Fort Wayne Metals

Whistleblower Protection

Doing the right thing shouldn't bring harm to someone. That's why we ensure through our Whistleblower Policy that employees are protected from retaliation in the event they report improper activities in the workplace.

Fort Wayne Metals Research Products Corp, including its subsidiaries and/or affiliates (collectively or individually as appropriate "FWM"), may be considered a Federal contractor and/or subcontractor. As such, the National Defense Authorization Act of 2013 extends whistleblower protection to employees in the performance of federal contracts or subcontracts.

Information on Whistleblower Protection Law

Federal contractors, subcontractors, and grantees may not discharge, demote, or otherwise discriminate against an employee as retaliation for making a protected disclosure of information that the employee reasonably believes is evidence of:

• Gross mismanagement of a federal contract or grant.
• An abuse of authority relating to a federal contract or grant.
• A substantial and specific danger to public health or safety.
• A violation of law, rule, or regulation related to a federal contract or grant.

Protected disclosures under Whistleblower Protection Law

Protected disclosures in this context include information shared with:

• A manager or other employee of the contractor, subcontractor, or grantee who has responsibility for investigating, discovering, or addressing misconduct.
• A federal employee responsible for contract or grant oversight or management.
• A court or grand jury.
• Federal agencies and offices outlined in Whistleblower Protection Law.

Please note, a complaint may not be brought more than three years after the date on which the alleged retaliation took place.

A whistleblower is an employee of Fort Wayne Metals who reports an activity that they consider to be illegal or dishonest to one or more of the parties specified in this policy.

Whistleblower protection is also provided by the Indiana Department of Labor (IDOL). State protected activities include:

• Filing safety and health complaints with IOSHA.
• Participating in an IOSHA inspection.
• Testifying in occupational safety or health proceedings.
• Filing a complaint with another regulatory entity (e.g. IDEM, State Department of Health, etc.).
• Raising safety and health concerns with employee management.
• Complaints to coworkers.
• Work refusal (if in imminent danger that would result in serious injury or death).

In the event an employee feels they have been subjected to retaliation while being involved in a protected activity, the IDOL advises them to file the complaint on the state website within 30 days of the incident.

If an employee has knowledge of or a concern of illegal or dishonest fraudulent activity, ethical concern or ethics violation, or potential or actual Export Law violation the employee is to contact his/her immediate supervisor or the Legal Department. An employee may also report an activity anonymously here: