INTERNAL REGULATIONS OF WORK

INTERNAL WORK REGULATIONS OF THE COMPANY NAMED

"MAQUILADORALA CORREGIDORA" LOCATED AT AZUCENAS STREET #22
COLONY. FLORIPONDIA THAT IS FORMED BETWEEN THE COMPANY AND THE
WORKERS WHO PROVIDE THEIR SERVICES, THROUGH A
JOINT COMMISSION INTEGRATED IN TIME AND FORM TO THE NEXT TENRO:

DEFINITIONS
For the best interpretation and application of this regulation, the following are defined
términos:

Work Center: It is the physical structure where activities are carried out.
work-related.
Job position: Assigned place for a collaborator to perform the tasks.
assigned functions or tasks.
Company: It is the institution or organization that has legal personality.
Employer: he is the representative of the company
Duty: It is the obligation or responsibility to carry out an action.
Law: It is the power to act according to our ability, as long as it does not
harm the rights of third parties. It is the power to do or demand whatever
the law or authority establishes in our favor.
Attendance: It is the act of going to the workplace within the schedule.
established.
Absence: Act of not attending the workplace, or of attending later.
of the maximum established tolerance
Permissions: They are the justified absences from work previously authorized by
the competent person.
Deficiencies: These are the deficiencies and irregularities committed by the staff, either in
voluntarily and involuntarily.
Deficiencies: They are the errors, deviations, or defects made by the staff when
perform their tasks in the execution of their functions.
Irregularity: These are acts that contravene the rules, the non-compliance with the
homework of function and its repeated negligence, being able to be voluntary and
involuntary.
Sanction: It is the punishment or corrective penalty applied to the collaborator for the
offenses committed during the performance of functions; its observation is of
mandatory character.
Punctuality: It is the timely attendance of the collaborator to their center of
work within a set schedule.
Delay: It is the slowness or delay that the staff takes to not arrive on time.
entry established by the employer; A penalty is imposed with a deduction.
remunerative of their earnings.
 Incentive: It is the stimulus, prize, or recognition awarded to collaborators.
for their efficiency, effectiveness, productivity, or performance.
License: Right of the employee to be absent from the workplace, granted
in writing, by the competent authority.

CHAPTER I
GENERAL PROVISIONS
ARTICLE 1.- All workers engaged in the labor are subject to these regulations.
the company 'MAQUILADORA LA CORREGIDORA' and those who enter later.
ARTICLE 2.- It is agreed that this regulation complies with the stipulations
contained in article 422 and other related provisions of the FEDERAL LABOR LAW.
ARTICLE 3.- In accordance with the provisions of article 425 of the Federal Labor Law
This regulation will be posted in the most visible places of each department.
ARTICLE 4.- All employees are required to read the Regulations in full.
work environment upon entering to work for the maquiladora, and signing of acknowledgment in the
Income Register managed by our company for this case.

CHAPTER II
NATURE OF WORK
ARTICLE 5.- Workers must perform the work for which they were hired,
as well as all those tasks that are directly or indirectly related to it and
all related to her specialty. In the case of helping her colleagues who ...
find themselves pregnant or sick, unconditionally support them in not doing
efforts that may affect your health.
ARTICLE 6.- They must obey orders from the heads of General Administration and
the heads of their work area, as well as the General Director.
ARTICLE 7.- The work will be carried out by the workers with intensity, diligence and
necessary precautions to achieve the best quality and performance possible for the
production to achieve providing our clients with the highest level of service with the
to achieve their complete satisfaction.
ARTICLE 8.- How to behave and work at the job:

All activities carried out within the company must be done in a certain way.
organizada, rápida y eficaz.

Cleanly, in your work area.

With kindness, simplicity, and respect for all other colleagues.

They should always have a good presentation.

 CHAPTER III

WORKING HOURS AND DURATION OF THE WORKDAY

ARTICLE 9.- The schedule corresponding to the personnel who provide their services in different roles
shifts are as follows:

A) Day shift: From 7:00 AM to 3:00 PM, interrupting and/or discontinuing

at least the shift half an hour for rest and meals outside the place
of services or workplace.
B) Evening shift: From 3:00 PM to 11:00 PM. Interrupting and/or discontinuing the
journey at least half an hour for rest and food outside the place of
services or work center
C) Night shift: From 11:00 PM to 7:00 AM. Interrupting and/or discontinuing the
a journey of at least half an hour for rest and food outside the place of
services or workplace.

ARTICLE 10.- The time for rest and meals outside of the service location or
designated work center by the Company, will be granted without hindering the work,
starting from half an hour after a shift has started until an hour before
that it ends, trying to distribute these breaks as much as possible within the
convenience of the workers.

