminateagainstothersonthebasisofanycharacteristicprotectedbylawor Companypolicy.

WATCH OUT FOR:• Excessiveuseofprofanity,referringtoemployeesusingderogatorynicknamesorremarksandverbalabuse.

• Comments,jokesormaterials,includingemails,whichothersmightconsideroffensive.

• Inappropriatebiasbasedoncharacteristicsprotectedbylaw.

Diversity and InclusionWevaluetheuniquecontributionthateachpersonbringstoSuperior.Collaborationandinclusivityarecentraltohowweworkandwebelievethebestsolutionsarethosethatincludediverseideasandperspectives.Thatiswhywevalueeachandeveryemployeeasanimportantcontributortooursuccessandaimtocreateanenvironmentwhereemployeesaregiventheopportunitytoperformattheirbest.

• Promotediversityinhiringandinotheremploymentdecisions.

• Helpcreateanenvironmentwherecoworkerscancontribute,developandfullyutilizetheirtalents.

• Keepanopenmindtonewideasandlistentodifferentpointsofview.


Harassment-free WorkplaceWeallhavetherighttoworkinanenvironmentthatisfreefromintimidation,harassmentandabuse.

Verbalorphysicalconductbyanyemployeethat harassesanother,disruptsanother’sworkperformance,orcreatesanintimidating,offensive,abusive,orhostileworkenvironmentwillnotbetolerated.Thisincludes,bullying,yelling,excessiveuseofprofanity,intimida-tion,threatsofviolenceandallformsofdiscrimination.

At Superior WE DO NOT TOLERATE harassment of any kind, including the following:

• Actingaggressivelyinamannerthatcausessomeoneelsetofearinjurytothemselvesortheirproperty.

• Threateningremarks,obscenephonecalls,stalkingoranyotherformofharassment.

• Causingorthreateningphysicalinjury toanother.

• Intentionallydamagingsomeone else’sproperty.

Oneformofharassmentissexualharassment,whichingeneraloccurswhen:

• Actionsthatareunwelcomeormadeasaconditionofemploymentorusedasthebasisforemploymentdecisionssuchasarequestforadate,asexualfavor,orothersimilarconductofasexualnature.

• Anintimidating,offensive,orhostileworkenvironmentiscreatedbyunwelcomesexualadvances,insultingjokes,orotheroffensiveverbalorphysicalbehaviorofasexualnature.


MAKE SURE YOU:• Helpeachotherbyspeakingoutwhenacoworker’sconductmakesyouorothersuncomfortable.

• Nevertolerateintimidationorharassmentof anykind.

• DonotuseSuperior’sinformationsystemstovisitinappropriateinternetsites.

• Reportallincidentsofintimidationandharassmentthatmaycompromiseourabilitytoworktogether.

WATCH OUT FOR:•Verbalabuse,bullying,threatsortaunting.

•Unwelcomeremarks,gesturesorphysicalcontact.

•Thedisplayofsexuallyexplicitoroffensivepicturesorothermaterialsthatdemeanothers.

•Offensivejokesorcomments.

Employee PrivacyInrecentyearsthepublichasgrownincreasinglyconcernedabouttheprivacyandsecurityofpersonalinformation.Asaresult,lawsprotectingpersonalinfor-mationandhowitmaybecollected,shared,andusedarebecomingmorecommon.Whileprotectingthisinformationmaynowbealegalrequirement,forusatSuperior,privacyhasalwaysbeenamatteroftrust.


MAKE SURE YOU:• Learnaboutthetypesofinformationwhicharegivenheightenedprotectionbythelawandprotectthatinformationthroughappropriatemeans.ThisincludesPersonallyIdentifiableInformationsuchasgovernment-issuedIDnumbersandhomeaddresses.

• Protecttheconfidentialityofpersonalinformationofcurrentandformercoworkers,aswellas jobapplicants.

• Don’taccess,discussorshareconfidentialinformationwithintheCompanyoroutsidetheCompanyunless(1)youareauthorizedtodosobyvirtueofyourjobduties,and(2)thereisalegitimatebusinessneedtodoso,and(3)doingsodoesnotviolatethelaw.

• ConsulttheLegalDepartmentiflawenforcementorregulatoryauthoritiesrequestinformation.ConsultHRforallotherrequestsfromanypersonoutsidetheCompanyrequestingemployeeinformation.

WATCH OUT FOR:• Thelossofcontrolofconfidentialinformation, forexamplewhenfaxingoremailingpersonal employeeinformation.


We Protect the Safety and Health of Everyone We Work With

We protect the safety and health of ourselves, our fellow employees and everyone that we work with and stop unsafe actions.

Our Commitment to Safety and Health Superioriscommittedtoprovidingasafeandhealthyworkenvironmentforemployeesandotherswhovisitorworkatourfacilities.Ourcommitmenttohealthandsafetyiseveryone’sjobandismorethanapriority,asitisadeeplyheldpracticeinOur Shared Core Values.

Whenitcomestohealthandsafety,asaCompanyandindividually,wemustalwaysdemonstratevisibleleadershipandcareandconcernforoneanother.

OurintegratedHSEQManagementSystemapproachrepresentsourstrongcommitmenttoachievingandmaintainingourHSEQperformancestandards.

Safetyistheresponsibilityofeachandeveryemployeeandlinemanager.Allpersonnelhave“stopworkauthority”andmustusethatauthoritywheneverthereisasituationthatcouldputpeopleortheenvironmentatrisk.

Our Responsibilities to Ensure a Safe and Healthy Workplace• Understandourresponsibilitiestomaintainourstandardsofhealthandsafety.

• Alwayswearrequiredsafetyequipmentandnevertamperwithsafetyequipmentorsystems.

• Onlyundertakeworkthatyouarequalified toperform.

• Stopworkifyouconsideritunsafe.

• Besurethatyourperformanceisnotimpairedby,forexample,alackofsleep,alcohol,oranydrugs–includingprescriptionorover-the-countermedication.

• Reportanyaccident,injury,illness,orunsafeconditionimmediately.Neverassumethatsomeoneelsehasreportedariskorconcern.

• Knowtheemergencyproceduresthatapplywhereyouwork.


• ReportallconcernsregardingasafeandhealthyworkenvironmentimmediatelytomanagementandtoyourHSEQDepartment.

• Doyourparttodevelopandsustainaculturethatsupportsourcommitmenttohealthandsafety.

• Beproactiveandspeakupifyouhearoforseesomethingthatyoususpectmightputyouorothersatrisk.

Additional Leadership Responsibilities• BevisibleintheworkplaceandleadbyexampleindemonstratingappropriateHSEQbehaviors.

• EnsureadequateresourcesareavailableandHSEQrolesandresponsibilitiesaredocumentedandcommunicatedtoemployees.

• PromoteeffectivecommunicationtoensureHSEQissuesarecapturedandcommunicated.

• EnsurethattheHSEQexpectationsareintegratedintooperations.

• Makesurealldocumentationiscompletedandmaintainedappropriately.

• MonitorandmeasureHSEQgoalsandobjectives.

• PromoteHSEQlessonslearnedandcommunicatebestpractices.

• Encouragetheappropriatereportingandinvestigationofallincidents,includingnearmissesandunsafeacts.

Preventing Workplace ViolenceViolenceofanykindhasnoplaceatSuperior.Wewon’ttoleratethefollowing:

• Intimidating,threateningorhostilebehavior.

• Causingphysicalinjurytoanother.

• Actsofvandalism,arson,sabotageorothercriminalactivities.

• TheunlawfulpossessionofweaponsonCompanyproperty.

Alcohol and Drug Use• WhileatworkoronCompanybusiness,neverbeimpaired,andalwaysbereadytocarryoutyourworkduties.

• WhileconductingSuperiorbusiness,donotuse,possessorbeundertheinfluenceofillegaldrugsoranysubstancethatcouldinterferewithasafeandeffectiveworkenvi-ronmentorharmtheCompany’sreputation.


We Deal Fairly With Our Customers, Suppliers and Business Partners

We deal fairly with customers, suppliers and other business relationships and always act in the best interests of the Company.

Fair Dealing and Supplier Relations Westrivetobefairandhonestwithourcustomers,suppliers,businesspartnersandothers.Weworktounderstandandmeettheirneeds,whilealwaysremainingtrueto Our Shared Core Values.

Alwaystellthetruthaboutourservicesandcapabilitiesandnevermakepromiseswecan’tkeep.Donottakeunfairadvantagethroughmanipulation,concealment,abuseofprivilegedorconfidentialinformation,misrepresentation,fraudulentbehavior,oranyotherunfairpractice.

Inshort,treatothersaswewouldliketobetreated.

Supplier RelationsOursuppliersandbusinesspartnersareessentialtoourabilitytodobusiness and meet our standards andexpectations–thatiswhywechoosethemcarefullyanduseanobjectiveselectionprocess.

• Helpsuppliersandbusinesspartners understand our expectationsandactina waythatisconsistentwithourstandardsandapplicablepolicies.

• Reportanysuspicionsthatasup-plierorabusinesspartnermaynotbemeetingourstandardsortheircontractualobligations.


MAKE SURE YOU:• Treatothersfairlyandhonestly.

• Beresponsivetoallreasonablerequestsfromourcustomers,suppliersandbusinesspartners,butneverfollowarequesttodosomethingthatyouregardasunlawful,unsafeorcontraryto Our Shared Core Values.

• Promisewhatyoucandeliveranddeliveronwhatyoupromise.

WATCH OUT FOR:•Pressurefromotherstocutcorners.

•Temptationstotellpeoplewhatyouthinktheywanttohearratherthanthetruth.


