INTERNAL WORK REGULATIONS

CHAPTER NO. 1.
GENERAL PROVISIONS

This regulation contains the set of mandatory provisions for the workers and
pattern in the development of the work, does not include the rules of technical and administrative order that
directly formulate the pattern for the execution of the tasks, for which, the pattern will have the
powers to issue the corresponding circulars, at any time in which they are established
administrative or technical measures of the workplace, which will have legal force and
obligation for the parties and according to the needs of the company.

ARTICLE NO. 1.-All workers entering the negotiation must demonstrate

within the first 30 days from their entry, who have the ability, skills, and powers
to carry out the requested position, either because the worker himself expresses it in his application
of entry or has proposed or recommended the union attributing these qualities to the
job performance.

In case of not proving that you have the capacity, skills, and faculties referred to the
previous paragraph within the indicated term, the employment contract will be terminated without
responsibility for the employer in the terms provided by the Federal Labor Law; the above,
regardless of whether the worker was hired for an indefinite, fixed, or
eventually.

CHAPTER NO. 2
OF THE WORKING HOURS

ARTICLE NO. 2.- Working hours is the time during which the worker is at
the arrangement of the pattern to present their work and must start their duties at the appointed time
precisely in the department that corresponds to him or is assigned to him.

ARTICLE NO. 3.-Workday: The working hours may be distributed to allow

to the workers the rest of Sunday, in those areas where the nature of the work allows it
allow.

The maximum ordinary working day will be 48, 45, and 42 hours per week, for the Shift
daytime, mixed, or nighttime respectively. The shifts will begin and end according to the
business needs according to the Law.

ARTICLE NO. 4.- When the worker cannot leave the place where he/she provides his/her services
During the rest or meal hour, the corresponding time will be counted as time.
effective of the labor day.

ARTICLE NO. 5.- During the work shift, no worker may leave the place.
to work, nor cease to perform their duties, except with express authorization from their immediate supervisor.

ARTICLE NO. 6.- When special or extraordinary work demands require it,
These schedules may be modified totally or partially by agreement between the employer and the union.

As a general rule, and due to the nature of the work not requiring it, it is strictly prohibited for
worker, to work overtime, for which the company will not recognize any amount for
work performed in excess of the legal workday in question; when the worker is required
by the company to provide its services in overtime, may not start such work, if
first has not received the corresponding authorization or written order from their immediate supervisor, through
the formats used and previously established for this purpose in the workplace.

ARTICLE NO. 7.-When workers provide their services outside the establishment,
 ATTENDANCE RECORD

ARTICLE NO. 8.- Workers must personally mark their attendance lists or
personally fill out the records of entry and exit of their work, as well as the exit or entry to
food and rest outside the work facility. When a worker brings to
the registration of an attendance card that does not belong to you will be grounds for termination of the contract.
work, in the terms of Article 47 of the Federal Labor Law. When opting for the use
Assistance cards must be signed on both the front and back, which will be sufficient.
to estimate the validity of each and every record that has been made in them.

Recognizing the workers as valid and trustworthy, the reports of the controls of
assistance that can be obtained from the various systems, programs, or software, in the center of
work and that they get implemented, whether it is a barcode credential, fingerprint scanning
fingerprint or iris, as well as any other method that science or technology may implement in the future.

ARTICLE NO. 9.- A tolerance term is established for the entry to their duties for
extraordinary and justified cases a period of 10 minutes after the set time for your
admission. After this time, it will be at the employer's discretion to accept or not the worker, in the first
the case will be recorded in the file of the delayed worker regarding this incident, and in case it is not admitted
the absence will be considered unjustified. In the event that the employer accepts the delayed worker, he
he will compensate after his workday, the time it took him to log in to his
work, without it being considered as overtime.

ARTICLE NO. 10.- Absences due to illness or work-related risks are only
they will justify through the incapacity documents duly issued by the Mexican Institute
of Social Security, noting from this moment that, in the case of illness, the worker
is required to notify the company within two hours following the time at which
You should start your duties; if you fail to notify the employer, the absence will be considered unjustified.

