Code of Ethics & Conduct – Employees

Galber is an organization responsible for the impacts that its decisions and activities have on society and the environment, through ethical and transparent behavior that contributes to sustainable development, health, and welfare of society.

Taking into consideration the expectations of its stakeholders, as well as complying with applicable legislation and being consistent with national standards of behavior, at all levels of the organization and put into practice within its area of influence.

The purpose of this code is to provide employees with a reference to the values and ethical principles that should guide their conduct in the performance of their duties. For this reason, this code of ethics and conduct has established a framework of reference and guidelines for conduct based on and congruent with the Mission, Vision, and Principles of the Organization.

It is the responsibility of each employee to know and understand the values and principles set forth in this code. Likewise, it is the responsibility of all employees of the organization to comply not only with what is written in this code, but also with its spirit and, consequently, to respect and comply with its values and principles, encourage their colleagues to observe it, denounce or report violations, cooperate in investigation processes and seek guidance when required.

Personnel conduct must reflect Galber’s values and principles, demonstrate ethical leadership, and promote a work environment with honesty, integrity, and trust, among other aspects.

To form a group of people with integrity and commitment to work, are objectives clearly described in our Code of Ethics and Conduct, since our company is based on the commitment to quality, continuous improvement, and optimal development of each employee and especially in the highest standards of organizational excellence, to publicize provisions of conduct and behaviors to which every person who maintains a direct or indirect relationship with Galber is subject.

Galber is a company committed to healthy coexistence, values, good habits, best practices, and continuous improvement.

Seeking in its organizational structure to present indicators and behavioral criteria, where much of the regulations will rest. The integration of principles and behaviors expected from each of the collaborators.

This Code of Ethics and Conduct concerns general situations, therefore, it is illustrative but not limiting; however, new issues that arise will be incorporated into this code in the following versions and updates; meanwhile, they will be resolved as the Steering Committee has contemplated, within the framework of ethical criteria and organizational values.

Our Code has a scope of compliance for all Galber employees.

It is defined as an ethical commitment that includes principles and standards for the proper development of relationships between Galber and its main stakeholders, under the following guidelines:

• Institutionalize principles, ethical conduct, standards, and internal discipline.
• Maintain an institutional identity and philosophy.
• Encourage respect and good manners among all collaborators.
• Create a structure that avoids harassment at work.
• Promote work schemes with a good working environment and work climate.
• Promote communication and respect.
• To procure proactive, pleasant, and solid labor relations.
• All interested parties who directly or indirectly maintain any labor, economic, social, and/or industrial relationship with Galber will receive fair and dignified treatment.

To create value for Clients, Shareholders, Personnel, Society, the Environment and its surroundings, manufacturing and commercializing innovative products with global quality, applying systems that contribute to the constant improvement of processes and products, as well as the performance and development of the Human Capital that is part of our Organization.

To help each person at Galber to reach their potential for self-fulfillment, so that we can grow as individuals, as a community, and as a company through a culture focused on the well-being of our collaborators and organizational effectiveness that will result in integral solutions, focused on the benefit of our clients, in their product and service needs.

• We Value People
• Organizational Effectiveness
• Justice

In Galber we join the value chain of our customers, with the commitment to manufacture and market competitive products that meet their requirements, maintaining and continuously improving the effectiveness of the Quality Management System to achieve our objectives.

Our stakeholders must uphold the human rights of employees and treat them with dignity and respect. Applies to all employees, including temporary employees, students, contractors, direct employees, and any other employee. The employment standards that our stakeholders must comply with for their employees are:

They will not use forced labor, bonded labor (including debt bondage), non-cancellable long-term contract labor, or forced labor of persons in prison and will not engage in slave labor or human trafficking. Our stakeholders will ensure access to personal documentation (e.g., government-issued identification, passports, or work permits) and payments to contract workers or labor fees and expenses.
ILO Convention No. 29 on Forced Labor.
ILO Convention No. 105 on the Abolition of Forced Labor.

They will not use child labor, as defined by applicable legislation. We expect our customers and suppliers to support our efforts, which aim not to use these practices wherever they exist in the value chain.

They must comply with all applicable national legislation regarding working hours and overtime and shall also guarantee one day off for every six days worked.
ILO Convention No. 14 and No. 106 on weekly rest.

Comply with all applicable local and national laws regarding wages and benefits.

Comply with all applicable local and national laws on employee abuse and shall not permit dissocial or inhumane treatment, including any form of sexual harassment, sexual abuse, corporal punishment, physical or mental coercion, or verbal abuse of workers.

They shall not practice any type of discrimination based on race, color, age, gender, sexual orientation, ethnic origin, different abilities, pregnancy, figure, religion, militancy, politics, union membership, marital status; in hiring and employment-related practices.
United Nations Declaration on the Elimination of All Forms of Racial Discrimination.
Convention concerning Discrimination in Respect of Employment and Occupation No. 111.

We will comply with all applicable laws, rules, regulations, and requirements in the manufacture and distribution of our products and supplies and in the provision of services to the company.

Galber must provide employees with a safe and healthy work environment for all employees, including appropriate controls, safety procedures, preventive maintenance, and protective equipment. Practices must comply with all relevant local and national laws, codes, and regulations. They should maintain records of health and safety training, accidents, workplace injuries, and emergency evacuations.

In Galber we believe in the power of institutions, rules, norms, rights, and obligations, therefore, we are committed to complying with all the provisions in International, Federal, and State regulations. As well as those that are private initiative, civil, and governmental institutions that contribute to the integrity and development of human beings, that is why we pay special attention to respect for human rights, the Constitution of the United Mexican States, the Federal Labor Law, and any document that is of an official nature and we observe them with punctuality and zeal.

Our commitment is always to emphasize compliance with fundamental rights and to follow the provisions issued by these institutions.

