INTERNAL WORK REGULATIONS

The Company _________________________, legally established, with an address

principal in the city of ________________, in application of what is provided by the
Article 64 of the Labor Code and in order for it to have legal effects
provided for in numeral 12 of article 42; letter a) of article 44; and numeral 2nd of
Article 172 of the same Body of Laws shall apply, complementarily to the
provisions of the Labor Code, the following internal regulations in its matrix and
agencies (if they exist) at the national level and with mandatory character for all
executives, employees, and workers of the company.

CHAPTER I

SOCIAL OBJECT OF THE ORGANIZATION AND OBJECTIVE OF THE REGULATION

Art.- 1. GENERAL OBJECT.-____________________, has the objective of

principal the ………………………………………………………………., of
compliance with the provisions of its bylaws; currently having
their oil palm plantations in the Canton ______________,
province of ___________________, without prejudice to having subsequently
with other plantations within the national territory.

Article 2. OBJECT DEL REGULATION.- The present Regulation

complementary to the provisions of the Labor Code, aims to
clarify and fairly regulate interests and labor relations,
existing between ______________________ and its employees and
workers. These rules are binding on both parties.

CHAPTER II
VALIDITY, KNOWLEDGE, DISSEMINATION, SCOPE AND FIELD OF APPLICATION

Article 3. VALIDITY.- This internal regulation will come into effect from the date
from its approval by the Regional Directorate of Labor and Public Service of
Ministry of Labor Relations, through the corresponding agreement.
Article 4. KNOWLEDGE AND DISSEMINATION.- The Company will make known and disseminate

this Internal Regulation to all its workers, for which it may

perform any of the following actions: (i) place a copy in
one or several places permanently visible from its dependencies; (ii)
upload the text to the company's intranet or send it via email
to its workers; or, (iii) deliver a copy of the aforementioned Regulation to
each of its workers. In no case, the workers,
they will argue ignorance of this Regulation as a reason for their
non-compliance.

Art. 5. LEGITIMATE ORDERS.- In accordance with the law and within the hierarchies.
established in the organization's chart of the Company, the workers must
obedience and respect to their superiors, in addition to the obligations that
corresponding to their job position, they must adhere to the instructions and
legitimate provisions, whether verbal or written, received from their superiors
immediate.

Art.- 6. SCOPE OF APPLICATION.- This Internal Regulation is of

mandatory application for all executives, employees, and workers,
that currently or in the future work for ___________________

Article 7. The rules contained in this Regulation shall be understood

incorporated into individual and/or collective labor contracts,
celebrated or those that are celebrated between ____________________ with their

workers.

CHAPTER III

FROM THE LEGAL REPRESENTATIVE

Article 8. The Legal Representative is the executive authority of the company, by

consequently it is his responsibility to exercise the direction of it and of its talent

human, having the authority to appoint, promote, or remove employees or

workers, subject to current legal regulations.
 Article 9. Communications, circulars, memorandums will be considered official.
jobs, etc., duly signed by the Legal Representative, who
subrogated, or the persons duly authorized for the purpose.

Notwithstanding the above, warnings and reprimands,

will be signed by the Human Resources Manager or whoever acts on their behalf

times; and, the memorandums regarding policies or work procedures

that are implemented by the Company, will be signed by the legal Representative, his
delegates or authorized representatives empowered for that function.

CHAPTER IV
FROM WORKERS, SELECTION AND HIRING OF PERSONNEL

Article 10. of the workers.- For the purposes of applying this

internal regulations will be understood as workers of the company, the
following and under the detailed classification below:

Field workers: those who carry out the following activities:

-
-
-
-
-

Other activities related to the main activity may be included.

of the company.

Administrative workers will be all those workers who perform

administrative activities without carrying out activities considered as
field, in accordance with what is established in the previous paragraph.

It is expressly stated that field workers will be able to perform

any of the activities previously described as well as all those that in the
the future will be incorporated based on the needs of the company and that they are
inherent to the activity carried out in the fields of cultivation of the
company, of which there will be a record in the respective employment contracts
that they subscribe.
Art. 11. The admission and incorporation of new workers, whether for
supplying vacancies or filling new needs of the Company is
exclusive authority of the Legal Representative or their delegate.

As part of the selection process, the company may require the

aspirants to the submission of theoretical or practical tests of their
knowledge, and even psychological aspects of their aptitudes and tendencies, without that

Hello implies the existence of any employment relationship.

The employment contract, of any class, that is duly and

legally subscribed and registered, will be the only document that empowers the
worker to perform their job as a sales assistant for the Company,
before said subscription will be considered an applicant for admission.

Article 12. The candidate who has been declared fit to fulfill the
inherent functions of the position, prior to the signing of the contract
corresponding, must fill out a form of 'personal data of the
"worker"; among which the address of their residence will be noted.
permanent, the phone numbers (mobile and landline) that facilitate your location
and reference contact numbers to prevent inconveniences due to
changes of address.

For the signing of the employment contract, the selected candidate must
present the following updated documents:

Updated resume.
At least two (2) certificates of good character and conduct.
c) Exhibit originals and deliver 2 readable and color copies of the ID.
citizenship; voting certificate; and, driver's license when
correspond.
d) Certificates of studies.
e) Certificates of previous workers.
f) Marriage certificate and birth certificate of their children as applicable.

Two updated passport-sized photographs.

 h) Approve the exams, pre-employment medical, psychological,
academics and others depending on the job position applied for, always and
when they do not threaten the integrity of the worker.
If the worker is of foreign nationality, they must comply
with the requirements established by law and the relevant regulations
applicable for the work of foreigners in the country.

Subsequently, the worker will inform in writing and within a maximum period of
five working days, to the Human Resources department regarding
changes regarding the information recorded in the company, if not done
Failure to comply within the specified deadline will be considered a serious offense.

The alteration or falsification of documents presented by the applicant or

The worker constitutes a serious offense that allows the employer to request a dismissal.

well before the competent Labor Inspector; without prejudice to the

mandatory submission of information and documents to the authorities
penal that corresponds.