ARTICLE NO. 11.- In case of absence, the worker is obliged to provide

Notify the employer either directly or through another person of the cause of the same and the date of its probable.
return to work and certify when he returns to work that he was indeed unable to
to work, otherwise it will result in an unjustified absence.

CHAPTER NO. 4
CLEANING OF THE PREMISES AND WORK AREA

ARTICLE NO. 12.-The cleaning of the premises will be carried out daily by the designated staff.
for such purpose; not withstanding the above, the workers will clean their work area, at
end of their workday, as well as the tools, instruments and materials necessary for the
execution of the work, depositing them in the designated places for it.

The lack of cleanliness of the tools or work implements used by the employees and that
lead to their deterioration or decomposition, the repair or replacement of them will be
with cost to the careless worker, in which case the corresponding amount will be charged to him,
the discounts established for such purpose by article 110 of the Federal Labor Law.

CHAPTER NO. 5
PAYMENT DAYS AND PLACES

ARTICLE NO. 13.- The salary will be paid directly to the worker by signing in agreement.
the corresponding receipts, only in cases where one is unable to personally carry out
the payment will be made to the person designated as the attorney-in-fact, by means of a power of attorney signed
before two witnesses and authorized by the Payroll Officer or Human Resources Officer and with
an identification of the worker that grants the power.
of work, also allowing for the payment of salary in cash, by check, or alternatively,
by bank deposit or electronic transfer to the worker's bank account, so that the
it expresses its agreement from this moment, when the simple deposit in its account
banking, serves as a receipt for the agreed salary, without the need for a signature being required for that.
any other document or receipt separately; the above regardless of whether the employer may
require the worker to sign the payroll receipts or corresponding benefits payment in
anytime, regarding the deposits already made in favor of the worker.

When in the workplace it is decided to pay the salaries to the workers, through the
deposit of the corresponding payroll with a Banking Institution, the worker will have the obligation
to sign the respective payroll receipt the day after said deposit and in the case that the
if the employee refuses to sign the corresponding payroll, it will be sufficient reason for the employer
withhold the payment of subsequent salaries.

ARTICLE NO. 16.- Legal deductions.- The following are included within the
deductions authorized by law which the company reserves the right to apply.

a).- Taxes on labor product.

b).- Workers' contribution to Social Security.

c).- Union dues.

d).- Discounts for loans granted by Infonavit.

e).- Discounts for loans granted by Fonacot.

f).- Advances on salaries and personal loans.

g).- Debts with the company, incurred due to the employee's carelessness or negligence in the use and
conservation of their tools and work utensils.

h).- Payments made in excess, in which case discounts will be subject to the terms
established by the Federal Labor Law.

i).- Debts with the union.

ARTICLE NO. 17.-Other deductions.- In addition to those mentioned, the following are also subject to deduction.
previously, the following:

a).- Giving discounts to customers without specific authorization from the company.

b).- The arithmetic errors made due to carelessness or negligence that affect the income of the
company.

c).- The shortages in cash register or collection at the end of daily operations.

Regardless of the three aforementioned cases, the company will...

After the corresponding deduction, the employer will also have the authority to terminate the employee.
for committing breaches of integrity and honesty under the terms of Article 47 of the Federal Labor Law,
without any liability for the company.

ARTICLE NO. 18.-Claims.- In case the employee finds a difference in their

salary, you must make the corresponding claim if applicable, the company will pay the differences in
the following payroll.

CHAPTER NO. 6
ON THE OBLIGATIONS OF THE EMPLOYER
II.- Pay the workers' salaries in accordance with the current regulations in the company
the establishment and in accordance with the rules established in this regulation.

III.- Provide workers with tools, instruments, and materials in a timely manner.
necessary for the execution of the work, providing them in good quality, in good condition and
replace them as soon as they cease to be efficient. The employer cannot demand compensation.
some due to the natural wear of the tools, work instruments; but it will be able to
charge them to the employee, in those cases where due to misuse and negligence in their
maintenance shall be attributable to the worker.