Acts of discrimination are generally obviously offensive, and therefore easy to identify. Sometimes the situations may not be entirely clear. However, to prevent and eliminate any discriminatory action, we define this concept as follows:

All people are entitled to enjoy in the same way the rights recognized by the Constitution, international treaties, and laws. Any exclusion or differentiated treatment motivated by reasons of ethnic or national origin, gender, age, disabilities, social condition, health conditions, religion, opinions, sexual preferences, marital status, or any other that violates human dignity and aims to nullify or impair the rights and freedoms of individuals is prohibited. In the same way, it is prohibited any practice of exclusion that has the purpose of preventing or nullifying the recognition or exercise of the human rights recognized in our legal system. In Mexico, titles of nobility, privileges, or hereditary honors shall not be valid. (www.cndh.org.mx)

Reflect and analyze, if at any time you have been discriminated in any way, or you witness that any person within Galber makes discriminatory comments or actions, you are invited to report such situation in the email buzongalber@galber.com especially if it continues. At Galber we are very careful not to violate human rights or individual guarantees, which is why we will not tolerate any discriminatory expression, action, or manifestation in any form. We do not allow harassment at work or sexual harassment, or any kind of disrespect.
We are a company that values the person, human talent, and the development of our employees beyond their physical appearance or social condition.

At Galber, the selection and hiring of personnel are based on the capacity, professional experience, and the level of identification that the candidates have with the company’s values; therefore, the incorporation process must be efficient, professional, and responsible.

The selection and hiring process is carried out with respect and transparency. It is adapted to cultural and legal characteristics, above all complying with a selection and recruitment process based on quality standards.

Respect for the candidate and his or her selection process is fundamental, the treatment we provide to people is based on dignity and the right to one’s own identity. Therefore, our recruitment and selection processes are designed so that no candidate is discriminated against. People’s qualifications, competence, and talent are individual qualities and are the real focus of our talent search.

Confidentiality in the recruitment process consists of guaranteeing the right to safeguard personal and family information and the applicant’s image. Candidates place sensitive information in our hands so that we can manage their interests in recruitment. This information used for other purposes could adversely affect their confidentiality and interests. We are committed to safeguarding it and handling it with respect.

Our company seeks to provide a healthy and productive work environment that promotes the potential and creativity of each one of us while fostering collaboration and teamwork.

Employees have the right to express themselves and present initiatives, as well as to enjoy a work environment where fundamental human rights are respected, where each person has the opportunity to demonstrate his or her talent, development, creativity, and initiative for the achievement of objectives and the development of projects. Each person is considered special and worthy of respectful treatment.

To this end, the organization gives high priority to:

• Follow the labor laws and regulations set forth by the authorities.
• Promoting absolute respect among employees.
• Safeguarding our employees and facilities.
• Protect the environment and occupational health.
• Define, communicate and enforce policies and regulations.
• Guarantee the confidentiality of their data and provide the necessary channels to inform them about the use that is given to them.

No employee at Galber will be subject to discrimination based on race, disability, illness, religion, sexual orientation, political opinion, age, or gender.

The salary received by Galber’s employees is by the function performed, always respecting the agreements of each sector.

A committed employee, on the other hand, is constantly seeking to perform his or her activities with quality; he or she sees his or her position as a value-added position in which it is possible to improve processes.

To this goal, the employee gives high priority to:

• Follow the labor laws and regulations set forth by the authorities.
• Promoting absolute respect among employees.
• Safeguarding the facilities and their work tools.
• Protect the environment and avoid engaging in practices that endanger their safety and their coworkers.
• Comply with policies and processes.
• Avoid romantic relationships between colleagues.
• Employees may not be suppliers or partners of a Galber supplier without authorization from the General Management.
• It is not allowed to have employees who are active in politics or pretend to be.

Usually, a person committed to his work and organization stands out because they go beyond what is required, they know that the success of their work depends on the energy that is imprinted on his processes. Organizational commitment, then, arises when people identify with the organization and find meaning in their work.

Meaning arises from the motivation of moving towards the achievement (progress), feeling worthwhile (well-being), and being part of something (belonging). “Organizational commitment is the relative strength of an individual’s identification and involvement with an organization.”

At Galber we develop a congruent, human, and professional leadership model, based on competencies rather than training Directors, Managers, Chiefs, or Supervisors, we seek to train leaders:

“The leader is that person who is capable of influencing others. It is the reference within a group, who carries the responsibility of leading within the group”.

They must be generators of unity, dialogue, and communication among themselves, and to ensure good manners, to be an example to their collaborators and the collaborators must be co-responsible with their leaders.

At Galber we have developed a collaboration model based on loyalty, respect, and commitment to the organization and its leaders.

You must take into consideration the following aspects:

• Loyalty and confidentiality: It are the value that makes the person act congruently concerning the word he/she gives as soon as he/she generates a commitment with his/her leader. To be loyal is not to divulge or sell information, not to betray trust, to show commitment, not to abandon ship in times of storm.
• Respect: Respect allows the daily work to develop in a cordial environment, generating a healthy coexistence based on internal guidelines, this implies a kind and polite treatment towards the leader, that is why it is usually synthesized in the phrase “do not do unto others what you do not want others to do unto you”.
• Commitment: It is to contribute to the organization to which you belong, doing a better job than expected. The success of an organization lies in the level of commitment between collaborator and leader to achieve the objectives, meeting goals, working as a team, using creativity and extra effort, as well as in the internalization of the company’s values in the daily work.
• Initiative: Having initiative and anticipating is equal to knowing more, learning more, and climbing higher and higher positions. The person who has initiative, desire to learn and help, has potential. Sooner or later he or she will rise.
• Attitude: Having an optimistic, friendly, and enterprising attitude will be of great help in achieving the objectives of the area; it is very important that you have a helpful attitude, away from all kinds of interests and, above all, a high willingness to work to achieve the objectives pursued both individually and as a team.

Labor harassment is any kind of mockery, discrediting, aggression, hurtful comment, sarcastic attitude against a person in a malicious way. Exhibiting it by any means (mail, verbally, publicly, etc.) to put a person in a bad light before their bosses and colleagues.

At Galber we seek that the relationships derived from work stimulate collaboration and team participation, effective communication among collaborators.

