AGUALIMA S.A.C. governs its conduct, its labor and commercial relationships in light of this ethical trade code, international human rights standards and its human rights policy, committing itself to respect and enforce the following fundamental rights:

1. Respect for international treaties on human rights and the Universal Declaration of Human Rights

1. AGUALIMA assumes as a policy the respect, compliance and strict observance of the international Treaties on human rights, the Universal Declaration of Human Rights and / or any instrument or norm that in the present or in the future regulates on the matter.

2. Free choice of work

1. There will be no forced and forced labor or non-voluntary work. Any type of enslaving servitude or any form of imposition of forced labor is prohibited.
2. Workers are not required to submit "deposits" or leave their identity papers to the employer and are free to leave their employer after a reasonable period of notice.
3. AGUALIMA will not subcontract suppliers or production facilities that require that the work be carried out by workers under some type of exploitation or forced labor.
4. AGUALIMA respects every individual who has the right to life, liberty and security of his person.

3. Freedom of association will be respected, as well as the right to collective bargaining

1. All workers without distinction have the right to join or form a union of their choice and to bargain collectively.
2. The employer shall adopt an open attitude towards the organizing and other activities of the unions.
3. Workers' representatives will not be discriminated against and will have the opportunity to perform their functions as representatives in the workplace.
4. Where the law restricts freedom of association or collective bargaining, AGUALIMA will facilitate, and will not hinder, the development of parallel means for independent and free association and negotiation.

4. Health and Safety at work: promote safe and hygienic working conditions

1. AGUALIMA provides a safe, hygienic and healthy workplace and takes the necessary measures to prevent accidents and injuries that arise, are related to or occur in the course of work or as a result of company operations.
2. AGUALIMA has systems to detect, avoid or respond to possible risks to the safety and health of all its collaborators. The worker may refuse to perform any type of unsafe or life-threatening work.
3. A safe and hygienic work environment will be provided taking into account already existing knowledge of the industry and of any specific hazards. Adequate measures must be taken to prevent accidents and illnesses that occur as a result, in relation to or during work, by minimizing, as far as reasonably possible, the risk reasons inherent to the work environment.
4. Workers must receive regular training on safety and hygiene, such training must be recorded and repeated for new workers or those who are assigned new tasks.
5. Access to clean toilets and drinking water should be provided, as well as, where appropriate, sanitary facilities for food storage.
6. Accommodation, when it exists, must be clean, safe and cover the basic needs of the workers.

5. Child labor will be prohibited

1. AGUALIMA prohibits child labor. Workers must be 18 years of age when hired. Child labor is understood to be any work that is mentally, physically, socially or morally dangerous or harmful to children, or that directly interferes with their compulsory education needs defined as such by the corresponding authority.
2. The company will develop or participate and contribute with the policies and programs that provide so that every child discovered working is able to attend and remain in a quality education until he / she ceases to be a child.
3. Children or persons under the age of 18 should not work at night or in dangerous conditions.
4. These principles and procedures must be in accordance with the provisions of the ILO rules applicable in this matter.

6. At least the minimum wage will be paid

1. Wages and benefits paid for a normal work week shall cover, at a minimum, national legal standards or industry benchmarks, whichever is higher of the two. In any case, the salary must be sufficient to cover basic needs and provide a minimum surplus.
2. All workers must receive written and understandable information on working conditions with respect to wages before starting a job and each time the particulars of their salary are paid for the period covered.
3. Pay deductions will not be allowed as a disciplinary measure. Nor will any deduction from salary be allowed that is not allowed by national law, without the express consent of the worker concerned. Any disciplinary action must be recorded in the records.

7. Work hours will not be excessive

1. Work schedules will comply with national laws or industry standards, whichever provides the greatest protection.
2. In any case, workers should not normally work more than 48 hours a week and should enjoy an average of at least 1 day of rest per 7-day period. Overtime will be voluntary, will not exceed 12 per week, should not be requested regularly and will be compensated with a better payment.