Art.- 13. The applicants or candidates must inform at the time of their
hiring if they are relatives of employees of the Company, up to the fourth degree
degree of consanguinity or second of affinity.

Article 14. If for the performance of their duties, the worker when,
receives goods or equipment from the company or clients, must sign the minutes
of receipt and discharge corresponding, accepting responsibility for
their custody and care; having to return them to the company, at the time of
that it is requested or immediately due to the conclusion of the relationship
labor; the company will verify that the goods present the same
conditions that were in place at the time they were delivered to the worker,

considering the natural and normal wear over time. The destruction or
loss due to the worker's fault and duly proven, will be their responsibility
direct responsibility.

CHAPTER V

OF THE CONTRACTS
Art.- 15. WRITTEN CONTRACT.- Every employment contract shall be made by
written; and, after its subscription, it must be registered with the Inspector of
Work, within a maximum period of thirty counted from the date of
subscription.

Art. - 16. EMPLOYMENT HIRING METHOD.- The company may

hire workers for the development of their activities
compliance with needs and requirements, under the modalities
established in the Ecuadorian labor laws and regulations.

The company may hire workers under the modality of contracts for
fixed term, for a period of one or two years, taking into account the period of
test that the law establishes a period of 90 days. They may also hire
workers under the modality of occasional, temporary, short-term,
permanent part-time, learning, for a specific job, by task, by piece or
any other modality that is necessary for the development of the
company activities.

For the hiring of workers, the immediate supervisor who has the
the request must make the corresponding order to the address of
human resources, having to justify the request, the position, activities and the
hiring time, for which it will use the format for the purpose
provide the human resources address.

CHAPTER VI

WORKING DAY, STAFF ATTENDANCE AND REGISTRATION OF

ASSISTANCE

Article 17. WORKING HOURS.- The company will establish the schedules
of work for workers based on activities and positions
that they perform, having to observe the general principles established
in the Law and other legal regulations related to it.
 The field workers, in accordance with the contractual modality
established for the palm sector, will not be subject to fixed hours of
Work and its remuneration will be set based on the work done. Without
notwithstanding the above, the company has the authority to establish the
ordinary and special sessions that it deems necessary for the
development of its activity, having the authorizations that the Law and the
relevant regulations, establish.

Article 18. The company may use as ordinary and special shifts.
of work, in accordance with the needs and schedule it has and
realize the following schedules:

Monday to Friday with rest on Saturday and Sunday;

2- Tuesday to Saturday with rest on Sunday and Monday;
3- Wednesday to Sunday with rest on Monday and Tuesday;
4- Special accumulated work period of 15 days of work and 5 days of rest
(15-5);
5- Special accumulated journey of 22 working days and 8 rest days
(22-8).

For the application of any of the aforementioned shifts, it must be

communicate to the workers at least fifteen days in advance of the
start of said days, establishing the starting date of the same and the
periodicity as well as the rotation of workers in these shifts,
when the company has resolved the rotation between the
different days previously indicated.

Article 19. All workers, without exception, will be required to

register the entry and exit of the company's facilities or fields
of cultivation, for which the company will establish the mechanisms and
procedures that will be mandatory for all
workers.

If due to force majeure or another cause, the worker cannot register their
assistance, you must justify the reasons in writing to your Immediate Supervisor and
 to inform the Human Resources Department or whoever might act on their behalf
times.

Art.- 20. The worker who needs to be absent from the facilities of the
The company during the workday must request the respective permission.
from their immediate supervisor. The non-presentation of the permit to the Department of

Human Resources or their Representative by the worker shall be

sanctioned as a minor offense.

Article 21. If due to illness, domestic calamity, force majeure, or case

due to unforeseen circumstances, properly justified, the worker does not attend to work, in

shall immediately and mandatorily communicate the particular in writing to the

Human Resources Department. Having overcome the reason for your absence,
You must present the corresponding justifications to the Department of
Human Resources or whoever acts on their behalf.

The Human Resources Department will proceed to prepare the respective

absence, absence and permission form, in order to proceed with justification
to sanction in accordance with the law and this regulation

Article 22. The absences and punctuality issues of the workers of the
companies will be sanctioned in accordance with legal provisions and
current regulations.

Article 23. At the exact start time of the functions, the worker must be present.
ready with the appropriate uniform and the safety equipment in your charge,
be the case.

Article 24. The alterations of the attendance record constitute a serious offense.
the present Regulation and will be grounds for requesting the termination of the
labor relationship, upon request for approval in accordance with the law.

Article 25. FROM ADDITIONAL WORK DAYS: The

workers will be able to work additional or supplementary hours, for which
they must compulsorily follow the following procedure:
1- No worker (except for field workers) may remain in the
installations or fields of cultivation once the regular workday is finished
of work established by the company, except for those who have the
respective authorization to remain, complying with the
procedure established in this article;
2- The personnel referred to in the preceding paragraph, in order to remain

working outside the established working hours of the company, you must
to have the prior authorization of your immediate supervisor, for which
must comply with the following:
a. Request to the immediate supervisor to work outside of work hours,
specifying the tasks that will be carried out, the justification of
fulfill additional hours and the necessary time to comply with the
the same
b. The immediate supervisor who approves the written request referred to in the
the previous paragraph will send to the human resources address,
request with your written approval;
c. The immediate supervisor must forward to the human resources department

humans, within the 48 working hours following the

carrying out the authorized activity outside of hours, the
detail of the activities carried out during the additional hours,
which will be analyzed for their subsequent payment or not,
depending on their relevance;
If the payment for overtime hours is not approved, the management of
Human Resources will inform the immediate supervisor and to
worker in question; and if applicable, apply the regime
sanctioning established in this regulation.
e. The worker who is found working or not working outside of hours
from the working day established by the company, without
counts with the respective written authorization from the boss
immediate, must leave immediately the
company facilities and will proceed to be sanctioned the
first time with written warning, if recurrence occurs
a fine will be imposed for this behavior.
economic and after this it will be considered as a cause of visa
well, regardless of the frequency at which it
they produce these mistakes.
It is noted that the present procedure will not apply to the
field workers, who by the nature of their activity will not be
subject to working hours, who will be able to carry out their tasks to fulfill
with the minimum performance assigned to them, without generating payment of
Additional hours whether supplementary, extraordinary, or night shifts, must
respect and comply with the maximum entry and exit times of the fields
of cultivation as well as those days in which -without prior authorization from the
highest authority of the company in each field of cultivation - cannot be
enter the same. The company will establish the schedules of the
work duties of field workers, based on the
existing needs.

Art. - 26. Supplementary or extraordinary work will not be understood as the

that are carried out for:

a) Recover breaks or permits provided by the government, or by the

Company.
b) Recover for work interruptions, according to Article 60
of the Labor Code.

Article 27. The worker who has the proper written justification for their
Immediate Manager and Human Resources or their Representative, for
to be absent during their workday, they must mark both to
leave as upon entering their functions.

Article 28. The omission of recording the entry or exit time will result in
to presume absence from the corresponding session, unless such omission
was justified in writing with due opportunity to the department of
Human Resources; their Representative, or in their absence to their Immediate Supervisor.

The same treatment will be given to the omission of phone calls that
Commercial Advisors, Collectors, and any others must carry out
staff who, due to some circumstance, are outside the Office
Principal.
 Art.- 29. The Human Resources Department or its Representative,
will keep track of attendance, of the mechanized report obtained from the
intranet system, of each of the workers and monthly
will prepare a report on delays and absences in order to determine the
corresponding sanctions according to what is provided in the present
Regulations and the Labor Code.

The established schedule for lunch will be defined with your immediate supervisor.
which will last for one hour and can only be changed to comply with
activities inherent to the company, and this must be notified in writing
to the Human Resources Department or its Representative, prior to
authorization from Immediate Supervisor.

Art. 30. If the needs of the company warrant it, the Immediate Supervisors
they will be able to change the lunch departure time of their subordinates,
considering, always the span of 1 hour, so that the work and/or
department should not be abandoned.

CHAPTER VII

ON VACATIONS, LICENSES, ABSENCES, PERMITS AND JUSTIFICATIONS

OF THE HOLIDAY

Art. - 31. According to article 69 of the Labor Code, workers

they will have the right to enjoy an uninterrupted period of fifteen annually
vacation days, the vacation dates will be defined by mutual agreement
agreement between the boss and the worker, in case of not reaching an agreement the boss
will define the dates to be taken.

Art. 32. The company will prepare an annual calendar of

vacation for workers, based on the need for
compliance with tasks and work areas, ensuring that there is no
areas or activities remain abandoned due to the vacation leave of the
workers. Workers may request from the Human Resources Department
 Humans, changes in the vacation schedule set by the company,
ensuring what was stated above.

Art.- 33. In case it is required that a worker does not make use of their
scheduled annual vacation according to the previous article; or, to return
about your vacation, the immediate supervisor must request it from the Directorate of

Human Resources, needing to justify the reasons for such actions. From
approve the aforementioned requirement, the appointments must be rescheduled
worker's vacation, if possible, within the same annual period or
maximum within the following annual period. Accumulation is prohibited
vacation for more than two consecutive years, after which it will be lost
the vacations corresponding to the first period, without any payment for
compensation unless the company itself has decided to transfer the
vacation to another period that exceeds two years, without this leading to
Concept loses the days of vacation from the first period.

It is the obligation of workers to take their vacations during the periods

established by the company, for which the worker who is enjoying
from his vacation, he will be prohibited from entering the facilities or
company plantations, unless authorized in writing
from the Human Resources Department.

Article 34. The vacation will be taken mandatory in the

dates set by the company in its annual calendar, cannot be
split them, except with the express authorization of the Management of
Human Resources, when the appropriate justifications exist for the case. The
The Human Resources Department will be responsible for justifying before the
legal representative of the company, the authorization of vacation days to
workers, in a fragmented manner, that is to say less than 15 days
consecutives.

Article 35. Days of leave that are can be charged to vacation

previously requested by the worker, upon request of the respective manager
immediate and authorization from the Human Resources Department. The days of
Unjustified absences can only be charged to vacation by decision.
from the Human Resources Department.
 Article 36. To take vacation, employees must comply
with the following requirements:
a) Comply with the delivery of goods and documentation under your responsibility to the

person who will take over their functions, in order to avoid the paralysis of
activities due to the vacation effect, when the case warrants it.
b) The worker will provide evidence of their vacation days by filling out the
established form for this case, which must have the signature
of the respective immediate supervisor.

OF THE LICENSES

Article 37. Without prejudice to those established in the Labor Code, they will be
valid licenses specified in this Regulation, which must be
requested in writing and bearing the signature of the Immediate Supervisor or Human Resources

Humans or the authorized person to grant them.

Art.- 38. The lack of justification within 24 hours for an absence

it may be considered as unjustified absence, causing the worker
entitled to a written warning sanction and a deduction of time
respective.

CHAPTER IX

ON REMUNERATION AND PAYMENT PERIODS

Article 39. remuneration.-The company will pay its workers the

remunerations that are agreed upon in each individual employment contract,
which cannot be lower than the general and sectoral minimums that
be established by the National Government.

The company will pay its workers monthly remuneration,

with a biweekly advance payment. Payments will be made on the days possible
15th and 30th of each month, except when the mentioned days are at the end of
 week or holiday in which case they will be moved to the next working day
next.

The payment of monthly remuneration may include advances of the tenth.

third and fourteenth remuneration calculated on a monthly basis, the
which will be settled on the dates of their corresponding payments.

The company may, at the worker's request, grant advances of the

remuneration, up to the amounts that the company determines in its policies,
which will be deducted in the terms determined by the company in
its policies, through monthly and equal discounts. No worker
you can have more than one advance at the same time, having to cancel it in full
advance that I would have requested to access a new one. In case of
termination of the employment relationship, the company will deduct from the value of the

settlement to which the worker is entitled, the amount of the advance that
It was pending or about to expire for the purpose of canceling it in its entirety.

The payment of the remuneration will be made by credit to the account.

worker's banking, deducting the cost from the worker
from the transfer when it comes to bank accounts that charge for
receive transfers.

Article 40. The Company will apply deductions from the Employee's salaries.
only in cases of:

a) Personal contributions of the IESS;

b) Dividends from mortgage or unsecured loans, according to the

forms submitted by the IESS;
c) Ordered by judicial authorities.
d) Values determined by laws or expressly authorized by the
worker as well as for purchases or loans granted by the
company in favor of the worker.
fines established in this Regulation
f) Discounts authorized by the employer through the Directorate of
Human Resources for employee expenses, cancelled by the
 company like commissary cards, private health insurance, consumption
of cell phones, spare parts, services, maintenance, etc.

Art.- 41. When a worker ceases their job for any reason and
if you have to make payments for any reason, your account will be settled; and
before receiving the corresponding value, all amounts will be deducted
that is indebted to the Company, such as loans from the Company
properly justified and detailed in the previous article.

Art.- 42. The voluntary or occasional benefits of a transitory nature

that the Company grants to the worker may be modified or eliminated
when in her judgment the circumstances had changed or disappeared
that determined the creation of such benefits.

Article 43. Variable remuneration.- The company may establish policies

of variable compensation payment based on the achievement of goals that
establish, for which you will inform the workers of the
measurement and payment mechanisms of this variable compensation. It is left
certificate that the variable remuneration, in accordance with the Law, does not

will be part of the remuneration of workers; and, may

to be implemented, suspended, or eliminated by decision of the company, prior
communication to the workers.

CHAPTER X

MINIMUM PRODUCTION AND EVALUATION YIELDS

Art. - 44. The field staff will carry out the activities and functions.
usual practices of the sector, with the company having to establish annually, the
daily yields of each activity for the purpose of determining the
minimum daily requirements that each worker must fulfill.

The minimum production yields that each field worker

must be carried out, will be measured daily by the supervisor, who
will report such information through the instruments and systems
technological resources that the company has, which will serve for the
evaluation of compliance with the performance of field workers.
 Weekly diagnostics and evaluations of performance will be conducted.
minimum production of each field worker, information that will be
published weekly in places of convergence for workers
from field through mechanisms that allow for easy visualization.

Article 45. From the weekly evaluation of minimum performances of

production of each field worker, depending on the case, the process will continue
in the following way:

If the worker meets more than the minimum production, they will receive a
additional value to your monthly compensation, based on the policies of
additional incentives that the company establishes annually and in
function of the values assigned per unit or activity. The company
will be able to modify the additional incentive policies, being obliged to inform
to the workers at least thirty days in advance of the
application of the new policy;
If the worker meets less than the minimum production, they will be
the disciplinary regime established in this regulation will apply
internal. A special cause for approval is established in case of
the worker meets less than 25% weekly of the minimum of
production, consecutively or not over a period of 60 days.

The weekly assessment of the minimum performance will be made taking into account the

daily average of each worker, on which the

weekly compliance or non-compliance of said performances.

For new field workers, the first fifteen days of

tasks will be measured but will not be considered for the evaluation of
minimum yields, which will be evaluated from the third
work week.

CHAPTER XI
TRAINING AND EDUCATION EVENTS IN GENERAL
Art. 46. The Human Resources department according to its
requirements, will provide training and coaching to the workers,
according to the Annual Training Plan that will be prepared by the
Department of Human Resources and/or its Representative.

CHAPTER XII

TRANSPORTATION, TRANSFERS AND TRAVEL EXPENSES

Article 47. The company will provide transportation services to its workers.
through the vehicles that I hired for the purpose and made available
of the workers. The routes and schedules of the transportation service before
mentioned will be established by the company, which will be communicated to
the workers through the Human Resources Department. The
workers who choose not to use the transportation service provided by
the company, will not receive cash amounts for this concept.

Art.- 48. The company will pay the worker for round trip expenses.
Accommodation and food when, for service reasons, it has to
to move to a place different from your residence, as long as you have
with the due and prior written authorization of your immediate supervisor and
Human Resources. Expenses will not be canceled when the company assumes responsibility.

directly the aforementioned expenses.

Art. - 49. The Company and the worker may agree to the temporary transfer to
his personnel to any place within the national territory, as he sees fit
convenient and according to the functions that the position requires in order to
meet the company's objectives.

Art. - 50. The worker must present to the financial department, in a

maximum period of five days after the trip I take, the respective
sales receipts (invoices or any other legally authorized)
for the corresponding payment, if the payment receipts are not presented or
to present them and not meet the legally established requirements, not
The payment of these amounts will be made.
 CHAPTER XIII
HARASSMENT-FREE PLACE

Art.- 51. Workplace Free of Harassment.- The company commits to

provide a workplace free from discrimination and harassment. Those who commit
some of these facts will be sanctioned according to the present
regulation.

Discrimination includes the use of behavior that is both verbal and physical.
show insult or disdain towards an individual based on their race, color,
religion, sex, nationality, age, disability, for the purpose of:

a) Create an offensive workplace;

b) Interfere with the work functions of one or more individuals;
c) Affect job performance; and,
d) Affect the worker's growth opportunities.

Article 52. The Company strictly prohibits any type of sexual harassment.
in the workplace, if it takes place it will constitute grounds for
Approval. The following will be understood as sexual harassment:

Inappropriate sexual behavior.

Request for sexual favors when trying to obtain a decision of
any type.
Interfere in the performance of an individual's duties.
Verbal harassment where a double entendre vocabulary is used that offends.
a person.

Article 53. If someone has knowledge of the existence of the types of

harassment already mentioned has the responsibility to notify management
from Human Resources to initiate the relevant investigations and
take disciplinary action.

Article 54. Every complaint will be investigated, treated confidentially and will be

It will carry a report of it.

Article 55. During the daily workday or performing duties

assigned by the company, inside or outside the country, is established as
particular obligation of workers to observe discipline. In
 consequence is expressly prohibited, in general, anything that alters
the order and internal discipline.