Workplace harassment manifests itself in many ways, some of the most serious documented in the common of companies, as aspects that we must avoid:

• When an employee shouts or insults another, either alone or in the presence of other people, to mock, attack, and discredit.
• Continuously threatening the employee with dismissal and making comments alluding to a possible dismissal, generating wear and tear and discomfort.
• Treat him/her in a discriminatory manner, use exclusive measures against him/her in some aspect, as well as ignore or exclude him/her.
• Holding back information that is crucial to his/her work or manipulating it to induce him/her to make mistakes in his/her work performance, and then accusing him/her of negligence.
• Defame an employee, meaning malicious or slanderous rumors that undermine the employee’s reputation.
• Blocking the professional and/or employment career of an employee by hindering access to promotions, training courses, or preventing, through slander or discredit a possible promotion.
• Maliciously criticize the ideas, proposals, and solutions that an employee contributes to a project to annul it.
• Ridiculing and/or underestimating the work or results of a collaborator, without giving objective feedback.
• Invading the employee’s privacy by interfering with their e-mail, telephone, checking their belongings, documents, desk, drawers, without their authorization or justification, unless it is through the IT area by policies or an audit that is so scheduled.

In our organization, no manifestation of harassment at work is allowed and any action related to these characteristics must be reported through the mail buzongalber@galber.com being the medium as a general mailbox since the most important asset in our organization is the human capital and therefore must be safeguarded in all aspects.

Just as we care for and respect our family and home, we must promote a good working environment within the organization.

Relationships between collaborators of the same department or other areas are based on trust, solidarity, dialogue, mutual agreement, and therefore they must share projects and work processes, generating synergy to achieve the fulfillment of our goals.

Each department is indeed assigned certain tools, equipment, and spaces for the operation of their work, it is also true that nothing has the character of exclusivity or privilege, unless it comes from some official instruction, which may eventually deprive another department of any tool, equipment, and space that is available.

All this in an atmosphere of fellowship, mutual support, service, tolerance, agreements, and a good attitude. We must promote a good disposition, openness, warmth, and service among ourselves and towards all our collaborators.

It is expected to be open to dialogue, to mutual encounter with others, and not to make impassable and hermetic fortresses within each department or branch, that each department is open to the other departments of the company, generating an atmosphere of solidarity and collaboration.

Galber’s purpose is to be the best option for customers by offering them the best treatment and attention while providing service and quality products.

We promote among our clients’ compliance with the legal framework, we recommend that they develop their activities within the framework of the laws in force. For this reason, in case we identify that a client is involved in illegal acts (money laundering, organized crime activities in general), it could result in the termination of the commercial relationship with the implicated party and we reserve the right to do so.

One of the values within the company is to provide cordial and respectful treatment to customers, highlighting integrity and professionalism and on the other hand excludes negligence, discourtesy by any employee.

To create and maintain trust and credibility between the organization and its customers, we are committed only to what is stipulated and previously announced.

However, if due to unforeseen circumstances it is not possible to fulfill the commitment made, the organization must give a satisfactory response to customers. We seek to ensure that the sales arguments we use are free of false or misleading information regarding promotions and discounts, as this is a violation of our values.

As members of our stakeholders, you must defend the human rights of workers and treat them with dignity and respect, as well as comply with applicable laws, regulations, and requirements for the distribution of our products and supplies and in the provision of their services.

It is important to mention that, for no reason will retaliation be taken when a customer generates a complaint that violates the above described. No disciplinary measures will be applied, nor will we discriminate in any way for providing information about non-compliance by any collaborator in Social Responsibility.

We do not maintain business relationships with criminal, terrorist, or government-banned organizations.

We seek that our relationships with suppliers are handled with transparency and professionalism, to ensure equal opportunities and quality standards.

Galber promotes among its suppliers’ compliance with tax and labor responsibilities towards the authorities, so it recommends that they develop their activities within the framework of the laws in force. Galber may investigate when appropriate, reports submitted for possible illegal or unethical activities of any supplier and if the evidence is found, it may result in the termination of the business relationship.

It is forbidden for any employee to send or give gifts to any member of the value chain, at any time of the year, without authorization, to take products without paying or alter the inventory to allocate products for this purpose.

It is important that the employee shows objectivity and transparency in the management of their work, according to the guideline: “Do not accept or request gratuities, favors, or special attention from suppliers” and not thereby decrease the quality of care and service, or make distinctions or give privileges in exchange for gifts.

We reject any kind of corruption. Giving or receiving bribes is illegal, it is unethical, so all our transactions must comply with anti-corruption laws issued by the authorities in force within the framework of transparency.

For this reason, no action will be taken for any reason when a supplier generates a complaint that violates the above. No disciplinary measures will be applied nor will we discriminate in any way for providing information about non-compliance by any collaborator in Social Responsibility.

We do not maintain business relationships with criminal, terrorist, or government-banned organizations.

We do not participate in any agreement or campaign that deliberately seeks to discredit and attack our competitors; rather, we compete based on quality and service in the markets in which we operate and do not use strategies to discredit our competitors.

We avoid making comments or statements about our competitors as much as possible, but when it is necessary to do so, we will do so fairly and objectively. In no case do we attempt to discredit or tarnish the credibility and name of a competitor; our focus is on healthy competition in the market through service and quality standards.

Galber’s collaborators will relate with public authorities and institutions, in those states where it develops its activities, in a lawful, ethical, respectful way and aligned with international provisions for the prevention of corruption and bribery.

Personnel who have relations with public administrations must document and certify compliance with the applicable internal and external regulations.

As a rule, no Galber employee may offer, grant, request or accept, directly or indirectly, gifts, gifts, favors, or compensation, whatever their nature or from any authority or officials.

Only gifts and hospitality of low value that are proportionate and reasonable according to local practice, transparent, given for legitimate interests, socially acceptable and sporadic, so that their content or regularity could not lead an independent third party to doubt the good faith of the collaborator or the company, are exempted from the above rule.

The usual practices regarding gifts and hospitality will be monitored, evaluated, and properly recorded by the company.

Employees shall refrain from making facilitation or expediting payments, consisting of the delivery of money or other things of value, regardless of their amount, in exchange for expediting the case of a procedure of any nature, before any judicial body, public administration, or official body.

Employees shall avoid obtaining undue advantages in tax matters for Galber and shall ensure that the information declared in this area to the authorities is truthful and accurately reflects the reality of the company.

In those countries where there are requirements and restrictions on international trade, employees shall scrupulously comply with the regulations in force and submit the required information on their activities to the authorities upon request.

Galber’s Social Responsibility understood as its social and environmental commitment in the development of its activities and for the benefit of all its stakeholders, is part of its business model.