8. Will not be discriminated

1. There will be no discrimination when hiring, compensation, access to training, promotion, termination of the contract or retirement based on race, caste, nationality, religion, age, disability, gender, marital status, sexual orientation, union or political affiliation. or any other legally prohibited condition.

9. Work will be provided in a regulated and formal manner

1. To the extent possible, the work will be performed under a recognized employment relationship established through national laws and customs.
2. Obligations to employees, established in labor or social security laws and regulations derived from a normal employment relationship, should not be avoided through the use of work-only contracts, subcontracting or agreements to perform work at home, or to through apprenticeship programs where there is no real intention to teach a trade or provide a permanent job. Nor will they be avoided through the excessive use of temporary contracts, unless the work is of a discontinuous or intermittent nature.

10. Violent or inhumane treatment will not be allowed

1. Physical abuse or punishment, the threat of physical abuse, sexual or any other form of harassment, verbal abuse or any other form of intimidation are prohibited.

11. Right to present claims and complaints

1. Every worker has the right to file labor claims or report any irregularity or act that he considers harmful to his rights or this policy.
2. The company will provide the appropriate channels for the presentation of claims or complaints, guaranteeing due process, confidentiality and anonymity (if the claimant prefers it). Once the investigation has been carried out, the corresponding sanctions and / or complaints will be made to the competent government authorities.
3. AGUALIMA will not allow retaliation of any kind against any worker for exercising this right.

12. Ethical supply chain

1. AGUALIMA will ensure that its suppliers are informed of this Code of Ethics, its terms and conditions, as well as its meaning and what its implementation implies. This Code of Business Ethics will be part of AGUALIMA's training programs for its supply chain.
2. AGUALIMA S.A.C is committed to working with integrity, transparency, guaranteeing efficiency; under an ethical and transparent organizational culture, of respect for anti-bribery rules and laws, whose compliance is promoted through each worker, as well as through their administrative bodies, committing to denounce any act of corruption without fear of reprisals and to improve continually its anti-bribery management system.

The contents of this code constitute minimum standards, not maximum standards, and it is mandatory for shareholders, managers, workers, suppliers and interested parties to observe it.

Virú, January 31, 2024.

Juan Enrique Pendavis Perales

General Manager

Prevention policies against child labor

AGUALIMA S.A.C. is against child labor, does not allow the hiring of minors and does everything possible to eradicate it; It is considered a serious fault so we consider immediate and exemplary corrective measures to who contravenes this policy.

The remediation procedure in case minors are detected working at the company includes removing them from the workplace and reporting to the child protection entity (DEMUNA).

Subsequently, the company is committed to follow up to promote the welfare of the minor.

Policies against political discrimination of free work and without abuse

AGUALIMA S.A.C. is committed to providing a workplace free of discrimination and harassment. Whoever commits any of these acts will be sanctioned according to the provisions contained in the Internal Work Regulations.

The company guarantees that the people who work in AGUALIMA S.A.C. be treated with kindness and respect without judging or discriminating on the basis of race, color, religion, opinion, economic status, sex, nationality, age, disability or any other nature.

Similarly, AGUALIMA S.A.C. is committed to offering its workers a work environment free of violence, threats, intimidation or any form of abuse. The company does not participate in or tolerate corporal punishment, mental or physical coercion, verbal abuse or other forms of abusive disciplinary measures.

The company establishes as a policy that any worker can file a claim following the labor complaint procedure and report any fact that constitutes some form of abuse; committing ourselves to eradicate behaviors that contravene this policy and without retaliation.

Likewise, the company guarantees free work. Any form of forced labor is prohibited. Any worker has the freedom to resign from his job if he so decides. In addition, AGUALIMA S.A.C., ensures that workers enjoy freedom of movement at all times, without imposing disciplinary sanctions.