Exhibit 14
 CODE OF RENTECH, INC.
 CODE OF BUSINESS CONDUCT AND ETHICS
    I.
    
    Compliance with Laws, Rules and RegulationsEvery Representative has a responsibility to comply with all of the laws that govern the
Companys activities or are applicable in the jurisdictions in which the Company
operates.II.
    
    Conflicts of InterestA conflict of interest exists when a persons private interest interferes in any way with
the interests of the Company. A conflict situation can arise when a Representative takes
actions or has interests that may make it difficult to perform his or her work
objectively and effectively. Conflicts of interest may also arise when a Representative
or the members of his or her family receives improper personal benefits as a result of
his or her position in the Company.It is almost always a conflict of interest for a Representative to work simultaneously in
any capacity with a competitor, customer or supplier. The best policy is to avoid any
direct or indirect business connection with Rentechs competitors, customers or
suppliers, except on behalf of the Company.Conflicts of interests may not always be clear-cut, so if you have a question, you should
consult with higher levels of management or the Companys Legal Department.III.
    
    Insider TradingRepresentatives who have access to confidential information are not permitted to use or
share that information for stock trading purposes or for any other purpose except the
conduct of the Companys business. All non-public information about the Company should
be considered confidential information. To use non-public information for personal
financial benefit or to tip others who may make an investment decision on the basis of
this information is not only unethical, but also illegal.Information becomes public and is no long considered inside information after it has
been released and made available to the public by the Companys Investor Relations,
Communications or Legal Departments.IV.
    
    Gifts and EntertainmentThe purpose of business entertainment and gifts in a commercial setting is to create good
will and sound working relationships, not to gain unfair advantage with suppliers,
vendors or customers. No gift or entertainment should ever be
offered, given, provided or accepted by any Representative or an immediate family member
thereof unless it: (a) is not a cash gift, (b) is consistent with customary business
practices, (c) is not excessive in value, (d) cannot be construed as a bribe or payoff
and (e) does not violate any laws or regulations. Please discuss with your supervisor
any gifts or proposed gifts which you are not certain are appropriate.




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V.
    
    Dealings with Government, Government Officials and Other Public EntitiesThe U.S. Foreign Corrupt Practices Act (the FCPA) prohibits the making of a payment
and/or the offering of anything of value directly or indirectly, to officials or agencies
of foreign governments or foreign political candidates or political parties in exchange
for a business favor, when otherwise intended to influence the action taken by any such
individual or agency, to gain any competitive or improper business advantage, or to
obtain or retain business. Additionally, the Company does not permit making illegal
payments to government officials of any country. Given the complexity of the FCPA and
the severe penalties associated with its violation, you are urged to contact the
Companys Legal Department with questions concerning the Companys and your obligations
under and in compliance with the FCPA.In addition, the U.S. government has a number of laws and regulations regarding business
gratuities which may be accepted by U.S. government personnel. The promise, offer or
delivery to an official or employee of the U.S. government of a gift, favor or other
gratuity in violation of these rules would not only violate Company policy but could also
be a criminal offense. State and local governments, as well as foreign governments, may
have similar rules. Given the complexity of these rules and regulations, Representatives
are encouraged to contact the Companys Legal Department to receive guidance in this area
or if any question arises.VI.
    
    Proprietary InformationDuring the course of employment or engagement, a Representative may gain knowledge of
proprietary information, confidential information, trade secrets or business sensitive
information (hereinafter called Proprietary Information) concerning or relating to the
business or operations of Rentech and its subsidiaries. This Proprietary Information may
include, but is not limited to, employee information, financial data, compensation data,
medical information, agreements between Rentech and other organizations, reports,
directories, mailing lists, legal matters, etc.All Proprietary Information that becomes known to an employee is critical to our business
and operations and must be held in strict confidence. Employees must not discuss
Proprietary Information or release Proprietary Information to any persons other than
individuals authorized to discuss such information without the express permission from an
authorized officer of Rentech, Inc. Information that has been made public by the
Company, such as press releases, new articles or SEC filings is not considered
confidential and does not require protection.If you are unsure about whether certain information is confidential or proprietary,
presume that it is.VII.
    
    Protection of Company AssetsAll employees should endeavor to protect the Companys assets and ensure their efficient
use. Theft, carelessness and waste have a direct impact on the Companys profitability.
Any suspected incident of fraud or theft relating to the Companys assets should be
immediately reported for investigation. Company equipment should not be used for
non-Company business, though incidental personal use may be permitted.VIII.
    
    Reporting any Illegal or Unethical Behavior or Violations of this CodeRepresentatives are encouraged to talk to supervisors, managers or other appropriate
personnel about observed illegal or unethical behavior and/or when in doubt about the
best course of action in a particular situation. It is the policy of the Company not to
allow retaliation for reports of misconduct by others made in good faith. Employees are
expected to cooperate in internal investigations of misconduct.




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In addition to speaking with your supervisor or the Legal Department, Rentech also
has established the following two formal procedures for reporting misconduct or other
concerns:
 1.
    
    Rentech has a whistleblower policy to protect employees for reporting
improprieties such as safety, financial and other concerns. For more information, go
to the Companys intranet site or contact the Human Resources Department or the
Rentech Legal Department.2.
    
    Rentech also has an Employee Concern Program (the ECP) that was
established to address employee concerns openly and in an objective manner and to
provide a process for resolving employee concerns that is more formal than
discussion with your immediate supervisor. Employees may initiate a concern by
following the ECP procedures on the Companys intranet site.
 APPENDIX  RENTECH, INC. CODE OF BUSINESS CONDUCT AND ETHICS
FOR SENIOR FINANCIAL OFFICERS
 I.
    
    Purpose
  II.
    
    Standard of Conduct
  1.
    
    They will perform their financial and accounting duties and
responsibilities honestly and ethically, including the ethical handling of actual or
apparent conflicts of interest between personal and professional relationships.2.
    
    They will avoid becoming involved in or approving any transaction or
project that creates an actual or apparent conflict of interest between the Senior
Financial Officer, his or her family, other third parties and the Company.3.
    
    They will cause Company reports and documents filed with the Securities
and Exchange Commission to contain full, fair, accurate, timely and understandable
disclosure.4.
    
    They will comply with applicable governmental laws, rules and
regulations.5.
    
    They proactively promote ethical behavior as a responsible partner in the
work environment and the community.
 III.
    
    Internal Reporting of Violations
  IV.
    
    Accountability