Our social commitment is materialized in the development of sponsorship, benefit, and social action activities, carried out by the organization or channeled through collaboration with social organizations.

Galber will take actions to minimize negative impacts throughout the entire life cycle of our products until their final disposal by developing, at each stage of the design, manufacturing, distribution, and sales process measures to reduce and compensate for such impact.

In Galber, the prestige of the brand is our greatest asset that has been earned by investing not only in resources but progressively through years of work and effort to obtain the preference and sympathy of our customers.

The quality that Galber has in its work towards its customers, is the best way to position itself in the taste of them. That is why each collaborator must have respect for the brand and take care of this good reputation in the market through very concrete actions such as:

• Not using Galber’s name to obtain favors or benefits before third parties.
• Do not use the Galber uniform in places or situations where the prestige of the brand is put at risk.
• As collaborators of Galber, it is forbidden to enter with a product, advertising, or bags of the competition.
• Do not use the official brand of Galber as logos and colors for the drafting of letters, offices, or any document without authorization.

Our employees in areas of operation are required to wear the uniforms provided by the company and maintain a personal appearance in accordance with the guidelines that their job requires, keeping a proper image. Personal appearance requirements are based on considerations such as cleanliness, discretion, personal hygiene, and the generally accepted standards of personal image.

The personal presentation and regulatory clothing will always project neatness and decorum, maintaining a clean image and in good condition, and in no way will it be accepted to dispense with the use of the uniform, using common clothes without justification. Within the facilities and during working hours, all employees must conform to the image, leaving aside the clothing that is not the one indicated in the policy and deviates from the image. Shoes must be polished, and the uniform is mandatory every day. The first impression should project cleanliness and a proper image.

Haircuts must be kept traditional; extravagant haircuts and hairstyles are prohibited. Beards and mustaches, if used, must be hygienic and good-looking. As well as expressing an institutional image within the parameters of the organization.

It is also part of our image, our ability to maintain order and care of our things and spaces, disorder and poor control, affects our personal image, so we are invited to show a nice image of our area, ensuring that work activities are of higher quality.

A pleasant appearance of the company will provide employees with a positive impression of the organization and generates a professional face to the outside. Uniforms also generate an identity as an organization.
Consult the Image and Dres’s Policy in document control, which defines the type of clothing that can be worn in each area.

During their stay in the company, employees shall take care of and make proper use of computer equipment, furniture, stationery materials (use of supplies for office or personal matters), work tools, as well as the facilities in general: common areas, restrooms, dining area, corridors, doors, windows and therefore everything that is at their service and disposal by the company. The damage caused with malice to any movable or immovable property may be considered as a serious offense with the consequences that this may have, being extremely serious when this is verifiable and any kind of simulation, fraud, breach of trust, theft, and robbery is verified.

At Galber we are governed by common sense and collaboration. In any organized community some rules ensure a healthy coexistence, in an environment of responsible freedom, which is why we encourage discipline, order, and respect for the rules. Employees are reminded that their main role is to fulfill the objective of the position for which they were hired and to perform with quality the functions and responsibilities of the same, as well as to observe the behavior and conduct expected by the competencies of their profile.

We are required to have rules of civility and politeness such as: give way in the corridors, ask for things by please, say thank you, greet, give support, respect other people’s things, be reliable, do our work well, obey the instructions of the immediate boss, follow the instructions given to us, be willing to work in a team, be supportive in common tasks, provide support when necessary to those who ask for it, treat colleagues in our department and other departments well and with respect, promote unity, make comments that contribute to the good of the company and its members, as well as any action that contributes to having good manners and courtesy, since all this makes the company more humane and therefore a better place to work.

They also help to identify the convenient situations and those that are not convenient to say, do or decide something.

“Prudence is that which educates us to reflect correctly and thus, to decide well.” “Temperance helps us to moderate our emotional impulses and outbursts”, so it is important to encourage them in our work activities.

Prudence teaches us to: Be tolerant, to be discreet, to be sensible, cautious, mature, discerning, and measured.

Temperance will give us: tact, caution, balance, equanimity, integrity, serenity, and austerity to avoid excesses or waste.

Based on these two concepts we lay the foundations of the other topics that we will touch on next since they are of vital importance for a congruent application of these topics.

When working with shared spaces with other collaborators in our department, it is important to organize ourselves and carry out work activities as best as possible for everyone, that is why we must try to control the volume of our voice when we talk on the phone or face to face with other people, to respect the work of others. If we do not do so, not only do we affect the productivity of others, but we could also be revealing confidential information.

We should not shout when dealing with work issues, no matter how difficult they may seem, nor lose our sanity, nor raise our voice to boast about an achievement. It is important to express ourselves in a measured manner.

Avoid addressing issues in a loud voice when others should not participate in such matters, and it is annoying for them to hear the topic we are discussing or it is simply not of interest to them, let’s try to hold meetings inappropriate spaces.

It is important that in our words and actions we have the necessary prudence to express ourselves in the best way in our labor relations and with the appropriate volume.

It is important to control the music, it should be moderate and appropriate to the work, avoid high volume and distract from work with this activity, it is not necessary to have music all the time. Music in the workplace and during working hours should be moderate, so the following aspects should be taken care of:

• Avoid the distraction of the assigned activities of the collaborator, decreasing their productivity.
• The use of headphones is mandatory only in the organization’s offices and should not interfere with the employee’s daily activities.
• In the area of warehouses, maintenance, production, laboratory, and surveillance, for safety and customer service reasons, it shall be authorized by the Director of the area.

The office telephone or cell phone assigned by the company is for work operations and not for personal matters. Although the use of a cell phone may be essential for work reasons, try to put it on silent or vibrating mode so that the constant calls and text messages do not distract the attention of colleagues.

Do not let a cell phone or landline ring more than twice, keep in mind a speech (“Good morning, my name is Juan Perez, it is a pleasure to serve you, how can I help you?”) and as a goodbye: “Have a great day”, so that the caller perceives attention and service to your call.

If you handle a common extension or cell phone, coordinate with your colleagues who share the line so that you are not ringing the phone without anyone answering, since we give the impression of lack of attention and disinterest. In all cases, always take the initiative and do not ignore a call for any reason.

The use of cell phones is prohibited in areas such as warehouses, maintenance, production, laboratory, and security, for security reasons.