IV.-Provide a safe place for employees to store their personal belongings, without
that the loss or misplacement of the same is attributable to the employer, since each employee
is responsible for their personal belongings.

V.- Provide a sufficient number of seats or chairs for the workers and a
suitable place for your rest or meals.

VI.- To give due regard to workers by refraining from verbal mistreatment.

or of work.

VII.- Issue in writing once a year, at the request of the workers, a certificate of
seniority and the salary received.

VIII.- Issue to the employee who separates from the company within fifteen days
later, a written certificate regarding their services.

IX.- Grant workers the necessary time to exercise their vote in the elections
popular and for the fulfillment of jury, electoral, and census services, to which are
It refers to article 5 of the Constitution when these activities must be carried out within
your working hours.

X.-Allowing their workers to miss work to perform an occasional commission or

permanent in his union or state, as long as he notifies in due time and that the
the number of days commissioned should not be such as to harm the smooth operation of the establishment.
The lost time may be deducted from the worker unless compensated with time.
equal effective work. When the commission is of a permanent nature, the worker or
workers will be able to return to their previous position, retaining all their rights at all times
and when they return to their work within a period of six months. The substitutes will have the
the character of temporary employees considering them as permanent after six months.

XI.- Inform the Trade Union Holder of the Collective Agreement and the workers of
the immediate lower category, newly created positions, permanent vacancies and the
temporary positions that need to be filled.

XI.- Provide pregnant women with the protection established by law and
regulations.

XII.- Collaborate with labor and education authorities in accordance with the laws and
regulations, in order to achieve the literacy of workers.

XIV.- Provide training and instruction to workers, as stipulated by the Law

of Matter.

XV.- Adopt the necessary measures to prevent pollutants from exceeding the maximum levels.
allowed in the regulations and instructions issued by the competent authorities. For
These effects must modify, if applicable, the installations in the terms outlined by the
its own authorities, as well as to prevent work risks and harm to the worker.

XVI.- Comply with the safety and hygiene provisions established by laws and regulations for
prevent accidents and illnesses in workplaces and, in general, in places
in which the tasks must be carried out, and always have the medications available and
essential healing materials that indicate the instructions issued, so that they
provide timely and effective first aid, and must immediately notify the
competent authority for each accident that occurs.
XIX.- Make the deductions of the workers' contributions to the Mexican Social Security Institute
Social.

XX.- Allow the inspection and monitoring carried out by labor authorities in your
establishment to ensure compliance with labor standards and provide them with
reports that are essential for that purpose, when requested. Employers may require
to the inspectors or commissioners to show their credentials and inform them
instructions they have.

XXI.- Contribute to the phenomenon of cultural activities and sports among its workers and
provide them with the essential equipment and supplies.

XXII.-To participate in the integration and functioning of the commissions that must be formed in
each workplace, in accordance with what is established in the Federal Labor Law.

XXIII.- Grant during the breastfeeding period for a maximum term of six months, to
working mothers, two extraordinary breaks per day, half an hour each, to
feed their children, in a suitable and hygienic place designated by the company, or when
This is not possible, prior agreement with the worker, their working hours can be reduced by one hour.
of work during the specified period. In case of the adoption of an infant, they will enjoy a
six weeks of paid leave, following the day it is received.

XXIV.- Grant paternity leave of five working days with pay, to the
working men, for the birth of their children and likewise in the case of the
adoption of a child.

XXV.- Grant the necessary facilities to workers regarding licenses.

issued by the Mexican Social Security Institute as established by article 140 Bis of
the Insurance Law.

XXVI.- Grant the necessary facilities to worker parents of minors

diagnosed with any type of cancer, who will enjoy the license referred to in the
Article 140 Bis of the Social Security Law, with the intention of supporting those mentioned.
patients in their corresponding medical treatments.

XXVII.- Provide their workers with a free printed copy of the contract.
initial work collective or its review within fifteen days following that
contract to be deposited at the Federal Center for Conciliation and Labor Registration.

XXVIII.- Implement a protocol to prevent, in agreement with the workers,

discrimination based on gender and attention to cases of violence and harassment
sexual, as well as eradicating forced and child labor.

