INTERNAL WORK REGULATIONS OF THE COMPANY

PACASMAYO CEMENTS S.A.A

The internal regulation is an indispensable tool for good management of

the human resources of any company, regardless of its size or importance. It is the
starting point for the worker to know what to expect in basic matters, order and
discipline that must exist in any work unit; and also to know the limits of
the attributions or direction power that the employer has over their workers.

It is essential that, at the time of the worker's entry into the company, they receive this
regulations and signed a copy of it as proof that you are aware of the
basic obligations to comply with standards that can be considered basic for a
normal and harmonious development of labor relations.

The benefit of a regulation saves companies from misunderstandings with employees.

that many times they have misconceptions about their work and disciplinary obligations.

The Internal Work Regulations are a set of rules that are maintained in the
time, unless changes are necessary, and which therefore constitutes a policy
basic that integrates the company's human resources, for reasons of
coherence, to the different administrations that will succeed each other over time.

The flexibility in the application of the rules contained in the Regulations will depend on the
behavior that each worker maintains during the time of their employment relationship.

Admission or Entry of Workers

Selection and Recruitment

The selection and hiring of employees in general is the exclusive authority of Management.
General. Any worker who is incorporated into the company, under any modality, must
subscribe and formalize the employment contract before starting your work.

The entry of personnel into the company will be carried out through the Procedure of
Established Recruitment and Selection of Personnel. The applicant must fulfill the
following requirements:
a) Approve the selection process (according to the area to which it has been submitted).

b) To be of legal age.

c) Not having been dismissed from any institution for serious misconduct.

d) No criminal and/or police records.

e) Comply with the organizational and functional requirements according to the position you are applying for.

Presentation of the following documentation:

Present a photocopy of your National Identity Document.

Certificate of police and/or criminal background.

Health Certificate.
Certificate of previous work (if any has been carried out)
Certificate of having completed your studies.
Accreditation and documentation of the children under your care.
Sworn declaration of residence.
Applicant's application provided by the company correctly filled out and
signed.

Workday, work schedule, and break time.

Ordinary Workday and Work Schedule

a) The workday is administratively distributed in a single shift for the

convenience of operations, within the limits set by law.

The work schedule is 8 hours a day and 48 hours a week (Monday to Saturday).

c) The staff will have 60 minutes for a break, which will not be considered as
part of the workday.

The company will require strict compliance with the established work schedule.
that punctuality is the fundamental principle of discipline. Upon your arrival and conclusion of
Workers will register their arrivals and departures according to the procedure.
established by the company.
Attendance, Punctuality, and Duration

a) All workers must personally record their attendance in the register.

corresponding both when entering and leaving the company.

b) The tolerance for entry applies to all staff in general, which will be 10.
minutes per week.

c) The displacement of a worker outside their work area must request permission to
his immediate supervisor, who is responsible for controlling permanence and
development of activities of the staff under their charge.

d) Discounts for tardiness, unauthorized departures, and absences are not

justified affects remuneration in proportion to the time not worked without
prejudice of the disciplinary sanctions that may apply.

Permissions

a) Permits must be prepared and submitted before the event occurs.

b) Permits may be granted for: personal reasons, breastfeeding, illness

Rights, Obligations, and Prohibitions of the Worker

Rights

a) To perceive all the benefits and social pleasures recognized by legal norms and
conventional ones that are applicable with the legal devices in force since their date
of income.

b) Remuneration according to their knowledge, training, and experience.

Obligations

a) All workers are obliged to obey the orders and instructions referred to
their duties assigned to them by their superiors

b) All workers, without exception, keep the due professional secrecy. The secret
professional extends beyond the ordinary working day and the validity or
specific duration that the employment relationship has.
Prohibitions

The company's employees are prohibited from:

a) Intentionally decrease work performance

b) Conduct personal tasks unrelated to work that hinder work activities within the
working hours.

Remunerations

Remuneration Policy

a) The remuneration shall be determined according to the labor regime of the worker and the
remuneration scales based on the corresponding legal provisions.

b) Once the remuneration is established, it will be paid periodically and regularly on the days
indicated by the Company, using the most suitable means for the payment.

c) The Company will grant bonuses in the months of July and December, in accordance with the
current legal provisions, regardless of their daily wages.