The parties agree that workers must clock in and out.

refers to the half-hour time granted for rest and/or meals.

ARTICLE 11.- Entrance to the general dressing rooms will be allowed one hour before
to begin the work, but entry to the interior of the factory only half an hour before
to begin, with the understanding that they should not hinder the work of their colleagues who
They continue working. The workers must leave the factory at the end of their shift.
allowing them only the necessary time that will not exceed one hour in any case
for their personal hygiene in the general locker rooms. It is mandatory for workers to bring their
uniform before starting their work

CHAPTER IV

CONCERNING SALARIES

ARTICLE 12.- For the calculation of work salaries, it will be computed from Sunday to
Saturday.

ARTICLE 13.- Salary deductions are prohibited except for those permitted by the
Federal Labor Law.

ARTICLE 14.- Salary payments will be made on Fridays at the usual place.
y/o designated by the company through ATMs or by any other means
half, requiring staff to be paid before starting or after finishing their shift, from the
6:30 to 18:00 hours on Fridays of each week.

ARTICLE 15.- In cases where it is necessary to change said

Payment hours will be notified in a timely manner to those interested.

ARTICLE 16.- Unpaid wages during working hours may be paid

next Monday, during the business hours of the cash register, which will be from 9:00 AM to 6:00 PM.

ARTICLE 17.- Payment shortages in the stripes must be claimed precisely in the
moment of receiving the payment, before the one who pays the salaries, to attend to and settle the
next Monday from 9:00 AM to 6:00 PM otherwise no applications will be accepted
claim for this reason.

ARTICLE 18.- The worker, when unable to collect their salary, may
to designate a person through a power of attorney in accordance with the provisions of the Law.

CHAPTER V

DAYS OFF AND VACATION

ARTICLE 19.- The Company will grant the Managers (Determining the days, without being
less than 1 day) of rest for every seven days of work, this being Sunday.
every week.
ARTICLE 20.- The days of mandatory rest with full pay are the
following:

I. On the 1st of January;

II. February 5;
III. March 21;
May 1st;
V. On September 16;
VI. On November 20;
VII. On December 1st of every six years, when it corresponds to the transmission of the
Federal Executive Power; and
VIII. December 25th.
IX. Those determined by Federal and Local Electoral Laws, in the case of elections
ordinary, to carry out the electoral day.

ARTICLE 21.- The Company will grant its workers annual vacations in accordance with
Article 76 of the Federal Labor Law, understanding that such days will be paid
with full salary, plus 15% vacation bonus.
ARTICLE 22.- The way to enjoy the holidays will be based on what is determined by
The Company. If the worker does not agree with the vacation schedule, they will express it.
in writing to The Company your disagreement, which will resolve the relevant matter.

CHAPTER VI

OBLIGATIONS OF WORKERS

ARTICLE 23.- Workers must comply with all the obligations set by law.
federal labor

Execute the work with the due intensity, care, and diligence.
2. Take the utmost care in the safeguarding and conservation of the materials and tools that
receive from the boss;
3. Return and keep in good condition the materials or instruments that have been given to them.

given the pattern for the completion of the work, not being responsible for deterioration or
force majeure.
4. Submit to the medical examinations provided for in the internal regulations and
other current company regulations to verify that they do not suffer from any.
disability or contagious or incurable disease
5. Inform the employer about any contagious diseases they may have, as well as.
as soon as I have knowledge of them.
6. Use a thimble to prevent work accidents.

ARTICLE 24.- Prepare the products according to the agreed quality and
accustomed

ARTICLE 25.- Receive and deliver the work on the agreed days and hours.

ARTICLE 26.- Upon entering the company, the worker must present an ID or card.
of job identification; in cases of forgetting it, the company guard
will notify the supervisor to authorize or not the entry.

ARTICLE 27.- In addition to presenting their ID card or identification card, the

The worker must clock in and out at the company's time clock.
ARTICLE 28.- Workers must notify the human resources department the
changes of residence and marital status; as well as the births and deaths of the
family members, the failure to comply with this obligation will result in
consequence of the suspension or loss of benefits granted by the company

ARTICLE 29.- workers will make good use of and maintain in good condition the
wardrobes, sanitary appliances, bathrooms, and other facilities that belong to the
company, likewise they will show the guard the instruments that enter or leave the
company.