CHAPTER XIV

OBLIGATIONS, RIGHTS AND PROHIBITIONS OF THE WORKER

OF OBLIGATIONS

Article 56. In addition to the ongoing obligations in article 45 of the

Labor Code, those determined by law, those of the Employment Contract,
Code of Conduct and this Regulation are obligations of the Worker.
following:

1. Comply with laws, regulations, instructions, standards, and provisions

in force within the Company; that do not contravene this regulation and
code of conduct.
2. Carry out your work under the terms specified in your contract.
work, and in the description of functions of each position, as stated
in the Functions Manual, performing their activities with
responsibility, diligence and efficiency;
3. Carry out your work according to the instructions and technical standards that
they would have been imparted; and to strictly comply with the provisions
provided by the Company and/or competent authorities, without which in
no case can claim its non-compliance due to ignorance or
they are unaware of the specific task entrusted.

4. Permanently observe a harmonious, respectful behavior, and

of due considerations in their relations with their peers of
work, superiors, subordinates, clients, and individuals.
5. Communicate any change of your home address, phone number within
of the first five days following such change.
6. Present oneself to work dressed or uniformed, well-groomed and in a mental state suitable for work.

and physical conditions for the proper fulfillment of their duties. The workers of
office and those who must attend to the public will be subject to the
respective usage provisions.
7. Safeguard the interests of the company, and the preservation of the
values, documents, supplies, equipment, machinery, furniture, supplies,
uniforms and goods in general entrusted to their custody, administration or
use. And use them exclusively for company matters, or in
case of extreme emergency for personal matters.
8. In the case of the disappearance of any tool, instrument or
equipment delivered to the worker by the Company, whether it is of
property of the company or its clients, it will proceed with its replacement
at the worker's expense. When such an event is due to their fault,
negligence, or pre-established bad faith.
In case of illness, it is the worker's obligation to inform what happened.
to the immediate superior or legal representative of the company, it will be justified

the faults, prior verification of the disease, through the

corresponding medical certificate issued by the Ecuadorian Institute
of Social Security, or by a Medical Center authorized by the company.
10. Keep absolute confidentiality regarding the confidential information,
technical, commercial, administrative secrets, and customer information
about matters related to their work, and with the business turnaround of
the Company. This confidential or non-public information should not be
revealed to anyone outside the Company, including family and friends, in
which may lead to a conflict of interest.
11. Refrain from engaging in professional competition with the Company or
collaborate so that others do it, as long as the employment relationship lasts.

12. Register your entry to the company in the attendance control system.
when the worker is ready to start their tasks, likewise
way when leaving their work shift.
13. Comply punctually with the work schedules, according to the
schedules established by the company.
14. Once the workday is over, all personnel must maintain
Under lock and key all documentation corresponding to confidential data or
Company reserves.
15. To move within or outside the city and the country, according to the
needs of the company, for this purpose the Company will recognize the
transportation, accommodation, and meal expenses incurred, according to
Article 42 number 22 of the Labor Code and in the manner provided in the
current regulation.
16. Attend courses, seminars, and other events that are considered
necessary, as part of their training and education.
All workers must pay careful attention to customers.
of the Company, with diligence and courtesy, responding appropriately
he answers the questions posed to him.
18. Keep the workplaces in perfect order and cleanliness, as well as
the documents, corresponding. and all the material used for
perform their job.
19. Return the goods, materials, and tools received, whether they are
owned by the employer or their clients, ensure that these do not
they are lost, misplaced, or damaged.
20. Adhere to the occupational risk prevention measures dictated by the
Company, as well as comply with sanitary and hygiene measures of
prevention and safety such as the use of devices and protective equipment
provided by them.
21. Use and care for work risk prevention instruments,
delivered by the Company, such as: cargo safety belts,
etc.
22. Communicate to your superiors the dangers and material damages that
threaten the assets and interests of the Company or the life of the
workers, they must also report any damage they may cause
his colleagues, collaborate in emergency programs and others that
requires the Company, regardless of the functions it performs
each worker.
Immediately inform your superiors of the facts or circumstances.
that cause or may cause harm to the Company.
In the event of a work accident, it is mandatory to inform
immediately to the Immediate Boss, Human Resources, Security Chief and
Occupational Health; or to whomever exercises the legal representation of the
Company, in order to appear before the corresponding authority, in accordance with

it is established by the Labor Code.

25. Facilitate and allow the inspections and controls carried out by the Company
through their representatives or auditors.
[Link] care for the assigned vehicles for compliance with
your duties.
 27. Comply with the preparation and delivery of reports, documents requested by the
company on the dates set by it.
28. Sign the payment roles in all their categories upon receiving the remuneration.
the benefit to be paid by the Company.

OF RIGHTS

Art. - 57. They will be the rights of the workers, in addition to those established in

the law, the following:

a) Receive the monthly compensation determined for the position that

I performed, the legal benefits and the benefits of the Company.
b) To make use of annual vacation, in accordance with the Law and the
constant rules of this Regulation.
c) Receive promotions and/or advancements, subject to the procedures
respective, and according to the needs and criteria of the Company.
d) Exert the right to claim, following the corresponding order of
hierarchy, when considering that a decision could harm them.
e) Receive training or coaching, in accordance with the programs of
professional development as determined by the Company, aimed at enhancing the
levels of efficiency and effectiveness in the performance of their functions.

f) To be treated with due consideration, avoiding mistreatment.

by word and deed.
g) The others that are established or will be established in the Code of
Work, Laws, Code of Conduct, Special Regulations or
instruments, provisions and regulations issued by the company.

