Document:

Collective Labor Contract

 Exhibit 10.27 
  

					
	

	 	  
 COLLECTIVE LABOR
 CONTRACT
  
	 	

  
 COLLECTIVE LABOR CONTRACT FOR THE
COMPETITIVENESS AND PROFITABILITY OF THE PRODUCTIVE FACTORS, ENTERED INTO BY THE WORKERS UNION FOR THE CHEMICAL, PETROCHEMICAL, CARBON CHEMICAL, SIMILAR AND RELATED INDUSTRIES OF THE MEXICAN REPUBLIC, WITH DOMICILE IN INSURGENTES SUR AVE. NUMBER
756, COLONIA DEL VALLE, ZIP CODE 03100, MEXICO CITY, AND INHOPOS FOFATADOS DE MÉXICO, S. DE R. L. DE C.V. WITH DOMICILE IN COMPLEJO INDUSTRIAL PAJARITOS COATZACOALCOS. VERACRUZ, ZIP CODE 96830. 
  
 PARTIES 
  
 THE WORKERS UNION FOR THE CHEMICAL, PETROCHEMICAL, CARBON CHEMICAL, SIMILAR AND RELATED INDUSTRIES OF THE MEXICAN REPUBLIC, STATES TO BE
LEGALLY INCORPORATED AS PER THE FEDERAL LABOR LAW, REPRESENTED BY MR. GILBERTO MUÑOZ MOSQUEDA, ACTING AS THE GENERAL SECRETARY OF THE NATIONAL EXECUTIVE COMMITTEE (C.E.N) OF SUCH, AND THAT IT IS REGISTERED BEFORE THE GENERAL OFFICE FOR
COOPERATIVE ORGANIZATIONS AND ASSOCIATIONS BEFORE THE SOCIAL PREVISION AND LABOR SECRETARY UNDER NUMBER 3137, AND THAT IT IS A MEMBER OF THE MEXICAN WORKERS CONFEDERATION (C.T.M.) 
  
 INHOPOS FOSFATADOS DE MÉXICO, S. DE R. L. DE C.V. STATES TO BE A MEXICAN CORPORATION DULY INCORPORATED AS PER THE MEXICAN LAW,
PREVIOUS PERMIT GRANTED BY THE FEDERAL GOVERNMENT AS PER THE CHARTER OF INCORPORATION IN PUBLIC DEED NUMBER 15,232, AS OF AUGUST 17TH, 2004, AND TAT IS THE FULL OWNER OF THE INDUSTRIAL FACILITY FOR THE ELABORATION OF CHEMICAL PRODUCTS, REPRESENTED BY LIC. PABLO GERARDO LOPEZ SANCHEZ ACTING AS LEGAL REPRESENTATIVE OF SUCH COMPANY, WHICH IS ESTABLISHED IN ITS
DOMICILE COMPLEJO INDUSTRIAL DE PAJARITOS, COATZACOALCOS, VERACRUZ. 
  
 LEGAL PERSONALITY 
  
 UNION AND COMPANY RECOGNIZE TROUGH THEIR
LEGAL REPRESENTATIVES THE PERSONALITIES OF EACH OTHER AND APPEAR TO EXECUTE AND SIGN THIS COLLECTIVE LABOR CONTRACT, AS PER THE FOLLOWING 
  
 STATEMENT 
  
 UNION AND COMPANY, RECOGNIZE THAT THEY HAVE THE COMMITMENT TO DIRECT, PROMOTE AND ESTABLISH A MODERN CULTURE AMONG THEIR PERSONNEL, IN WHICH THE SENSE OF PERTAIN OR PROPERTY IS DEVELOPED BY THE PROCESSES AND
FACILITIES, FOMENTING PARTICIPATIVE ATTITUDE AND BEHAVIOR FOR TEAMWORK AND CONTINUOUS IMPROVEMENT, WITH CREATIVITY, EFFORT AND THE PRACTICE F VALUES THAT CONTRIBUTE TO THE MISSION OF THE COMPANY AND THEREFORE AGREE TO ESTABLISH TRAINING PROGRAMS FOR
NEW EMPLOYEES AND OFFER THOSE ALREADY IN THE FACILITY THE OPPORTUNITY OF DEVELOPMENT, ACQUIRING KNOWLEDGE AND ABILITIES UNDER THE TERMS OF THE OPERATION MANUALS, MODERNITY, QUALITY, SECURITY, HEALTH AND ENVIRONMENT, ACCORDING TO THE TRAINING, SKILLS
AND SELF DEVELOPMENT OF THE EMPLOYEE SYSTEMS, GRANTING THEREFORE THE FOLLOWING 
  

					
	 Procedure No.: CCT-001
 Issue Date: February
/05
 Last review: June /02
 Review Frequency: Annual

Next Review: February /06
 Page No: 1 of 11
	 	 A U T O R I Z A C I O N E S
  

	 	 LIC. ADRIAN ALMEIDA
 SOSA
  
 Human Resources
and
 Communication Director
	 	 C. GILBERTO MUÑOZ
 MOSQUEDA
  
 General
Secretary
 S.T.I.Q.P.C.S.Y C. DE LA R.M.

					
	

	 	  
 COLLECTIVE LABOR
 CONTRACT
  
	 	

  

 CLAUSES 
  
 FIRST.- THE COMPANY RECOGNIZES THE UNION AS THE SOLE AND LEGITIMATE REPRESENTATIVE OF THE PROFESSIONAL INTEREST OF THE SYNDICATED
FACTORY WORKERS AFFILIATED TO SECTION 23 OF THE WORKERS UNION FOR THE CHEMICAL, PETROCHEMICAL, CARBON CHEMICAL, SIMILAR AND RELATED INDUSTRIES OF THE MEXICAN REPUBLIC THAT PROVIDE THEIR SERVICES. THE PRESENT CONTRACT SHALL GOVERN AT THE INDUSTRIAL
UNIT LOCATED INSIDE TE PETROCHEMICAL COMPLEX “PAJARITOS” IN COATZACOALCOS, VERACRUZ, AND TO BE THE EXCLUSIVE TITLE HOLDER AND ADMINISTRATOR OF THE PRESENT CONTRACT AND ALSO ANY OTHER AGREEMENT EXECUTED BETWEEN THE COMPANY AND THE WORKERS
SHALL BE SANCTIONED BY THE C.E.N. OR PERSON APPOINTED BY IT. 
  
 SECOND.-
UNION AND COMPANY HAVE TE RESPONSIBILITY TO HIRE PERSONNEL ACCORDING TO THE FOLLOWING REQUIREMENTS: 
  
 A.- TO BE A MEMBER OF THE UNION 
 B.- PROVE TO HAVE A HIGH SCHOOL, TECHNICAL HIGH SCHOOL OR TECHNICIAN DEGREE.

 C.- TO PASS THE ADMISSION EXAMS ESTABLISHED BY THE COMPANY. 
  
 THIRD.- UNION AND COMPANY AGREE THAT REGARDING LABOR RELATIONS, SOCIAL SECURITY, ENVIRONMENT, ETC. AND ALSO EVERYTHING ELSE NOT
PROVIDED IN THIS CONTRACT, THE PROVISIONS OF THE MEXICAN LAW AND THE CONTRACTS EXECUTED BETWEEN THE COMPANY AND THE UNION SHALL GOVERN, AND THAT ARE APPLICABLE TO THE PARTICULAR CASE. (FEDERAL LABOR LAW, SOCIAL SECURITY LAW, GENERAL ENVIRONMENTAL
PROTECTION LAW; TRAINING AGREEMENT; ETC) ALSO THE COMPANY SHALL AFFILIATE ITS WORKERS TO THE SOCIAL SECURITY INSTITUTION (I.M.S.S.), PAYING THE RESPECTIVE PATRON/WORKER FEE: 
  
 FOURTH.- WHEN, UNDER ANY CAUSE A WORKERS STOPS PERTAINING THE UNION, THE COMPANY WITHOUT LIABILITY, OBLIGES TO CEASE THE WORKER,
PRIOR REQUEST IN WRITING TO THE CONTRACTING UNION. 
  
 FIFTH.- IT IS THE
RESPONSIBILITY OF THE PARTIES THE CONSTITUTION AND GOOD FUNCTION OF THE TRAINING COMMISSIONS, SECURITY AND HEALTH AND ALL OTHERS THAT ARE MANDATORY BY LAW. 
  

					
	 Procedure No.: CCT-001
 Issue Date: February
/05
 Last review: June /02
 Review Frequency: Annual

Next Review: February /06
 Page No: 2 of 11
	 	 A U T O R I Z A C I O N E S
  

	 	 LIC. ADRIAN ALMEIDA
 SOSA
  
 Human Resources
and
 Communication Director
	 	 C. GILBERTO MUÑOZ
 MOSQUEDA
  
 General
Secretary
 S.T.I.Q.P.C.S.Y C. DE LA R.M.

					
	

	 	  
 COLLECTIVE LABOR
 CONTRACT
  
	 	

  

 SIXTH.- THE COMPANY SHALL TRAIN ITS WORKERS AND SUCH SHALL ACCEPT TRAINING AS PER CHAPTER III BIS OF THE
FEDERAL LABOR LAW, UNDER ARTICLE 153 FROM WHICH THE FOLLOWING PROVISIONS ARE STATED AND NOT LIMITED TO: 
  
 ARTICLE 153 A.- ANY WORKER HAS THE RIGHT TO BE TRAINED BY ITS EMPLOYER AT WORK, TO PERMIT THE UPGRADE OF ITS QUALITY OF LIFE AND PRODUCTIVITY, AS PER THE PLANS AND PROGRAMS ELABORATED IN AGREEMENT BETWEEN THE
EMPLOYER AND THE UNION OR ITS WORKERS AND, IF IT APPLIES, APPROVED BY THE LABOR AND SOCIAL PREVISION SECRETARY. 
  
 ARTICLE 153 B.- IN ORDER TO BE ABLE TO FULFILL THE OBLIGATION PROVIDED UNDER THE FORMER ARTICLE, EMPLOYERS CAN AGREE WITH THEIR WORKERS THAT ALL TRAINING SHALL BE
PROVIDED WITHIN THEIR WORKING FACILITY OR OUTSIDE, GRANTED BY OWN PERSONNEL OR SPECIALLY CONTRACTED INSTRUCTORS, INSTITUTIONS, SCHOOLS OR SPECIALIZED ORGANIZATIONS OR TROUGH THE ADHERENCE TO GENERAL SYSTEMS ESTABLISHED AND REGISTERED BEFORE THE
LABOR AND SOCIAL PREVISION SECRETARY. 
  
 ARTICLE 153 E.- TRAINING
MENTIONED IN ARTICLE 153 A, SHALL BE PROVIDED TO THE WORKER DURING LABOR HOURS, UNLESS ATTENDING TO THE NATURE OF THE EMPLOYER SERVICES AND THE WORKER, AGREE TO BE PROVIDED IN ANY OTHER WAY; AND ALSO IN THE EVENT THAT THE WORKER WISHES TO TRAIN FOR
A DIFFERENT ACTIVITY THAN THE ONE WORKING IN, THEREFORE IN THIS CASE, TRAINING SHALL NOT BE DURING LABOR HOURS. 
  
 ARTICLE 153 F.- THE PURPOSE OF TRAINING SHALL BE: 
  
 I.- UPDATE AND IMPROVE KNOWLEDGE AND ABILITIES OF THE WORKER IN ITS ACTIVITIES, AND TO PROVIDE THEM WITH INFORMATION REGARDING THE APPLICATION OF A
NEW TECHNOLOGY IN SUCH. 
  
 II.- PREPARE THE WORKER TO FILL A
VACANCY OR A NEWLY CREATED POSITION. 
  
 III.- TO PREVENT LABOR RISKS.

  
 IV.- INCREASE PRODUCTIVITY. 
  
 V.- IN GENERAL TO IMPROVE THE WORKER SKILLS. 
  

					
	 Procedure No.: CCT-001
 Issue Date: February
/05
 Last review: June /02
 Review Frequency: Annual

Next Review: February /06
 Page No: 3 of 11
	 	 A U T O R I Z A C I O N E S
  

	 	 LIC. ADRIAN ALMEIDA
 SOSA
  
 Human Resources
and
 Communication Director
	 	 C. GILBERTO MUÑOZ
 MOSQUEDA
  
 General
Secretary
 S.T.I.Q.P.C.S.Y C. DE LA R.M.

					
	

	 	  
 COLLECTIVE LABOR
 CONTRACT
  
	 	

  

 ARTICLE 153 G.- DURING THE TIME PERIOD THAT A NEW WORKER, WHICH REQUIRES EQUAL TRAINING FOR THE
WORK TO BE OCCUPIED, RECEIVES SUCH TRAINING, THE WORKER WILL PROVIDED SERVICES AS PER THE GENERAL LABOR CONDITIONS THAT GOVERN IN THE COMPANY OR AS PER THE PROVISIONS OF THIS CONTRACT. 
  
 SEVENTH.- FOR ALL WORKS THAT DO NOT CORRESPOND THE NORMAL AND CONSTANT NEEDS OF PRODUCTION AND MAINTENANCE, THE COMPANY
SHALL BE ABLE TO CONTRACT WORK FROM THIRD PARTIES UNDER THE EXCLUSIVE RESPONSIBILITY OF SUCH, IN REGARD THE WORKERS CONTRACTED BY THEM, THEREFORE WORKERS OF THE CONTRACTORS SHALL BE UNCONNECTED TO THE COMPANY AND THE PRESENT CONTRACT. 
  
 THE COMPANY IS OBLIGED TO NOTIFY THE UNION OF THE EXECUTION OF ANY CONTRACT REGARDING WORKS
WITH A CONTRACTOR, UNDER A TERM NO LONGER THAT EIGHT DAYS AFTER THE DATE IN WHICH THE CONTRACT IS EXECUTED, BUT IN EVERY CASE BEFORE THE WORKS BEGIN, THIS NOTICE SHALL BE DELIVERED IN WRITING, WITH THE PURPOSE THAT THE UNION AND THE COMPANY AGREE
THE BASES OF COLLECTIVE CONTRACTING OF SUCH CONTRACTOR WORKERS. 
  
 FOR LABOR
CONDITIONS REGARDING ANNUAL PROGRAMMED STOPPAGE, FOR EQUIPMENT AND AREAS CLEANING, THE COMPANY SHALL REQUEST THE UNION FOR TEMPORARY PERSONNEL IN ORDER TO DO THESE WORKS. 
  
 EIGHTH.- BOTH PARTIES AGREE THAT THE WORKING LABOR WEEK SHALL BE OF 40 HOURS, WORKING DAILY FOR EIGHT HOURS, SEVEN AND
A HALF HOURS OR SEVEN HOURS, WHEN WORK IS DAYLIGHT, MIXED OR NOCTURNE. 
  
 NINTH.- THE PRESENT COLLECTIVE LABOR CONTRACT IS EXECUTED FOR AND UNDETERMINED PERIOD OF TIME AND INDEPENDENTLY FROM THE DATE OF ITS REGISTRY, IT SHALL BE IN FORCE FROM 07:00 HOURS AS OF JUNE 15TH 2004, AND THEREFORE IT SHALL BE REVIEWABLE FROM 07.00 HOURS AS OF JUNE 15TH, 2005 REGARDING THE SALARY TABLE AND FROM 07:00 HOURS AS OF JUNE 15TH, 2006 REGARDING THE CLAUSES AND THE SALARY TABLE, AS LONG AS ANY OF THE PARTIES HAD REQUESTED THE REVIEW WITH THE ANTICIPATION PROVIDED BY ARTICLES 399 AND 399BIS OF THE FEDERAL LABOR LAW. 

 
 CONCEPTUAL FRAMEWORK 
  
 1.- UNION AND COMPANY RECOGNIZE THAT PRODUCTIVITY, COMPETITIVENESS, QUALITY,
EFFECTIVENESS, PROFITABILITY, PERTAIN, COMMITMENT, LEADERSHIP, QUALITY OF LIFE, SECURITY AND HEALTH AD ALSO ECOLOGY ARE ELEMENTS THAT GUARANTEE THE DEVELOPMENT OF THE WORK SOURCE BUT BASICALLY ITS PERMANENCE, THEREFORE AGREE TO ESTABLISH MODERNITY
PROGRAMS AND SYSTEMS WITHIN A FRAME THAT PERMITS THE ADAPTATION OF NEEDS THAT IN THE FUTURE MARKETS AND THE ENVIRONMENT REQUIRE, AND TO CONTINUE WORKING WITH THE COMMITTEE IN ORDER TO CARRY OUT THE MODERNITY OF COLLECTIVE CONTRACTING. 
  

					
	 Procedure No.: CCT-001
 Issue Date: February
/05
 Last review: June /02
 Review Frequency: Annual

Next Review: February /06
 Page No: 4 of 11
	 	 A U T O R I Z A C I O N E S
  

	 	 LIC. ADRIAN ALMEIDA
 SOSA
  
 Human Resources
and
 Communication Director
	 	 C. GILBERTO MUÑOZ
 MOSQUEDA
  
 General
Secretary
 S.T.I.Q.P.C.S.Y C. DE LA R.M.

					
	

	 	  
 COLLECTIVE LABOR
 CONTRACT
  
	 	

  

 2.- COMPANY AND UNION RECOGNIZE THAT WITHIN THE LABOR RELATIONS THAT BINDS THEM, THE FUNDAMENTAL AND
ESSENTIAL PURPOSE SHALL BE TO OBTAIN RESULT THAT BENEFIT AND SATISFY THE PERSONNEL, SHAREHOLDERS, CLIENTS AND COMMUNITY. 
  
 MISSION 
  
 TO DIRECT, PROMOTE AND ESTABLISH A MODERN CULTURE AMONG ITS PERSONNEL, FOMENTING THE ATTITUDE AND BEHAVIOR OF LABOR TEAMWORK PARTICIPATION AND CONTINUOUS DEVELOPMENT, WITH THE PURPOSE TO ASSURE DEVELOPMENT AND
PERMANENCY OF THE BUSINESS, TROUGH COMPETITIVENESS AND PRODUCTIVITY, BASED IN CONFIDENCE AND RESPECT, SHARING THE RESULTS AMONG PERSONNEL, SHAREHOLDERS, CLIENTS AND COMMUNITY. 
  
 VISION 
  
 WE COMMIT TO ESTABLISH LABOR RELATIONS BASED IN A MODEL OF MODERNITY AND CHANGE ADEQUACY, SO THAT PERSONNEL ACKNOWLEDGES THE PROCESSES AND FACILITIES AS THEIRS, ACTING
IN WORK TEAMS WITH CREATIVITY, EFFORT AND PRACTICING VALUES THAT CONTRIBUTE TO DE COMPANY’S MISSION. 
  
 3.- UNION AND COMPANY BASE THEIR RELATIONSHIP BY THE PRACTICE OF THE FOLLOWING 10 VALUES: 
  
 SHARED VALUES 
  

	A.-	PROFESSIONALISM. 

	B.-	CONFIDENCE. 

	C.-	HONESTY. 

	D.-	LOYALTY. 

	E.-	HONOR. 

	F.-	LEADERSHIP. 

	G.-	INITIATIVE. 

	H.-	CREATIVITY. 

	I.-	EQUITY. 

	J.-	HUMILITY. 

  

					
	 Procedure No.: CCT-001
 Issue Date: February
/05
 Last review: June /02
 Review Frequency: Annual

Next Review: February /06
 Page No: 5 of 11
	 	 A U T O R I Z A C I O N E S
  

	 	 LIC. ADRIAN ALMEIDA
 SOSA
  
 Human Resources
and
 Communication Director
	 	 C. GILBERTO MUÑOZ
 MOSQUEDA
  
 General
Secretary
 S.T.I.Q.P.C.S.Y C. DE LA R.M.

