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1 of 2Global Non-Retaliation and Reporting Obligation Policy

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understanding of all relevant changes, additions, or deletions.
Unless otherwise stated, this revision should be implemented uponreceipt.
REMARKS

Original Release
Updated and reformatted to a global policy

REVISSUED BYAPPROVED BYAPPROVAL DATE000102

Paul J. WardPaul J. Ward
Seth A. Rice

Kevin G. Nowe
Kevin G. Nowe
Kevin G. Nowe

10/18/2012
11/1/2013
9/4/2015

The electronic version of this policy is a controlled document.
Any printed copies of this document are for REFERENCE ONLY.

Global Non-Retaliation and Reporting Obligation Policy
1. Scope
This policy applies to all employees, officers, and directors of Kennametal Inc. and its
subsidiaries and affiliated companies worldwide (hereinafter called “Kennametal personnel”).
2. Introduction
The Kennametal Code of Conduct establishes guidelines and responsibilities for all employees,officers, directors and business partners in order to proactively promote honest and ethicalbehavior throughout our operations.
All Kennametal personnel and business partners are expected to do business with the utmost
integrity, the highest ethical standards and in a fair and respectful manner.
3. Reporting Ethics and Compliance Concerns
All Kennametal personnel who have knowledge of any activity that is or may be a violation of
the Code of Conduct, any Kennametal policy or procedure, or any law or regulation, arerequired to promptly report such activity to the Company. Reports of misconduct or violations
may be made to members of Company management, the Office of the General Counsel, or theDirector of the Office of Ethics and Compliance.
Confidential and anonymous reports can be made at any time to the Kennametal Helpline at 1877-781-7319 using the AT&T global access numbers, by submitting a report online athttps://kennametal.alertline.com/gcs/welcome or
https://kennametaleu.alertline.com/gcs/welcome in Germany and France, or by emailing theOffice of Ethics and Compliance at k-corp.ethics@kennametal.com.
4. No Retaliation
No Kennametal personnel or business partner who has reported a known or suspected violationin good faith shall be subject to any retaliation, including harassment or adverse employment
consequences. Any form of retaliation is a violation of the Code of Conduct, Company policy
and is a violation of law in most jurisdictions in which Kennametal operates.
Any Kennametal employee, officer or director who retaliates against someone who has reporteda known or suspected violation in good faith is subject to disciplinary action, up to and including
termination of employment.
This Policy is designed to encourage and protect Kennametal personnel and others who raise
concerns about known or suspected violations of the Code of Conduct, any Company Policy orProcedure or any law or regulation.

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5. Good Faith Reporting
Any good faith report, concern or complaint is fully protected under this Policy, even if the issue
reported is, after investigation, not substantiated or confirmed.
Anyone who raises a concern or files a complaint concerning a known or suspected violationmust be acting in good faith and have a reasonable basis for believing that the information
reported is, in fact, a violation.
Any allegations that are not substantiated and are proven to have been reported maliciously orwith the knowledge that they were false will be treated as a serious violation of this Policy, andwill be subject to disciplinary action, up to and including termination of employment.
6. Response to Reported Violations
All reports of violations or misconduct will be promptly investigated and appropriate corrective
action will be taken, if warranted by the investigation. The individual reporting the known orsuspected violation will receive an appropriate follow-up response upon completion of theinvestigation, unless the individual reported anonymously with no means to provide a follow-up
response.
7. Confidentiality
All reports of misconduct or violations are maintained confidentially, with the investigation
involving only those persons necessary to evaluate the reporting concern. Best efforts will bemade to protect the identity of any persons reporting alleged violations or misconduct, as well as
those interviewed or consulted during the investigation process. Persons involved in theinvestigation process or that have knowledge of the alleged misconduct or violation are required
to maintain all information regarding the investigation in a confidential and discrete manner.

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