OF THE PROHIBITIONS

Art.- 58. In addition to the prohibitions established in article 46 of the

Labor Code, which are understood to be incorporated into this Regulation and
Code of Conduct, and those determined by other Laws, is prohibited to
Worker:

a) Maintain personal, commercial, or labor relationships that involve

a conflict of interest, with natural or legal persons that are
consider as competition or those that are related to the business sector. The
 The worker must inform the employer when they can present themselves.
conflict.
b) To demand or receive premiums, percentages or rewards of any kind,
natural or legal persons, suppliers, clients, or with whom the
The company has some kind of relationship or as compensation for services.
inherent to the performance of their position.

c) Change the prices of the products or services offered by the Company to

change of rewards for personal benefit.
d) Change the respective work schedule or suspend it without adhering to the
respective regulation of designated hours and shifts.
e) Entrust another worker or third parties to carry out their
work without prior authorization from their Immediate Supervisor.

f) Suspend work arbitrarily and illegally or induce your colleagues

to suspend their work.
g) To cause loss, damage, or destruction to tangible property or of
tools belonging to the employer or their clients, for not having them
returned once the work is completed or for not having exercised due diligence
supervision and care while they were being used; even worse to cause harm,
loss, or intentional destruction, negligence or misuse of property,
elements or instruments of work.
h) Conduct raffles or sales during the workday; likewise
serve vendors or make sales of personal items or
consumption, it is prohibited to carry out activities unrelated to the functions of the

Company or changes its normal development; therefore, it is prohibited.

to the worker, distract the time allocated for work, in tasks or
personal management, as well as carrying out during the workday
businesses and/or activities unrelated to the company or to employ part of the

same, in attending to personal matters or to people who do not have

relationship with the Company, without prior authorization from Human Resources.

i) Violating the content of internal or external correspondence or any

another document belonging to the Company, when it is not present
duly authorized for this;
j) Allocate time for the inappropriate use of the internet such as downloading
files, programs, chat conversations, and in short different personal use
to the specific activities of your work.
k) Install software, with or without a license, on the Company's computers
that are not duly approved by the Management or by the
Systems Manager.
l) Disseminate information about techniques, methods, procedures
related to the company, writing, text design, sales, data and
accounting and financial results of the Company; issue comments with
workers and third parties in relation to the situation of the
Company.
m) Disclose information about economic availability and movements that
the Company, no employee of it, may provide information,
except for the accounting staff who will provide information only to
your superiors.
It is prohibited for workers to disclose information.
provided by the customers to the company.
o) All personnel who manage the Company's funds may not dispose of
the same for a purpose other than that for which it was delivered. This
will lead to the maximum sanction established in this regulation, which
will entail the separation of the Company upon approval granted by the
Competent Labor Inspector, without prejudice to other legal actions
when they would take place.

p) Use services, money, goods for private activities.

materials, equipment or vehicles owned by the Company or its
clients, without being properly authorized by the respective manager.
To remove goods, vehicles, objects, and materials belonging to the company or its
clients without the proper written authorization from the immediate supervisor.

The violation of copyright is strictly prohibited.

intellectual property of the company and of any of its clients or
suppliers.
s) Exercise or promote discrimination on the grounds of race, ethnicity, religion,
sex, political thought, etc., within the Company.
Engaging in verbal and physical altercations with colleagues, workers and
senior managers within the Company's facilities and in its
environment, as well as making a scandal within the Company.
u) Foster political or religious activities within the facilities of
the company or in the performance of their work.
v) Report to your workplace in an obvious state of intoxication or
under the effects of substances prohibited by law.
To consume or spend during the workday, in the offices or in the
adjacent places of the alcoholic beverages company, substances
psychotropic and narcotic substances, or others that alter the nervous system,
just as to show up to your job under the evident effects of such
products.
Consume food or drinks in places that may put in danger the
quality of work or people.
Smoking inside the company.
z) Not complying with sanitary and hygiene prevention measures and
safety provided by the company and refuse to use the devices and
security protection measures provided by it, and
other provisions of the Occupational Safety and Health Regulations;
to carry any type of weapon during their stay in the company that
it can put the life and safety of people and equipment at risk with
exception for individuals who have authorization from the company.
Enter televisions and any other devices that may distract
cause serious damage to health and the quality of the company's work
without the written authorization of their superiors.
Enter the company's premises with pornographic material or
damaging, the company reserves the right to withdraw said material and
sanction the offender.
to alter or suppress instructions, notices, circulars or bulletins
placed by the Company on information boards, billboards or in
any other place;
Allow outsiders to remain in the company.
installations of the same, without justification or reason for it.
It is prohibited for individuals working with passwords in the system.
IT professionals deliver them to their colleagues or third parties for them to use; for

both the assigned key is very personal and its use is under your responsibility
of the worker.
The benefits granted to the worker, which do not constitute an obligation
legal, are exclusive to this and their spouse, and will extend to third parties
by written authorization of the employer.
 Ah) Sell goods, vehicles, accessories, gifts, and without authorization.
company spare parts.
a) To play games of any kind during working hours
aj) Distracting their work time with things other than their tasks, such as:
reading newspapers, magazines, letters unrelated to their occupation as well as sleeping,

form groups and collect funds without the authorization of the authorities of the
company.
Spread rumors that affect the prestige or interests of the company.
employees or workers; they also cannot meet without authorization
of the executives.
Having a business of one's own or within the marital partnership related to the line of business

of the Company's business, in order to favor its business before

that to the Company.
a) Buy shares or stakes or start a business directly or
indirectly, on its own or through an intermediary, to be
company supplier without express knowledge on the part of the
Company.
a) Work overtime or extraordinary hours without prior express order
from their superiors or from Human Resources or from the duly authorized official

authorized.
Use for personal gain the assets left by clients including
vehicles, accessories or belongings.

CHAPTER XVI

OF THE PEOPLE WHO HANDLE ECONOMIC RESOURCES OF THE

COMPANY

Art.- 59. Workers who are in charge of the Company's assets,

such as: money, accessories, vehicles, company values or inventory;
such as treasury staff, replacements, warehouse, agencies, and any other
area under your responsibility money, values, supplies, boxes
girls among others, are personally responsible for all loss, except
those arising from duly proven force majeure.
Art. 60. All people who handle economic resources will be
required to comply with provisional audits or cash counts
unforeseen events ordered by the Company; and they will jointly sign with the
auditors the minutes that are raised after the verification of the inventories
physical and monetary.