Working With GovernmentsDirectlyandthroughitssubcontractors,Superiorconductsbusinesswithgovernmentsandgovernment-ownedentities.Ourpolicyistocomplyfullywithallapplicablelawsandregulationsthatapplytogovernmentcontractingandtransactions.

Conflicts of Interest and Acting in the Best Interests of the CompanyAconflictofinterestoccurswhenwehaveacompetinginterestthatpotentiallyinterfereswithourabilitytomakeanobjectivebusinessdecision.Eachofusisexpectedtousegoodjudgmentandavoidsituationsthatcanleadtoeventheappearanceofaconflict–whichcanunderminethetrustothersplaceinusanddamageourreputation.

Conflictsofinterestarenotalwaysclear-cut.Anyemployeewithaquestionshouldconsultwiththeirmanagerorsupervisoror,ifcircumstanceswarrant,Superior’sVicePresidentofEthicsandComplianceortheGeneralCounsel.ThiswillallowtheCompanytoproperlyevaluate,monitorandmanagethesituation.

Key DefinitionsImmediate Family–Anyrelationoftheemployee,includingcurrentorpreviousspouse,child,grandchild,parent,grandparent,sibling,aunt/uncle,cousin,orchildofasibling,regardlessofwhethertherelationshipisnatural,steporin-laworanyoneinaclosepersonalrelationship.

Situationssuchasthefollowingarecommonexamplesofhowconflictsofinterestmayarise:

CLOSE PERSONAL RELATIONSHIPSBusinesssituationsinvolvingclosefriendsmaycreateaconflictofinterestiftherelationshipinterfereswiththeemployee’sabilitytoputtheCompany’sinterestfirst.Anypotentialconflictsshouldbeidentifiedandimmediatelyreportedtoyourmanager,supervisorortheEthicsandComplianceDepartmenttomakesurethereisnoconflict.

CORPORATE OPPORTUNITIESIfwelearnaboutabusinessopportunitybecauseofourpositionatwork,itbelongstoSuperiorfirst.Superioremployeesmaynottakeforthemselves,ordirecttoanyimmediatefamilymemberorfriend,opportunitiesthatarediscoveredonthejob.

OUTSIDE EMPLOYMENT Superiordoesnotprohibitemployeesfromengaging incertaintypesofoutsideemployment–suchas part-timework–butemployeesmustalwaysdiscloseanddiscussoutsideemploymentwiththeirmanagerorsupervisor.OutsideworkmustneverinterferewithordetractfromSuperiorjobduties.Also,outsideworkmustnevercompeteordoanybusinesswiththeCompanyortheCompany’scustomersorvendors.

PERSONAL INVESTMENTSYourpersonalinvestmentsmustnotbebigenoughforsomeonetoreasonablythinkthatyoucouldinfluencetheentity’sdecisionsorcompromiseyourindependentjudgment.Furthermore,anyinvestmentbyanemployeeoranimmediatefamilymemberinoneofSuperior’scustomers,suppliersorvendorsisaRelated-partyTransactionandprohibitedwithoutpriorapprovalasdescribedbelowunlesstheinvestmentis1%orlessofthesecuritiesofapubliclytradedcompanyandthereisnopossibilityforaconflict.


MAKE SURE YOU:• Avoidconflictofinterestsituations.

• AlwaysmakebusinessdecisionsinthebestinterestofSuperior.

• Discloseanyrelationship,outsideactivity,orfinancialinterestthatmaypresentapossibleconflictofinterestortheappearanceofaconflict.Makeyourdisclosuresinwritingtoyourmanagerorsupervisor.

Related-party TransactionsConflictsofinterest,suchasthosedescribedabove,canresultinrelated-partytransactions.Related-partytransactionsareanybusinesstransactionsorbusinessrelationshipinwhichanemployeeoranimmediatefamilymemberhasafinancialinterest.Thisincludesthesale,purchaseorleaseofgoods,material,servicesorproperty.Related-party transactions are prohibited without prior approval from the Chief Executive Officer.


Gifts and EntertainmentIntherightcircumstances,amodestgiftmaybeathoughtful“thankyou,”oramealmaybeanappropriatesettingforabusinessdiscussionwhichstrengthensaprofessionalrelationship.However,ifnothandledcarefully,theexchangeofgiftsandentertainmentcanlooklikeaconflictofinterest,especiallyifithappensfrequentlyorifthevalueislargeenoughthatsomeonecouldreasonablythinkitisinfluencingabusinessdecision.

Whenitcomestogiftsandentertainment,ourpositionisclear–giftsthatarenominalandcustomaryareacceptable,butwedonotgiveorofferanygiftorentertainmentthatisintendedtogainanimproperadvantageinsellingservices,conductingtransactions orrepresentingSuperior’sinterests.

Gifts and Entertainment, Before You Act – ThinkGiftsandentertainmentcomeinalldifferentforms:fruitbaskets,dinners,ticketstosportingevents,tonamejustafewexamples.Beforeacceptingorofferinggiftsorentertainment,thinkaboutthesituation–doestheactionlegitimatelysupportSuperior’sinterest?Istheamountreasonableandcustomary?Doesitconformtoourpoliciesandguidelinesandifitisagiftorentertainmentthatweareproviding,doesitmeettherecipient’sorganizationstandardsaswellasours?WoulditembarrassyouortheCompanyifitwasonthefrontpageofthenewspaper?Didyoudiscussitwithyourmanagerorsupervisor?

Nothing in Our Shared Core Values is intended to prohibit employees from spending reasonable amounts for meals and other entertainment of customers and suppliers, which are ordinary and customary in Superior’s lines of business.


MAKE SURE YOU:• Onlyprovideandacceptgiftsandentertainmentthatarereasonableandcustomaryforthe businessrelationships.

• Donotrequestorsolicitpersonalgifts,favors,entertainmentorservices.

• Acceptinggiftsofcashorcashequivalents (i.e.,giftcards)isneverappropriate.

• Understandandcomplywiththepoliciesoftherecipient’sorganizationbeforeofferingorprovidinggiftsorentertainment.

WATCH OUT FOR:• Excessivehospitality,loans(excludingloansfromfinancialinstitutionsatprevailingmarketrates)orotherspecialtreatmentfromanycustomer,supplierorcompetitor.

• SituationsthatcouldembarrassyouortheCompany.

• Businesspartnersthatappeartobeprivatelyheldbutareactuallyconsideredgovernmentalentities(Note:insuchcasesadditionalrulesmayapply).

• Thirdpartiesoragentswhoarethoughttobevaluableprimarilyfortheirpersonaltiesratherthanfortheservicestheyaretoperformorwhorequestcompensationoutofproportiontotheirservices.

Ifyouareuncertainwhetheragiftyouhavebeenofferedorplantogiveisappropriate,contacttheEthicsandComplianceDepartmentforassistance.


Creating and Managing Our Business RecordsBusinesspartners,governmentofficialsandthepublicneedtobeabletorelyontheaccuracyandcompletenessofourdisclosuresandbusinessrecords.AccurateinformationisalsoessentialwithintheCompanysothatwecanmakegooddecisions.

Ourbooksandrecordsmustaccuratelyandfairlyreflectourtransactionsinreasonabledetailandinaccordancewithouraccountingpracticesandpolicies.Someemployeeshavespecialresponsibilitiesinthisarea,butallofuscontributetotheprocessofrecordingbusinessresultsandmaintainingrecords.

Eachofusisresponsibleforhelpingtoensuretheinformationwerecordisaccurate,timelyandcomplete,andmaintainedinamannerthatisconsistentwithoursystemofinternalcontrols.


MAKE SURE YOU:• Createbusinessrecordsthataccuratelyreflectthetruthoftheunderlyingeventortransaction.

• Writecarefullyandclearlyinallyourbusinesscommunications,includingemails.Writewiththeunderstandingthatsomedaytherecordsmaybecomepublicdocuments.

• Neverdestroydocumentsinresponsetoorinanticipationofaninvestigationoraudit.

• ContacttheLegalDepartmentifthereisanydoubtabouttheappropriatenessofrecorddestruction.

WATCH OUT FOR:• Financialentriesthatarenotclearandcompleteorhideordisguisethetruenatureofanytransaction.

• Undisclosedorunrecordedfunds,assetsorliabilities.

• Improperdestructionofdocuments.

Protecting Our AssetsEveryemployeeisresponsiblefortheproperuseof Superior’sassetsandprotectingthemfromwaste,abuseorloss.Companyassetsincludeinformationanddata,vehicles,tools,materials,supplies,time,intellectualproperty,computersystems,communicationssenttoorfromtheCompany,software,hardwareandfacilities.

Limited,personaluseofCompanyassets–includingassignedvehicles,electronicmediasuchasphonesandemail–ispermitted.Suchuseshouldbekepttoaminimumandhavenoadverseeffectonproductivityandtheworkenvironment.

Companyinformationanddata,whetherstoredondevicesownedorleasedbySuperior,bythirdpartiesoronemployees’owndevices,remainthepropertyoftheCompany.


MAKE SURE YOU:• TreatSuperiorassetsthewayyouwouldtakecareofyourownproperty.

• DonotuseSuperiorequipmentorinformationsystemstocreate,storeorsendcontentthatothersmightfindoffensive.

• Securesensitiveinformation,includinghardcopies,electronicdocumentsandfiles.

• Respectthecopyrights,trademarksandlicenseagreementsofotherswhendealingwithprintedorelectronicmaterials,softwareorothermediacontent.

WATCH OUT FOR:• RequeststoborroworuseSuperiorequipment withoutapproval.

• Laxenforcementofelectronicaccesscontrolcards.

• Phishingscamsorotherattemptstouncoversensitivepersonalorcorporateinformation.

• EmailattachmentsorURLsfromunfamiliarsources.

• Sharingpasswords.

Fraud and Irregular ActivitiesConsistentwithourhighstandards,misappropriation,fraudandothersimilarirregularitiesbyemployeesarestrictlyprohibited.Examplesofthesetypesofactivitiesinclude:

• Anydishonestorfraudulentact;

• Embezzlement;or

• ForgeryoralterationofchecksorothernegotiableinstrumentsofSuperior;

Ifanemployeeisuncertainwhetherhisorherconductmayconstitute

fraud,orifanemployeeisdirectedtotakeanyactionthatheorshebelieveswillconstitutefraud,theyshouldimmediatelycontacttheirsupervisorormanagerorSuperior’sVicePresidentofEthicsandCompliance,ChiefFinancialOfficerorGeneralCounsel.


Confidential Information and Intellectual PropertyEachofusmusttakestepstoprotectSuperior’sconfidentialinformation.Thismeanskeepingitsecure,limitingaccessonlytothosewhohaveaneedtoknowinordertodotheirjobandavoidingdiscussionofconfidentialinformationinpublicareas.

ManyofushaveaccesstoCompanyintellectualproperty.Suchinformationmustnotbedisclosedtoanyone,includingfriendsandfamilymembers,exceptwhendisclosureisauthorizedbySuperiororlegallyrequired.IntellectualpropertycreatedonthejoborwithCompanyresourcesbelongstoSuperiorandcannotbeusedforpersonalgain.

Theobligationtopreserveconfidentialinformationcon-tinuesevenafteryouremploymentatSuperiorends.

Inadditiontoprotectingourconfidentialinformationandintellectualproperty,werespectthevalidintellectualpropertyrightsofothers.

Acquiring Business IntelligenceWeobtaincompetitiveinformationonlythroughlegalmethodsandneverthroughmis-representation,orthroughanybehaviorthatcouldbeconstruedas“espionage,”or“spying”.

Stealingproprietaryinformation,possessingtradesecretinformationthatwasobtainedwithouttheowner’sconsent,orinducingsuchdisclosuresbypastorpresentemployeesofothercompaniesisprohibited.


MAKE SURE YOU:• Protectintellectualpropertyandconfidentialinfor-mationbysharingitonlywithauthorizedparties.

WATCH OUT FOR:•Unintentionalexposureofconfidentialinformationinpublicsettingssuchasonphonecallsorwhileworkingonyourlaptop.

•Thelossofcontrolofconfidentialinformation.Whensendinginformationtothirdparties,makesurethatthetransmissionsareforlegitimatebusinessreasonsandthattheycomplywithlocallaw.

Communicating With the PublicSuperiorneedsaconsistentvoicewhenprovidinginformationtothepublic.ItisimportantthatonlyauthorizedpersonsspeakonbehalfoftheCompany.

Using Social MediaBecarefulwhenwritingcommunicationsthatmightbepublishedonline.Ifyouparticipateinonlineforums,blogs,newsgroups,chatrooms,orbulletinboards,beforeyouhitthe“send”button,thinkcarefullyandremember:yoursocialmediausemaybemonitoredbytheCompany.

When using social media:

• Nevercommentonconfidentialandnon-publicCompanyinformationsuchastheCompany’scurrentorfuturebusinessper-formanceorbusinessplans.

• Don’tuseSuperior’s,oranySuperioraffiliate’strademark,logooranyotherintellectualpropertyunlessyouhavepermissionfromtheBusinessUnitLeader.

• Befairandcourteous,andneverpostcontentthatmaybeviewedasmalicious,obscene,harassing,defamatoryordiscriminatory.

• IfyoureadanonlinecommentaboutSuperiorthatyoubelieveiswrongorharmfultoourreputation,donotrespond.Instead,contactyourmanagerorsupervisorsothatappropriatestepscanbetaken.


Good Citizenship in the Communities Where We OperateWewanttoberecognizedasagoodneighborinthecommunitieswhereweliveandoperate.Weunderstandthatmaintaininganopen,ethicalstanceandrespectinglocalculturesandcustomscanmakeapositivedifferenceinhowweareacceptedandperceivedbythepublic.

Ourheavyequipmentandpresenceinacommunitycan

We Conduct Ourselves as Good Corporate Citizens

We conduct ourselves as good citizens in the communities where we operate, and we respect the environment.


MAKE SURE YOU:• LiveuptoOur Shared Core Values atalltimeswhenyouareworkinginpublic.

• Respectlocalcustomsandcultures.

• Minimizeanydisruptiveornegativeimpactthatourworkmayhaveontheenvironmentorcommunity.

WATCH OUT FOR:• AnyindicationthattheCompanyorourbusiness

partners are not living up to our commitments to humanrights,respectfortheenvironmentandcorporatesocialresponsibility.