XXIX.- Set and disseminate in the areas of greatest traffic at the workplace the accurate text of the
call and other documents requested by the Federal Center for Conciliation and Registration
Laboratory for the development of the consultation procedure referred to in the articles
390 Bis and 390 Ter, and set the announcement in the places of greatest traffic in the workplace.
that the union requests when consulting the workers about the content of the contract
initial working collective or the review agreement, in terms of articles 390 Ter and 400
By the Federal Labor Law.

CHAPTER NO. 7
PROHIBITION OF THE EMPLOYER AND ITS REPRESENTATIVES

ARTICLE 20.- Employers are prohibited from:

I.- Refusing to hire workers based on age or gender.

II.- Require workers to purchase their consumer goods at a designated store or location.

III.- To demand or accept money from workers as a gratuity for being admitted to the
work or for any other reason that refers to the conditions of it.
 VI.- Make or authorize collections or subscriptions in establishments and workplaces.

VII.- Execute any act that restricts workers' rights granted to them by the
laws.

VIII.- Making political and/or religious propaganda within the establishment.

IX.- Employ the system of 'indexing' for workers who separate or are
separated from work so that they are not given employment elsewhere.

X.- To carry weapons inside the establishment, except for those personnel who do so as part of their duties.
of security is duly authorized for this purpose by the Federal Authorities
Competent.

XI.- Presenting oneself at the establishment in a state of intoxication or under the influence of a
narcotic or intoxicating drug.

XII.- To carry out acts of harassment and/or sexual harassment against any person in the place of
work.

XIII.- Allowing or tolerating acts of harassment and/or sexual harassment in the workplace.

XIV.- Require the submission of medical certificates of non-pregnancy for admission,

permanence or advancement in employment.

Dismiss a worker or coerce her directly or indirectly to resign for

being pregnant, due to change of marital status or due to having the care of minor children.

XVI.- Terminate or end the employment relationship of a worker who has the status of a person
missing and has a Special Declaration of Absence, under the terms established
in the special legislation on the subject.

XVII.- Carry out any act aimed at exercising control over the union to which they belong.
its workers.

CHAPTER NO. 8
RULES TO PREVENT RISKS
OF WORK OR CASES OF ACCIDENT

ARTICLE NO. 21.- Occupational risks are the accidents and diseases to which they are subject.
workers exposed in the performance of their duties or due to work that have included the accidents that occur
they occur when the worker moves directly from their home to the workplace and from there back to it,
as long as it is a logical and prudent time for such transfer.

ARTICLE NO. 22.- The Joint Commission for Safety and Hygiene will investigate the causes of the
accidents and illnesses and will propose measures to prevent it and monitor compliance.

ARTICLE NO. 23.- In case of accidents, there is an obligation to report immediately to

to their immediate supervisor or to the boss; all workers are required to provide their cooperation that is
necessary both to provide first aid and any other care or service that
required by the injured worker.

ARTICLE NO. 24.-The employer or their representatives have the obligation to provide to their
workers the first aid that is necessary and to report the accident case
immediately to the Mexican Social Security Institute.

CHAPTER NO. 9
WORK OF WOMEN
 considerable, lift, carry or push heavy weights, stand for extended periods
that can alter their physical, psychological, and nervous state.

CHAPTER NO. 10
ON THE OBLIGATIONS OF WORKERS

ARTICLE NO. 27.- The obligations of workers are:

I.- Fulfill the obligations of the labor regulations that are applicable to them.

II.- Observe the preventive and hygienic measures agreed upon by the competent authorities and
those that indicate the patterns for the safety and personal protection of workers.

III.- Perform the service under the direction of the employer or their representative to whose authority
are subordinate in all matters concerning work.

IV.- Execute the work with the appropriate intensity, care, and diligence, and in the manner, time, and
agreed place.

V.- Immediately notify the employer except in the case of fortuitous events or force majeure of the justified absences that
prevent them from attending their job.

VI.- Return the unused materials to the employer and keep the instruments in good condition.
tools that have been provided for work, not being responsible for the damage caused.
normal use of these objects, nor that caused by fortuitous event, force majeure or poor quality or
defective construction.