CHAPTER XVII

OF THE DISCIPLINARY REGIME

Art.- 61. The workers of the company will be subject to

next disciplinary regime. It is established that the offenses may be of
two types: mild or severe.

Considering the seriousness of the offense committed by the worker, to the

recidivism and the damages caused to the Company, one of will be applied.
the following sanctions:
1- Verbal Warnings;
2- Written Warnings;
3- Fines, up to 10% of the worker's remuneration; and,
4- Termination of the employment relationship, prior approval substantiated by
compliance with the law.

The written reprimand will be communicated to the worker in person, who

You must subscribe to the receipt of the respective document. In case of refusal
of the worker to sign or receive the warning document, a record will be kept
certificate of presentation, and it will be signed on behalf of the worker by their Manager

Immediate, for the reason that he refused to receive her.

Written warnings will go in the employee's personal file.

The written warnings issued to the same worker for three

consecutive times over a period of ninety days will be considered
as a serious offense.
16. Attend courses, seminars, and other events that are considered
necessary, as part of their training and education.
All workers must pay careful attention to customers.
of the Company, with diligence and courtesy, responding appropriately
he answers the questions posed to him.
18. Keep the workplaces in perfect order and cleanliness, as well as
the documents, corresponding. and all the material used for
perform their job.
19. Return the goods, materials, and tools received, whether they are
owned by the employer or their clients, ensure that these do not
they are lost, misplaced, or damaged.
20. Adhere to the occupational risk prevention measures dictated by the
Company, as well as comply with sanitary and hygiene measures of
prevention and safety such as the use of devices and protective equipment
provided by them.
21. Use and care for work risk prevention instruments,
delivered by the Company, such as: cargo safety belts,
etc.
22. Communicate to your superiors the dangers and material damages that
threaten the assets and interests of the Company or the life of the
workers, they must also report any damage they may cause
his colleagues, collaborate in emergency programs and others that
requires the Company, regardless of the functions it performs
each worker.
Immediately inform your superiors of the facts or circumstances.
that cause or may cause harm to the Company.
In the event of a work accident, it is mandatory to inform
immediately to the Immediate Boss, Human Resources, Security Chief and
Occupational Health; or to whomever exercises the legal representation of the
Company, in order to appear before the corresponding authority, in accordance with

it is established by the Labor Code.

25. Facilitate and allow the inspections and controls carried out by the Company
through their representatives or auditors.
[Link] care for the assigned vehicles for compliance with
your duties.
 regulations will be sanctioned with a fine and shall not constitute grounds for

severe sanction.
10- Enter incorrect data in the billing of products and services.
11- Receive payment checks that have not been filled out correctly and
that must be returned to the subscriber, a fine of up to 10% of the
remuneration.

ON FINANCIAL SANCTIONS - FINES

Art. - 63. Fines will be applied, in addition to what is stated in this

regulation, in the following cases:

1- To provoke discredit or enmity among the members of LA

COMPANY, whether executives, officials or employees;
2- Not complying with the orders and instructions given by their hierarchical superior;
3- Refusing to work during overtime, in case of emergency;
4- Carry out propaganda for purposes in the facilities of THE COMPANY
commercial or political;
5- Engaging in activities unrelated to THE COMPANY during working hours;
6- Making unfounded or malicious claims;
7- Not to keep the due consideration and courtesy in their relations with the
public attending the Company;
8- Not observing the provisions stated in any document that THE
COMPANY to prepare in the future, whose content will be disseminated among everyone
the staff.
9- Do not personally register your daily attendance according to the system.
of pre-established control by the Human Resources Department;

OF SERIOUS OFFENSES

Art. 64. They are serious offenses that give the right to sanction the
worker with the termination of the employment contract. Serious sanctions
it will apply to the worker who engages in the following behaviors, in addition to
as established in other articles of this Regulation, will be
sanctioned with a fine or Approval depending on the severity of the
missing the following:

Being subject to one or more of the prohibitions set forth in this

Regulation, except in cases where committing such prohibitions
previously considered a minor offense by the Company,
compliance with the provisions in this instrument.
2- Providing false data in the documentation submitted for being
hired by the Company.
3- Present false certificates, medical or of any kind to
justify your absence or delay.
4- Modify or change the protective devices or remove them.
preventive and safety mechanisms adapted to the machines, without
authorization from your superiors.
5- Change the company's controls in any way, whether they are
entry or exit of personnel, reports or sales indicators, accounts by
charge, process indicators of the company, etc.
6- To withdraw or attempt to withdraw from workshops, warehouses, premises, and offices
money, materials, raw material, tools, work in progress
finished product, information in written and/or magnetic media,
documents or any other asset.
7- Covering for a worker's absence.
8- Not informing the superior about damages resulting from the execution of any
work, and hide these jobs.
9- To render useless or damage raw materials, tools, implements, machines,
devices, facilities, buildings, equipment and documents of the Company or
clients, as well as vehicles belonging to clients.
10- Revealing confidential data about the Company to strangers.
technology, internal company information, and customer information.
11- Engaging in activities that involve competition with the Company; as well
to be a partner, shareholder, or owner of businesses similar to or related to the
business turnover of the company, whether by itself or through an intermediary, without
knowledge and written acceptance by the Legal Representative.
12- Verbal or physical mistreatment or serious acts of disrespect and
consideration for bosses, colleagues, or subordinates, as well as the
to originate or promote fights or brawls among their coworkers;
13- To cause serious accidents due to negligence or recklessness;
14- For serious indiscipline or disobedience to these Regulations,
instructions, rules, policies, code of conduct and other provisions
in force and/or that the Company dictates in the future.
15- To psychologically or sexually harass workers, colleagues or
superiors.
16- For ineptitude in the performance of the functions for which they have been appointed.
hired, the same will be determined in the performance evaluation.
17- Inappropriately handling Sales Policies, promotions,
discounts, reservations, money, and products of the Company for its Clients;
non-fulfillment of the sales targets established by management; thus
like the commercial information coming from the market.
18-Workers who have received two or more violations, from the
offenses classified as minor, within the monthly work period, and
who have been deserving of written reprimands for such acts.
However, if the worker had three written warnings within
a quarterly period of work, will also be sanctioned with
compliance with this article.
19- Committing acts that signify breach of trust, fraud, theft, scam,
conflicts of interest, discrimination, corruption, harassment, or any other
prohibited by law, whether regarding the company of the executives and
of any worker.
20-Carrying weapons during work hours when it is not required for your job.
21-To halt work or to incite the halt of activities.
22- Any final judgment issued by
competent authority, which sentences the worker to a custodial sentence of
freedom. If it is a traffic matter, it is the company's authority, if the
If a worker is absent for more than three days, a consent approval can be requested.