					
	

	 	  
 COLLECTIVE LABOR
 CONTRACT
  
	 	

  

 I.- LABOR SYSTEMS 
  
 I.- UNION AND COMPANY RECOGNIZE THAT FORMED LABOR TEAMS, SHALL HAVE MATERIAL RESOURCES, HUMAN TECHNICIANS AND ADMINISTRATIVE SO THAT
THE CAN AUTO-ADMINISTRATE TO DELIVER A PRODUCT TO THE CLIENT THAT COMPLIES WITH THE REQUIREMENTS, REDUCING COSTS, IMPROVING QUALITY, OBTAINING BETTER PERFORMANCE, TO WORK WITH SECURITY AND TAKING CARE OF THE ENVIRONMENT, THEREFORE THEY SHALL ADOPT A
WORK SYSTEM THAT DEVELOPS THIS TENDENCY OR ANY OTHER THAT IN THE FUTURE IS DEMANDED BY COMPETITIVENESS AND PROFITABILITY OF THE BUSINESS. 
  
 II.- UNION AND COMPANY RECOGNIZE THAT AUTO-ADMINISTERED TEAMS RESPONSIBLE FOR PRODUCTIVE PROCESSES SHALL ORIENTATE TO A CLEARLY DEFINED CLIENT, WITH WHOM
TECHNICAL AND ADMINISTRATIVE SPECIFICATIONS SHALL BE AGREED AND FORMALIZED, GIVING THEM FOLLOW UP TROUGH STATISTICAL ANALYSIS AS BASIS TO DEFINE IMPROVEMENT PROJECTS ACCORDING TO RESULTS, SUPPORTED IN TOTAL RATIONAL QUALITY PROCESSES, C.E.O; M.P.T;
K.T., ETC. THEREFORE THIS ORGANIZATIONAL UNIT SHALL INTEGRATE HIGHLY CAPACITATED PERSONNEL AND ACT ACCORDINGLY. 
  
 BENEFITS: 
  

			
	 CONCEPT.

	  	 BENEFIT.

		
	 1).- LUNCH HOURS
 ALL PERSONNEL
 DOCK AND A.F.G.T.
 A PIE DE MAQUINA
 1 HOUR AFTER THEIR SCHEDULE
 OUTSIDE THE UNIT
	  	 HALF AN HOUR TO TAKE THEM.
 FORTY-FIVE
MINUTES.
 HALF AN HOUR DOUBLE SALARY.
 HALF AN HOUR DOUBLE
SALARY.
 25% OF ONE DAY’S SALARY.

		
	2).- MEAL	  	WORKER SHALL PAY 0.01 (ONE CENT) AND THE COMPANY SHALL PAY THE REST.
		
	3).- BREAKFAST	  	WHEN EXTRA TIME IS GENERATED FROM THE THIRD TO THE FIRST SHIFT, PLUS THE CORRESPONDING MEAL FOR THAT SHIFT.
		
	4).- SUNDAY BONUS	  	33% OF ONE DAY’S SALARY
		
	5).- HOLIDAYS ADDITIONAL TO THOSE MANDATORY BY LAW	  	JULY 20TH AND HOLY FRIDAY OF EVERY YEAR.

  

					
	 Procedure No.: CCT-001
 Issue Date: February
/05
 Last review: June /02
 Review Frequency: Annual

Next Review: February /06
 Page No: 6 of 11
	 	 A U T O R I Z A C I O N E S
  

	 	 LIC. ADRIAN ALMEIDA
 SOSA
  
 Human Resources
and
 Communication Director
	 	 C. GILBERTO MUÑOZ
 MOSQUEDA
  
 General
Secretary
 S.T.I.Q.P.C.S.Y C. DE LA R.M.

					
	

	 	  
 COLLECTIVE LABOR
 CONTRACT
  
	 	

  

 6).- VACATIONS AND VACATION BONUSES 
  

					
	 YEARS OF WORK

	  	LABOR DAYS
TO BE GRANTED

	  	VACATION BONUS

	FIRST	  	10	  	105%
	SECOND	  	12	  	120%
	THIRD	  	14	  	130%
	FOURTH AND FIFTH	  	17	  	150%
	SIXTH TO EIGHTH	  	18	  	175%
	NINTH TO THIRTEENTH	  	20	  	205%
	FOURTEENTH TO EIGHTEENTH	  	22	  	205%
	NINETEENTH TO TWENTY-THIRD	  	24	  	205%

  
 AND SO ON SUCCESSIVELY TWO
ADDITIONAL LABOR DAYS FOR EACH FIVE YEARS OF CONTINUOUS SERVICE. 
  

			
	7).- TRAVEL EXPENSES, REVIEW COMMISSION	  	 $1,000.00 DAILY; ROUNDTRIP AIRPLANE TICKET FROM MINATITLAN-MEXICO.
 SALARY REVISION 7 DAYS
 CONTRACTUAL REVISION 15 DAYS.

	8).- PERMITS WITH SALARY PAYMENT.	  	 
		
	 A) UNION COMMISSIONS
	  	 300 DAYS P/ CONTRACTUAL YEAR.

	 B) MARRIAGE
	  	 3 DAYS.

	 C) GENERAL SECRETARY, LABOR AND SOCIAL PREVISION
	  	DURING THE TIME THEIR POSITIONS LAST AND ALSO THEIR SUBSTITUTES WHEN ON VACATIONS. FOR THE CASE OF GENERAL SECRETARY AND LABOR SECRETARY, THEIR SUBSTITUTES WHEN ASSISTING CONTRACT
REVIEWS.
		
	 D) IN EVENT OF DEATH:
	  	 
		
	 	  	5 CONSECUTIVE DAYS.
	1) SPOUSE OR CONCUBINE	  	3 CONSECUTIVE DAYS.
	2) FATHER, MOTHER, SIBLINGS, and OFFSPRING.	  	1 ADDITIONAL DAY AS PER DISTANCE.
		
	IF THE DEATH TAKES PLACE 100 KM AWAY FROM THE CITY OF COATZACOALCOS.	  	 

  

					
	 Procedure No.: CCT-001
 Issue Date: February
/05
 Last review: June /02
 Review Frequency: Annual

Next Review: February /06
 Page No: 7 of 11
	 	 A U T O R I Z A C I O N E S
  

	 	 LIC. ADRIAN ALMEIDA
 SOSA
  
 Human Resources
and
 Communication Director
	 	 C. GILBERTO MUÑOZ
 MOSQUEDA
  
 General
Secretary
 S.T.I.Q.P.C.S.Y C. DE LA R.M.

					
	

	 	  
 COLLECTIVE LABOR
 CONTRACT
  
	 	

  

			
	 3) SPOUSE OR CONCUBINE’S CHILD BIRTH.
 4) GENERAL
ILLNESS INCAPACITY
	  	 3 CONSECUTIVE DAYS
 3 FIRST DAYS 50% OF SALARY,
4TH DAY AND UNTIL THE 30TH DAY, THE DIFFERENCE BETWEEN THE ALLOWANCE GRANTED BY THE I.M.S.S. AND 85% OF SALARY.

		
	9).- SECURITY PRESCRIPTION GLASSES	  	MEDICAL PRESCRIPTION
		
	10).- LIFE INSURANCE	  	2% OF MONTHLY SALARIES
		
	11).- HELP DUE TO WORKER’S DEATH	  	 $6,000.00 NATURAL CAUSES
 $12,000.00 ACCIDENTAL
DEATH

		
	12).- FUNERAL EXPENSES	  	$2,000.00
		
	13).- THE COMPANY WILL PAY MORE EXPENSES WHEN:	  	 

  
 a).- THE WORKER DIES AWAY FROM
COATZACOALCOS, VER. 
 b).- THE WORKER DIES IN COATZACOALCOS AND THE FAMILY REQUESTS TO TRANSFER THE WORKER WITHIN LIMITS THAT NOT EXCEED 200KM. 

 

			
	14).- PERSONNEL TRANSPORTATION	  	 SERVICES FROM THE PLAN TO:
 COSOLEACAQUE, AND CONG.
ALLENDE, COATZACOALCOS, MINATITLAN, AND VICE VERSA FOR ENTRY AND EXIT OF ORDINARY SHIFTS.

		
	15).- UNION ASSISTANCE	  	 NATIONAL EXECUTIVE COMMITTEE $300.00 PER MONTH.
 EXECUTIVE COMMITTEE SECTION 23. $1,200.00 PER MONTH.

		
	16).- MONTHLY PUNCTUALITY AND ATTENDANCE BONUS.	  	2 DAYS OF TABLE SALARY
		
	17).- SEMESTER PUNCTUALITY AND ATTENDANCE BONUS	  	3 DAYS OF TABLE SALARY
		
	18).- CHRISTMAS BONUS	  	 1 TO 8 YEARS 39 DAYS OF SALARY.
 9 YEARS AND MORE 41
DAYS.

  

					
	 Procedure No.: CCT-001
 Issue Date: February
/05
 Last review: June /02
 Review Frequency: Annual

Next Review: February /06
 Page No: 8 of 11
	 	 A U T O R I Z A C I O N E S
  

	 	 LIC. ADRIAN ALMEIDA
 SOSA
  
 Human Resources
and
 Communication Director
	 	 C. GILBERTO MUÑOZ
 MOSQUEDA
  
 General
Secretary
 S.T.I.Q.P.C.S.Y C. DE LA R.M.

					
	

	 	  
 COLLECTIVE LABOR
 CONTRACT
  
	 	

  

			
	19).- SPORTS AND CULTURE	  	CONTRIBUTE TO SPORTS AND CULTURAL DEVELOPMENT.
		
	20).- SCHOLARSHIPS	  	$40,880.00 PER CONTRACT YEAR
		
	21).- SAVINGS FUND	  	12.5% OF WEEKLY SALARIES.
		
	22).- FINANCING FROM SAVINGS FUND.	  	$16,000.00 REVOLVING LOAN PER CONTRACTUAL YEAR.
		
	23).- CONSUMER GOODS CHECKS	  	13% OF WEEKLY SALARIES
		
	24).- RETIREMENT FUND	  	2.8% OF SALARIES PLUS $1.00 (ONE PESO) PER EACH PLANT WORKER.
		
	25).- AUTOMATIC SALARY INCREASE:	  	SENIORITY
                                   
 INCREASE
		
	 	  	 5 YEARS
                                        
             6%
 10
YEARS                                       
             7%
 15
YEARS                                       
             9%
 20 YEARS OR MORE
                              12%

		
	26).- VOLUNTARY ANNUAL RETIREMENTS (15 YEARS OF SENIORITY)	  	12 VOLUNTARY RETIREMENTS WITH 100% AND 5 WITH 70%. CONCEPTS THAT INTEGRATE SALARY REGARDING RETIREMENTS: DAILY FEE, CHRISTMAS BONUS, VACATION BONUS AND SAVINGS FUND.
		
	27).- ASSISTANCE FOR SOCIAL PREVISION EXPENSES.	  	$28,880.00 PER CONTRACTUAL YEAR
		
	28).- WARRANTY OF PROFIT SHARE.	  	8 DAYS OF TABLE SALARY, ADJUSTED TO PAYMENT OF SUCH IN THE EVENT THAT THE REAL SHARE IS HIGHER.
		
	29).- PROMOTION OF RECREATIONAL AN CULTURAL ACTIVITIES.	  	1% OF MONTHLY SALARIES OF PLANT PERSONNEL.

  

					
	 Procedure No.: CCT-001
 Issue Date: February
/05
 Last review: June /02
 Review Frequency: Annual

Next Review: February /06
 Page No: 9 of 11
	 	 A U T O R I Z A C I O N E S
  

	 	 LIC. ADRIAN ALMEIDA
 SOSA
  
 Human Resources
and
 Communication Director
	 	 C. GILBERTO MUÑOZ
 MOSQUEDA
  
 General
Secretary
 S.T.I.Q.P.C.S.Y C. DE LA R.M.

					
	

	 	  
 COLLECTIVE LABOR
 CONTRACT
  
	 	

  

 SALARY TABLE THAT IS PART OF THE COLLECTIVE LABOR CONTRACT ENTERED INTO BY THE WORKERS UNION FOR THE CHEMICAL,
PETROCHEMICAL, CARBON CHEMICAL, SIMILAR AND RELATED INDUSTRIES OF THE MEXICAN REPUBLIC IN FORCE AS OF JUNE 15TH, 2004. 
  

			
	 POSITION
 PRODUCTION:

	  	SALARY

	 OPERATOR D
	  	399.19
	 OPERATOR C
	  	329.63
	 OPERATOR B
	  	291.81
	 WORKER IN TRAINING
	  	185.97

  
 MAINTENANCE: 
  
 SPECIALTIES IN MAINTENANCE AREA, GENERAL MECHANIC, ON
INTERNAL COMBUSTION, IN CARBON CHEMIST, MACHINIST, TUBING WORKER, FORGER, INSTRUMENTALIST AND ELECTRICIAN. 
  

			
	 OFFICER D
	  	399.19
	 OFFICER C
	  	317.52
	 OFFICER B
	  	291.81
	 OFFICER A
	  	255.53
	 GENERAL WORKER
	  	193.53
	 RUBBER WORKER:
	  	 
	 OFFICER D
	  	399.19
	 OFFICER C
	  	322.06
	 OFFICER B
	  	296.36
	 OFFICER A
	  	254.01
	 FIRST GRADE CRANE OPERATOR
	  	399.19
	 SECOND GRADE CRANE OPERATOR
	  	284.26
	 FIRST GRADE ISOLATOR WORKER
	  	322.06
	 SECOND GRADE ISOLATOR
	  	273.68
	 AUTOMOTIVE ELECTRICIAN
	  	291.81
	 FIRST GRADE LABELING PAINTER
	  	291.81
	 SECOND GRADE PAINTER
	  	266.17
	 BUS DRIVER
	  	275.20
	 DRIVER
	  	263.08
		
	 TRAFFIC AND DISTRIBUTION:
	  	 
		
	 OPERATOR D
	  	399.19
	 OPERATOR C
	  	329.63
	 OPERATOR B
	  	291.81
	 OPERATOR A
	  	255.53

  

					
	 Procedure No.: CCT-001
 Issue Date: February
/05
 Last review: June /02
 Review Frequency: Annual

Next Review: February /06
 Page No: 10 of 11
	 	 A U T O R I Z A C I O N E S
  

	 	 LIC. ADRIAN ALMEIDA
 SOSA
  
 Human Resources
and
 Communication Director
	 	 C. GILBERTO MUÑOZ
 MOSQUEDA
  
 General
Secretary
 S.T.I.Q.P.C.S.Y C. DE LA R.M.

					
	

	 	  
 COLLECTIVE LABOR
 CONTRACT
  
	 	

  

 MEXICO D. F. AS OF JUNE 19TH, 2004  
  
 INNOPHOS FOSFATADOS DE MEXICO S. DE R. L. DE C. V. 
  

			
	ING. GUSTAVO A. VERA ALPUCHE	  	 LIC. CESAR R. VARELA CEBREROS

	HUMAN RESOURCES MANAGER	  	 LABOR RELATIONS CHIEF

  
 LIC. PABLO GERARDO
LÓPEZ SÁNCHEZ 
 LEGAL REPRESENTATIVE 
  
 FOR THE WORKERS UNION FOR THE CHEMICAL, 
 PETROCHEMICAL, CARBON CHEMICAL, SIMILAR AND RELATED 
 INDUSTRIES OF THE MEXICAN REPUBLIC 
  

					
	C. GILBERTO MUÑOZ MOSQUEDA GENERAL SECRETARY	  	 	  	C. NOE CADENA GRAJEDA
SOCIAL ACTION SECRETARY.
	 	  	FOR SECTION 23	  	 
			
	 C. ALFREDO LEÓN GARCÍA.
 GENERAL
SECRETARY
	  	 	  	C. MAXIMINO PÉREZ BALDERAS.
LABOR SECRETARY
			
	 	  	COMMISSIONERS	  	 
			
	C. VLADIMIR MORALES MORRUGUEZ	  	 	  	C. MARIO CRUZ CORTES
			
	C. ALEJANDRO SÁNCHEZ CLEMENTE	  	 	  	C. EULALIO LÓPEZ LEÓN
			
	C. MARIO VALENCIA SÁNCHEZ	  	 	  	C. ALFONSO LARA GUERRERO
	
	C. JOSÉ ÁNGEL SANTIAGO DESALES

  

					
	 Procedure No.: CCT-001
 Issue Date: February
/05
 Last review: June /02
 Review Frequency: Annual

Next Review: February /06
 Page No: 11 of 11
	 	 A U T O R I Z A C I O N E S
  

	 	 LIC. ADRIAN ALMEIDA
 SOSA
  
 Human Resources
and
 Communication Director
	 	 C. GILBERTO MUÑOZ
 MOSQUEDA
  
 General
Secretary
 S.T.I.Q.P.C.S.Y C. DE LA R.M.

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 1:
DEFINITIONS
  
	 	  
 

  

  

 I.- PROCEDURE TITLE: Definitions. 
  
 II.-PURPOSE: 
  
 Identify and establish definitions that shall be in the Labor Relations Administration Manual and the Collective Labor Contract, between S.T.I.Q.P.C.S.Y C. DE LA R.M and
Rhodia Fosfatados de México, S.A. de C.V. 
  
 III.-REACH :

  
 Applies to all documents of the Labor Relations Administration Manual and
the Collective Labor Contract.. 
 Applies in relations established with Section 23 of the S.T.I.Q.P.C.S.Y C. de la R.M. and Rhodia Fosfatados de
México, S.A. de C.V. 
  
 IV.-REFERENCE: 
  
 Chapter I.-of the Collective Contract that precedes this Labor Relations Manual. 

 
 V.-DESCRIPTION : 
  

	1.-	With the purpose to facilitate the applications and interpretation of this Labor Relations Administration Manual and the Collective Labor Contract, the following definitions are
provided: 

  

	A).-	COMPANY: “Rhodia Fosfatados de México, S.A de C.V.”, or as it is named in the future. 

  

	B).-	UNION: “Workers Union For The Chemical, Petrochemical, Carbon Chemical, Similar And Related Industries Of The Mexican Republic.” 

  

	C).	UNION REPRESENTATIVES: National Executive Committee, Local Executive, that is of Section 23 and delegates or persons that the Union designates according to its bylaws..

  

	D).-	COMPANY REPRESENTATIVES: General Director, Legal Representatives of the Company and all other persons that according to their faculties can bind relations with the Union.

  

	E).-	LAW: Federal Labor Law. 

  

	F).-	CONTRACT: The Collective Labor Contract in force. 

  

	G).-	TABLE: List or non personal list of positions or categories and their salaries governed by the Collective Labor Contract. 

  

							
	 Procedure No: PARL-003
 Date of Issue: May
28/ 99
 Last review: June 15 /2000
 Review Frecuency:
Annual
 Next Review: June /01
 Page No: 1 of 2
	 	 A U T O R I Z A C I O N E S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources
 Manager
	 	 SR ALBERTO VALENZUELA
 ZAMUDIO
  
 Section 23, of the
 S.T.I.Q.P.C.S. y C. R.M
	 	 ING. JUAN DUCH
 GARY
  
 Human Resources
and
 Communications Director

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 1:
DEFINITIONS
  
	 	  
 

  

  

	H).-	WORKERS: Unionized personnel that provide services for the Company. 

  

	I).-	PLANT WORKERS: Unionized personnel hired for an undetermined period of time and that provide their services permanently.. 

  

	J).-	TEMPORARY WORKERS: Unionized personnel hired by: 

  
 1.- Determined Period of Time 
 2.- Determined
Work. 
 3.- To substitute other workers for a determined period of time. 
 4.- To carry out extraordinary Works which are not a normal or permanent activity. 
  