VII.- Observe good manners during service.

VIII.- Provide assistance at any time it is needed, when due to disasters or risks
imminent danger to the people or the interests of the boss or their coworkers.

IX.- Integrate the bodies established by this Law.

X.- To submit to the medical examinations provided for in this regulation and others
current regulations in the company or establishment, to verify that they do not suffer from any
incapacity or contagious or incurable disease.

XI.- Inform the employer of any contagious diseases as soon as possible.

as they are aware of them.

XII.- Communicate to the employer or their representative any deficiencies they notice in the
tools or work implements, machinery and other facilities, in order to avoid damage or
harm to the interests and lives of their coworkers or employers.

XIII.- Scrupulously keep the technical, commercial, and manufacturing secrets of the
products whose production directly or indirectly contributes or from which they have
knowledge due to the work they perform, as well as administrative matters
reserved, the disclosure of which may harm the company, as in this case,
worker who communicates to third parties reserved information of the employer, will be entitled to the
civil and criminal sanctions for the damages and losses caused by such disclosure
caused to the pattern.

XIV.- Commit to not disclosing or using for your own benefit any aspect or
information related to the business, activities, and operations of the employer or of whom
indeed receive the services that were known to you due to the relationship of
work, nor will it provide third parties, directly or indirectly, verbal or written information
about the methods, systems, data, and activities of any kind related to the
boss or with whom they effectively receive the services, during the development of their activities.

XV.- Commit to not revealing to third parties the names, information, documents,
XVII.- Attend the training and education programs according to the plans and
programs formulated, by mutual agreement between the employer and the union and approved by the
Secretariat of Labor and Social Welfare, and to present the evaluation exams of
knowledge and skills that are required, as well as to follow the guidelines of the
people who provide training and instruction. Likewise, the workers will have the
obligation to train their coworkers when requested by the employer.

XVIII.- Workers whose activities require them to handle and drive some
vehicle in the service of the employer, they must keep their license and driving permit valid and in
The performance of their services must comply with all traffic and road regulations.
applicable, since the violation of such traffic regulations that causes the imposition of
Fines or violations for the employer will be paid by the worker, or they will be paid by the
The employer and its amount will be deducted from the employee's next payroll.

XIX.- To wear the identification badge that the company will provide for that purpose.

XX.- In the case of women, when they are aware that they are
pregnant women must immediately inform the employer.

CHAPTER NO. 11
PROHIBITIONS FOR WORKERS

ARTICLE NO. 28.-Workers are prohibited from:

I.- To perform any act that may endanger his own safety, that of his...
co-workers or third parties, as well as that of the establishment or place where
is located.

II.- Missing work without justification or without the boss's permission.

III.- To remove from the company or establishment work tools, documentation or information
accounting or administrative of the company, without prior notice and authorization from the employer.

IV.- To report to work in a state of intoxication or simply with alcoholic breath.

in which case, the employer may immediately, through a Specialized Laboratory,
to arrange the practice of the corresponding exams, to establish the veracity that the
worker has consumed alcoholic beverages before the start of their duties and is still
finds itself under their influence.

V.- To report to work under the influence of any narcotic or intoxicating drug, unless
there is a medical prescription. Before starting their service, the worker must report the fact to
knowledge of the prescription pattern and present the prescription signed by the doctor. Just like in the
previous fraction, the pattern can immediately, through a Specialized Laboratory,
organize the practice of the corresponding exams, to establish the veracity that the
worker is under the influence of any drug.

VI.- Carrying weapons of any kind during working hours except when the nature of
this is required; sharp and cutting objects that form are exempt from this provision.
part of the tools or implements specific to the work.

VII.- Suspend work without the employer's authorization.

VIII.- Collect donations in the establishment or workplace.

IX.- To use the tools and equipment provided by the employer for a purpose other than the intended one.
that are intended.

X.- To make any kind of propaganda during working hours, within the establishment.

XI.- Sexually harassing any person or committing immoral acts in public places
work.
they are working tools, which must be used solely and exclusively for the
compliance with the activity and social purpose of the company.