• Possibleconflictsofinterestthatcouldarisethroughourparticipationincommunityactivities.

Our Commitment to Human RightsWe are committed to Human Rights everywhere we operate. Thisincludesobservingthoselawsthatpertaintofreedomofassociation,privacy,recognitionoftherighttoengageincollectivebargaining,theprohibitionofforced,compulsoryandchildlabor,humantraffickingandthoselawsthatpertaintotheeliminationofanyimproperemploymentdiscrimination.Wealsotakestepstoensurethatourbusinesspartnerstakenecessarystepstomeetthesegoals.

haveasignificantimpactonthepeoplewhocallithome.Forthisreasonwemustalwaysensurethatweworkanddrivesafely,thatourworksitesaresecure,andaboveallelsethatwearecourteousandrespectfulofothers.


• Requestsfrombusinesspartnerstogivetocharitablecauses.TheserequestsmustbeapprovedaspartoftheCompanyprocess,likeallothercharitablecontributions.

Respect for the EnvironmentWe will do everything in our power to prevent our actions from damaging the environment.Wearecommittedtoworkingwithourcustomers,businesspartnersandsupplierstostrengthenenvironmentalstewardshipandrespon-sibilityandwillstrivetoimplementindustryenvironmentalbestpracticeswheneverpractical.

Weexpectemployeestocontinuouslyimproveourenvironmentalperformancethroughmonitoring,pollutionprevention,andwasteminimization,waterandenergyefficiency,effectiveuseofrawmaterialsandbypayingmaximumattentiontotheefficientuseofresources.

Political ActivitiesEachofushastherighttovoluntarilyparticipateinthepoliticalprocessincludingmakingpersonalpoliticalcontributions;however,wemustalwaysmakeitclearthatourpersonalviewsandactionsarenotthoseofSuperior.

NevermakeapoliticalcontributiononbehalfoftheCompany,useourresourcesorfacilitiestosupportanypoliticalcandidateorparty,orengageinanylobbyingactivityunlessspecificallypermittedbylawandapprovedbytheChiefExecutiveOfficer.


MAKE SURE YOU:• ReceiveallnecessaryapprovalsbeforeusinganySuperiorresourcestosupportpoliticalactivities.

• EnsurethatpersonalpoliticalviewsandactivitiesarenotviewedasthoseofSuperior.

• Donotuseourresourcesorfacilitiestosupportpersonalpoliticalactivities.

WATCH OUT FOR:• LOBBYING–InteractionswithgovernmentofficialsorregulatorsthatcouldbeseenaslobbyingrequireapprovalfromtheChiefExecutiveOfficer.

• PRESSURE–Neverapplydirectorindirectpressureonanotheremployeetocontributeto,support,oropposeanypoliticalcandidateorparty.

• IMPROPER INFLUENCE–Wemustavoideventheappearancethatwearemakingpoliticalorcharitablecontributionsinordertogainfavororinanattempttoexertimproperinfluence.

• CONFLICTS OF INTEREST–Holdingorcampaigningforpoliticalofficemustnotcreate,orappeartocreate,aconflictofinterestwithourduties.

Insider TradingInthecourseofbusiness,wemaylearnconfidentialinforma-tionaboutSuperiororotherpubliclytradedcompanies.Tradingsecuritieswhileawareofmaterialnonpublicinformation,ordisclosingsuchinformationtootherswhothentrade(“tipping”),isprohibitedbyvariouslaws.


MAKE SURE YOU:• Donotbuyorsellsecuritiesofanycompanywhenyouhavematerialnonpublicinformationaboutthatcompany.

• Donotcommunicatesuchmaterialnonpublicinformationtootherpeople.

WATCH OUT FOR:• RequestsbyfriendsorfamilyforinformationaboutSuperiororaboutcompaniesthatwedobusinesswith.Evencasualconversationscouldbeviewedasillegal“tipping”ofinsideinformation.

• TIPPING–Beverycarefulwiththistypeofinformationandmakesureyoudonotshareitwithanyone,eitheronpurposeorbyaccident.Givingthisinformationtoanyoneelsewhomightmakeaninvestmentdecisionbasedonyourinsideinformationisconsidered“tipping”andisagainstthelawregardlessofwhetheryoubenefitfromtheoutcomeoftheirtrading.


Antitrust and Fair CompetitionWebelieveinfreeandopencompetitionandneverengageinimproperpracticesthatmaylimitcompetition.Weneverlooktogaincompetitiveadvantagesthroughunethicalorillegalbusinesspractices.


MAKE SURE YOU:Donotenterintoagreementswithcompetitorstoengageinanyanti-competitivebehavior,includingsettingpricesordividingupcustomers,suppliersormarkets.

Antitrustlawsarecomplexandcompliancerequirementscanvarydependingonthecircumstances,butingeneral,thefollowingactivitiesareredflagsandshouldbeavoidedandreportedtotheLegalDepartment.