	K).-	TRUST PERSONNEL: Those persons who carry out Directive, Inspection, Surveillance and Taxation functions according to Article 9 of the Law. 

  

	L).-	INTERIOR LABOR REGULATIONS: All mandatory dispositions for the Company and the workers in order to carry out their jobs. 

  

	M).-	SENIORITY: Hire date of the Unionized workers who provide their services to the Company, in order to establish any right in relation with it. 

  

	N).-	RANKING: Career promotion for unionized workers to the immediate superior position, to which they are entitled to be trained. 

  

	O).-	INDUSTRIAL UNIT: The conjunction of all production, workshops, warehouses, docks, transports, auxiliary services and plaster deposit plants in the Carolino Anaya area, destined to
the fabrication of chemical products, which is property of the Company and that it is established in Complejo Industrial Pajaritos, located in the municipality of Coatzacoalcos, state of Veracruz. 

  

	P).-	TRAINING: Theoretical teachings and practical training given to the workers in order to acquire abilities and knowledge which allow them to efficiently carry out their positions or
the immediate superior position to which thy are entitled. 

  

							
	 Procedure No: PARL-003
 Date of Issue: May
28/ 99
 Last review: June 15 /2000
 Review Frecuency:
Annual
 Next Review: June /01
 Page No: 2 of 2
	 	 A U T O R I Z A C I O N E S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources
 Manager
	 	 SR ALBERTO VALENZUELA
 ZAMUDIO
  
 Section 23, of the
 S.T.I.Q.P.C.S. y C. R.M
	 	 ING. JUAN DUCH
 GARY
  
 Human Resources
and
 Communications Director

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 2:
LABOR RELATIONS
 ADMINISTRATION MANUAL AND
 COLLECTIVE LABOR CONTRACT
 APPLICATION
  
	 	  
 

  

  

 I.- PROCEDURE TITLE: Labor Relations Administration Manual And Collective Labor Contract Application

  
 II.- PURPOSE: 
  
 Identify and establish the application of the Labor Relations Administration
Manual And Collective Labor Contract in relation to its facility and persons. 
  
 III.- REACH : 
  

	•	 	All Unionized personnel. 

  

	•	 	In Rhodia Fosfatados de México at the plant of Pajaritos, in Coatzacoalcos Ver., México. 

  

	•	 	Labor Relations Administration Manual And Collective Labor Contract 

  

	IV.-	REFERENCE: 

  
 Chapter II.- Application of this contract in relation to the facility and persons. 
  
 V.- DESCRIPTION : 
  

	2.-	See C.C.T. (Collective Labor Contract) 

  

	3.-	The present contract shall govern in the industrial unit and has as purpose to establish the conditions by which workers shall provide their services. 

  

	4.-	Stipulations of the present contract shall not apply to persons who have trust positions such as: Directors, Managers, Senior Managers, Superintendents, Technicians, Department or
Shift Chiefs, Supervisors, Inspectors, First Grade Analysts, Time Inspectors, Warehouse Personnel, Warehouse Receivers, Office Personnel, Buyers Agents, Engineers, Surveillance Personnel, Scale Handlers, Drives at the service of Directors, Personnel
from the Engineering and Control Lab, and Quality Control Departments. 

  

	5.-	The list provided above is not limited, only descriptive, so the company has the faculty to reduce or increase trust personnel as required by its needs. 

  
 When the Company creates a new trust position, which is not related on the
list of Clause 4, it shall notify in writing, immediately to the Union, what position it is and the persons who will be hired, stating in such written notice the functions by which it is considered as a trust position. 
  

							
	 Procedure No: PARL-002
 Date of Issue: May
28/ 99
 Last review: June 15 /2000
 Review Frecuency:
Annual
 Next Review: June /01
 Page No: 1 of 2
	 	 A U T O R I Z A T I O N S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources
 Manager
	 	 SR. ALBERTO VALENZUELA
 ZAMUDIO
  
 Section 23, of the
 S.T.I.Q.P.C.S. y C. R.M
	 	 ING. JUAN DUCH GARY
  
 Human Resources and
 Communications
Director

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 2:
LABOR RELATIONS
 ADMINISTRATION MANUAL AND
 COLLECTIVE LABOR CONTRACT
 APPLICATION
  
	 	  
 

  

  

	6.-	In normal conditions, trust personnel shall note carry out labors that correspond to unionized personnel. They Hill be able to carry them out exceptionally when the purpose is to
verify correct operation of equipment, efficiency of the worker, training of unionized personnel or in cases of true emergency, and in any such case this shall constitute substitution of unionized workers. 

  

	7.-	When by request of the Company a worker is promoted to a trust position, prior concurrence from the worker and written notice to the Union will be required.

  
 When accepting a trust position, the worker
will stop being a member of the Union and all rights and obligations will be lost, and those that apply to trust personnel shall govern. 
  
 Vacancy that will emerge from this promotion shall be covered under the terms of this contract.. 
  

	8.-	Union recognizes that the Company has the exclusive faculty to, plan, organize, direct, administrate and supervise all works carried out in the Industrial Unit. Therefore, the
Company has the exclusive right to directly provide instructions and orders for the convenient development of labor in the Industrial Unit, including all technical and administrative dispositions judged as convenient, so workers under its service
shall be subject to its authority and direction regarding all labors of the Company. 

  

	9.-	See C.C.T. 

  

							
	 Procedure No: PARL-002
 Date of Issue: May
28/ 99
 Last review: June 15 /2000
 Review Frecuency:
Annual
 Next Review: June /01
 Page No: 2 of 2
	 	 A U T O R I Z A T I O N S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources
 Manager
	 	 SR. ALBERTO VALENZUELA
 ZAMUDIO
  
 Section 23, of the
 S.T.I.Q.P.C.S. y C. R.M
	 	 ING. JUAN DUCH GARY
  
 Human Resources and
 Communications
Director

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 3:
NEW HIRE.
  
	 	  
 

  

  

 I.- PROCEDURE TITLE: New Hire. 
  
 II.- PURPOSE: 
  
 Interpretation and application of the Collective labor Contract and the Labor Relations Administration Manual in order to fix the basis for their hire.

  
 III.-REACH : 
  

	•	 	All new hire Unionized personnel. 

  

	•	 	In the Rhodia Fosfatados de México, S.A. de C.V., plant, at Pajaritos, en Coatzacoalcos Ver., México. 

  

	•	 	Labor Relations Administration Manual and the Collective labor Contract. 

  
 IV.-REFERENCE: 
  
 Chapter III.- New Hire, which precedes this Labor Relations Administration Manual of the Collective labor Contract. 
  
 V.-DESCRIPTION : 
  

	10.-	With exception of the provisions of the following clause, any person who is hired to provide services for the Company, shall de subject to the training period under the terms of the
Contract.. 

  

	11.-	When the worker has credited knowledge and experience regarding their job or specialty, the training period will not be necessary and such worker shall be subject to a 30 day test
period. 

  
 If the services are not satisfactory,
the Company shall have the right to resign such worker under that term without any liability.. 
  
 These resignations shall be notified to the Union within a period of three labor days following the date in which the event takes place. 
  

	12.-	The Company shall have the right to hire temporary employees and these shall not be considered as full time employees. 

  
 These workers will also be subject to the 30 day test period; if such is
satisfactory the contract will be prolonged for the term or period agreed in the personnel request, if it is not satisfactory, the Company shall have the right to terminate the Contract without liability. 
  

							
	 Procedure No: PARL-003
 Date of Issue: May
28/ 99
 Last review: June 15 /2000
 Review Frecuency:
Annual
 Next Review: June /01
 page No: 1 of 3
	 	 A U T H O R I Z A T I O N S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources Manager
	 	  
 SR. ALBERTO VALENZUELA
 ZAMUDIO
  
 General Secretary of a
 Section 23, of
S.T.I.Q.P.C.S.y
 C. de la R.M
	 	  
 ING. JUAN DUCH GARY
  
 Human Resources and
 Communications
 Director

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 3:
NEW HIRE.
  
	 	  
 

  

 Temporary workers credited in position and category by the company Hill not be subject to the test
period, and will be hired for the agreed term. 
  
 The Union and
the Worker shall receive a copy of the executed and duly signed contract. 
  
 During school vacations terms if the workers offspring are proposed for temporary employment, the following must be considered: 
  

a). They will excluded from the obligation to exhibit military service proof.. 
  
 b). They can be hired if they are 16 years of age and for positions under the first shift only. 
  

	13.-	Company and Union agree that there will not be a fixed number of positions to be hired. 

  
 The Company obliges to cover temporary vacancies and definite vacancies in the Production, Distribution, Packaging,
Shipment, Quality Control and Ecology Areas, Security, Warehouse, Materials and Human Resources Management. 
  
 Vacancies shall not be covered when in such areas working material is not available. 
  
 It is understood that if working materials are available again, all normal activities will be renewed on the affected areas
and the vacancies shall be covered as per this Contract. 
  

	14.-	The Company is obliged to cover Maintenance definitive vacancies in the following cases: 

  

	 	1)	Death of the full time employee. 

  

	 	2)	Total and Permanent Incapacity. 

  

	 	3)	Retirement. 

  

	 	4)	Voluntary Retirement. 

  

	 	5)	Due to I.M.S.S. retirement due to old age or disability. 

  

	15.-	The Union is obliged to provide the workers that the Company needs, sending two ideal candidates for each position, with the obligation to satisfy the petitions within three labor
days after the date in which such petition is received.. 

  
 If the personnel is not provided within such term, the Company is entitled to hire the personnel freely, but the hired workers are obliged to sign upon entering their registration before the Union, before starting to provide their services,
requirement needed in order to work.. 
  
 In the event that among
the candidates an offspring of a full time worker is proposed, such shall have preference to be hired if the result of the exams are equal to the other candidate.. 
  

	16.-	In order to be hired by the Company, the following admission requirements must be fulfilled: 

  
 a). Be 18 years old or over. 
  
 b). Be member of the Union. 
  
 c). Fill the personal data sheet provided by the Company, providing absolute truthful information. 
  
 d). To have concluded at least high school, proving it with the
corresponding degree.. 
  

							
	 Procedure No: PARL-003
 Date of Issue: May
28/ 99
 Last review: June 15 /2000
 Review Frecuency:
Annual
 Next Review: June /01
 page No: 2 of 3
	 	 A U T H O R I Z A T I O N S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources Manager
	 	  
 SR. ALBERTO VALENZUELA
 ZAMUDIO
  
 General Secretary of a
 Section 23, of
S.T.I.Q.P.C.S.y
 C. de la R.M
	 	  
 ING. JUAN DUCH GARY
  
 Human Resources and
 Communications
 Director

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 3:
NEW HIRE.
  
	 	  
 

  

  

 e). If it is the case to exhibit the military service proof ID. 
  
 f). To pass all medial exams for admission, determined by the Company.

  
 g). Prove good personal and work background. 
  
 h). New hire employees in training, shall pass satisfactory all selection
tests established and judged by the Company, in order to demonstrate that they are capable to learn the position or positions to teach. Regarding Maintenance area they shall also pass these selection tests to demonstrate they are capable of
performing the job. 
  
 In the event that there are several
candidates, the one which demonstrates the best aptitudes. 
  
 i). The Company shall be able to exempt the candidates from any of the requirement referred in this clause, with the exception of the requirement in point b). 
  
 The company shall be oblige to notify the Union, the date an time in which al selection test are held as per point h) of
this clause, so that if the Union wants to, is able to send a representative in order to witness such tests. 
  

							
	 Procedure No: PARL-003
 Date of Issue: May
28/ 99
 Last review: June 15 /2000
 Review Frecuency:
Annual
 Next Review: June /01
 page No: 3 of 3
	 	 A U T H O R I Z A T I O N S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources Manager
	 	  
 SR. ALBERTO VALENZUELA
 ZAMUDIO
  
 General Secretary of a
 Section 23, of
S.T.I.Q.P.C.S.y
 C. de la R.M
	 	  
 ING. JUAN DUCH GARY
  
 Human Resources and
 Communications
 Director

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 4: WORK DAYS, LABOR HOURS
 AND OVER TIME
  
	 	  
 

  

  

 I.- PROCEDURE TITLE: Work days, labor hours and over time. 
  
 II.- PURPOSE: Interpretation and application of the Collective Labor Contract and the
Labor Relations Administration Manual in relation to normal work days and over time. 
  
 III.- REACH: 
  

	•	 	All Unionized personnel of Section 23. 

  

	•	 	At Rhodia Fosfatados de México, S.A. de C.V., plant in Pajaritos Ver. , México. 

  
 IV.- REFERENCE: 
  
 Chapter IV- Work days, labor hours and over time which precedes this Collective Labor Contract and Labor Relations Administration Manual. 
  
 V.- DESCRIPTION : 
  

	17.-	See C.C.T. 

  

	18.-	In continuous labor departments in which workers carry out their jobs in three shifts, and where there needs to be work 24 hours a day, workers in each shift shall work 8 hours per
day. 

  
 The exceeding half an hour during mixed
shift and the exceeding hour in night shift is extra time and shall be paid as such. 
  

	19.-	In order to change general hours, under which workers provide their services, the Company shall agree them previously with the Union, in the event of stoppage when the Company fixes
hours in two shifts, if lasts for more than one week, workers shall be alternated from one sift to the other. 

  

	20.-	When a worker arrives for the normal shift and due to instructions from the Company such is not received, and an order to present in a different shift on the same day is given, as a
compensation the worker shall have the right to 4 extra ordinary hours of payment, additionally to the salary that corresponds for the shift worked. 

  
 Instructions shall be given to the worker in order to change shift, before the respective bus had left the plant, if this is
not met, the worker shall stay and work the original shift. 
  

							
	 Procedure No: PARL-002
 Date of Issue: May
28/ 99
 Last review: June 15 /2000
 Review Frecuency:
Annual
 Next Review: June /01
 Hoja No: 1 de 3
	 	 A U T O R I Z A T I O N S
  

	 	  
 Gustavo A. Vera Alpuche
  
 Human Resources
 Manager
	 	  
 Alfredo León García
  
 General Secretary of
 Section 23, of the
 S.T.I.Q.P.C.S. y
C. R.M
	 	  
 Adrián Almeida Sosa
  
 Human Resources and
 Communications Director

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 4: WORK DAYS, LABOR HOURS
 AND OVER TIME
  
	 	  
 

  

  

	21.-	When the Company orders the worker to changes normal short, and this brings as a consequence that break time is reduced from 16 to 8 hours between shifts, a compensation shall be
granted to the worker, equivalent to one day’s salary. 

  

	22.-	In the event that the worker labors over time as an anticipation or increase of the work day, and break time is affected between shifts, the worker will not be entitled to an
additional compensation, due to that this is covered by over time payment. 

  

	23.-	All workers from Continuous Labor departments and of such positions in which labors cannot be interrupted, shall be obliged to remain in their positions until the nest shift worker
arrives, or the worker that for such effect is designated by the Company, unless they receive different instructions. 

  
 The Company will not designate another worker when this is the first double shift case for that worker during the week, therefore, shift will be doubled.

  
 If a worker already had a double shift during the week, and
the next shift worker does not show up, the Company shall designate a substitute with Training Certificate and less worked over time during the week; if the worker is not able to work the double shift, it will correspond to the next worker with less
over time worked, if this worker is also not able to stay, then the Company shall have faculties to designate the worker who will work the over time and it shall be obliged to do so. When in absence of other workers, double shift is required,
workers Hill be obliged to do it, only in the event that guard is necessary to reinforce in order to eliminate conditions of insecurity or to carry out works that if not done on time, may corrupt production or delay load or unload of a ship.

  
 A worker will never be obliged to perform a triple shift.

  
 When due to a bus delay, the second shift worker arrives 15
minutes late, waiting time will be paid as over time. If it is of 16 to 30 minutes, half an hour of over time will be paid, if it is from 31 to 60 minutes, one hour of over time will be paid, and if it is over 1 hour and 30 minutes, one hour and a
half of over time will be paid. 
  
 When the bus is late it shall
wait for next guard. 
  

	24.-	All workers are obliged to arrive on time to their individual stations, In consequence, when the worker wishes to change clothes in order to work, this shall be done before punching
their time card. Also, workers are obliged to remain in their posts until the work day is over or until the next worker arrives, therefore if the worker wishes to take a bath alter work, the time card shall be punched when his job is finished and
then proceed to the dressing rooms in order to change and bathe.. 

  
 All workers shall benefit from a 15-minute tolerance once a week. 
  

	25.-	Every worker is obliged to mark their entrance and exit hours in their own time cards. It is strictly prohibited to punch someone else’s time card. 

  

	26.-	It is understood as over time, the extension of a legally maximum work day. Over time that not exceeds from 9 hours a week, shall be paid double, more than 9 hours a week shall be
paid triple. In order to calculate over time that exceeds mixed or night shift, the table salary shall be divided between seven point five hours for the former and seen hours for the later. Workers are obliged to work over time ordered by the
Company within the limits provided by article 66 of the Law. 

  

							
	 Procedure No: PARL-002
 Date of Issue: May
28/ 99
 Last review: June 15 /2000
 Review Frecuency:
Annual
 Next Review: June /01
 Hoja No: 2 de 3
	 	 A U T O R I Z A T I O N S
  

	 	  
 Gustavo A. Vera Alpuche
  
 Human Resources
 Manager
	 	  
 Alfredo León García
  
 General Secretary of
 Section 23, of the
 S.T.I.Q.P.C.S. y
C. R.M
	 	  
 Adrián Almeida Sosa
  
 Human Resources and
 Communications Director

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 4: WORK DAYS, LABOR HOURS
 AND OVER TIME
  
	 	  
 

  

  

	27.-	When by orders of the Company the Worker labors for more than sixteen and a half consecutive hours, the worker shall have the right to stay home the next day, under full salary
payment, if the next day is a break day, then the worker will not be entitled to any form of compensation. 

  

	28.-	Any worker who is outside from the Industrial Unit and is called to work over time, the equivalent to at least for over time hours shall be paid, even if the work for which the
worker was called is executed in less than four hours. (over time will begin from the moment the worker leaves home, discounting 30 minutes of transportation to the plant.) 

  

	29.-	When over time work ends, even when this is a an extension of a normal work day or due to special call, if such terminations does nor concur with the bus’s departure to
Coatzacoalcos, the Company shall transport the worker to its domicile. 

  

	30.-	Workers shall enjoy a 30 minute break in order to have lunch, those working in the dock areas and Technical Grade will have 45 minutes. Workers that due to orders of the Company or
the nature of their position have lunch in their work stations without a break, because they keep their surveillance attitude, shall receive as compensation the equivalent to half an hour of ever time. 

  
 Workers who normally appear in the dining hall to lunch, when by orders of
the Company cannot leave, and have to lunch one hour later than usual, shall receive as compensation of half an hour of over time. 
  
 When by orders of the Company, the worker has to labor outside the Industrial Unit at lunchtime and therefore cannot access the dining hall; the Company
shall pay as compensation, the equivalent to 25% of one day’s table salary. 
  
 For the cases referred in this clause, time will not be taken into consideration for the purposes of second paragraph of article 68 of the Law, due to that it does not imply an extension of a day’s work.

  

							
	 Procedure No: PARL-002
 Date of Issue: May
28/ 99
 Last review: June 15 /2000
 Review Frecuency:
Annual
 Next Review: June /01
 Hoja No: 3 de 3
	 	 A U T O R I Z A T I O N S
  

	 	  
 Gustavo A. Vera Alpuche
  
 Human Resources
 Manager
	 	  
 Alfredo León García
  
 General Secretary of
 Section 23, of the
 S.T.I.Q.P.C.S. y
C. R.M
	 	  
 Adrián Almeida Sosa
  
 Human Resources and
 Communications Director

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 Chapter 5: BREAKS AND VACATIONS
  
	 	  
 

  

  

 I.- PROCEDURE TITLE: Breaks and Vacations. 
  