The private life of each employee must be respected, especially his or her personal life, marital status, political, sexual, religious, and ideological preferences, race, as well as his or her personal data and personal circle.

In case of knowing the private information of any employee, the matter must be treated with delicacy and discretion if required. Do not speak negatively about any person, nor disclose personal information about any employee, and refrain from making destructive negative comments within the workplace. Respect the dignity, integrity, privacy, and the right to the good reputation of each person and is the responsibility of each employee.

Spreading rumors about colleagues never leads to good results, private lives deserve high respect, it is not licit to provoke, generate, spread, propagate and implant rumors, gossip, jokes, simulations that ridicule a person, that even if some situations are true, depreciate the person, underestimate him/her, make him/her feel bad emotionally or damage his/her right to good reputation and no type of expression that causes harassment at work against any person will be approved.

Maturity and prudence are requested among the collaborators, seeking at all times the organizational communication mechanisms such as work meetings, personal interviews, mailboxes, calls, e-mails, and everything that the company implements to officially transmit any communication, being discarded from its official nature all non-formal mechanisms such as rumors, radio hall meetings, spontaneous meetings of informal character to discuss issues without real objective to support and provide solutions to different issues.

Common spaces, such as the dining room, bathrooms, meeting rooms, corridors, and all areas considered common, must be taken care of, respecting the right of all to enjoy them, avoiding hindering the right to free movement, and avoiding crossing the private boundary in the use of goods, in case of occupying a common space ask for authorization and leave it tidy, clean and do not touch documents, equipment, furniture or work tools that are for the work of other employees.

For hygiene reasons, it is not allowed to use the restrooms to wash utensils in which food was stored, thermoses, cups, Tupperware, etc. These types of activities must be carried out in the dining room sink.

All safety and hygiene regulations and rules for the use of common areas within the company must be respected and complied with. Therefore, the celebrations that any department organizes for a member of your team. It must be done without interfering with work schedules and without invading the workspaces and only be able to use the dining room and in all cases leave it clean and tidy, with the authorization of the immediate boss.

Order helps us to make better use of our time and make better use of our activities, and to be able to quickly identify a document or required information. Control helps us to maintain order and discipline of cleanliness. We must keep our workspace, desk drawers, and computer equipment clean and tidy so that things are not destroyed or damaged due to carelessness, omissions, or lack of attention. It is important to have the habit of cleaning our workplace, even if there are personnel for this activity.

Employees must take care of the cleanliness of all facilities or departments and assigned workplaces, through displays of order, cleanliness, hygiene, ecological attention, and gestures of civility.

Considering that common spaces are shared with other people, these basic rules of coexistence will help to have a better work environment and take care of the safety and hygiene standards in the workplace.

This refers to odors that may arise from the consumption of food that gives off an excessive or unpleasant aroma.

The best case is to have departments and branches with pleasant aromas for the collaborators. That is why we must appeal to common sense to determine when we are generating a problem.

This same common sense should be applied to the temperature of the air conditioners so that agreements are reached without falling into conflicts or misunderstandings. Collaborators who share the same space must have effective communication to reach agreements that benefit everyone and that there is a willingness to know how to give in on certain things and to know how to make assertive requests on others.

Due to safety and hygiene aspects regulated by the Ministry of Labor and Social Welfare and Civil Protection, microwaves, grills, or refrigerators are not allowed in places other than the dining room (offices or a place other than the one assigned for eating), since they must have a special location for the protection and care of the physical integrity of employees, facilities and goods because they are sources of energy, in addition to generating pests.

We are subject to inspections and if we do not comply we will have an administrative and economic sanction by the Secretary of Labor and Social Welfare towards the company and whoever does not comply with this recommendation will be internally responsible for that omission, therefore, we seek to reduce the risks that can lead us to be penalized.

Eating is not allowed in the work areas, is allowed only in the areas assigned for that purpose. Only snacks such as fruit, cookies, bread, granola bars, sandwiches, tea, coffee, juices, choco-milk, yogurt, or a discreet snack that is not stewed and does not give off odors are allowed at your desk or in the workplace. Remember that breakfast is your engine during the day, so we recommend you have breakfast at home, only in case of operational areas a breakfast schedule is assigned for reasons of their schedules.

In the case of operative areas, they should be coordinated according to the case, so that they attend at different times, or in small groups to take their meals, without suspending the operation 100% and leaving important matters unattended.

It is important to take into account these provisions, which are intended to establish a better-organized dining room with the intention that the time of the meal is pleasant for everyone, in addition to taking food more hygienically and healthily. As far as possible, it should be a moment of encounter and conviviality.

The following points are presented for the improvement of our dining room:

• It is requested to respect the assigned schedule to take food, as well as to be moderate at the table, otherwise, we would have overcrowding, causing a lack of places and insufficient microwaves.
• Recommendations: Wash hands before and after eating, keep refrigerator and microwave clean.
• Respect the meals of other classmates that are kept in the refrigerators.
• Make good use of the microwaves, take care of the time required and the material that goes into them, always respecting the turn.
• The arrangement of tables and chairs must be respected so that the capacity of places does not decrease, if for some reason they are moved, they must be left in place again.
• Take care of the furniture and all available equipment, leave the table clean, since there will be people waiting for their turn at the end of the shift.
• The refrigerator is cleaned thoroughly on Fridays, so remove any molds or food on Fridays. What remains will be taken as waste and thrown in the trash.
• Smoking is prohibited inside the plant facilities by Civil Protection regulations.
• It is strictly forbidden to use the work areas, meeting rooms, or any place other than the dining room for eating.

Within the good manners in the dining room and at lunchtime, it is important to consider the following points:

• Never talk with your mouth full and chew with your mouth open or make noise.
• Do not cough without covering your mouth, sneeze or blow your nose. If you want to cough, do it by turning sideways (where there is no person) covering your mouth with a napkin or handkerchief; if you want to sneeze, stand up and turn to where there are no people if it is necessary to blow your nose, do it by turning to where there is no person at the table, but always without noise.
• Avoid burping at the table (and anywhere else).
• Never drink liquids when your mouth is full of food.
• Do not blow on the soup or other food, do not slurp the soup or liquids (even if they are hot, do not do it out of respect for other diners).
• Never lift the plate from the table to drink the broth from the dish.
• Do not suck or gnaw on bones or lick your fingers.
• Avoid applying make-up at the table. If you need to apply make-up, look in the mirror or perfume, do so at the dressing table, never at the table.
• Do not use toothpicks in public for everyone to see, be discreet. It is in bad taste in front of others.
• Smoking is not allowed; we are a 100% smoke-free company.