XV.- Allow unauthorized persons to enter workplaces or allow that

execute partially or totally the tasks of the workers.

XVI.- Use the employer's phones for personal matters, as well as shouting, whistling.
or to alter in any way the tranquility of the workplace.

XVII.- Conduct private business during working hours, demand inside or outside the center
to work gifts or to accept gratifications from clients for providing some service that the employer
provide.

XVIII.- To separate from the place where you are performing your duties or to go outside of the
establishment, without prior notice and authorization from your immediate supervisor, as this will be considered
as abandonment of work, in addition to the fact that the employee will be responsible for the damages and
damages that may have occurred due to leaving their workplace.

XIX.- Discuss private matters during work hours or distract the staff's attention
who works in the establishment.

XX.- Consuming food or beverages during work time and in their work areas, as this is for that purpose.
There are previously designated times and places.

XXI.- Introduce and store in their lockers or in any other place of the company, beverages
alcoholic beverages or any type of narcotics or intoxicating drinks.

XXII.- Introduce and store in their lockers or in any other place of the company, weapons of
fire, sharp, cutting, knives or of any other type.

XXIII.- Introduce into the workplace, flammable materials, explosives, and similar items; radios,
televisions, turntables, tape players, headphones, smartphone or any other type of player
of music or videos; as well as magazines, books, brochures, and any other belongings that are not
indispensable for the performance of your work, except for what the company authorizes for
written.

XXIV.- Given that technological advancement has allowed mobile phones to be

game players, music, video and camera are prohibited to use
cell phones for such circumstances; therefore the employees' cell phones, within the
The company's facilities must be in VIBRATOR mode, that is, without any sound.
that can distract attention at work or from other colleagues, while also being
Personal calls on your cell phone during work hours are prohibited.

XXV.- Painting the facilities, spitting or throwing garbage outside the designated areas
Hello, making noise, running, jumping, whistling or performing any other act that disrupts discipline.

XXVI.- To fall asleep or doze off while performing their duties.

XXVII.- Having games, jokes, or hand signs with classmates during class hours
working or holding conversations while operating machinery or any equipment.

XXVIII.- Smoking or lighting a fire inside the workplace facilities.

XXIX.- Remove any safety device or equipment from its place, such as fire extinguishers,
hoses, etc.; and when it needs to be cleaned or repaired, this work should not be interrupted but
until it is installed again and in a usable condition.

CHAPTER NO. 12
OF THE PERMISSIONS

ARTICLE NO. 29.- The simple request for the permit is not enough, nor the notice that one will be absent from
indicating the reason for such permission; it will be at the employer's discretion to authorize or not authorize such leave; for
that in the event that the permit is authorized, the worker must make up the time that was lacking
to complete their workday, the following day.

ARTICLE NO. 32.- Workers shall have the right to request in writing and obtain from
leave of absence without pay for up to three days per year; which must be scheduled,
in such a way that it does not affect the functioning of the company's operations.

CHAPTER NO. 13
DISCIPLINARY PROVISIONS

ARTICLE NO. 33.- All violations, by acts or omissions of the workers to

The present regulations or the provisions to which it refers will be subject to sanctions that will be
they will be applied under the terms of this chapter and will be the admonition through an administrative act,
suspension or separation according to its severity.

ARTICLE NO. 34.-The employer may suspend its workers without pay until
for a maximum period of eight days.

ARTICLE NO. 35.- Disciplinary sanctions are independent of criminal action and of the
civil liability that may arise to exercise against the employee.

ARTICLE NO. 36.- Every sanction shall be recorded in the worker's file, relating
date and reason for the sanction.

ARTICLE NO. 37.- It will be at the employer's discretion that the first time a worker violates
some of the provisions of this regulation, the employer may admonish or sanction him with
administrative act, suspension of work from one to eight days depending on the severity of the case; or else,
The company's decision may terminate the employment contract without liability for the employer.