 II.-PURPOSE: 
  
 Shall acknowledge the conditions regarding working days, breaks, holidays, vacations and their corresponding payments. 
  
 III.-REACH:  
  

	•	 	Applicable to all Section 23 personnel of the Union (S.T.I.Q.P.C.S.Y C. R.M.). Who work at Rhodia Fosfatados de México, S.A. de C.V., located at Complejo Industrial
Pajaritos, México. 

  

	•	 	Applicable in the collective labor contract and the Labor Relations Administration Manual. 

  
 IV.-REFERENCE: 
  
 Chapter V.-of the Collective Contract which precedes this Labor Relations Administration Manual. 
  
 V.-DESCRIPTION : 
  

	31.-	For every 5 days of consecutive work, employees shall enjoy 2 consecutive break days, with full salary payment, legal and contractual benefits. These days shall be paid in
proportion to those days effectively worked in the week. Employees are not obliged to provide their services during their break days, and if they do they shall receive as payment double salary, plus the corresponding salary to such break day.

  

	32.-	Given the nature of the activities of the Company, weekly breaks in general terms shall not be precisely Saturday and Sunday, but can be any other two days of the week, according to
the what the Company determines for each employee, however, the Company shall procure that the workers who do not provide their services in continuous works or services, should rest Saturday and Sunday, or Sunday and Monday.

  
 Employees who work on Sunday, due to that they
have another day of the week as break day, shall receive additional compensation consisting in Sunday Bonus equivalent to 33% of one day’s table salary. 
  

	33.-	When do to a promotion or an extraordinary shift change ordered by the Company or due to personnel movement from one plant to another. Weekly break of an employee occurs before a
period of five labored days, the employee shall enjoy such break in such a way that without decreasing salary, when for the same causes weekly break occurs alter five or more worked days, the employee shall receive double salary for the job of the
in which such break should have correspond if the change had not happened. 

  
 As a benefit to the employees, both parties agree that employee shift rotations shall occur every 85 to 95 days, with the purpose of changing weekly breaks in such a way that all, periodically can rest Saturdays or
Sundays. 
  

							
	 Procedure No: PARL-003
 Date of Issue:
May 28/ 99
 Last review: June 15 /2000
 Review Frecuency:
Annual
 Next Review: June /01
 Page No: 1 of 3
	 	 A U T O R I Z A C I O N E S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources Manager
	 	  
 SR. ALBERTO VALENZUELA

ZAMUDIO
  
 General Secretary of a Section 23, of
 S.T.I.Q.P.C.S. y C. de la R.M
	 	  
 ING. JUAN DUCH
 GARY
  
 Human Resources and
 Communications
Director

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 Chapter 5: BREAKS AND VACATIONS
  
	 	  
 

  

  

 When these rotations take place if the employee has its two break days alter six days of work,
instead of having them after five days of work, shall receive in such week the equal amount of one extra day of table salary. The Company shall be elaborated rotation programs in such a way that due to the rotation it is not necessary to rest less
than 16 hours from shift to shift. 
  

	34.-	Holidays shall be for the generality of employees, receiving a full day payment, the following: 

  

	 	A)	January 1st. 

  

	 	B)	February 5th 

  

	 	C)	March 21st. 

  

	 	D)	May 1st.. 

  

	 	E)	July 20th. 

  

	 	F)	September 16th.. 

  

	 	G)	November 20th. 

  

	 	H)	December 25th. 

  

	 	I)	Every six years the day that corresponds change of the Mexican Republic President. 

  

	 	J)	The day, which Federal Law and Local Electoral Law determine, for ordinary elections, in order for such to take place. 

  
 Given the nature of the Company’s work, shift work cannot be
interrupted, therefore and according to article 75 of the Law, shift employees are obliged to labor during the days mentioned in the preceding paragraph, and as compensation they shall receive double salary, for the period of time labored in such
days, independently from the corresponding salary for that day (totaling triple salary for a days work). 
  
 When an employee that is not a shift worker decides to work on a holiday, such shall receive double salary for the labored period of time plus the salary
that corresponds to that day. 
  
 For the majority of employees
who’s work is carried out normally, only in both first and second shifts, it shall be optional to work during the break days referred in this clause, exception made of an automotive electrician per shift, when ships are being unloaded and for
tem it will be mandatory to work on such days, and shall receive the double salary mentioned in the preceding paragraph.. 
  

	35.-	Look at the C.C.T. (Collective Labor Contract) 

  

	36.-	The Company, not later that the 15th day of October of every year, shall deliver to the Union and shall publish on the notice boards, the calendar project for next year’s
vacations.. 

  
 During the first 15 days of
November, the employees thru the Union, as long as work is not damaged, may request changes considered pertinent of such calendar, and those who require it may request in that sole moment that their vacations be divided in two periods from which the
first shall be of at least 6 labor days. Taking into consideration the workers requests and the needs for Maintenance and Production, and Services of the Company, the later shall elaborate the definite calendar which will be delivered to the workers
and the Union not later that the 10th of December. 
  
 When the Company or the workers need to amend fixed vacation dates from the definite calendar, both shall have the right to
do so, once, in such case the requesting party shall notice the other with at least 8 days prior to the programmed date. When, as a request from the employee, two vacation periods where granted, each party may only request changes in one period. For
all cases of change, when such is done, the new vacation date shall be fixed.. 
  
 Changes in vacation dates requested by the employees, shall be granted for the date in which the need it as long as the following requirement are met: in production and distribution, packaging and shipments, the
amount of employees absent at the same time 
  

							
	 Procedure No: PARL-003
 Date of Issue:
May 28/ 99
 Last review: June 15 /2000
 Review Frecuency:
Annual
 Next Review: June /01
 Page No: 2 of 3
	 	 A U T O R I Z A C I O N E S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources Manager
	 	  
 SR. ALBERTO VALENZUELA

ZAMUDIO
  
 General Secretary of Section 23, of
 S.T.I.Q.P.C.S. y C. de la R.M
	 	  
 ING. JUAN DUCH
 GARY
  
 Human Resources and
 Communications
Director

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 Chapter 5: BREAKS AND VACATIONS
  
	 	  
 

  

  

 cannot be larger than the number of substitutes for vacation available in each of the respective
chains of command and as long as the total amount of absent employees is not more than 30% of the employees in each category of the respective chain of command. Regarding maintenance, as long as more than one person of the same handling and rubber
specialty are absent at the same time and regarding workers of the other specialties, if more than two are not absent at the same time. Date changes shall always be carried out in writing. 
  

							
	 Procedure No: PARL-003
 Date of Issue:
May 28/ 99
 Last review: June 15 /2000
 Review Frecuency:
Annual
 Next Review: June /01
 Page No: 3 of 3
	 	 A U T O R I Z A C I O N E S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources Manager
	 	  
 SR. ALBERTO VALENZUELA

ZAMUDIO
  
 General Secretary of Section 23, of
 S.T.I.Q.P.C.S. y C. de la R.M
	 	  
 ING. JUAN DUCH
 GARY
  
 Human Resources and
 Communications
Director

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 6:
SOME REGULATIONS
 RELATIVE TO LABOR
  
	 	  
 

  

  

 I.- PROCEDURE TITLE: Some regulations relative to labor. 
  
 II.-OBJECTIVE: 
  
 Shall acknowledge minimum obligations necessary to carry out a job, and also all considerations in case of breach..

  
 III.-REACH :  
  

	•	 	Aplies to all Section 23 of S.T.I.Q.P.C.S y C. De la R.M. personnel who work for Rhodia Fosfatados de México, S.A. de C.V., in Complejo Industrial Pajaritos.

  

	IV.-REFERENCE:	

  
 Chapter VI.-of the Collective Contract which precedes this Labor Relations Administration Manual. 
  
 V.-DESCRIPTION : 
  

	37.-	Workers are obliged to obey orders and instructions that they receive from their superiors and shall be responsible for the correct execution of their job, the manager shall be
responsible for the orders given to the workers. 

  
 When a worker receives from a representative of the Company an order which contradicts an already received order, shall communicate such situation to the person who gave the contradictory order and such shall be who will decide the order to
acknowledge. 
  

	38.-	For the correct operation of the Industrial Unit it is necessary that there is flexibility in the allocation of works, reason why both parties agree: 

  
 That the Company is authorized to change workers of position, work or shift
transitorily, having worker to serve in security, effort and appropriate intensity. 
  
 These changes shall take place without prejudice of salary and promotion rights. 
  
 In the event a position of higher salary is covered, such will be paid. In order for the Company to be able to change a worker from plant, from one
position to another in a permanent way, the worker shall give consent, as long as it is not reassignment due to suppress of the job or functions. 
  
 In the event that the worker is not trained to carry out the new positions, such shall be subject to the training periods provided in the Collective Labor
Contract and the Labor Relations Administration Manual. 
  
 The
Company shall not use these faculties as punishment for workers. 
  
 When the change of position is permanent the Company shall notify the Union. 
  

							
	 Procedure No: PARL-006
 Date of Issue:
May 28/ 99
 Last review: June 15 /2000
 Review Frecuency:
Annual
 Next Review: June /01
 Hoja No: 1 de 3
	 	 A U T O R I Z A C I O N E S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources
 Manager
	 	  
 SR. ALBERTO VALENZUELA

ZAMUDIO
  
 General Secretary of Section
 23, of the
 S.T.I.Q.P.C.S. y C. R.M
	 	  
 ING. JUAN DUCH
 GARY
  
 Human Resources and
 Communications
Director

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 6:
SOME REGULATIONS
 RELATIVE TO LABOR
  
	 	  
 

  

  

	39.-	The fact that Maintenance workers for the purposes of promotions are examined regarding knowledge and abilities of their respective occupations as per the corresponding topics, does
not mean that such workers will stop having the obligation to carry put their labors requested by the Company, even when it is a different labor. 

  

	40.-	In general, Maintenance officers shall work without helpers, but the Company shall determine in each case due to work or security reasons, the specific tasks in which a Maintenance
offices shall be helped by another worker, who can be as deemed by the Company a general worker, a General Maintenance auxiliary or an officer, who can be of an inferior category of that who is going to be helped.. 

  

	41.-	Due to that Production is subject to specific regulations and defined Quality and Security regulations, every worker shall be obliged to comply with all instructions given by their
superiors, relative to the procedures that need to be done in order to guarantee quality of work and product, and to carry out corrections and operations demanded by the Company. All workers are obliged during their work day, to clean their
machinery, tolls, security equipment and their work station. 

  

	42.-	All workers are obliged to: 

  
 a.-No smoking inside the Industrial Unit. 
  
 b.-Observe all security measures ordered by the Company. 
  
 c.-Use individual protection equipment that the Company provides them according to the respective regulations. 
  
 Not complying with these measures and the fact that a worker is not using
the appropriate equipment, will be considered as severe negligence and disobedience in relation to the contracted work, that puts in danger the security of the worker, other workers or employees and the Industrial Unit, therefore previous
investigations, this can be a justified cause for layoff without liability for the Company. 
  

	43.-	Agreements made by the Hygiene and Security Commission, shall be mandatory for the Company and workers. Members of the Hygiene and Security Commission shall have all facilities that
as per the law corresponds in order to carry out their functions. 

  
 When the Hygiene and Security Commission acknowledges an insecure condition and determines that such situation may put the life of workers in danger, will be allowed to order the removal of the equipment.. 

 

	44.-	No worker shall carry out operations which are against security regulations, issued by the Hygiene and Security Commission, Security Department or the Company.

  

							
	 Procedure No: PARL-006
 Date of Issue:
May 28/ 99
 Last review: June 15 /2000
 Review Frecuency:
Annual
 Next Review: June /01
 Hoja No: 2 de 3
	 	 A U T O R I Z A C I O N E S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources
 Manager
	 	  
 SR. ALBERTO VALENZUELA

ZAMUDIO
  
 General Secretary of Section
 23, of the
 S.T.I.Q.P.C.S. y C. R.M
	 	  
 ING. JUAN DUCH
 GARY
  
 Human Resources and
 Communications
Director

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 7:
PERMITS
  
	 	  
 

  

  

 I.- PROCEDURE TITLE: Permits 
  
 II.-PURPOSE: 
  
 That all unionized personnel of Section 23 of S.T.I.Q.P.C.S.Y C. de la R.M. knows the benefit granted by the Collective Labor Contract under the permits
chapter, and also the procedure to request them. 
  
 III.-REACH: 

  

	•	 	Applies to all Unionized Pesonnel of Section 23 of S.T.I.Q.P.C.S. Y C. de la R.M. of the Collective Labor Contract and the Labor Relations Administration Manial of Rhodia Fosfatados
de México, S.A. de C.V. in the Industrial Unit, at Complejo Industrial Pajaritos, Coatzacoalcos, Ver. 

  
 IV.-REFERENCE: 
  
 Chapter VII, permits of the Labor Relations Administration Manual and the Colective Labor Contract. 
  
 V.-DESCRIPTION: 
  

	45.-	Company shall grant permits to workers in order to miss a day’s work without payment, according to the following:: 

  

	A).-	The permit shall be requested in writing with anticipation and thru the Union, at least with 24 hours of anticipation. 

  

	B).-	The worker shall enjoy the permit only if the Company granted such in writing. 

  

	C).	In order to grant the permit, the Company shall take into consideration the need of the worker and that labors are not damaged. 

  

	D).-	When the worker had requested a permit with at least three days of anticipation, for the Human Resources Management, the permit Hill be considered as granted if the request is not
answered by the Company and in writing, within the two first labor days counted from the date in which the Company received the request. 

  

	E).-	Permits referred in points IX and X of article 132 of the Federal Labor Law. 

  

	F).-	Equally a permit shall be granted for up to 6 years in order to occupy public positions, either Municipal, State of Federal.. 

  

	G).-	The Company cannot grant permits for Union Commission to more than 5 workers at the same time, who labor in Distribution, Packaging and Upload, and more that 5 Maintenance Workers.

  

							
	 Procedimiento No: PARL-007
 Fecha de
emisión: 28 Mayo/ 03
 Ultima revisión: 21 Febrero/2005
 Frecuencia de Revisión: Anual
 Próxima Revisión: Junio /06
 Hoja No: 1 de 3
	 	 A U T O R I Z A C I O N E S
  

	 	  
 Gustavo A. Vera Alpuche
  
 Human Resources
 Manager
	 	  
 Alfredo León García
  
 General Secretary of the
 S.T.I.Q.P.C.S.y C. de la R.M
	 	  
 Adrián Almeida Sosa
  
 Human Resources and
 Communications
 Manager.

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 7:
PERMITS
  
	 	  
 

  

  

	H).-	Regarding Production, Distribution, Packaging and Upload, more than 4 workers of a same category are not allowed to leave. 

  

	I).-	Regarding Maintenance, more than 3 of the same specialty cannot be out.. 

  

	J).-	The Company obliges to grant permits to over 4 plant workers simultaneously and as long as there is not more than one of same promotion line, or more than one among Maintenance
workers of the same job assigned in a determined area, when the permit is requested by workers to provide regular high school studies or professional. Permits shall be grants for a maximum of 3 years and the substitute worker Hill not acquire rights
during such time, therefore if a worker in leave by permit comebacks to work, the substitute worker will return to its ordinary job position. 

  
 In the event that the substitute is a temporary worker, the contract will terminate when the original worker returns. Worker, who requested permit to
study, may resign such permit as deemed convenient, notifying the Company thru the Union with 8 days of anticipation. During the time this permit lasts, the worker will not receive seniority rights.. 
  

	46.-	The Company shall grant plant workers, permit with salary in the following cases: 

  

	A).-	In order to review the Collective labor Contract 

  

	 	1.	If it is a general review, the review commission of no more than 9 workers, for a term of 15 days. 

  

	 	2.	If it is the salary review commission, of no more that 9 workers for a period of seven days.. 

  
 In both cases it includes General Secretary and Labor Secretary of Section 23, the Company shall pay this review commission,
salaries, airplane transportation from Canticas, Ver, to Mexico City and travel expenses $700.00 (seven hundred pesos) per day. 
  
 Permits for these commissioners shall be requested in writing by the Union with at least 15 days prior to the date in which the permit should start.

  

	B).-	For up to 300 Days per year for union commissions, in any case it will exceed from two absent workers on a same day. As per request of the national Executive Committee, two workers
per three promotion lines in operation or in maintenance specialty, without affecting operation and maintenance of the plant.. 

  
 Days in which the commissioner are absent and need to be counted individually, shall be added collectively, in order to discount them form the 300 days
granted by the Company for such effect. Years begin from June 15 and end June 15 of next year.. Permits mentioned in this paragraph shall be requested to the Human Resources Management in writing by the Union,a nd with at least 1 day in advance.
These permits will be ranted without regard of permits mentioned in caluse A) above. 
  
 The Company shall never advance permits in account of the annual 300 days if the following occurs: 
  

	C)	3 labor day due to marriage. This permit shall be requested in writting an with 8 days in advence, the worker shall exhibit the marriage certificate upon returining.}

  

	D)	To General, Labor and Social Prevision Secretaries of the Local Executive Committee, for all the time their positions last, beginning the day in which they take position of such..

  

							
	 Procedimiento No: PARL-007
 Fecha de
emisión: 28 Mayo/ 03
 Ultima revisión: 21 Febrero/2005
 Frecuencia de Revisión: Anual
 Próxima Revisión: Junio /06
 Hoja No: 2 de 3
	 	 A U T O R I Z A C I O N E S
  

	 	  
 Gustavo A. Vera Alpuche
  
 Human Resources
 Manager
	 	  
 Alfredo León García
  
 General Secretary of the
 S.T.I.Q.P.C.S.y C. de la R.M
	 	  
 Adrián Almeida Sosa
  
 Human Resources and
 Communications
 Manager.

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 7:
PERMITS
  
	 	  
 

  

  

	E)	To the General, Labor and Social Prevision Secretaries of the Local Executive Committee substitutes during their vacations.. 

  

	F)	To the General, and Labor Secretaries substitutes when assisting general reviews and salary reviews of the contract. 

  

	G)	For five natural consecutive days in the event of death of spouse or concubine. 

  
 For three consecutive natural days in the event of death of father, mother, sibling or child.. 
  
 In both cases the day of death and or burial is included and able to enjoy
within those days the “novenario”. 
  
 Worker shall
prove with official documents, such death and relation- 
  
 In
the event of these deaths, if such occur 100 km or more away from Coatzacoalcos, Ver., worker shall enjoy one additional day. 
  

	H)	For three days when the wife or concubine gives birth, these three days can be chosen from the following five: 

  

	 	1.	Day the mother enters maternity ward. 

  

	 	2.	Day before birth. 

  

	 	3.	Day of birth. 

  

	 	4.	Day after birth. 

  

	 	5.	Day the mother leaves maternity ward. 

  
 In the event of points G) & H) of this clause, the concubine shall be previously registered as such before the Mexican Social Security Institute.

  
 Not enjoyed permit days of point B) of this clause, ten days
will be provided by next annual fee and the rest, if there is, the Executive Local Committee shall be terminated to the Local Executive Committee o an daily salary basis.. 
  

	47.-	When the worker is obliged to abstain from work without previous permit, it shall notice the situation before entrance time to shift, a and also to justify the absence within three
labor days. When the absences are due to sickness, the only justification proof will be the incapacity certificate issued by the Social Security Institute. 

  

							
	 Procedimiento No: PARL-007
 Fecha de
emisión: 28 Mayo/ 03
 Ultima revisión: 21 Febrero/2005
 Frecuencia de Revisión: Anual
 Próxima Revisión: Junio /06
 Hoja No: 3 de 3
	 	 A U T O R I Z A C I O N E S
  

	 	  
 Gustavo A. Vera Alpuche
  
 Human Resources
 Manager
	 	  
 Alfredo León García
  
 General Secretary of the
 S.T.I.Q.P.C.S.y C. de la R.M
	 	  
 Adrián Almeida Sosa
  
 Human Resources and
 Communications
 Manager.