When your schedule allows you to leave the work center to take your food, stick to the established schedule, to avoid having incidents and payroll deductions.

In case of requesting food from an external supplier, you must be aware of picking it up at the security or reception desk at the estimated time of your order, since the security guard and/or receptionist are not responsible for safeguarding food and delivering it.

Politeness and respect are the fundamental basis of human coexistence, not only in the workplace but in any other aspect of life.

Polite behavior and respect for the way others are, the way they dress, speak, and think are expected. If we respect others, others will do the same to us.

Address others with respect, kindness, and simplicity, be emotionally intelligent in your comments, attitudes, and actions. Avoid touching on controversial topics that may cause discomfort to you and others, such as political, religious, sports teams, urban tribes, sexual preferences, etc. Since there is a diversity of positions and points of view and people tend to get passionate and disqualify others and this, in turn, causes conflicts. Be calm, peaceful, simple, prudent, attentive, tolerant and avoid arguments, make hurtful or derogatory comments about any subject or person, show an open attitude, and generate an empathetic environment. Show absolute respect for ways of thinking different from your own, as well as beliefs and ideologies. Do not promulgate, promote, disqualify, or ridicule any way of thinking or being.

It will not be tolerated that a person disrespects another person, much less shouting, hitting, or any type of aggression, any action in these terms will be punished according to the code of ethics and conduct, manual of disciplinary measures, internal work regulations, and what is determined by the Federal Labor Law for these cases.

In an environment of companionship, there must be mutual support, service, tolerance, agreement, and a good attitude. We must help in everything necessary to make life easier and more pleasant, accepting that we are different and that tolerance, respect, emotional intelligence, and a sense of solidarity are above personal perceptions, points of view, beliefs, and ideologies, and it is the responsibility of each of us to maintain a good working environment and have healthy interpersonal relationships.

We should not act with attitude towards organizational projects or be a factor that prevents change in aspects that are being implemented. It is everyone’s task to contribute to a solid and pleasant work environment, especially those who have personnel in charge; therefore, we must collaborate without making excuses or refusing to help in the projects that the company indicates to us through the different departments and thus comply with objectives, tasks, and processes that are requested of us, generating an organizational integration.

Each employee must be open to teamwork, can adapt to change and to new technologies, proposals, and projects that the company adapts. Forming efficient work teams generates high levels of competitiveness.

It requires a constant effort from each one of us who make up Galber, to see ourselves honestly and sincerely as a big solid family, generating institutional synergy, projecting a truly integrated image, with high-performance teams and a high sense of belonging; not forgetting to live our principles every day. So, it is time to join efforts, collaborate, build, and show the best we are as people, transmitting it at every moment with a serious and constant commitment, which professionally makes us raise our human and work quality.

There indeed comes a time when the routine eats us, that the occupations in multiple tasks keep us focused, but we must not leave aside or overlook falling into indifference and disinterest, it is important to have the ability to relate to others and treat them well, even if at first sight we do not find someone sympathetic or pleasant to the parameters that each person is putting in their concept of sympathy.

It is important that as far as possible we are interested in our colleagues and show support when they ask for it and in case they share some features of their personal life to thank, support, motivate and listen carefully especially in important moments for someone, difficult or significant moments, all this taking advantage of the details that spontaneously arise during the workday.

It is important to spend time with people in our area at the times allotted for this purpose and sometimes try to get to know and talk with colleagues from other areas. Above all, beyond labor and functional issues, respect for the individual must prevail and each one of us must foster openness, sociability, and education skills.

Honesty is the value of telling the truth, being decent, reserved, reasonable, fair, and honest. From an important point of view, it is a human quality that consists of acting as one thinks and feels. It refers to the quality that designates a person who shows, both in his actions and in his way of thinking, as fair, upright, and complete.

For this reason, in this document, we will show some of the main forms of dishonesty that have become common in some organizations and we will cite them so that they do not occur within our organization:

Theft of goods: Failure to report any product sold, altering the inventory, stealing goods, and taking them without paying are some of the existing ways to demonstrate a breach of trust, lack of probity, or dishonesty. In case of complicity, all those involved will be involved in the sanction, applying sanctions by the corresponding laws.

Theft of supplies: While the theft of a pencil may seem insignificant for an organization, what will happen if every day a hundred employees take a pencil during a month, they will have taken three thousand pencils between them.

It should be noted that in an organization high losses are generated when employees steal materials, supplies, and items such as packages of paper, the printing of personal documents (homework), soap, napkins, toilet paper, printer ink cartridges, staplers, laptops, cameras, cell phones or other electronic equipment; All of the above is considered theft. Therefore, any of these actions are reprehensible and penalties will be applied by the corresponding laws.

Waste of time: Waste of time occurs mainly in two ways:

• Causing constant and prolonged interruptions with activities that do not add value, not being productive for the organization and/or collaborators; as well as visiting other areas without work purposes or leaving the facilities without justification, being wasting time with talks and activities that are not work-related or are not part of a planned project.
• Presentialism at work (being at the workplace does not mean that you are working and producing for the benefit of the company).

Merit or project theft: The theft of merits is a form of misappropriation of achievements that in fairness and honesty correspond to a person or department that worked an activity or a successful project, but another person or department attributes them to him/her, in front of others, and/or before the company’s managers; managing to deceive others about who was the intellectual or operational author of said successful event. Taking away merit and recognition to whom it corresponds. It is neither lawful nor honest to take credit for work or projects that you have not been part of, or even if you have been part of them, they are not yours in their entirety. Even if they are your own, they should always be shared with the rest of your colleagues, emphasizing their importance in the achievement of these accomplishments. Do not encourage self-centeredness or self-praise, strive for simplicity, discretion, and humility.

Theft of money: The theft of money from the organization and/or third parties, such as embezzlement of funds from accounts, theft of money from petty cash, or fraudulently returning change incorrectly in a purchase. However, any of these actions is reprehensible and sanctions will be applied by the corresponding laws.