ARTICLE NO. 38.-Lack of punctuality (lateness) within a period of 30 days will be

They will be sanctioned in the following way:

a).- Upon the first delay, administrative act.

b).- For the Second and Third delay, suspension for one day without pay.

c).- For the Fourth and Fifth delays, suspension for two days without pay.

d).- From the sixth delay onwards, the suspension will be for three days without pay.
each instance of tardiness.

ARTICLE NO. 39.- The abuse of rest hours or meal breaks will be considered
as a delay, with the application of the corresponding sanctions previously indicated.

CHAPTER NO. 14
CAUSALITIES FOR TERMINATION OF THE EMPLOYMENT RELATIONSHIP

ARTICLE NO. 40.- Causes for termination of the employment relationship:

I.- Deceiving the worker or, in their case, the union that may have proposed or recommended them
with fake certificates or references in which it attributes to the worker capacity, abilities or
powers that are lacking. This cause of termination will cease to have effect after 30 days.
to render their services the worker.

II.- The worker incurs in their duties in acts of lack of probity or honesty in acts of
violence, threats, insults, or mistreatment against the employer, their family members, or the staff
executive or administrative of the company or establishment, unless acting in self-defense.
 V.- Intentionally causing material harm by the worker during the performance of the
work or for the purpose of it with the facilities, works, machinery, instruments, materials
supplies and other items related to work.

VI.- Causing the damages referred to in the previous section by the worker, as long as they are
grave without intent, but with negligence such that it is the sole cause of the harm.

VII.- To compromise the worker, due to their imprudence or inexcusable negligence, the safety of
establishment or the people who are present in it.

VIII.- The worker commits immoral acts in the establishment or workplace.

IX.- To reveal the worker the secrets of manufacturing or to disclose matters of a character
reserved with prejudice to the company, such as accounting or financial statements, strategies of
sales, prices reserved for certain clients, confidential client information
etc.

X.- The worker has more than three absences in a period of 30 days, without permission.
of the pattern or without just cause.

XI.- The worker disobeys the employer or their representatives without justified cause, always
that it is about the contracted work.

XII.-The worker refuses to adopt preventive measures or to follow procedures

indicated to prevent accidents or illnesses.

XIII.- To attend work in a state of intoxication or under the influence of a

narcotic or narcotic drug, except in this latter case there is a medical prescription. Before
Before starting their work, the worker must inform the employer of the fact and present
the prescription signed by the doctor.

XIV.- The final sentence that imposes a prison penalty on the worker, which prevents him from
the fulfillment of the employment relationship.

XV.- The lack of documents required by laws and regulations necessary for the provision
of the service when it is attributable to the worker and exceeds the period referred to
fraction IV of article 43.

XV.- The analogous ones to those established in previous fractions, equally serious and of
similar consequences in what concerns the worker.

CHAPTER NO. 15
HOLIDAYS AND REST

ARTICLE NO. 41.- Workers shall have the right to enjoy vacations and days of
rest that is established in the collective labor agreement and that will be according to the
established in Article 76 of the Federal Labor Law, according to the program that the company or
who effectively receives the services formulate; in such a way that they are not interrupted
ordinary tasks of the Work Center.

ARTICLE NO. 42.-The employer, after reaching an agreement with the union, will designate the days when the
workers can enjoy their vacations, in order not to jeopardize the normal flow of the
negotiation, but without prejudice to the worker.

CHAPTER NO. 16.

OF THE REGULATION

ARTICLE NO. 43.- The employer or union may at any time request the authorities
 Everything not provided for in this regulation shall be subject to the provisions of Federal Law.
of Labor, of the Collective Agreement, Laws and Regulations issued by the Secretary of Labor and
Social Security in the State will begin to take effect from the date of its deposit before the
Local Board of Conciliation and Arbitration in the State and will be applicable and mandatory for all
workers of the company, whether they provide their services inside or outside the facilities of the
boss.

It is recorded that, once the present document was read by the contracted party, they sign
I hereby confirm my agreement, signing at the margin and in the designated area for the relevant legality.

Celaya Guanajuato, on the ___ of the month of ___ of the year 20___.

___________________________ ______________________________

THE CONTRACTOR THE BOSS