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 8:
SALARIES AND
 PAYMENTS
  
	 	  
 

  

  

 I.- PROCEDURE TITLE: Salaries and Payments 
  
 II.-OBJECTIVE: 
  
 Cover accordingly to all personnel the salary avoiding delays or lack of days in the envelope. 
  
 III.-REACH: 
  

	•	 	Applies to all personnel and in the Labor Relations Administration Manual and the Collective Labor Contract. 

  

	•	 	Applies to relations established with Section 23 of the S.T.I.Q.P.C.S.Y C. de la R.M. and Rhodia Fosfatados de México, S.A. de C.V. 

  
 IV.-REFERENCE: 
  
 Chapter VIII.- of the Collective Labor Contract which precedes this Manual. 
  
 V.-DESCRIPTION: 
  

	48.-	The workers will enjoy the wages that are specified in the tabulator that is attached to the Collective Labor Contract. 

  

	49.-	Due to the fact that in most of the operations of the factory there are constant labors during seven days of the week, there will be workers who will cover shifts, who will enjoy
the corresponding salary since it is exactly cover in every day of the week, therefore there will be workers who for some days of the week will have salary different from that of other days, always and when they relieve workers of different category
in order that these enjoy their weekly breaks. 

  
 For the purpose of inscription in the social security and payment of all the contractual benefits the average of the wages shall be taken as a base according to the number of days of the week that the relief covers in each of the two
positions. 
  

	50.-	Operators of payloaders normally will receive the salary corresponding to their category or that of an operator “B”, nevertheless, the days at which they are employed
inside the warehouses of the ships to help in maneuvers of the exhaust of phosphoric rock and those in which, inside the store collaborate in the maneuver of loading ships with triple superphosphate, will receive an equal salary to which it
corresponds to the operator’s category “C” for the inscription in the Mexican Institute of the Social Security and for the payment of vacations and bonus, will be taken as base the average of two wages earned in the previous immediate
calendar year. 

  

	51.-	For effect of payment, the week of work begins on Thursday at 7:00 hours, and ends on Thursday following 7:00. The wages will be paid in cash during labor hours in Tuesday of every
week. In the event that in the payment envelope, Money is missing in relation with the net amount that appears in the corresponding receipt or if consumer checks or food checks are not in the envelope, claim must be made immediately to the payer and
under the same shift it will be resolved. 

  

							
	 Procedure No: PARL-008
 Date of issue: May 28
/ 03
 Last Review: February 21/2005
 Review Frequency:
Annual
 Next review: June /06
 Page No: 1 of 3
	 	 A U T O R I Z A C I O N E S
  

	 	  
 Gustavo A. Vera Alpuche
  
 Human Resources Manager
	 	  
 Alfredo León García
  
 General Secretary of Section
 23, del S.T.I.Q.P.C.S.y C. de la
 R.M
	 	  
 Adrián Almeida Sosa
  
 Human Resources and
 Communications Directos

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 8:
SALARIES AND
 PAYMENTS
  
	 	  
 

  

 If there will be some mistake in the liquidation, the claim needs to be made by the worker
immediately to the respective supervisor and in case of proceeding it was paid on the following labor day at 14:00. The Company will publish in visible places in the first ten days of every month, a list of the wages and presentations not claimed by
the workers during the month previous immediate calendar and it will deliver copy of this list to the Union. 
  

	52.-	Both the wages and the benefits will be paid to the workers in cash. Together with the payment that is delivered them a duplicate of the receipt in which consist the concepts of
payment and discount. The worker will have to sign the receipt for security of the company and preserve the duplicate for the effects to which take place. Wages and presentations will be paid directly to the workers or in their absence to the person
that the worker has designated by means of letter signed before two witnesses 

  

	53.-	Temporary workers on the day their contract expires, shall be paid in all their salaries and benefits up to such date of expiration, including this liquidation the proportional part
of Christmas bonus and vacations. With the sole exception is that over time worked for the last two days of the contract, shall be paid the next day between 3:00 pm and 4:00 pm at the Unit Cashier. 

  

	54.-	The Company remains obliged to do the deductions or discounts in the wages of workers specified as follows.: 

  

	 	A)	By ordinary and extraordinary Union fees. 

  

	 	B)	For the payment of legal taxes established or established in the future. 

  

	 	C)	For the payment of fees related to the savings association developed by workers. 

  

	 	D)	Under the terms of point IV of article 110 of the Law, for payments of fees at the consumption cooperative established by the workers and for the payment of merchandise bought in
such 

  

	 	E)	For the payment of life insurance premiums taken by the workers. In this case it is required that the worker and the National Executive Committee sign the request for discount.

  

	 	F)	For all other concepts listed in article 110 of the Law. 

  

	55.-	The amount of deductions of union fees, shall be the following way: forty five percent shall be delivered to the Treasurer or in his absence, to the General Secretary of the Local
Executive Committee; fifty five per cent remaining shall be sent by mail to the National Executive Committee offices of the Union, by check issued in favor of the Union and the deliveries shall be made by the Company, precisely within the next 3
days after the deduction. Local Treasurer and National Union shall grant the respective receipt. Extraordinary fees shall be delivered to the Company as instructed in every case in writing.. 

  

							
	 Procedure No: PARL-008
 Date of issue: May 28
/ 03
 Last Review: February 21/2005
 Review Frequency:
Annual
 Next review: June /06
 Page No: 2 of 3
	 	 A U T O R I Z A C I O N E S
  

	 	  
 Gustavo A. Vera Alpuche
  
 Human Resources Manager
	 	  
 Alfredo León García
  
 General Secretary of Section
 23, del S.T.I.Q.P.C.S.y C. de la
 R.M
	 	  
 Adrián Almeida Sosa
  
 Human Resources and
 Communications Directos

					
	  
 

  
	 	 LABOR ADMINISTRATION MANUAL
  
 CHAPTER 9: SOCIAL SECURITY
  
	 	  
 

  

  

 I.- PROCEDURE TITLE: Social Security 
  
 II.-OBJECTIVE: 
  
 That personnel acknowledge benefits provided in this chapter and that derive from the I.M.S.S. (Mexican Institute for Social Security) and the Federal
Labor Law. 
  
 III.-REACH : 
  

	•	 	Applies to all personnel and to the Labor Relations Administration Manual and the Collective Labor Contract.. 

  

	•	 	Applies to relations established with Section 23 of S.T.I.Q.P.C.S.Y C. de la R.M. and Rhodia Fosfatados de México, S.A. de C.V. 

  
 IV.-REFERENCE: 
  
 Chapter IX.- of the Collective Labor Contract, which precedes this Labor Relations Administration Manual. 
  
 V.-DESCRIPTION: 
  

	56.-	See C.C.T. 

  

	57.-	See C.C.T. 

  

	58.-	Company and Union agree to request the Mexican Social Security Institute the execution of an agreement by which with the delivery of the respective incapacity from the Company to
the Institute, such organization shall pay the workers all benefits regarding non professional sickness or salaries in the event of professional risk and that the Institute obliges to reimburse such payments to the Company. 

 

	59.-	The Company commits to deliver the National Executive Committee of the Union, a monthly amount equivalent to 2% of the tabled salaries of their unionized plant workers, earned
during ordinary time so that the Union may destine such amount for payment of life insurance for such workers, which is contracted or going to be contracted with an legally authorized insurance company. 

  

	60.-	In the event of natural cause death of a worker during contract term, the company shall deliver to the designated beneficiary by the worker an amount of $6,000.00 (Six thousand
pesos 00/100). In the event that death is accidental, the company shall deliver to the designated beneficiary an amount equal to $12,000.00 (Twelve thousand Pesos 00/100). In both cases, the Company shall grant a bonus for funeral expenses, of an
amount equal to $2,000.00 (two thousand pesos 00/100) . If the worker dies outside of the Coatzacoalcos Veracruz city, the company shall pay transportation expenses to such City. If the worker dies in Coatzacoalcos Ver., and the family requests, the
Company shall pay transportation expenses to this City or any other City within the limit of a 200 km radio.. 

  

							
	 Procedimiento No: PARL-009
 Fecha de
emisión: 28 Mayo/ 03
 Ultima revisión: 21 Febrero/2005
 Frecuencia de Revisión: Anual
 Próxima Revisión: Junio /06
 Hoja No: 1 de 3
	 	 A U T O R I Z A C I O N E S
  

	 	  
 Gustavo A. Vera Alpuche
  
 Gerente de Recursos
 Humanos
	 	  
 Alfredo León García
  
 Secretario General de la
 Sección 23, del
 S.T.I.Q.P.C.S.y C. de la R.M
	 	  
 Adrián Almeida Sosa
  
 Director de Recursos
 Humanos y
 Comunicaciones

					
	  
 

  
	 	 LABOR ADMINISTRATION MANUAL
  
 CHAPTER 9: SOCIAL SECURITY
  
	 	  
 

  

  

	61.-	Workers that as a consequence of an accident suffered inside the Industrial Unit, become partially permanently incapacitated approved by the Mexican Social Security Institute, that
will not permit them to comeback and carry put the same work, but able to carry out another job of those existing in the Industrial Unit, the Company is obliged to provide them. With this purpose, the Company is allowed to make all necessary
personnel movements, even when promotion expectative of other workers are affected.. In the event of the position is to be occupied by the worker who suffered the accident, the company shall respect the salary before the accident.

  

	62.-	Workers who, by prescription from social Security need to use glasses and that due to their position require security prescription glasses, these will be provided with the
corresponding prescription. If security glasses are damaged due to the course of time and handling, the company will provide the worker with new ones, prior delivery of the old ones, without the need of a new prescription from Social Security and
only the determination of the optometrist, of Social Security or designated by the Company. 

  

	63.-	Workers are obliged to submit at any moment to the medical exams deemed necessary by the Company, and such obliges to examine all plant workers every six months. The Company obliges
to have permanent medical service during all shifts and every day of the year, in order to be able to provide workers with first aid in the event of professional risks or non professional emergencies, nurses shall be professionals with a degree and
with at least 3 years of experience before working for the Company. Degree can be substituted with 5 years of prior proved experience. 

  
 Workers who are sent by medical service to receive medical attention before IMSS during labor hours, the Company shall provided with transportation to the
IMSS clinic at Coatzacoalcos, Ver., also, to notice the Union and next of kin of the ill worker if by the seriousness is necessary. 
  
 The Company obliges to have an ambulance available at all times and an authorized person from the Company to drive it, in the event of it is necessary to
transport an ill or accident worker, 
  

							
	 Procedimiento No: PARL-009
 Fecha de
emisión: 28 Mayo/ 03
 Ultima revisión: 21 Febrero/2005
 Frecuencia de Revisión: Anual
 Próxima Revisión: Junio /06
 Hoja No: 2 de 3
	 	 A U T O R I Z A C I O N E S
  

	 	  
 Gustavo A. Vera Alpuche
  
 Gerente de Recursos
 Humanos
	 	  
 Alfredo León García
  
 Secretario General de la
 Sección 23, del
 S.T.I.Q.P.C.S.y C. de la R.M
	 	  
 Adrián Almeida Sosa
  
 Director de Recursos
 Humanos y
 Comunicaciones

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 10: SEVERAL DISPOSITIONS
  
	 	  
 

  

  

 I.- PROCEDURE TITLE: Several Dispositions 
  
 II.-OBJECTIVE: 
  
 That personnel have knowledge of the real reach of their rights and obligations and that derive from the dispositions which content is binding and are
contained in this chapter. 
  
 III.-REACH: 
  

	•	 	Applies to all personnel and in the Labor Relations Administration Manual and the Collective Labor Contract. 

  

	•	 	Applies to relations established with Section 23 of the S.T.I.Q.P.C.S.Y C. de la R.M. and Rhodia Fosfatados de México, S.A. de C.V. 

  
 IV.-REFERENCE: 
  
 Chapter X.- of the Collective Labor Contract which precedes this Manual. 
  
 V.-DESCRIPTION: 
  

	64.-	The Company will not discount any quantity for the deterioration or natural wear of the tools or equipments for safety, but the workers are forced to pay to the Company the value of
the reinstatement of the equipment or tools that are lost and those that they render useless or spoil for inadequate use, it is authorized to the Company to deduce of the wages the value of reinstatement of the above mentioned equipments or tools.

  
 The tools that are provided to a worker for
special works and that therefore are not part of the normal personal kit, invariably will be returned by the worker to the tools cage after having finished labors in the same day in which there where provided therefore, the Company is not allowed to
remove the tools of the kit inside the box of the worker. 
  
 Before the Company discounts for tools lost or spoiled, the worker will have a term of 30 calendar days to reinstate the tool missed or damaged by other one of equal nature and in good condition for use. 
  

	65.-	The Company binds to provide plant workers, four uniforms a year, in consequence, the workers will be forced to appear to work duly uniformed. 

  
 When due to work uniforms deteriorate before the year, the Company previous
review of the case and return of the damaged uniform, will reinstate it. 
  
 The company will deliver four safety pairs of shoes a year, to plant workers, the first one in the first week of September, the second one in the first week of December, the third one in the first week of March and
the fourth in the first week of June. 
  
 The uniforms will be
delivered in the first week of April of every year. The Commission of Security and Hygiene will define the quality of the clothes and shoes together with SSMA’s department 
  

	66.-	The Company binds to establish a service of transport to the Cities of Coatzacoalcos, Minatitlán, Cosoleacaque and Allende’s Congregation to the Industrial Unit and vice
versa, exclusively at the entry and exit of ordinary shifts. Since the place of contracting of each and every of the workers is precisely the Industrial Unit, the transport is a facility that the Company gives workers who want to take advantage of
it and therefore, the use of the same is absolutely voluntary for them. The modification to the already established routes will be in agreement between Company and Union. 

  

							
	 Procedimiento No: PARL-0010
 Fecha de
emisión: 28 Mayo/ 99
 Ultima revisión: Junio 19, 2000
 Frecuencia de Revisión: Anual
 Próxima Revisión: Junio /02
 Hoja No: 1 de 8
	 	 A U T O R I Z A C I O N E S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources Manager
	 	  
 SR. ALBERTO VALENZUELA

ZAMUDIO
  
 General Secretary of
 Section 23,
of
 S.T.I.Q.P.C.S. y C. de la R.M
	 	  
 ING. JUAN DUCH
 GARY
  
 Human Resources and
 Communications
 Manager

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 10: SEVERAL DISPOSITIONS
  
	 	  
 

  

  

	67.-	Both parties agree that not even the Union can intervene in the administrative matters of the Company in any way, not even the Company can intervene in any way in the internal
regime of the Union. 

  
 Both trust personnel and
unionized workers are forced to treat reciprocally by the due respect and comity. 
  

	68.-	See C.C.T. 

  

	69.-	An agreement between the Company and the Union is needed in order for a worker to be reinstalled to work. 

  

	70.-	The Company binds to suspend the worker or workers who are sanctioned in this form by the Union, when the suspended ones are different, the Company will be able to apply the
sanctions successively, so that the labors are not harmed. The application of the sanctions to which this clause refers will be always a previous request in writing of the Union and without responsibility for the Company. 

 

	71.-	See C.C.T. 

  

	72.-	Mistakes in which the workers incur and that do not deserve the rescission of their labor contract, will be able to be sanctioned by the Company by means of admonitions written or
work suspensions that in no case shall be able to exceed of eight labor days. 

  
 If the worker does not consent the sanction dictated by the Company, it shall will have the right to come to the Union representation before the punishment is applied and the Company will have the obligation to attend
to the above mentioned representation to answer the complaint. 
  
 If when the investigation of the claim is resolved, in such a way that states that the sanction is excessive or unjustified, such will be diminished or revoked in its case. If the sanction was a written admonition and in agreement with the
investigation it turned out to be unjustified, it will be destroyed in order that precedent does not stay in the process of the worker. 
  
 The investigation will be done by the intervention of the Union and if the parties don’t come to an agreement, the Company will apply the
corresponding sanction under its own responsibility. 
  
 In order
to be possible that the investigation to which this clause refers, any sanction will have to be reported to the worker and to the Union in writing and if it is a question of suspension, at least with three working days of anticipation to the date in
which effect star to take place 
  
 The disciplinary sanctions
for the unjustified absences to work, are applied as per the following: 
  
 If in three previous months the worker has had a sole absence (the one to punish) the disciplinary sanction will consist in admonition in writing, if there have been two absences (the one punishing and the other), the
disciplinary sanction will be also an admonition in writing, if three absences (the punished an two more) the disciplinary sanction will be two working days of suspension, if there are four absences, (the one punishing and other three), the
disciplinary sanction will be four working days of suspension and if it where five or more absences (the one that is punished and other four or more), the disciplinary sanction will be six working days of suspension. 
  

	73.-	Those workers that in the period of one month calendar do not have more than two delays and do not have any absences of valid or unjustified assistance, they will receive a prize
equivalent to two days of tabulated salary. 

  

							
	 Procedimiento No: PARL-0010
 Fecha de
emisión: 28 Mayo/ 99
 Ultima revisión: Junio 19, 2000
 Frecuencia de Revisión: Anual
 Próxima Revisión: Junio /02
 Hoja No: 2 de 8
	 	 A U T O R I Z A C I O N E S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources Manager
	 	  
 SR. ALBERTO VALENZUELA

ZAMUDIO
  
 General Secretary of
 Section 23,
of
 S.T.I.Q.P.C.S. y C. de la R.M
	 	  
 ING. JUAN DUCH
 GARY
  
 Human Resources and
 Communications
 Manager

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 10: SEVERAL DISPOSITIONS
  
	 	  
 

  

  

 Those that in the course of one year (of 1st of December to the following November 30) have earned at least ten monthly prizes, the Company will grant them an additional prize equivalent to fifteen days
of tabulated salary. The monthly prizes will be paid to the workers together with their payment they receive on the second Tuesday of every month and the annual prize between 15 and on December 20 of every year. 
  
 For the effects of this prize of punctuality and assistance, the following
ones are not considered to be absences: the originated ones for vacations, the prizes granted with possession of salary, the absences for death of wife, parents, children, or brothers or for childbirth of the wife, the absences referred in clauses
34 and 74 as well as the absences derived by disabilities protected by the Mexican Institute of the Social Security as consequence of a surgical major intervention. 
  
 In case of a mistake in the respective payment of the monthly prize, and such is not received fully and was earned by the
worker, may claim before the immediate supervisor within the same shift and in case the payment proceeds, it will be done on the following labor day at 14:00. 
  

When a worker after having been employed at its shift for at least four hours and obtains permission to go to Social Security for feeling sick, will
not lose the monthly prize, as long as the company verifies that the worker appeared at the clinic to be attended on the same day 
  

	74.-	The worker who in six consecutive months has not had any unjustified absences, shall have the right to take a day with salary payment, for up to three consecutive or non consecutive
days, previous notice given to the Company in writing, at least with a day of anticipation and as long as when it is Maintenance worker and no other worker is going to be absent on the same days and if it is a Distribution, Packing and Shipment
worker, no more than two at the same time are able to be absent for this concept nor any more of one of the same category. No worker will be able to be absent from labors under this concept, in the period between December 20 and January 5 of the
following year. 

  
 This right is accumulative, for
example, the worker who in twelve consecutive months has not had any absences, will have the right to be absent from labor receiving salary for up to six working days. The rights recorded in this clause will not be affectedby absences originated by
vacations, by permissions granted with possession of salary, for death of the wife, parents, children or siblings, childbirth.. 
  