The usual forms of breach of trust, lack of probity, dishonesty, theft, or fraud in the organization are:

• Theft of money.
• Alteration of inventory.
• Theft of products and tools.
• Direct benefits to family, friends, suppliers or customers (unauthorized promotions or discounts).
• Promoting corruption by benefiting suppliers with gifts and/or money to favor them or give them a type of privilege.
• Abuse of power.

We recognize the protection and conservation of the environment as one of our organizational commitments and therefore we comply with environmental laws and regulations in the entities in which we operate. Our environmental commitment is a responsibility shared by all our collaborators, awakening, and promoting an ecological and sustainable culture, through the following points:

• We avoid printing unnecessary documents. When printing is required, we try to use recycled paper.
• We separate organic and inorganic waste in our facilities.
• Energy sources are used efficiently, and energy consumption is moderate.
• We take the necessary measures to prevent environmental accidents.
• We participate in annual reforestation campaigns.
• We issue announcements on ecological awareness.
• We have a pest control program.

To ensure compliance with this Code, there is an Ethics Committee composed of:

• The Chief Executive Officer, Andrés Álvarez
• The Human Capital Manager, Araceli Pinedo
• The Social Responsibility Leader, Natalia Castañeda
• The Internal Processes Audit Leader, Néstor Aguiñaga.

The Ethics Committee may act on its initiative or at the request of any Galber employee and/or interested parties with a legitimate commercial or professional relationship and interest, through a complaint sent to: buzongalber@galber.com.

The Ethics Committee reports to the General Management and will have the following functions:

1. The supervision of compliance with and internal dissemination of the Code of Ethics and Conduct.
2. The reception of all types of writings, related to the application of the Code.
3. The supervision of the complaints channel and compliance with its procedure.
4. The interpretation of the doubts raised by the application of the Code.

In the exercise of its functions, the Ethics Committee is responsible for:

1. The confidentiality of all data and background information handled.
2. The exhaustive analysis of any data, information or document based on which its actions are promoted.
3. The security of any complainant, because of the presentation of good faith requests or complaints to the Committee.

The Ethics and Conduct Committee shall have the necessary means to ensure the application of this code.

This Code of Ethics and Conduct applies to all Galber employees, regardless of their position or function. In this sense, we promote its application in our daily activities. If any employee has a doubt about the application or interpretation of the Code of Ethics and Conduct in any specific point, he/she should contact the Human Capital area for its correct interpretation. Galber’s employees are required to comply with the provisions of this document, warning that non-compliance will result in a penalty, it should be noted that the topics are illustrative but not limiting, so it does not exempt the offender from being creditor to a penalty.

Finally, any irregularity should be reported to buzongalber@galber.com. The collaborator will always have the support and assurance that his contribution will be confidential and without consequences for him, whose report will be submitted to the analysis and solution of the case.

We appreciate everyone’s participation in the application of this Code of Ethics and Conduct in daily life, hoping that it will be a tool for the good of all Galber employees. We hope that it will be a tool for the good of all Galber 26 employees, and that we will reach a step further and further towards excellence and integral, professional, and entrepreneurial development.

Good faith act: An attitude of honesty, of conviction as to the truth or accuracy of a matter, fact or opinion, title to the property, or the rectitude of conduct.

Bad faith act: Advantageous or deceitful attitude on the part of the party who agrees to an agreed agreement and adopts this attitude with the intention of harming the other party.

Act of Corruption: Action or act of corrupting oneself and is manifested in three main aspects:

1. Delivery or acceptance of money or gifts to obtain a favorable or beneficial treatment, especially if it is unjust or illegal.
2. Alteration of the original and true form or structure of an agreement, policy, rule, document, etc.
3. Degeneration of morals and customs in any of their manifestations.

Authority: Power to make decisions that produce effects. Authority is a responsibility that has been delegated to those who have the task of guiding within a community since this office has been conferred precisely to provide and train the community in order to exercise its responsibility.

Austerity: Reduction of unnecessary expenses and avoidance of waste in order to reduce the budget deficit.

Good manners: Behavior linked to common sense, respect, and education in the different spheres that a human being can manifest in his conduct.

Candidate: A person who is able to be hired within the company’s internal recruitment and selection procedures.

Caution: Caution and reserve with which one proceeds.

Employee: A person who provides services under a labor contract in any of the company’s facilities and performs a workday within the organization.

Code of ethics: Codes of ethics allow companies to incorporate and implement through statements of principles and values, moral and ethical foundations of a universal nature, within the daily life of an organization.

Organizational Commitment: Belief in the goals and values of the organization, accepting them, being willing to exert considerable effort for the benefit of the organization, and, ultimately, wishing to remain a member of it. It is the psychological identification of a person with the organization in which he/she works.

Work Center: Material and human nucleus where work relations are developed and where the employer and the collaborators agree on the circumstances of time, place, and way the provision of services is to be developed.

Dress’s Code: Uniforms are issued each season to determine what color shirt and pants the employee must wear for each day of the week.

Coercion: Pressure exerted on someone to force their will or behavior.

Contractual: Proceeding from the contract or derived from.

CNDH: National Human Rights Commission Mexico.

Gift: Gift or thing that is given freely and voluntarily as a sign of gratitude, affection, or retribution.

Discernment: Distinction of two or more things by pointing out the difference between them.

Human Rights: Human rights are rights inherent to all human beings, without distinction of nationality, place of residence, sex, national or ethnic origin, color, religion, language, or any other condition. We all have the same human rights, without discrimination of any kind. These rights are interrelated, interdependent, and indivisible.

Efficiency: It refers to doing things well, it is to obtain the best or maximum performance using a minimum of resources.

Effectiveness: Doing things the right way and thus achieving the desired result.

Welfare Procurement: Campaigns organized internally by the company to link welfare aid to institutions and vulnerable sectors, through the support of food, in-kind or economic support.

Equanimity: Maintain serenity in the face of the diverse reactions that may occur at different times of his life, i.e., presents a stable character both in adversity and in happy moments.

Empathy/ Empathic: Capacity that the human being has to connect to another person and respond adequately to the needs of the other, to share their feelings, and ideas in such a way that achieves that the other feels very well with him.