CHAPTER XVIII

FROM THE TERMINATION OF FUNCTIONS OR CONTRACTS

Art.- 65. The workers of __________________________ will stop

definitely in their functions or will end the contracts made with
the Company, for the following reasons, stipulated in article 169 of
Labor Code:

a) For the legally provided causes in the contract

b) By agreement of the parties.
c) For conclusion of the work, period of labor or services subject to the
contract.
d) Due to death or incapacity of the collaborators or extinction of the person
contracting legal entity, if there is no legal representative or successor that
continue the company or business.
e) Due to fortuitous events or force majeure that make work impossible, such as

fire, earthquake and other extraordinary events that the

contractors could not foresee or prevent what was foreseen.
f) For approval submitted by the workers or employer.
g) For the others established in the provisions of the Internal Regulations
and Labor Code.

Art.- 66. The worker who terminates their contractual relationship, for any reason.
from the causes determined in this Regulation or those stipulated in the
Labor Code, will sign the corresponding termination agreement, which
it will contain the detailed settlement of labor rights, in the
terms established in the Labor Code.

CHAPTER XIX
OBLIGATIONS AND PROHIBITIONS FOR THE COMPANY
 Art. - 67. The company's obligations, apart from those established in the
Labor Code, the following:

a) Keep the facilities in proper working condition,

from a hygienic and health perspective.
b) Keep an updated record of the worker's data and, in general
of everything related to the provision of its services.
c) Provide all workers with tools and instruments
necessary for the performance of their functions.
d) Treat workers with respect and consideration.
e) Attend, within the provisions of the Law and this Regulation the
claims and inquiries from workers.
f) Facilitate the labor authorities with the inspections that are necessary.
to verify the faithful compliance with the Labor Code and of
present Regulation.
g) Disseminate and provide a copy of this Internal Regulation
I work with its workers to ensure knowledge and
compliance with it.

Article 68. The prohibitions of the company, apart from those established in the
Labor Code, the following:

a) Withhold more than ten percent (10%) of the remuneration for the concept
of fines;
b) Require the worker to purchase their consumer goods in stores or
determined places;
c) Impose collections or subscriptions among the workers;
d) To make political or religious propaganda among workers;
e) Obstruct, by any means, the visits or inspections of the
labor authorities to the establishments or workplaces, and the
review of the documentation regarding the workers that said
authorities practice;

CHAPTER XX
SAFETY AND HYGIENE
Art. - 78. It will be considered a serious offense of the worker, the transgression of the

safety and hygiene provisions established in labor regulations,

of social security and Health and Occupational Safety Regulation of the
company, as well as the non-use of the safety equipment that the company
make available to the workers, with the company being empowered
to exercise the right granted to safeguard the integrity of your
personal

Article 79. Workers must comply with all measures of

hygiene and safety of the company and those established by the
authorities of the branch, as well as their regulations and rules.

Art. 80. If workers use the professional services of doctors

specifically, the company's medical service may visit the worker who
you will have a rest prescription for a check-up. The worker who
having a prescription for rest determined by the company doctor,
social security doctors or private doctors, if you do not comply with said rest or
With the medical prescriptions that were given to him, he will incur in a serious offense.

for the purposes of the disciplinary regime established in this Regulation.

CHAPTER XXI
OPERATION OF MOTOR VEHICLES AND TRACTORS

Article 81. Only authorized persons who hold a license of

current driving regulations that meet the necessary points for driving,
they will be able to drive vehicles or tractors owned by the company or that
rented by this. To drive vehicles additionally, the
worker must be expressly and in writing authorized by the company.

Article 82. Every person operating a tractor vehicle must follow the
good driving practices and respecting traffic rules, reviewing
the vehicle before using it, checking that it is in suitable condition
for its use and work, especially the water levels in the radiator, levels
oil in the engine, tires, brake, clutch, lights, horn, tools and
regulatory team.
Art.- 83. When a driver stops using a vehicle or tractor, they must
leave it with the necessary precautions.

Art.- 84. When a vehicle or tractor is not in perfect condition of

operation, it will be the responsibility of the person handling it to inform about
immediately to their supervisor or immediate boss, who will arrange for the vehicle
Do not be used until it is repaired.

Art.- 85. It is strictly prohibited to carry passengers or unauthorized persons.

authorized in the company vehicles or leased by it.

Article 86. The non-compliance with the rules established in this chapter,
they will cause sanctions to the worker, the same ones that according to their
gravity and consequences can be considered as minor offenses or
fines and the imposition of penalties, in addition to the responsibilities
economic compensation for the damages and losses caused.

GENERAL PROVISIONS

Article 87. Workers have the right to be informed about all the
regulations, instructions, Code of Conduct, provisions and rules to the
that are subject by virtue of their Employment Contract or Internal Regulations.

Article 88. The Company will approve at the Regional Labor Directorate,
any time, the reforms and additions that it considers appropriate to
present Regulation. Once the reforms or additions are approved. The
The company will make known to its workers in the manner it determines.
Law.

Article 89. In all matters not provided for in this Regulation, one shall adhere to

provided in the Labor Code and more applicable regulations, that remain
incorporated into this Internal Work Regulation.

Article 90. The present Internal Work Regulations will come into effect from
of its approval by the Regional Director of Labor and Public Service
…….