 The worker who earns the prize, will be able election to receive the amount of three days of tabulated salary, immediately after expiring six months
without absence and afterwards to ask for permission for three days in the conditions indicated previously, but without possession of salary or to receive salary of the days of permission in the week or weeks in which enjoys them. 
  

	75.-	See C.C.T. 

  

	76.-	The Company binds to continue contributing to the sport workers in the form in which it has been doing it. The parties bind to create a Mixed Commission to administer the funds of
this benefit, which also will be able to be dedicated to fomenting the cultural development of the personnel of the Company. 

  

	77.-	The Company binds to destine the quantity of: $ 40,880.00 (Forty thousand eight hundred eighty pesos 00/100) per year for scholarships of workers children who carry out vocational
studies, of preparatory or professionals and for workers who carry out professional studies. The distribution of the scholarships will be done under the terms in which the Company and Union agrees. To grant and to support the scholarships, the
parties will subject themselves to the regulation that for this effect they formulate. In case in one year the whole of the scholarships do not deal, the not exercised quantity will submit to the Union Section in order that this is destined it to
acquire books for the library. 

  

							
	 Procedimiento No: PARL-0010
 Fecha de
emisión: 28 Mayo/ 99
 Ultima revisión: Junio 19, 2000
 Frecuencia de Revisión: Anual
 Próxima Revisión: Junio /02
 Hoja No: 3 de 8
	 	 A U T O R I Z A C I O N E S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources Manager
	 	  
 SR. ALBERTO VALENZUELA

ZAMUDIO
  
 General Secretary of
 Section 23,
of
 S.T.I.Q.P.C.S. y C. de la R.M
	 	  
 ING. JUAN DUCH
 GARY
  
 Human Resources and
 Communications
 Manager

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 10: SEVERAL DISPOSITIONS
  
	 	  
 

  

  

	78.-	The Company binds to constitute a savings fund in conformity with the following bases: 

  

	 	A)	The Company will discount weekly to every worker 11 % (Eleven per cent) on the amount of the tabulated salary and the Company will contribute an equal quantity to the contributed
one by the worker. 

  

	 	B)	Both quantities will be invested weekly in a bank institution designated by the Executive Committee of the Union section, to the period and conditions that the above mentioned
Executive Committee has a contract with the bank. 

  
 The retirement of funds will have to be done only by two representatives’ signatures of the Company and two representatives signatures of the Executive Committee of the Section, for this effect the Company will designate four
representatives and the Union Section four representatives. 
  

	 	C)	The workers will have to assign in writing the person who should receive their funds in the event of death. These designations will be done by triplicate, giving a copy to the
Company, one in power of the Union and one in power of the worker. 

  
 Into any moment the worker can change the name of the beneficiary, but it will not be had as made any change, if the corresponding writing is not delivered to the Company before the death of the worker. 
  

	 	D)	The liquidation of the savings fund plus the generated interests will be done during the period between 10 and on December 15. When the workers stops providing services for any
reason will manage the payment of the saved money plus the interests to the date of retirement. 

  

	 	E)	Both parties agree in applying the fiscal law in force to the constituted savings fund. 

  

	79.-	The Company binds to deliver to the workers of plant weekly, consumption checks for commercial establishments of Coatzacoalcos’s port with a value of 13.00 % of tabulated
wages. 

  
 Checks will be delivered to the workers
together with their payment on Tuesday. 
  
 Checks will not be
able to be exchanged by cash or use them to buy of liquors. 
  

	80.-	The Company will reach monthly to the Trust created by the Union for the retirement fund of the workers who have 15 fulfilled years of seniority in the Company, in the first fifteen
days of every month, the equivalent one to 2.8 % of the tabulated wages gained by workers in the ordinary worn out time in the month of previous immediate calendar. In the same first fifteen days of every month, the company will deliver to the
Executive Committee of the Section, a copy of the respective receipt of contribution and besides the list of what is contributed by every worker. 

  

Annually the Company in January will deliver to the Executive Committee of the Section with copy to the Executive National Committee, the list
accumulated of what was reached for every worker of during the previous immediate year. The Company will be totally independent to the managing of this Trust 
  

Likewise the Company in the term foreseen in the paragraph that precedes, was contributing the quantity of:——1.00 monthly for each of the
workers. 
  

	81.-	See C.C.T. 

  

	82.-	The Company binds to give in every year of contracting, twelve voluntary retirement for workers who have fifteen fulfilled years or more of seniority and who due to age do not have
the right to retire conformity with the pension plan established in the Company. 

  
 The value of every retirement will be the amount of three months of salary more twenty days of salary for every fulfilled year of services, independently
of the legal seniority premium that corresponds to the worker in conformity with the article 162 of the 
  

							
	 Procedimiento No: PARL-0010
 Fecha de
emisión: 28 Mayo/ 99
 Ultima revisión: Junio 19, 2000
 Frecuencia de Revisión: Anual
 Próxima Revisión: Junio /02
 Hoja No: 4 de 8
	 	 A U T O R I Z A C I O N E S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources Manager
	 	  
 SR. ALBERTO VALENZUELA

ZAMUDIO
  
 General Secretary of
 Section 23,
of
 S.T.I.Q.P.C.S. y C. de la R.M
	 	  
 ING. JUAN DUCH
 GARY
  
 Human Resources and
 Communications
 Manager

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 10: SEVERAL DISPOSITIONS
  
	 	  
 

  

  

 Law. The salary that will be used to calculate the value of the retirement will be tabulated
increasing with the oversalary for seniority as per clause 81 of the contract, besides the proportional part of the bonus, proportional part of vacation premium and the proportional part of the contribution of the company to the savings fund. The
withdrawals that the Company was paying will be only twelve per year of contracting, but if in any year there were not carried out twelve retirements, the lacking ones will be able to accumulate on the following year. 
  
 Annually during the first twenty days of September, the workers who have
fifteen years ó more compliments of antiquity that do not have right to the retirement and that they want to withdraw, will request it in writing to the Company with copy to the Executive Committee of the Union Section. If the number of
requests will be superior to the number of available retirement, the preference will correspond to the most ancient workers. The retirement will be paid because of two monthly ones from following October fifteen. 
  
 If after having been approved the retirement of a certain worker for filling
the requirements and for the preference to correspond to, the worker was dying before retire and received the payment, the quantity corresponding to three months of salary and twenty days of salary for every year of service, it will correspond to
the special beneficiary for this case, which the worker has designated in writing, which will do immediately after its retirement was approved, the seniority bonus will correspond to its legal beneficiaries. If before they have paid all the
retirement corresponding to an annuity, some worker with ten years of antiquity and without right to the retirement declared it and invalidate it permanently for the Mexican Institute of the Social Assurance, it will have a right to which the
Company pays the retirement to it instead of the worker who was programmed for the last month of payment and the retirement of this one will be postponed until the following year, always and when it returns to request it between the first one and on
September, twenty of this following year, and in this case it will prefer before other solicitors. 
  
 If the permanent disability was decreed by the Mexican Institute of the Social Assurance after there has been paid all the retirement corresponding to the
annuity, the company will pay the worker I invalidate both the legal premium of antiquity and the value of the retirement and there will be diminished the number of retirement of the following year. 
  
 If before there has been paid all the retirement corresponding to this
annuity some worker was dying, its beneficiaries will have rights to which the Company pays the retirement to them instead of the worker who was programmed for the last month of payment and the retirement of this one postpone until the following
year, always and when it returns to request them between the first one and on September, twenty of the following year and in this case, it will prefer before other solicitors. 
  
 If the death took place after there has been paid all the retirement corresponding to the annuity the Company was paying to
the beneficiaries both the legal premium of antiquity and the value of the retirement and there will be diminished the number of retirement of the following year. 
  

	83.-	Independently of the voluntary retirement to which clause 82 refers, the company binds to give in every year of contracting, 5 voluntary retirement for workers who are 15 years old
or more compliments of services, but this retirement was paying 82 to 70% of the value of the retirement to which the clause refers. 

  
 If before they have paid to themselves all the retirement corresponding to an annuity, some worker that they have between 5 and 9 fulfilled years of
service, declared he was a permanent disabled person for the Mexican Institute Social Assurance will have right to which the Company pays the retirement to him instead of the worker who was programmed for the last month of payment and the retirement
of this one postpone until the following year, always and when it returns to request it between 01 and on September 20 of the following year. Other aspects of regulation of this additional retirement to 70 % will be the same the established ones in
the clause 82. 
  

							
	 Procedimiento No: PARL-0010
 Fecha de
emisión: 28 Mayo/ 99
 Ultima revisión: Junio 19, 2000
 Frecuencia de Revisión: Anual
 Próxima Revisión: Junio /02
 Hoja No: 5 de 8
	 	 A U T O R I Z A C I O N E S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources Manager
	 	  
 SR. ALBERTO VALENZUELA

ZAMUDIO
  
 General Secretary of
 Section 23,
of
 S.T.I.Q.P.C.S. y C. de la R.M
	 	  
 ING. JUAN DUCH
 GARY
  
 Human Resources and
 Communications
 Manager

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 10: SEVERAL DISPOSITIONS
  
	 	  
 

  

  

	84.-	The Company binds to deliver annually to the Union the quantity of: 28,880.00 $ (Twenty-eight thousand eight hundred eighty weight 00/100 m. N) for concept of expenses of social
forecast that the Union was destining for help the workers in the cases of death of parents spouse and children. 

  

	85.-	The Company binds to pay plant workers for concept of anticipation to account of profit sharing of every fiscal year, the amount of 8 days of tabulated salary. This payment will be
done on January 5 of the following year. If the legal profit share was throwing a quantity larger than the mentioned days, the Company will pay the workers the difference that results in their favor, if it is less, the worker will preserve the days
of salary anticipated as guarantee. 

  

	86.-	In order to foment recreational and cultural activities among unionized plant workers, the Company agrees to contribute monthly 1% (one per cent) of the list of the above mentioned
personnel, for the creation of recreational and cultural centers for the unionized workers and their families. The contribution needs to be submitted to the Secretary of Finance and Administration of the Executive National Committee in order that
this one administers the fund created. 

  

	87.-	The Company will deliver to the Union for every year of contracting as lending the quantity of $ 16,000.00 (Sixteen thousand pesos, 00/100.), for the beginning of operations of the
saving bank of the workers. This quantity will be returned to the company on June 15 of the following year. 

  

	88.-	The seniority of the workers who acquire the plant after having passed satisfactorily the periods of training and proof, was counted from the day in which they initiated training,
the seniority of the workers who acquire the plant after having passed satisfactorily the training period to which this manual refers, one was counting from the day in which initiate the training period. The seniority of the workers who on having
acquired the plant are contracted as eventual workers, will be counted(told) from the date in which they started giving services to the company uninterrupted, or from the last reentry to the Company. 

  

	89.-	During September of every year, the Company binds to formulate a list of senior workers, in which it will be included, the name of the worker, the number of card, the category of
the worker and the date from which it starts counting the seniority of category. Of this list it will have to deliver a copy to the Union and other one will have to be fixed in the boards of notices, if some worker is not consent to any of the
information that appear in the list of antiquities, will have to formulate the claim in the first fifteen days of October following that of the publication and in this case, there will be done the rectifications that proceed.

  
 If the day in which the worker publishes the
list of antiquities is of vacations or incapacitated, it will have to formulate the) claim in five days following the date of the reentry to the work, after passed the period to which it refers clause is, some claim will not be admitted and the
information of the lists of antiquities will be definitive up to while is published the list of the following year. 
  

	90.-	The Company binds to deliver to each worker with copy to the union in February of every year, a witness in the one that indicates itself the total quantity that in the previous
immediate year should have discounted him for concept of income taxes. 

  
 During the first ten days of April, the Company will deliver each of the plant workers, with copy to the Union, a witness in the one that indicates the total sum paid in cash to the worker during the previous
immediate year, the quantity that in the previous immediate year should have retained him for concept of income taxes if it exists or does not differs in favor of the worker or at the expense of the worker. In case beech differs in favor of the
worker, the Company will pay it to them and if the difference was at the expense of the worker in communication the Company will indicate the amount of the additional discounts that every week the worker will do until this difference is amortized.

  
 In February of every year the Company will deliver to the
Union relation of the number of weeks quoted by each of plant 
  

							
	 Procedimiento No: PARL-0010
 Fecha de
emisión: 28 Mayo/ 99
 Ultima revisión: Junio 19, 2000
 Frecuencia de Revisión: Anual
 Próxima Revisión: Junio /02
 Hoja No: 6 de 8
	 	 A U T O R I Z A C I O N E S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources Manager
	 	  
 SR. ALBERTO VALENZUELA

ZAMUDIO
  
 General Secretary of
 Section 23,
of
 S.T.I.Q.P.C.S. y C. de la R.M
	 	  
 ING. JUAN DUCH
 GARY
  
 Human Resources and
 Communications
 Manager

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER 10: SEVERAL DISPOSITIONS
  
	 	  
 

  

  

 workers and of the group or groups in which these quotes were paid. Equally the Company binds to
deliver to the Union in August and February, a relation that indicates the discounts that should have been done to the workers in the periods from January to June and from July to December, respectively for concept of ordinary and extraordinary
quotas. 
  

	91.	The company binds to deliver to the Union, the mask of the manifestation of the tax to the global revenue of the companies inside the terms that the Law fixes. In case this one
present some complementary declaration, also it will deliver copy of the mask to the Union. 

  

	92.	In case it will be necessary to practice some readjustment of personnel, it will be done in the terms about which it Company and Union agree, without prejudice of the rights of the
workers. For lack of agreement, the Company will proceed in the terms of Law. 

  

	93.-	The Company will give the orders to stamp the contract that includes the tabulator, in a leaflet of which 500 copies will be delivered go out Union in order that it distributes them
between the unionized workers. This one will have to be done during 45 days following the date of the signature of the same one. 

  

	94.-	See C.C.T. 

  

							
	 Procedimiento No: PARL-0010
 Fecha de
emisión: 28 Mayo/ 99
 Ultima revisión: Junio 19, 2000
 Frecuencia de Revisión: Anual
 Próxima Revisión: Junio /02
 Hoja No: 7 de 8
	 	 A U T O R I Z A C I O N E S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources Manager
	 	  
 SR. ALBERTO VALENZUELA

ZAMUDIO
  
 General Secretary of
 Section 23,
of
 S.T.I.Q.P.C.S. y C. de la R.M
	 	  
 ING. JUAN DUCH
 GARY
  
 Human Resources and
 Communications
 Manager

					
	  
 

  
	 	 LABOR RELATIONS
 ADMINISTRATION MANUAL
  
 CHAPTER:
TRANSITORY
  
	 	  
 

  

  

 TRANSITORY 
  
 FIRST.- See C.C.T. 
  
 SECOND: Company and Union are obliged to integrate the Productivity Commission, at least 30 after the execution of this contract, in order to establish the bases and
regulations for productivity bonus delivery to workers. 
  
 THIRD. Both parties
agree to maintain a Committee in order to carry out modernity for collective contracting. 
  
 AGREEMENT ENTERED INTO BY RHODIA FOSFATADOS DE MÉXICO, S.A DE C.V AND THE WORKERS UNION FOR THE CHEMICAL, PETROCHEMICAL, CARBON CHEMICAL, SIMILAR AND RELATED INDUSTRIES OF THE MEXICAN REPUBLIC THAT
PERMANENTLY REGULATES THE COLLECTIVE LABOR CONTRACT AND IS NOT A PART OF SUCH. 
  
 1.-The Company shall provide breakfast additionally to lunch, given to all personnel who doubles third shift to first shift.. 
  
 2.- The company shall designate a general auxiliary for second and third shifts so that they can help the electrician and instrumentalist, when the worker needs so.

  

	3.-	See C.C.T. 

  

	4.-	See C.C.T. 

  

							
	 Procedure No: PARL-0011
 Date of
issue: 28 May/ 99
 Last Review: Junio 15, 2000
 Review Frequency:
Annual
 Next Review: June /01
 Page No: 1 ofe 1
	 	 A U T O R I Z A C I O N E S
  

	 	  
 ING. OSCAR ALEMAN
 VELASQUEZ
  
 Human Resources Manager
	 	  
 SR ALBERTO VALENZUELA

ZAMUDIO
  
 General Secretary
 Section 23, of
 S.T.I.Q.P.C.S.Y C. DE LA R.M
	 	  
 ING. JUAN DUCH
 GARY
  
 Human Resources and
 Communications
Director

 FEDERAL ARBITRATION AND CONCILIATION COURT 
  
 AUXILIARY SECRETARY FOR 
 STRIKE CALL, SPECIAL BOARD No. 15, 
 FILE No. III-989/200 
 WORKERS UNION OF THE 
 CHEMICAL, PETROCHEMICAL, 
 CARBOCHEMICAL, SIMILARS AND 
 RELATED INDUSTRIES
OF THE 
 MEXICAN REPUBLIC 
 VS

 RHODIA FOSFATADOS DE MEXICO, 
 S.A.
DE C.V. 
  
 In Mexico City, as of June 8th, 2004, at eleven o’clock, date and hour designated to perform the CONCILIATIO HEARING, Lic. ANTONIO RAMIREZ ACEVEDO appears to represent the
plaintiff Union. No one appears to represent defendant company. 
  
 ONCE THE BOARD IS INTEGRATED AND THE HEARING OPENED BY THE C. AUXILIAR.- 
  
 THE UNION STATES: Due to that the current conflict has been reconciled, in conciliatory proceeding, in this act and as per instructions from its representative, the Union decides to desist under its own responsibility
and prejudice from the depositions list, that stated the strike warning against the company mentioned above, requesting in consequence, to archive the documents related to this matter, as totally and definitely concluded, due to lack of matter.
Furthermore, requesting the return of notes, previous review and certification of such, that needs to be registered on file. 
  
 THE BOARD AGREES. That the conciliatory hearing is duly executed and the manifestations of the legal representative of the plaintiff Union for the corresponding legal
effects; attending to its content, such UNION is hereby considered as DESISTED under its own responsibility from the depositions list, that stated the strike warning against the company mentioned above, in consequence, due to lack of matter, it is
demanded to file the documents regarding this matter as a definite and totally concluded issue, for all legal effects that may apply. - As requested in this proceeding ,the notes are delivered, having kept a certified copy of such as receipt, so
therefore, the file will lack of the folios marked with numbers 8 and 9. - NOTIFY. – Of the previous agreement those who appeared where notified, and signed to the margin for certainty. - Thus it provided it and it signed by The President of
the Conciliatory and Arbitration 

 
Court Lic. Miguel Angel Gutierrez Cantu, in coordination with representatives of the Special Board number 15. I testify ___________________________________

  
 Signature President 
  
 File 
  
 With the above, the Union is satisfied with the Depositions List, that under strike warning
delivered to the company mentioned above through the H. Conciliatory and Arbitration Court and the Auxiliary Secretary for Strike Call No. III-989/2004, In consequence, it obliges to desist from the strike call, and to ratify the Agreement before
the Authority. 
  
 Mexico City as of, June the 19th 2004 
  
 Company: 
  
 Rhodia Fosfatados de Mèxico, S.A. de C.V. 
  

			
	Ing. Gustavo A. Vera Alpuche	 	 
	Manager Human Resources	 	Lic. Cesar R. arela Cebreros
	 	 	Chief Laboral Relations

  
 Lic. Pablo Gerardo
López Sánchez 
 Legal Representative 
  
 Workers Union of the Chemical, Petrochemical, Carbochemical, Similars and Related 
 Industries of the Mexican Republic. 
  

			
	C. Gilberto Muñoz Mosqueda	 	 
	General Secretary	 	C. Noe Cadena Grajeda
	 	 	Social Action Secretary

  
 For Section
Twenty-three 
  

			
	C. Alfredo León García	 	 
	General Secretary	 	C. Maximino Pérez Balderas
	 	 	Labor Secretary

  
 Salaries that is part of the
Collective Labor Contract signed between the Workers Union of the Chemical, Petrochemical, Carbochemical, Similars and Related Industries of the Mexican Republic. and “Rhodia Fosfatados de México, S.A. de C.V. in force as of June the
15th 2004. 
  

