Whistleblower Protection System of the F.EE Group

Information for Whistleblowers Pursuant to the German Whistleblower Protection Act (HinSchG)

F.EE’s whistleblower protection system offers you a secure and confidential way to report violations covered by the German Whistleblower Protection Act (HinSchG). It is designed to uncover misconduct, identify risks early on, and protect our company, our employees, and our partners.

Who can file a report?

Any person who is or has been associated with F.EE or a company within the F.EE Group in a professional capacity and who has become aware of a relevant violation is authorized to report it. This includes, in particular:

• Current and former employees
• Job applicants
• Temporary workers and interns
• Self-employed individuals, suppliers, service providers, and subcontractors, as well as their employees
• Other individuals who have obtained information about violations in connection with their professional activities

The prerequisite is that the reported violation relates to F.EE or another entity with which the whistleblower has or had a professional relationship.
 

What can be reported?

The whistleblower protection system can be used, in particular, to submit reports that indicate significant legal violations or serious misconduct, such as:

• Violations of criminal laws
• Human rights violations
• Corruption and bribery
• Money laundering
• Violations of product safety requirements
• Data protection or IT security violations
• Violations of environmental, health, and safety regulations
• as well as other matters falling within the scope of the HinSchG
   

Reporting channels at F.EE

• Digital Whistleblower Portal (Can be used anonymously)
• By Post – addressed to:
  F.EE Industrieautomation GmbH & Co. KG 
  Reporting Office „Hinweisgeberschutzgesetz (HinSchG)“
  --- Strictly Confidential ---
  In der Seugn 20
  92431 Neunburg
  Germany
• In person – by appointment or by submitting a request via our Contact form
   

Anonymous and Named Reports

You can submit a report completely anonymously. Anonymous reports are reviewed and processed in the same manner as reports submitted under a name. Since there is no way to contact you if you submit an anonymous report without providing contact information, we are unable to send you individual confirmation of receipt or provide personalized feedback on the actions taken in such cases.
 

Deadlines

• Acknowledgment of receipt: within 7 days of receiving the report
• Feedback on follow-up actions taken: within 3 months of the acknowledgment of receipt
   

Confidentiality, Anonymity, and Protection of the Whistleblower

Protecting the identity of whistleblowers is a top priority at F.EE. All reports are handled with strict confidentiality and in accordance with the “need-to-know” principle. This ensures that only those responsible for processing the report have access to it.

The identity of whistleblowers known by name will be disclosed only in the following statutory exceptional cases:

• if the whistleblower expressly consents,
• if legal obligations require disclosure (e.g., in criminal proceedings at the request of law enforcement authorities),
• or if disclosure to authorities is necessary or takes place as part of interagency cooperation.

F.EE does not tolerate any discrimination, retaliation, or punishment against individuals who report concerns in good faith. Individuals who suspect they have been subjected to retaliation may also contact the reporting office.
 

Responsible Use of the System

The whistleblower system must not be used to make false accusations or intentionally false reports. Anyone who knowingly reports false information is not protected under the Whistleblower Protection Act (HinSchG) and may face legal and employment-related consequences. Please also note that the system is not intended for general inquiries, questions regarding job applications, or commercial matters. Please use our contact form in this case.
 

Information for F.EE Employees

For employees, the following applies: Issues related to terms and conditions of employment – such as conflicts in the immediate work environment, disciplinary actions, or questions about compensation – should primarily be addressed with the appropriate internal contacts on-site.