CHAPTER VII

PROHIBITIONS

ARTICLE 30.- Workers are prohibited from:

Leave work without permission from your boss and supervisor

2. Entering and leaving the factory during working hours or outside of them.
3. Collecting money, selling objects, or holding any kind of raffles without authorization.
boss.
4. Say obscene words or perform acts that disrupt discipline in the place of
work or affect any member or visitor of the company.
5. All the acts listed in article 135 of the LFT

I. Carry out any act that may endanger your own safety, that of your ...
work colleagues or those of third parties, as well as those of establishments or
places where work is performed;
II. Absence from work without just cause or without the employer's permission;
III. To subtract from the company or establishment work tools or raw or processed materials;
IV. Presenting oneself to work in a state of intoxication;
V. Reporting to work under the influence of any narcotic or narcotic drug, except that
There is a medical prescription. Before starting their service, the worker must report the fact.
in knowledge of the pattern and present the prescription signed by the doctor;
VI. Carrying weapons of any kind during working hours, unless the nature of
this is required. Sharp and piercing-cutting items that form are excepted from this provision.
part of the tools or implements specific to the job;
VII. Suspend work without the employer's authorization;
VIII. Make collections in the establishment or workplace;
IX. Use the tools and equipment provided by the employer for purposes other than those intended.
to what they are intended for; and

X. To make any kind of propaganda during work hours, inside the establishment.

6. Check a card that is not your own.

7. Use personal protective equipment in an incomplete and inadequate manner.
8. Use the lunch break for more than half an hour.
9. Delivering the work outside the agreed time.

CHAPTER VIII

OF THE PERMISSIONS

ARTICLE 31.- Any worker who needs to miss work for justified reasons,
It will request authorization in writing or through the joint committee, at least one day in advance.
prior to the one that needs to be absent, all kinds of individual permissions must be made before the
immediate boss, who will notify the Human Resources department in writing; the
The permits granted will not exceed a period of eight days and will be unpaid.

ARTICLE 32.- When due to force majeure, any worker is forced to

missing work without fulfilling the previous requirement, you must justify your absence in the
Human Resources department within the next 24 hours.

ARTICLE 33.- When a worker is unable to work due to illness

to attend to your work you must inform your immediate supervisor in a timely manner or in your
defect to the Human Resources department; so that they are considered justified.
absences, you must timely submit your incapacity certificate issued by some of the doctors
of the I.M.S.S., or of the company.

ARTICLE 34.- Any worker who does not meet the requirements set forth in the articles
previous ones and that I miss work without permission and without just cause, will result in the
Company without any responsibility, apply the corresponding sanction according to the
Law. When the worker has more than three unjustified absences within a period of 30
days, the provisions of the Law will be followed.
ARTICLE 35.- A simple notice of absence will not be considered as a justified reason for not attending.
labor but the cause must be satisfactorily justified in the Department of
Human Resources.

ARTICLE 36.- Workers are prohibited from leaving their work without permission from
your immediate boss.

ARTICLE 37.- When workers need to address the Human Resources Department
Humans or at the General Office for any particular matter, they must obtain permission from their
respective boss. In case of requesting to go to General Offices, the signature of the Department of
Human Resources. All leave will be granted in writing. It will not be taken into account.
verbal permissions.

ARTICLE 38.- When a worker is not working and wishes to enter the interior of the
factory, must request the respective permission from the Human Resources department.

CHAPTER IX

DISCIPLINARY MEASURES

ARTICLE 39.- The violation by workers of this Regulation will be grounds

of sanctions, which will consist of warnings, reprimands, suspensions in the
I work for up to eight days without pay or termination of the Employment Contract.
in accordance with the law.

ARTICLE 40.- Any worker who, through carelessness or negligence, damages materials
First, the product produced or will cause defects in the properties of the Company, will be
sanctioned as appropriate, with one of the punishments mentioned in the previous article
they will be charged the value of the damages caused.

ARTICLE 41.- When imposing the penalties referred to in the previous articles, it
will take into account the seriousness of the offense, the circumstances in which it was committed, the
personal background of the worker and all those facts that must be taken into account
count so that justice is done, the punishment that is actually applied to the offender
correspond according to the Law.

ARTICLE 42.- For the purposes of this chapter, the Company will make known what
Articles 422 and 425 of the Federal Labor Law will be printed and posted with
permanent character in the most visible places of the different departments of the factory,
In order for all personnel to be informed and for greater dissemination, a copy will be provided.
to each worker.

CHAPTER X

OF THE GUIDING PRINCIPLES OF CLIENTS

Article 43.- At the request of our clients and striving to uphold our values,
and/or quality policies, we attach the guiding principles that must be fulfilled by
of all the workers in the maquiladora:

a) Internships at the workplace

We support fair employment practices in the context of relationships with
our employees, consistent with a commitment to human rights in
the workplace, and additionally, we seek to provide a safe and
joy in which to work.
To comply with the current federal labor law applicable in businesses, including those that
they refer to compliance with work schedules, compensation, rights
employees to choose if they want to be represented by third parties and negotiate
collective manner, as well as working conditions and other similar activities.
We seek to create a work environment where individuals are treated with
dignity, equity, respect. We recognize, appreciate, respect, and celebrate the
cultural differences and the diversity of origin and thought of our
employees.
We expect our suppliers to adhere to current laws, regulations, and
principles.

b) Work Environment
We hope that our suppliers judge their employees and contractors based on
their skills to perform their duties and not according to their beliefs or
physical and/or personal characteristics, in such a way that reaffirms the principle of not
discrimination based on race, color, sex, religion, nationality or
sexual orientation.

c) Health and Safety

We hope to provide a safe workplace with policies and procedures.
in force that minimize the risk of accidents, injuries, and exposure to hazards that
affect health.

d) Salaries and Benefits

We hope to compensate our employees fairly and competitively in

relationship with its industry and in absolute compliance with the federal labor law
about salaries and working hours and provide opportunities for them to develop their
skills and abilities.

e) Environmental Practices
 We hope to protect and preserve the environment. At the very least, we hope
comply with the current environmental laws, regulations, and rules in all
our operations.

f) Forced Labor and Minors: Labor Abuse

We hope not to employ anyone who is below the age.
legal to work nor to allow abuse or harassment, whether physical or of another nature, nor
nor the abuse of forced labor or any other form of compulsory work in any of
our operations.

g) Communication
These 'Guiding Principles' will be communicated to our employees. They must be
provide these principles in the local language and place them in a visible location.
We will also develop and implement internal mechanisms that allow for the
monitoring the compliance with these principles.

CHAPTER XI

ON UNION MATTERS

Articulo 44.- Los delegados departamentales trataran los asuntos de trabajo con el jefe de
department; if they do not reach an agreement, the head of the department himself will authorize it.
written to the departmental delegate to address your matter directly with the general delegate
from the union, who will present the matter to the human resources department.

Article 45.- The permits that union officials need to address matters
of work outside the department where they provide their services will be requested from the
Department of Human Resources by the General Delegate of the Union, must be
inform the head of the corresponding department about these permissions from both parties.

Article 46.- No union official, except for the General Secretary, may
leave the Factory without having previously required it from their immediate supervisor and from
Human Resources department the written permission that will be granted only in
justified cases, the time that union officials dedicate to work matters
without prior permission will be deducted from your salary.

CHAPTER XII
OF THE EQUIPMENT AND TOOLS
ARTICLE 47.- Workers are obliged to return at the end of the working day.
work the material that would have been provided, with no further deterioration than that caused by the
normal.
ARTICLE 48.- Workers are responsible for the tools provided to them.
therefore, as soon as they notice any shortage, they will give timely notice to take the necessary actions.
corresponding investigation.
ARTICLE 49.- Workers must store the tools in the designated place.
for them, within the company.
ARTICLE 50.- It is strictly prohibited for workers:
a. Extract drawings, tools, materials, etc. From any department without
written permission from the Company.
b. Take out of the maquiladora, tools belonging to the Company, without permission.
written by the Warehouse Chief.
c. Make modifications to reforms, machines, tools, etc., without the Chief's order.
of Department or without being their specialty for which they were hired.
d. Carry out work within the Maquiladora that is not for the Company.
e. Introduce newspapers, magazines, books, and make propaganda of any kind verbally
or written in the Company.
f. Distracting other workers unnecessarily.

CHAPTER XIII

ON SECURITY MEASURES:

ARTICLE 51.- It is strictly prohibited for female workers to do the following:

a) Repair electrical machinery for workers who do not belong to this specialty.
b) Lubricate, clean, or repair moving machinery except for the person who
is equipped to carry out these jobs, in operation.
c) Pass under suspended materials.
d) Approach moving machinery except when done in the
performance of their respective job.
e) Operating machines or devices without knowing their operation and without authorization.
f) Remove or disable protective guards, barriers, fire alarms, warnings.
tremors, etc., aimed at accident prevention.
g) Sleeping during work hours.
h) Make unnecessary noises, play, and perform any act that endangers the
own safety or that of others, as well as the facilities of the
company.
i) Presenting oneself in a state of intoxication or with alcohol on the breath.
j) Wearing tennis shoes, heels, or sandals in work areas.
k) Putting on makeup or styling hair in work areas.
l) Smoking or chewing gum inside the company's facilities.

ARTICLE 52.- Workers are obligated, without exception, to obey the

instructions from any member of the Joint Commission on Safety and Hygiene, the
departmental security representatives and/or any representative of the company, who
it is done to prevent or avoid a risk due to the existence of an unsafe action and condition,
or any violation of safety regulations.

ARTICLE 53.- All workers are obliged to undergo medical examinations.

periodicals that regulate the Law and the Employment Contract currently in force and others
applicable regulations.

ARTICLE 54.- Workers who contract venereal diseases will stop attending
to their work while the risk of infection is assessed by the IMMS or doctor
company, being obliged to continue their treatment subject to the regime determined
the medical service itself until their health is permanently restored.

ARTICLE 55.- Workers for their own good and for the good of the community must
must present themselves to follow the prophylactic instructions or procedures that are
give them to counteract epidemics or simple diseases.

ARTICLE 56.- When a sick worker wishes to use the services of any
private doctor not affiliated with IMSS or the company will be at the expense of the interested party.
corresponding expenses; the medical incapacity issued by the same will not be valid for
effect of incapacity due to illness or work risk.

CHAPTER XIV

WORK RISKS

ARTICLE 57.- The Company shall establish the hygiene and safety measures it deems necessary
the Federal Labor Law, the Federal Regulation on Safety and Hygiene at Work,
the Official Mexican Norms related to the activity of The Company, the additional ones that
relevant estimates, and those indicated by the competent authorities. The staff is
will refrain from taking any action that could endanger his own safety, that of his
colleagues or that of the clients.

ARTICLE 58.- Under no circumstances shall workers during the periods of

temporary medical disabilities, nor the workers during the pre-disabilities and
postnatals, must report to the workplace, except for the delivery of the
corresponding certificates.

ARTICLE 59.- When the worker suffers a work accident, they must give notice
immediate to their direct supervisor or the head of personnel in order for them to take urgent action.
pertinent measures.

ARTICLE 60.- There will be in the Company the first aid kits that are considered necessary with
all the implements and tools necessary that comply with the Mexican Official Standards
for the care of workers who, in case of accident or illness, require
immediate assistance.

ARTICLE 61.- When a worker contracts any contagious disease, he or

any other employee of The Company who knows of the fact, are
required to notify their supervisor immediately, so that the sick worker can be
examined by the IMSS doctors.
According to the medical report, the Company must take the necessary measures to
prevent the spread of the disease.

CHAPTER XV

WORK RISKS AND GENERAL DISEASES

ARTICLE 62.- In cases of occupational risks or diseases, the provisions will be followed.
make the respective laws available.

ARTICLE 63.- Absences due to illness must be justified with a medical certificate.
issued by the Mexican Social Security Institute.
ARTICLE 64.- The maquila workers, on their own or through a representative,
they must submit the sick leave due to general illness or work risk to the boss of
Department to which they belong, maximum after two days of being issued.
incapacity by the IMSS. Otherwise, the respective deductions will be made in
payroll and there will be no right to reimbursement.

ARTICLE 65.- When a worker reports sick and a visit is made

the home worker is not present due to reasons attributable to the worker themselves, or if in the judgment of
the doctor will not have any obstacle to attend to his duties, the absence will not be justified,
prejudice of the corresponding sanction.
ARTICLE 66.- When a worker feels ill during their workday, the
the immediate supervisor will authorize its referral to the medical service of the maquila or, if applicable, to the
IMSS, for your attention, who in your case will justify your departure.

ARTICLE 67.- Workers who resume their duties after an incapacity

they must submit in a timely manner the registration certificate issued by the I.M.S.S or doctor of the
maquiladora company.

TRANSITORY
I.- This regulation will come into force from the date it is deposited.
in compliance with the provisions of Articles 442 and 425 of the Federal Labor Law
before the Federal Board of Conciliation and Arbitration.
II.- It is established that this Internal Work Regulation shall be strictly adhered to
the provisions of the Law and the Collective Labor Agreement in force at the Company, in
consequences only those articles whose reform was mandated can be reviewed
modifications that may in turn suffer in the future, the provisions of the Collective Agreement of
Currently active work.

FOR THE COMPANY 'MAQUILADORA LA CORREGIDORA S.A. DE C.V.'

_________________________________
PRECOMA TREVIÑO GIBRANA
Legal Representative

FOR THE WORKERS OF THE COMPANY 'MAQUILADORA LA'

CORREGIDORA

_________________________________
RODRIGUEZ NICOLÁS MARÍA
OF THE LIGHT
Worker

__________________________________
GASCA SÁNCHEZ SUSANA PATRICIA
Worker