							
	 Position

	  	June 15th 04

	  	Nov 20th 04

	 PRODUCTION:
	  	 	 	  	 	 
	 Operator “D”
	  	$	391.55	  	$	399.19
	 Operator “C”
	  	 	323.32	  	 	329.63
	 Operator “B”
	  	 	286.23	  	 	291.81
	 Worker in Training
	  	 	181.41	  	 	185.97

 Maintenance 
  
 Specialties of Maintenance Area, General Mechanic on Internal Combustion, in Carbochemistry, Machinery Operator, Soldering Workers,
Instrumentation Worker and Electrician. 
  

					
	 Oficial “D”
	  	391.55	  	399.19
	 Oficial “C”
	  	311.44	  	317.52
	 Oficial “B”
	  	286.23	  	291.52
	 Oficial “A”
	  	250.64	  	255.53
	 Worker in general
	  	189.83	  	193.53
			
	 Rubber workers
	  	 	  	 
			
	 Oficial “D”
	  	391.55	  	399.19
	 Oficial “C”
	  	315.90	  	322.06
	 Oficial “B”
	  	290.69	  	296.36
	 Oficial “A”
	  	249.15	  	254.01
			
	 First Crane Operator
	  	391.55	  	399.19
	 Second Crane Operator
	  	278.82	  	248.26
	 First Insulating Mason
	  	315.90	  	284.26
	 Second Insulating Mason
	  	268.44	  	273.68
	 Automotive Electrician
	  	286.23	  	291.81
	 First Labeler Painter
	  	286.23	  	291.81
	 Second painter
	  	261.07	  	266.17
	 Bus Driver
	  	269.93	  	275.20
	 Driver
	  	285.05	  	263.08
			
	 Logistics and Distribution:
	  	 	  	 
			
	 Operator “D”
	  	391.55	  	399.19
	 Operator “C”
	  	323.32	  	329.63
	 Operator “B”
	  	286.23	  	291.81
	 Operator “A”
	  	250.64	  	255.53

 AGREEMENT ENTERED INTO BY THE WORKERS UNION OF THE CHEMICAL, PETROCHEMICAL, CARBOCHEMICAL, SIMILARS AND RELATED
INDUSTRIES OF THE MEXICAN REPUBLIC, REPRESENTED BY MR. GILBERTO MUÑOZ MOSQUEDA AND MR. NOE CADENA GRAJEDA, ACTING AS GENERAL SECRETARY AND SOCIAL ACTION SECRETARY RESPECTIVELY, OF THE PLAINTIFF NATIONAL EXECUTIVE COMMITTEE AND ON THE OTHER
HAND RHODIA FOSFATADOS DE MÉXICO, S.A. DE C.V. WITH DOMICILE IN COMPLEJO INDUSTRIAL PAJARITOS, 96800 COATZACOALCOS, VER. A.P. NUMBER 248 REPRESENTED BY ING. GUSTAVO ALBERTO VERA ALPUCHE, HUMAN RESOURCES MANAGER, LIC. CESAR RICARDO VARELA
CEBREROS, LABOR RELATIONS CHIEF, AND LIC. PABLO GERARDO LÓPEZ SÁNCHEZ, LEGAL REPRESENTATIVE. 
  
 BACKGROUND 
  
 The Company
and the Union have executed and registered before the Federal Conciliatory and Arbitration Court the Collective Labor Contract, which the review due date as of June 15th 2004. 
  
 Both parties have performed sufficient talks in order to agree all that is stated in the present Agreement to conclude the GENERAL REVIEW of the Collective Labor Contract. 
  
 WHEREAS, the Company and the Union grant the following:

  
 CLAUSES 
  
 FIRST.- Both parties recognize each others personality for
all the legal effects that apply. 
  
 SECOND.- Both parties agree to increase
salaries as of June 15th 2004 in 2.5% (TWO POINT FIVE PERCENT), and 2% (TWO PERCENT) as of
November 20th 2004. 
  
 THIRD.- Clause 5 is amended, adding Holy Friday of every year, the rest of the clause remains the same. 
  
 FOURTH.- Clause 21 is amended, increasing 1.5% (ONE POINT FIVE PERCENT), to be as of
June 15th 2004, of 12.5% (TWELVE POINT FIVE PERCENT). 
  
 COMMISSIONERS 
  
 C. Vladimir Morales Morrugares 
  
 C. Mario Cruz Cortes 
  
 C. Alejandro Sánchez Clemente 
  
 C. Eulalio López León 
  
 C. Mario Valencia Sánchez 
  
 C. Alfonso Lara Guerrero 
  
 C. José Angel Santiago Desales 

 CARBOCHEMICALS, SIMILARS AND RELATED OF THE EXICAN REPUBLIC 
  
 Document number 230 
 File 23 
  
 WORKERS UNION OF THE CHEMICAL, PETROCHEMICAL, CARBOCHEMICAL, SIMILARS AND RELATED INDUSTRIES OF THE MEXICAN REPUBLIC AND RHODIA FOSFATADOS DE MEXICO, S.A
DE C.V. CC-34/87-IX-VER. 
  
 C. PRESIDENT OF THE FEDERAL CONCILIATORY AND
ARBITRATION COURT, COLLECTIVE CONTRACT AND INTERIOR LABOR REGULATIONS UNIT 
  
 GILBERTO MUÑOZ MOSQUEDA, as the Union General Secretary of the Union mentioned above, with certified personality in the mentioned file, before you....(parte illegible). 
  
 Through this document, I EXHIBIT THE AGREEMENT BY GENERAL REVIEW, executed by the parties mentioned in this document as of
July 19th, 2004, requesting the addition of this Agreement to the Collective Labor Contract, which I duly
registered before this H. Court, under number CC-34/87-IX-VER., so that all the legal effects may take place. 
  
 As per the above, 
  
 From you Mr. President, I respectfully request: 
  
 SOLE.- To agree as per this request, and to add the present documents to the Collective Labor Contract.

  
 C. GILBERTO MUÑOZ MOSQUEDAEmployment Agreement (Randolph Gress)

 Exhibit 10.28 
  
 Execution Copy 
  
 EMPLOYMENT AGREEMENT 
  
 This EMPLOYMENT AGREEMENT (this “Agreement”) is made as of August 13, 2004, by and between Innophos, Inc., a Delaware corporation (the
“Company”), and Randolph Gress (“Executive”). 
  
 WHEREAS, this Agreement is being entered into in connection with the consummation of the transactions contemplated by the Agreement of Purchase and Sale dated as of June 10, 2004 (as amended, the “Purchase
Agreement”), and entered into by and among the Company and Rhodia, S.A., Rhodia Inc. Rhodia Canada Inc., Rhodia de Mexico S.A. de C.V., Rhodia Overseas Ltd, Rhodia and Consumer Specialties Limited. 
  
 NOW THEREFORE, In consideration of the mutual covenants contained herein and
other good and valuable consideration, the receipt and sufficiency of which are hereby acknowledged, the parties hereto agree as follows: 
  
 1. Definitions. In this Agreement: 
  
 “Base Salary” has the meaning given to that term in Section 3(a). 
  
 “Board” means the Board of Directors of Holdings. 
  
 “Cause” means any of the following: (i) Executive commits
and is charged with a felony, is convicted of (or pleads guilty or nolo contendere to) any other crime involving moral turpitude, or commits any other act or omission involving dishonesty, breach of fiduciary duty or fraud with respect to the
Company or any of its Subsidiaries, (ii) conduct by Executive causing the Company or any of its Subsidiaries substantial public disgrace, substantial public disrepute, (iii) Executive’s failure to perform duties consistent with the terms of
this Agreement as directed by the Board (a “Clause (iii) Event”), (iv) misappropriation by Executive of one or more of the Company’s or its Subsidiaries’ assets or business opportunities, or (v) material breach by
Executive of any of his obligations set forth in this Agreement (a “Material Breach”); provided that to the extent a Clause (iii) Event or Material Breach is curable, Executive shall have 10 business days to cure such event
or breach from the date on which the Board delivers written notice to Executive reasonably identifying such event or breach; and provided, further, that during the Employment Period Executive shall be entitled to cure only one (1)
Clause (iii) Event and only one (1) Material Breach pursuant to the preceding proviso. 
  
 “Employment Period” means the period commencing on the date hereof and ending on the Expiration Date or such earlier date as contemplated in the proviso to Section 4(a); provided that from and
after the Expiration Date, on each anniversary of the date hereof the “Employment Period” shall automatically extend for a successive one-year term unless the Company elects not to extend the Employment Period by sending at least 90
days’ prior written notice thereof to Executive. Nothing contained in this definition shall be deemed to limit the Company’s ability to terminate Executive at any time, without notice, with or without Cause. 
  
 “Expiration Date” means the second anniversary of the date
hereof. 

 “Good Reason” means any of the following: (i) Executive’s compensation is reduced
in a manner not in accordance with the provisions for any such reduction provided by this Agreement; (ii) Executive ceases to hold the title of Chief Executive Officer or have duties and responsibilities that are consistent with his role as a senior
executive; (iii) Executive is required to relocate his principal place of employment to anywhere outside of the continental United States without his agreement; or (iv) there is otherwise a material breach of this Agreement by the Company;
provided that to the extent a material breach of this Agreement may be cured, the Company shall have 10 business days to cure such breach from the date on which Executive delivers written notice to the Board reasonably identifying such
breach; and provided, further, that during the Employment Period the Company shall be entitled to cure only (1) material breach of this Agreement pursuant to the preceding proviso. 
  
 “Non-Compete Period” means the period commencing on the date
hereof and ending 12 months after termination of the Employment Period; provided, that if Executive is entitled to receive severance payments pursuant to Section 4(b)(i) of this Agreement for a period in excess of 12 months after termination
of the Employment Period, then the Non-Compete Period shall be extended so that it is co-terminus with the period during which Executive is entitled to receive such severance payments. 
  
 “Non-Renewal Event” means the delivery by the Company to Executive of written notice that the Company shall
not extend the Employment Period beyond the Expiration Date or any anniversary of such date pursuant to the terms hereof. 
  
 “Permanent Disability” means that the Board has determined in its good faith judgment that Executive is or will be unable to
substantially perform his duties and responsibilities under this Agreement by reason of any physical or mental incapacity for a period of at least 60 consecutive days. 
  
 “Termination Year” means the fiscal year in which the Employment Period is terminated. 
  
 “Subsidiaries” means any corporation or other entity of
which the securities or other ownership interests having the voting power to elect a majority of the board of directors or other governing body are, at the time of determination, owned by the Company, directly or through one of more Subsidiaries.

  
 2. Employment, Position and Duties. 
  
 (a) The Company shall employ Executive and Executive hereby
accepts employment with the Company, upon the terms and conditions set forth in this Agreement for the Employment Period. 
  
 (b) During the Employment Period, Executive shall serve as the president and chief executive officer of Holdings and the Company and shall
perform the normal duties, responsibilities and functions of a president and chief executive officer of a company of a similar size and type and shall have such power and authority as shall reasonably be required to enable him to perform his duties
hereunder, subject to the power and authority of the Board to expand or limit such duties, responsibilities, functions, power and authority and to overrule 

  

 2 

 
actions of officers of the Company in a manner consistent with the traditional responsibilities of such office. 
  
 (c) During the Employment Period, Executive shall (i) render
such administrative, financial and other executive and managerial services to the Company and its Subsidiaries which are consistent with Executive’s position as the Board may from time to time direct, (ii) report to the Board and shall devote
his best efforts and his full business time and attention (except for permitted vacation periods and reasonable periods of illness or other incapacity) to the business and affairs of the Company and its Subsidiaries and (iii) submit to the Board all
business, commercial and investment opportunities presented to Executive or of which Executive becomes aware which relate to the business of the Company and its subsidiaries and unless approved by the Board in writing, Executive shall not pursue,
directly or indirectly, any such opportunities on Executive’s own behalf. Executive shall perform his duties, responsibilities and functions to the Company and its Subsidiaries hereunder to the best of his abilities in a diligent, trustworthy
and professional manner. 
  
 3. Compensation and Benefits.

  
 (a) During the Employment Period,
Executive’s base salary shall be $375,000 per annum (as increased or decreased in accordance with this Agreement from time to time, the “Base Salary”), which salary shall be payable by the Company in regular installments in
accordance with the Company’s general payroll practices as in effect from time to time. Executive’s Base Salary will be subject to review and increase or decrease (but not below the Base Salary in effect on the date of this Agreement
increased annually by the CPI) by the Board on or about January 1 of each fiscal year during the Employment Period, it being the Company’s current intention that beginning on or about January 1, 2006, the Board will review the Base Salary with
the expectation of annual increases of not less than $25,000 per year. 
  
 (b) In addition, during the Employment Period, Executive shall be entitled to participate in all of the Company’s employee benefit programs for which senior executive employees of the Company are generally
eligible, which shall include benefits regarding disability, health and life insurance at such levels and in such amounts as determined in good faith by the Board (collectively, the “Benefits”). 
  
 (c) Executive shall be entitled to four (4) weeks of paid
vacation each calendar year in accordance with the Company’s policies, which if not taken in any year may not be carried forward to any subsequent calendar year and no compensation shall be payable in lieu thereof. Such vacation will accrue as
of January 1 of each year. 
  
 (d) During the
Employment Period, the Company shall reimburse Executive for all reasonable business expenses incurred by him in the course of performing his duties, responsibilities and functions under this Agreement which are consistent with the Company’s
policies in effect from time to time with respect to travel, entertainment and other business expenses, subject to the Company’s requirements with respect to reporting and documentation of such expenses. 
  

 3 

 (e) In addition to the Base Salary, Executive shall be eligible to receive an annual cash
bonus (the “Bonus”) following the end of each fiscal year during the Employment Period. Any such Bonus will be determined by the Board in its discretion, 70% based on objective financial performance goals of the Company and its
Subsidiaries for the applicable fiscal year and 30% based on the Executive’s performance as determined by the Board. The target Bonus for any given fiscal year shall be 60% of Executive’s Base Salary in effect for such year (the
“Target Bonus”). Except as otherwise provided in Section 4(b), the Target Bonus would not be payable unless the Company and its Subsidiaries have achieved financial performance targets and such other criteria established by the
Board for such year. Any Bonus payable hereunder shall be paid by the Company in accordance with its general payroll practices as in effect from time to time. 
  

(f) During the Employment Period, the Company will lease for Executive, or reimburse Executive for the reasonable expense of leasing,
an automobile of Executive’s choice; provided that in no event will the Company’s obligations under this Section°3(f) exceed $1,000 per month. The payment of such expense shall be subject to the Company’s requirements with
respect to reporting and documentation of such expense. 
  
 (g) During the Employment Period, the Company will reimburse Executive for the reasonable expenses of maintaining a residence (including reasonable expenses relating to travel and meals) in or within a reasonable
commuting distance from the Company’s chief executive offices, which expenses shall not in the aggregate exceed $4,000 per month. The payment of such expenses shall be subject to the Company’s requirements with respect to reporting and
documentation of such expenses. 
  
 4. Termination and Payment
Terms. 
  
 (a) The Employment Period shall
end on the Expiration Date; provided that (i) the Employment Period shall terminate prior to such date immediately upon Executive’s resignation, death or Permanent Disability and (ii) the Employment Period may be terminated by the Board,
with or without Cause at any time prior to such date. 
  
 (b) If the Employment Period is terminated: 
  
 (i) by the Board (other than for Cause) or by Executive resigning for Good Reason or within 30 days after a Non-Renewal Event (provided that Executive shall be deemed to have resigned as of such 30th day unless Executive otherwise notifies
the Company in writing prior to such date), then subject to the remainder of this Section 4, Executive shall be entitled to receive: (A) all previously earned and accrued but unpaid Base Salary and vacation and unpaid business expenses up to the
date of such termination; (B) severance pay equal to the sum of (w) one-year’s Base Salary as in effect at the time of termination (or, if the termination occurs in the first year of the Employment Period, an amount equal to one-month’s
Base Salary as in effect on the date hereof multiplied by the number of months remaining from the termination date until the second anniversary of the date hereof), plus (x) an amount (if any) equal to one month’s Base Salary in
effect at the time of termination for each full year that Executive was employed by the Company and its Subsidiaries hereunder, plus (y) a bonus equal to the amount of the Target Bonus for the Termination Year, 

  

 4 

 
plus (z) an additional bonus equal to the Target Bonus for the Termination Year pro rated based on the number of days of the Termination Year prior to
the date of termination; and (C) full continuation of the Benefits at the same level as they are provided from time to time to the Company’s senior management employees during the one year severance period. If Executive is purportedly
terminated for Cause and the arbitrator appointed pursuant to Section 16 below determines that Cause was not present, then such purported termination for Cause shall be deemed a termination other than for Cause and Executive’s rights and
remedies will be governed by this Section 4(b)(i), in full satisfaction and in lieu of any and all other or further remedies Executive may have. 
  
 (ii) for any other reason, including as a result of Executive’s death, Permanent Disability, voluntary resignation (other than for
Good Reason or within 30 days after a Non-Renewal Event) or by the Board for Cause, Executive’s sole entitlement shall be to receive (A) all previously earned and accrued but unpaid Base Salary, vacation and unpaid business expenses up to the
date of such termination or expiration, and (B) in the case of termination resulting from death or Permanent Disability, a bonus equal to the Target Bonus for the Termination Year pro rated based on the number of days of the Termination Year prior
to the date of termination, and Executive shall not be entitled to any further Base Salary, Bonus payments or Benefits for that year or any future year, except as required by law, or to any other severance compensation of any kind. 
  
 (c) Executive agrees that: (i) Executive shall be entitled
to the payments and Benefits provided for in Sections 4(b)(i)(B) and 4(b)(i)(C), if any, if and only if Executive has executed and delivered the Release attached as Exhibit A and seven (7) days have elapsed since such execution without any
revocation thereof by Executive (at which time the Company shall execute and deliver a similar release to Executive) and Executive has not breached as of the date of termination of the Employment Period the provisions of Sections 5, 6 and 7 hereof
and does not breach such sections or such covenants at any time during the period for which such payments or services are to be made; and (ii) the Company’s obligation to make such payments and services will terminate upon the occurrence of any
such breach during such period. 
  
 (d) Any
payments pursuant to Section 4(b) shall be paid by the Company in regular installments (i.e., not in a lump sum) in accordance with the Company’s general payroll practices, and following such payments the Company shall have no further
obligation to Executive pursuant to this Section 4 except as provided by law. All amounts payable to Executive as compensation hereunder shall be subject to all customary withholding, payroll and other taxes. The Company shall be entitled to deduct
or withhold from any amounts payable to Executive any federal, state, local or foreign withholding taxes, excise tax, or employment taxes imposed with respect to Executive’s compensation or other payments or Executive’s ownership interest
in the Company (including, without limitation, wages, bonuses, dividends, the receipt or exercise of equity options and/or the receipt or vesting of restricted equity). 
  
 (e) Executive hereby agrees that except as expressly provided herein, no severance compensation of any kind,
nature or amount shall be payable to Executive and 

  

 5 

 
except as expressly provided herein, Executive hereby irrevocably waives any claim for severance compensation. 
  
 (f) Except as provided in Sections 4(b)(i) and 4(b)(ii)
above, all of Executive’s rights to Benefits hereunder (if any) shall cease upon the termination of the Employment Period. 
  