• COLLUSION—whencompaniessecretlycommu-nicateoragreeonhowtheywillcompete.Thiscouldincludeagreementsorexchangesofinformationonpricing,terms,wages,orallocationsofmarkets.

• BID-RIGGING—whencompetitorsorservicepro-vidersmanipulatebiddingsothatfaircompetitionislimited.Thismayincludecomparingbids,agreeingtorefrainfrombiddingorknowinglysubmittingnoncompetitivebids.

• TYING—whenacompanywithmarketpowerforcescustomerstoagreetoservicesorproductsthattheydonotwantorneed.

• PREDATORY PRICING—whenacompanywithmarketpowersellsaservicebelowcostsoastoeliminateorharmacompetitor,intendingtorecoverthelossofrevenuelaterbyraisingpricesafterthecompetitorhasbeeneliminatedorharmed.

NeversharetheCompany’scompetitivelysensitiveinformationwithacompetitoroftheCompany.

Neversharecompetitivelysensitiveinformation ofbusinesspartnersorotherthirdpartieswith theircompetitors.

WATCH OUT FOR:• Conversationswithcompetitorsaboutcompetitivelysensitiveinformation.Aconversationmaybeabreachofcompetitionlawwhetheritisformal orinformal.

• Obtainingnonpublicinformationaboutcompetitorsfromnewhiresorcandidatesforemployment.

Anti-corruption and Bribery Superiorhasacommitmenttoethicsandintegrity.Allcountriesprohibitthebriberyoftheirownpublicofficialsandmanyalsoprohibitthebriberyofofficialsofothercountries.Ourpolicygoesbeyondtheselawsandprohibitsimproperpaymentsinallofouractivities,bothwithgovernmentalentitiesandintheprivatesector.Wedonotpaybribesorkickbacks,atanytimeforanyreason.ThisappliesequallytoanypersonorfirmwhorepresentstheCompany(suchasconsultants,agents,salesrepresentatives,distributorsorcontractors).

“Facilitating payments”aresmallpay-mentsdemandedbylow-levelforeigngovernmentofficialstoperformroutineclericalfunctionsthatthecompanyislegallyentitledto.UndercurrentU.S.law,thesepaymentsmaybeallowed.

However, such payments (even if acceptable under U.S. law) may be serious violations of other country’s laws and therefore are prohibited by Superior.

Itisespeciallyimportantthatwecarefullymonitorthirdpartiesactingonourbehalf.Wemustalwaysbesuretoperformduediligenceandknowourbusinesspartners,andallthosethroughwhomweconductourbusiness.Wemustknowwhotheyareandwhattheyaredoingonourbehalf.Theymustunderstandthattheyarerequiredtooperateinstrictcompliancewithourstandardsandtomaintainaccuraterecordsof alltransactions.


If you are ever offered or asked for a bribeOuron-the-spotreactiontorequestsforimproperpaymentsiscriticallyimportantandmustdemonstrateourunequivocalcommitmenttothelawandourpolicies.Tothatend,allSuperiorpersonnelmustremember:

• Ifyouhearrumorsofimproperpaymentsorredflags,reportthemimmediatelytotheLegalDepartmentorGeneralCounsel.

• Ifyoureceivearequestforanimproperpayment,youmust:

• RefusetomakethepaymentandexplainthatSuperiordoesnotmakesuchpayments.

• InstructanyinvolvedthirdpartiesthattheyarenotauthorizedtomakethepaymentonSuperior’sbehalf,andexplainthatSuperiorwillimmediatelyterminateitsbusinessrelationshipwiththemifthepaymentismade.

• Makeitclearthatyourrefusalsareabsolute,anddonotcomewitha “winkandanod.”

• ConsultimmediatelywiththeLegalDepartmentorGeneralCounselregardingnextsteps.


MAKE SURE YOU:• Nevergiveanythingofvalueinconsistentwithlocallawsandregulationstoanygovernmentalofficial.Ifyouarenotsurewhatthelocallawsare,thesafestcourseofactionistonotgiveanythingofvalue.

• Understandthestandardssetforthunderanti-briberylawswhichapplytoyourroleatSuperior.

• Accuratelyandcompletelyrecordallpaymentstothirdparties.

• Donotmake“facilitatingpayments.”Ifyouareaskedtodoso,consultimmediatelywiththeLegalDepartmentorGeneralCounsel.

WATCH OUT FOR:• Apparentviolationsofanti-briberylawsbyourbusinesspartners.

• AgentswhodonotwishtohavealltermsoftheirengagementwithSuperiorclearlydocumented inwriting.

Global Trade Wehonorthetrade,importandexportcontrollawsofallcountriesinwhichweoperate.Weexpectourbusinesspartnerstodothesame.

Traderequirementsoftenchangeandlawsincertainregionsmayconflict.Toavoidproblems,consulttheLegalDepartmentasearlyaspossibleaboutlocallaws.

Anti-boycott RegulationsAsaU.S.Company,Superiorissubjecttotheanti-boycottprovisionsofU.S.lawthatrequireustorefusetoparticipateinforeignboycottsthattheUnitedStatesdoesnotsanction.

Superioranditsemployeeswillnotparticipateinboycotts.Further,wewillpromptlyreporttotheU.S.Governmentanyrequesttojoinin,supportorfurnishinformationconcerninganon-U.S.sanctionedboycott.


MAKE SURE YOU:• Obtainallnecessarylicensesbeforetheexportorre-exportofproducts,servicesortechnology.

• Reportcomplete,accurateanddetailedinformationregardingeveryimportedproduct,includingitsplacesofmanufactureanditsfullcost.

WATCH OUT FOR:• Transferringtechnicaldataandtechnologytosomeoneinanothercountry,suchasthroughemail,conversations,meetingsanddatabaseaccess.Thisrestrictionappliestosharinginformationwithcoworkers,aswellasnon-employees.

• TransportingCompanyassetsthatcontaincertaintechnology,suchasacomputeranassociatetakesonabusinesstriptoanothercountry.


Anti-money LaunderingMoneylaunderingisaglobalproblemwithfar-reachingandseriousconsequences.Itisdefinedastheprocessofconvertingillegalproceedssothatfundsaremadetoappearlegitimate,anditisnotlimitedtocashtransactions.Involvementinsuchactivitiesunderminesourintegrity,damagesourreputationandcanexposeSuperiorandindividualstoseveresanctions.Manyoftheselawsandregulationsalsorequirereportingofsuspicioustransactionsandactivitiestogovernmentagencies.

Employeesmustcomplywithallapplicableanti-moneylaunderingandanti-terrorismrequirements,whichprohibit:

• Engaginginanyfinancialtransactionsinvolvingproperty,funds,ormonetaryinstrumentswhich,directlyorindirectly,promoteorresultfromcriminalactivity;

• Receiving,transferring,transporting,retaining,using,structuring,diverting,orhidingtheproceedsofanycriminalactivity,oraidingorabettinganotherinanysuchaction;or

• Engagingorbecominginvolvedin,financing,supporting,orotherwisesponsoring,facilitating,orassistinganyterroristperson,activity,ororganization.

AnywaivertoOur Shared Core Values at WorkinvolvinganemployeewhoisnotanexecutiveofficermustbeapprovedbytheChiefExecutiveOfficer,or pursuant to policies and procedures approvedbytheChiefExecutiveOfficer.AnywaiverforadirectororexecutiveofficermustbeapprovedbytheAuditCommitteeand,ifappropriate,theBoardofDirectorsinaccordancewithapplicablelaw.Anywaiverapprovedforadirectororexecutiveofficerwillbepromptlydisclosedtotheextentrequiredbylaw,regulationsorlistingstandards.

Waivers and Amendments

Country-specific Numbers for the Superior HotlineCountry Phone Language Language

Angola +244.226434276(AllCarriers)

Argentina 0800-666-1573 Spanish English

Australia 1-300-956-702 English

Brazil 0-800-591-1305 Portugese SpanishEnglish

Canada 800-235-6302(AllCarriers) English

Canada 800-461-9330

Colombia 57-13814907 Spanish English

Ecuador +593.2.4004719(AllCarriers) Spanish

Germany 0800-182-0932 German English

Ghana +233.24.2426201(AllCarriers)

India 000-800-050-1402 Hindi English

Indonesia 62-21-27899849 Indonesian English

Kuwait +965-22062962 Arabic English

Malaysia 60-1548770243 Malay English

Mexico 01.800.681.6945(AllCarriers) Spanish

Mexico 0018663760139(Telmex)

U.S. Calls: 833-293-3439

Country Access Code Language Language

Netherlands 0-800-023-2718 Dutch English

NewZealand 0800-002341(AllCarriers) English

NewZealand 0080017779999(TelecomCorp)

Norway 80024664(AllCarriers) Norwegian

Norway 0080017779999(TelenorNett)

SaudiArabia 800.814.0282(STCNetworkPhonesOnly) Arabic English

SaudiArabia 800.850.0510(notSTCNetwork,EtihadAtheeb,MobiliyandZainnetworks)

Singapore 8008523912(AllCarriers) English

Singapore 00180017779999(SingaporeTelecom)

Thailand 1800012657(DependsonMobileCarrier)

Thailand 00180017779999(CommAuthorityofThailand)

Trinidad/Tobago 1-868-224-5749 English

UnitedArabEmirates 8000.3570.3169(AllCarriers) Arabic

United Kingdom 0-808-189-5203 English

United States 833-293-3439 English Spanish

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Documents

Our Shared Core Values at Work - superiorenergy.comUsing Our Shared Core Values at Work Our Shared Core Values at Work (“Code”) is a resource when we need information about our