Galber family: Affective and empathetic term to refer to the organization in general, ordinarily in the work context.

Gestures of Civility/ Rules of Civility: Set of rules that we must observe to communicate dignity, decorum, and elegance to our actions and words, and to show others the benevolence, attention, and respect due to them.

Hermeticism: Quality of that which is closed, impenetrable, or difficult to interpret.

Institution: Social concept that refers to all those structures that imply a certain mechanism of control or social order that are created precisely to facilitate human coexistence and that has to do with the development of group ties and bonds in different circumstances or moments of life. Political, religious, social, educational, etc. institutions.

Institutionalization: Term applied to different contexts related to institutions, especially to their structuring process. In this case, we use it to formalize processes, regulations, policies, and implementations that imply standardization and systematization.

Image: The image is made up of various components that when working together allow positioning the company in the client’s mind such as:

1. The brand.
2. The logo.
3. The website.

Therefore, it is important to be proud of our image and to carry out actions that enhance it and protect us in a more professional manner.

Infrastructure: Set of elements or services that are considered necessary for the creation and operation of any organization.

Real Estate: Assets considered real estate, because they have in common the circumstance of being intimately linked to the ground, inseparably united, physically or legally, to the land, such as plots of land, urbanized or not, houses, industrial buildings, in other words, the so-called estates, in short, which are assets impossible to move or separate from the ground without causing damage to them, because they are part of the land or are anchored to it.

Emotional Intelligence: Set of psychological skills that allow us to appreciate and express our own emotions in a balanced way, understand those of others, and use this information to guide our way of thinking and behavior.

Payroll Incidents: Circumstances that occur sporadically at certain moments in time or with specific workers and not with all of them, and that affect the way in which the affected workers are paid. The following are considered personnel incidents:

Breastfeeding schedule, vacations, Disabilities, absences, tardiness, and omissions of clocking, paid or unpaid leave, etc.

Organizational integration: Set of principles, customs, habits, and shared beliefs of a company. The integration of personnel must be linked to the organization, i.e., establish structures of roles and positions that give unity and solidity to the members of a company.

Interpersonal: Reciprocal interaction between two or more people. These are social relationships that, as such, are regulated by the laws and institutions of social interaction.

Internalization: Process by which an individual incorporates into his or her personality the patterns of conduct prevailing in the society or environment in which he or she develops.

Freedom of movement: Freedom of movement, also stated as freedom of movement, is a concept of human rights by which every person has the right to move freely, in the case of a company can circulate in its assigned area of work and authorized common places.

Lineament: Tendency, direction, or a characteristic feature of something. For example, a president may decide and state that he respects his “political guideline”, i.e., that he is in tune with his ideology or political party.

Federal Labor Law: Mexico’s official labor law that serves to normalize labor relations between an employer and an employee, stipulating the rights and obligations of both parties.

Restraint: Moderation in mood and conduct.

Workplace harassment: A series of systematic attacks by a person, or a group of persons, against a specific individual.

Embezzlement: An act in which one or more individuals misappropriate securities or funds that have been entrusted to them because of a position. It is a type of financial fraud.

Undermine/ undermine: To impair or tarnish something by taking away part of the esteem it once had; to diminish something by reducing or shortening it, or to cause discredit in fame or honor.

Normativity: Series of regulations and rules within a normative framework by which all members of the company are governed, to ensure order, discipline, respect, and compliance with internal policies.

Work operation: Work actions and activities related to the functions that each position performs to achieve the goals of its area or department. It is the ordinary work of an employee in his or her position.

Presentialism: Being present at the workplace and during the workday without contributing or being productive, since it harms the quality and finances of the company is what is commonly known as “warming the chair”.

Ethical principles: Provisions that guide the action of a human being towards what is right and true. They are rules of a universal nature, such as, for example: do not disturb the order, do not lie, respect others, etc. Ethical principles are also called maxims or precepts.

Policies: Statements or general criteria that guide or channel the should be in matters related to procedures, operation, or work conduct within the organizations and strengthen the company’s decision-making process.

Civil Protection: System by which each country provides protection and assistance for all in the event of any type of disaster or accident-related thereto, as well as the safeguarding of the conglomerate’s assets and the environment.

Radio Corridor: A network of rumors and informal communication within a group or organization that is a source of unofficial information that spreads by word of mouth in an organization.

Feedback: Consists of information provided to another person about his performance to enable him to reinforce his strengths and overcome his deficiencies.

Formal meeting: Meetings scheduled by Directors, Managers, Supervisors, Heads of a department or a collaborator with the authorization of the immediate boss, with prior notification and confirmation of those summoned and under an agenda, are considered formal meetings in the company.

Informal meeting: Spontaneous and improvised meetings to verify labor aspects or resolve points that do not require a more special treatment between bosses and/or collaborators are considered informal.

Union: Association of workers whose objective is the defense of professional economic and labor interests related to the tasks carried out by its members.

Synergy: Synergy commonly reflects a phenomenon whereby several factors or influences act together, thus creating a greater effect than could have been expected from the sum of the effects of each one, had they operated independently.

Supply: Activity aimed at meeting the consumption needs of an economic unit in time, form, and quality, such as a family, and in this case a company.

Speech: Prefabricated speech is used to express a message in an organized manner; there are sales speeches, customer service speeches, guided tours, introductions, answering the telephone, etc.

Bribery: also known as bribery in colloquial language. It is a serious offense when a gift is accepted or demanded to perform an action or omit an action. As well as offering the gift to the one who is the object of the bribe since it refers to corrupting someone with money, gifts, or some favor to obtain something or to be absolved of some critical situation.

Sensibility: Optimal application of intelligence and creativity balanced by values in search of the common good.

Sustracción/ Sustraer: To steal, to steal fraudulently.

STPS: Secretary of Labor and Social Security.

Common Sense: Faculty possessed by the generality of people, to reasonably judge some situation.

Sense of belonging: Degree of commitment of employees to the fulfillment of the company’s mission, vision, values, and objectives.

Added value: Extra feature or service given to a product or service to give it greater value in the consumer’s perception.

Private life: Circle of intimate information about a person and his or her interpersonal relationships, an area of an individual’s personal life that takes place in a reserved space and must be kept confidential.