 5. Confidential Information. 
  
 (a) Executive acknowledges that the information, observations and data (including trade secrets) obtained by him while employed by the
Company and its Subsidiaries concerning the business or affairs of the Company and its Subsidiaries and the nature and structure of the Acquisition (“Confidential Information”) are the property of the Company or such Subsidiary.
Therefore, Executive agrees that, except as required by law, court order or other legal process, including, but not limited to, depositions, interrogatories, court testimony, arbitration, and the like, he shall not disclose to any unauthorized
person or use for his own purposes any Confidential Information without the prior written consent of the Board, unless and to the extent that: (i) the Confidential Information becomes generally known to and available for use by the public or
generally known in the industry other than as a result of Executive’s acts or omissions or (ii) Executive discloses such information to third parties with whom the Company or its Subsidiaries has entered into a non-disclosure agreement and such
disclosure is made in the ordinary course performance of the Executive’s duties and responsibilities to the Company and its Subsidiaries. Executive shall deliver to the Company at the termination of his employment with the Company and its
Subsidiaries, or at any other time the Company may request, all memoranda, notes, plans, records, reports, computer tapes, printouts and software and other documents and data (and copies thereof) embodying or relating to the Confidential
Information, Work Product (as defined below) or the business of the Company and its Subsidiaries which he may then possess or have under his control (provided that Executive may retain a copy of his rolodex and similar address and telephone
directories so long as he does not use such material in a manner that is otherwise prohibited by this Agreement). 
  
 (b) Except for materials acquired by the Company or its Subsidiaries in connection with the transactions contemplated under the Purchase
Agreement, Executive represents and warrants to the Company that Executive took nothing with him which belonged to any former employer when Executive left his prior position and that Executive has nothing that contains any information which belongs
to any former employer. If at any time Executive discovers this is incorrect, Executive shall promptly return any such materials to Executive’s former employer. The Company does not want any such materials, and Executive shall not be permitted
to use or refer to any such materials in the performance of Executive’s duties hereunder. 
  
 6. Intellectual Property, Inventions and Patents. Executive acknowledges that all discoveries, concepts, ideas, inventions, innovations, improvements, developments, methods, designs, analyses, drawings,
reports, patent applications, copyrightable work and mask work (whether or not including any confidential information) and all registrations or applications related thereto, all other proprietary information and all similar or related information
(whether 

  

 6 

 
or not patentable) which relate to the Company’s or any of its Subsidiaries’ actual or anticipated business, research and development or existing
or future products or services and which are conceived, developed or made by Executive (whether alone or jointly with others) while employed by the Company or its predecessors and its Subsidiaries (“Work Product”), belong to the
Company or such Subsidiary. Executive shall promptly disclose such Work Product to the Board and, at the Company’s expense, perform all actions reasonably requested by the Board (whether during or after the Employment Period) to establish and
confirm such ownership (including, without limitation, assignments, consents, powers of attorney and other instruments). 
  
 7. Non-Compete, Non-Solicitation. 
  
 (a) In further consideration of the compensation to be paid to Executive hereunder, Executive acknowledges that during the course of his
employment with the Company and its Subsidiaries he shall become familiar, and during his employment with the predecessors of the Company and its Subsidiaries he has become familiar, with the Company’s trade secrets and with other Confidential
Information concerning the Company and its Subsidiaries (and their respective predecessor companies) and that his services have been and shall be of special, unique and extraordinary value to the Company and its Subsidiaries, and therefore,
Executive agrees that, during the Noncompete Period, he shall not directly or indirectly own any interest in, manage, control, participate in, consult with, render services for, or in any manner engage in any Competing Business within any
geographical area in which the Company or its Subsidiaries engage or plan to engage in such businesses. Nothing herein shall prohibit Executive from being a passive owner of not more than 2% of the outstanding stock of any class of a corporation
which is publicly traded, so long as Executive has no active participation in the business of such corporation. For purposes hereof, the term “Competing Business” means any business that is engaged in the production, distribution or
sale of products that are produced, distributed or sold by the Company or its Subsidiaries (or are in the process of being developed by such entities) as of the Termination Date. Nothing herein shall prevent the Executive from working for a
subsidiary or division of a Competing Business so long as (i) such subsidiary or division is not itself a Competing Business; and (ii) Executive otherwise strictly complies with the restrictive covenants contained herein. 
  
 (b) During the Noncompete Period, Executive shall not
directly or indirectly through another person or entity (i) induce or attempt to induce any executive of the Company or any Subsidiary to leave the employ of the Company or such Subsidiary, or in any way interfere with the relationship between the
Company or any Subsidiary and any executive thereof, (ii) hire any person who was an executive of the Company or any Subsidiary at any time within the one year period before Employee’s termination from employment or (iii) induce or attempt to
induce any customer, supplier, licensee, licensor, franchisee or other business relation of the Company or any Subsidiary to cease doing business with the Company or such Subsidiary, or in any way interfere with the relationship between any such
customer, supplier, licensee or business relation and the Company or any Subsidiary. The foregoing restriction shall not preclude Executive from providing references for Company executives. 
  
 (c) The restrictive covenants contained in this Section 7
are independent of any other provision of this Agreement, and the existence of any claim that 

  

 7 

 
Executive may allege against the Company, whether based on this Agreement or otherwise, shall not prevent the enforcement of these covenants. 
  
 8. Enforcement. If, at the time of enforcement of Section 5, 6 or 7 of
this Agreement, a court holds that the restrictions stated herein are unreasonable under circumstances then existing, the parties hereto agree that the maximum period, scope or geographical area reasonable under such circumstances shall be
substituted for the stated period, scope or area. Because Executive’s services are unique and because Executive has access to Confidential Information, Work Product and Third-Party Information, the parties hereto agree that the Company, its
Subsidiaries and its Affiliates would suffer irreparable harm from a breach of Section 5, 6 or 7 by Executive and that money damages would not be an adequate remedy for any such breach of this Agreement. Therefore, in the event a breach or
threatened breach of this Agreement, the Company, its Subsidiaries and its Affiliates or their respective successors or assigns, in addition to other rights and remedies existing in their favor, shall be entitled to specific performance and/or
injunctive or other equitable relief from a court of competent jurisdiction in order to enforce, or prevent any violations of, the provisions hereof (without posting a bond or other security). In addition, in the event of an alleged breach or
violation by Executive of Section 5, 6 or 7, the Noncompete Period shall be tolled until such breach or violation has been duly cured. Executive acknowledges that the restrictions contained in Section 5, 6 and 7 are reasonable and that he has
reviewed the provisions of this Agreement with his legal counsel. 
  
 9. Executive’s Representations. Executive hereby represents and warrants to the Company that (i) the execution, delivery and performance of this Agreement by Executive do not and shall not conflict with, breach, violate or cause
a default under any contract, agreement, instrument, order, judgment or decree to which Executive is a party or by which he is bound, (ii) Executive is not a party to or bound by any employment agreement, noncompete agreement or confidentiality
agreement with any other person or entity other than Rhodia Inc. and (iii) upon the execution and delivery of this Agreement by the Company, this Agreement shall be the valid and binding obligation of Executive, enforceable in accordance with its
terms. EXECUTIVE HEREBY ACKNOWLEDGES AND REPRESENTS THAT HE HAS CONSULTED WITH INDEPENDENT LEGAL COUNSEL REGARDING HIS RIGHTS AND OBLIGATIONS UNDER THIS AGREEMENT AND THE TERMS OF THE RELEASE ATTACHED AS EXHIBIT A AND THAT HE FULLY
UNDERSTANDS THE TERMS AND CONDITIONS CONTAINED HEREIN AND THEREIN. 
  
 10. Survival. This Agreement survives and continues in full force in accordance with its terms notwithstanding the expiration or termination of the Employment Period. 
  

 8 

 11. Notices. Any notice provided for in this Agreement must be in writing and must be personally
delivered, received by certified mail, return receipt requested, or sent by guaranteed overnight delivery service, to the parties at the addresses indicated in the Company’s records and to the other recipients at the address indicated below:

  
 If to the Company, to: 
  
 c/o Bain Capital NY, LLC 
 745 Fifth Avenue 
 New York, NY 10151

 Telecopy: (212) 326-9420 
 Attn: Stephen M. Zide 
  
 with a copies (which shall not
constitute notice to the Company) to: 
  
 Kirkland & Ellis
LLP 
 Citigroup Center 
 153 East
53rd Street 
 New York, NY 10022 
 Telecopy: (212) 446-4900 
 Attention: Eunu Chun, Esq. 
  
 If to Executive, to: 
  
 Randy Gress 
 Innophos, Inc. 
 P.O. Box 8000 
 259 Prospect Plains Road

 Cranbury, NJ 08512-8000 
 Telecopy: (609) 860-0350 
  
 with a copies (which shall
not constitute notice to Executive) to: 
  
 Cohn Birnbaum &
Shea P.C. 
 100 Pearl Street 
 Hartford, Connecticut 06103-4500 
 Telecopy: (860)-727-0361 
 Attn: Richard J. Shea, Jr., Esq. 
  
 or such other address or to the attention of such other person as the recipient party shall have specified by prior written notice to the sending party. Any notice under
this Agreement will be deemed to have been given when so delivered or mailed. 
  
 12. Complete Agreement. This Agreement and those other documents expressly referred to herein embody the complete agreement and understanding among the parties hereto and supersede and preempt any prior
understandings, agreements or representations by or among the parties hereto, written or oral, which may have related to the subject matter hereof in any way. 
  

13. Counterparts. This Agreement may be executed in separate counterparts, each of which is deemed to be an original and all of which taken
together constitute one and the same agreement. 
  
 14.
Successors and Assigns. This Agreement is intended to bind and inure to the benefit of and be enforceable by Executive, the Company and their respective heirs, successors and assigns; provided that the services provided by Executive
under this Agreement 

  

 9 

 
are of a personal nature and rights and obligations of Executive under this Agreement shall not be assignable. 
  
 15. Governing Law. This Agreement shall be governed by and
construed in accordance with the laws of the State of New York, without giving effect to any rules, principles or provisions of choice of law or conflict of laws. 
  
 16. Arbitration. Except as provided in Section 16 hereof, all disputes and controversies arising under or in
connection with this Agreement shall be settled by arbitration conducted in accordance with the arbitration procedures described in this Section 16. Except as otherwise provided in the JAMS’ Comprehensive Arbitration Rules and Procedures as in
effect from time to time (the “JAMS Rules”), the arbitration procedures described in this Section 16 and any Final Arbitration Award (as defined below) will be governed by, and will be enforceable pursuant to, the Uniform
Arbitration Act as in effect in the State of New York from time to time. Arbitral proceeding initiated hereunder shall take place in New York, NY or another place agreeable to the parties to the dispute, before a single arbitrator who is agreeable
to such parties. If the parties are unable to agree on an arbitrator within a reasonable period of time, an arbitrator shall be selected in accordance with the JAMS Rules. The arbitration (including discovery) will be conducted under the JAMS Rules,
as the same may be modified by any written agreement between the parties to the dispute. The arbitrator will conduct the arbitration in a manner so that the final result, determination, finding, judgment or award determined by the arbitrator (the
”Final Arbitration Award”) is made or rendered as soon as practicable, and the parties to the dispute will use reasonable efforts to cause a Final Arbitration Award to occur within ninety (90) days after the arbitrator is selected.
Any Final Arbitration Award will be final and binding upon the Company and Executive, and there will be no appeal from or reexamination of any Final Arbitration Award, except in the case of fraud or perjury or misconduct by the arbitrator
prejudicing the rights of any party to the dispute or to correct manifest clerical errors. A Final Arbitration Award may be enforced in any state or federal court having jurisdiction over the subject matter of the dispute. Each of the Company and
Executive shall bear and be solely responsible for all costs and expenses (including fees and disbursements of counsel) incurred by such party in connection with any arbitration conducted hereunder, and the costs and expenses of the arbitrator shall
be borne 50% by the Company and 50% by Executive. 
  
 17.
Amendment and Waiver. The provisions of this Agreement may be amended or waived only with the prior written consent of the Company (as approved by the Board) and Executive, and no course of conduct or course of dealing or failure or delay by
any party hereto in enforcing or exercising any of the provisions of this Agreement (including, without limitation, the Company’s right to terminate the Employment Period for Cause or Executive’s right to terminate the Employment Period
for Good Reason) shall affect the validity, binding effect or enforceability of this Agreement or be deemed to be an implied waiver of any provision of this Agreement. 
  
 18. Key Man Life Insurance. The Company may apply for and obtain and maintain a key man life insurance policy in the
name of Executive together with other executives of the Company in an amount deemed sufficient by the Board, the beneficiary of which shall be the Company. Executive shall submit to physical examinations and answer reasonable questions 

  

 10 

 
in connection with the application and, if obtained, the maintenance of, as may be required, such insurance policy. 
  
 19. Executive’s Cooperation. During the Employment Period and
thereafter, Executive shall cooperate with the Company and its Subsidiaries in any internal investigation or administrative, regulatory or judicial proceeding as reasonably requested by the Company (including, without limitation, Executive being
available to the Company upon reasonable notice for interviews and factual investigations, appearing at the Company’s request to give testimony without requiring service of a subpoena or other legal process, volunteering to the Company all
non-confidential pertinent information and turning over to the Company all non-confidential relevant documents which are or may come into Executive’s possession, all at times and on schedules that are reasonably consistent with Executive’s
other permitted activities and commitments). In the event the Company requires Executive’s cooperation in accordance with this Section after the termination of the Employment Period, the Company shall reimburse Executive for all of his
reasonable costs and expenses incurred, in connection therewith, plus pay Executive a reasonable amount per day for his time spent. 
  
 20. Expenses. All costs and expenses, including, without limitation, fees and disbursements of counsel, incurred in connection with this Agreement
and the transactions contemplated hereby shall be paid by the party incurring such costs and expenses; provided that the Company shall reimburse Executive for all reasonable third-party legal fees incurred by Executive in connection with the review
of this Agreement up to an aggregate amount not to exceed $10,000. 
  
 21. Insurance; Indemnification. During the Employment Period, the Company shall maintain in effect directors’ and officers’ liability insurance policies covering Executive in his capacity as an officer and, if applicable,
director of the Company and its Subsidiaries on terms and with coverage limits determined by the Board in its good faith judgment. In addition to, and not in lieu of the foregoing, the Company shall indemnify, defend and hold harmless Executive to
the fullest extent permitted by applicable law and in the Company’s organizational documents, as in effect as of the date hereof, from and against all liabilities, costs, expenses and claims (including without limitation reasonable legal fees
and disbursements, which shall be paid, reimbursed or advanced by the Company in a manner consistent with applicable provisions of the Company’s organizational documents) arising out of the actions taken by Executive during the Employment
Period in performance of his duties as an officer and, if applicable, director of the Company and its Subsidiaries. 
  
 * * * * * 
  

 11 

 IN WITNESS WHEREOF, the parties hereto have executed this Employment Agreement as of the date first
written above. 
  

			
	 INNOPHOS, INC.

		
	 By: 
	 	 /s/ Mark Feuerbach

	 	 	 Name: Mark Feuerbach

	 	 	 Title:   Chief Financial Officer

	
	 /s/ Randolph Gress

	 RANDOLPH GRESS

  

  
 Exhibit A 

 
 RELEASE AND NON-DISPARAGEMENT AGREEMENT 
  
 I,
[                            ], in consideration of and subject to the performance by Innophos, Inc.,
a Delaware corporation (together with its subsidiaries, the “Company”), of its material obligations under the Employment Agreement, dated as of
[                        ] (the “Employment Agreement”), do hereby release and forever discharge as of
the date hereof the Company and all present and former stockholders, directors, officers, agents, representatives, affiliates, executives, successors and assigns of the Company and its direct or indirect owners (collectively, the “Released
Parties”) to the extent provided below. 
  

	1.	Except as provided in paragraph 2 below, I knowingly and voluntarily release and forever discharge the Released Parties from any and all claims, controversies, actions, causes of
action, cross-claims, counter-claims, demands, debts, compensatory damages, liquidated damages, punitive or exemplary damages, other damages, claims for costs and attorneys’ fees, or liabilities of any nature whatsoever in law and in equity,
both past and present (through the date hereof) and whether known or unknown, suspected, or claimed against any of the Released Parties which I, or any of my heirs, executors, administrators or assigns, may have, which arise out of or are connected
with my employment with, or my separation from, the Company (including, but not limited to, any allegation, claim or violation, arising under: Title VII of the Civil Rights Act of 1964, as amended; the Civil Rights Act of 1991; the Age
Discrimination in Employment Act of 1967, as amended (including the Older Workers Benefit Protection Act); the Equal Pay Act of 1963, as amended; the Americans with Disabilities Act of 1990; the Family and Medical Leave Act of 1993; the Civil Rights
Act of 1866, as amended; the Worker Adjustment Retraining and Notification Act; the Employee Retirement Income Security Act of 1974; any applicable Executive Order Programs; the Fair Labor Standards Act; or their state or local counterparts; or
under any other federal, state or local civil or human rights law, or under any other local, state, or federal law, regulation or ordinance; or under any public policy, contract or tort, or under common law; or arising under any policies, practices
or procedures of the Company; or any claim for wrongful discharge, breach of contract, infliction of emotional distress, defamation; or any claim for costs, fees, or other expenses, including attorneys’ fees incurred in these matters) (all of
the foregoing collectively referred to herein as the “Claims”). 

  

	2.	I agree that this Release does not waive or release any rights or claims that I may have under: the Age Discrimination in Employment Act of 1967 which arise after the date I execute
this Release; claims for enforcement of Section 4(b) of the Employment Agreement; claims for benefits under any employee benefit plan maintained by the Company; claims for indemnification, expenses or other amounts due under any of Section 19, 20 or
21; or claims for unemployment or worker’s compensation as provided by law. 

  

	3.	 I acknowledge and intend that this Release shall be effective as a bar and shall serve as a complete defense to each and every one of the Claims and that it shall
be given full force and effect according to each and all of its express terms and provisions, including those 

  

 B-1 

	 	 
relating to unknown and unsuspected Claims (notwithstanding any state statute that expressly limits the effectiveness of a release of unknown, unsuspected
and unanticipated Claims), if any, as well as those relating to any other Claims hereinabove mentioned or implied. 

  

	4.	I represent that I have not made any assignment or transfer of any Claim. I agree that neither this Release, nor the furnishing of the consideration for this Release, shall be
deemed or construed at any time to be an admission by the Company or any Released Party of any improper or unlawful conduct. I agree that this Release is confidential and agree not to disclose any information regarding the terms of this Release,
except to my immediate family and any tax, legal or other counsel I have consulted regarding the meaning or effect hereof or as required by law, and I will instruct each of the foregoing not to disclose the same to anyone. 

 

	5.	Each provision of this Release shall be interpreted in such manner as to be effective and valid under applicable law and any provision of this Release held to be invalid, illegal or
unenforceable in any respect shall be severable. This Release cannot be amended except in a writing duly executed by the Company and me. 

  

	6.	The Company (meaning, solely for this purpose, the Company’s directors and executive officers and other individuals authorized to make official communications on the
Company’s behalf) will not disparage Executive or Executive’s performance or otherwise take any action which could reasonably be expected to adversely affect Executive’s personal or professional reputation. Similarly, Executive will
not disparage Company or any of the directors and executives, officers and other individuals authorized to make official communications on the Company’s behalf or otherwise take any action which could reasonably be expected to adversely affect
the personal or professional reputation of the Company or any of its directors, executive officers of other individuals authorized to make official communications on the Company’s behalf. 

  
 I UNDERSTAND THAT I HAVE [21] DAYS AFTER THE EXECUTION OF THIS RELEASE TO REVOKE IT AND THAT
THIS RELEASE SHALL NOT BECOME EFFECTIVE OR ENFORCEABLE UNTIL THE REVOCATION PERIOD HAS EXPIRED; 
  

									
					
	DATE:	 	 	 	 	 	 	 	 
	 	 	 	 	 	 	 	 	[Executive]

  

 B-2

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