Disciplinary Measures

The execution of acts not permitted by this work regulation or that indicate misconduct
behavior, unexcused absences, tardiness and generally any act that
it contravenes the normal provisions regarding the return of employment relationships in the
a company that can disrupt productivity and mutual respect among the members of the
company, as well as its superiors and in general, indiscipline, will be penalized
according to the severity of the offense committed at the company's discretion with sanctions that
they oscillate between suspension and dismissalwith cause.
 Internal Regulations of the Executive Committee

Objective
The objective of the Executive Committee (hereinafter, the "Committee") is to assist the Board of Directors
Cementos Pacasmayo S.A.A. (hereinafter, the “Board”) regarding its function of
supervision of:
The execution of the decisions agreed upon by the Board; and Compliance, by
the Company, of the short and medium-term objectives, in accordance with the plan
strategic and long-term goals approved by the Board; The appropriate
compensation of the directors and principal executives of the Company, in order to align their
interests with those of the shareholders, and the compliance with Quality policies,
Corporate Social Responsibility (CSR), Environment, Safety and Health
Occupational and recommend improvements in its implementation.

Composition and Functions

Composition and qualifications of its members
The Committee will be composed of a minimum of 3 (three) directors and a maximum of 5.
(five) directors appointed by the Board.
Designation and Removal
The members of the Committee will be appointed by the Board for a maximum period of
three years, which will never be greater than the remaining time to complete the term of office of the
own Board and will remain in their positions until the Board has appointed and
qualified the replacement members or, in the event of resignation or removal of any
committee member, until such resignation or removal has been approved by the
Directory. Committee members may be removed at any time by the
Directory, without the need for an expression of cause, by agreement adopted by the majority of
its members. In case one of the members needs to be replaced during the period for the
Once elected, the Board must appoint the replacement.
President
The chairman of the Board will preside over the Executive Committee. The chairman of the Committee will have
decisive vote for the adoption of agreements in the Committee. The chairman of the Committee
will preside over all ordinary sessions of the Committee and will be responsible for the establishment of
the agenda to be addressed in each of the Committee's meetings. In the absence of the president of
The committee will be presided over by the Vice-President of the Board.

Subcommittees
The Committee may establish one or more subcommittees that must be composed of one or
more of its members for the purposes it considers appropriate and may delegate, in favor of
these subcommittees, the powers and authorities that are necessary or convenient for
the performance of the assigned tasks or functions.
Committee sessions and quorum
The Committee will meet at least quarterly, and may meet
more frequently if its members deem it appropriate in accordance with the
circumstances.
As part of the effort to maintain a constant and open dialogue and communication, the
The committee must meet at least annually to discuss
the matters that, in the Committee's opinion, it deems appropriate to discuss. The president of
Committee or, failing that, any member of the Committee may convene the sessions of the
Committee.
The sessions of the Committee may be in-person or virtual. The sessions do not
In-person interactions will take place through written, electronic, or other means.
that allow communication among all members of the Committee, even allowing for
to be carried out by telephone.
All Board members who are not members of the Committee shall be entitled to
attend the Committee sessions with a voice, but without a vote. Likewise, the Committee may
invite to their sessions any director or manager of the Company, or anyone
that it considers appropriate for the better development of its functions. The Committee may,
similarly, exclude from your sessions the person(s) you deem appropriate for the
better development of its functions.
To carry out a Committee session, the participation of at least the
majority of the Committee members. For the adoption of agreements within the Committee
The favorable vote of at least a simple majority of its members is required.
Functions and Responsibilities
The functions and responsibilities of the Committee detailed in this Section IV are
merely illustrative and not exhaustive and are framed within the objectives
of the Committee mentioned in Section I of this Internal Regulations. In this regard,
The functions and responsibilities detailed below will serve as a guide,
establishing that the Committee may perform distinct functions and may adopt
additional policies and procedures, as deemed necessary or convenient for the
compliance with its objectives. The Committee will also develop any function or
responsibility delegated to him/her by the Board that is related to the
objectives of the Committee described in Section I of this Internal Regulation.

The Committee, in order to perform its oversight role, is empowered to evaluate or

investigate any matter of interest or concern that you deem appropriate. For such
effect, the Committee is authorized to hire the services of independent advisors, thus
like other consultancies that it deems necessary for the performance of its functions. The
costs and expenses incurred by the Committee for the hiring of such advisors or consultants
will be in charge of the Company. Likewise, the Company will take care of the costs and
ordinary administrative expenses of the Committee that are necessary for its performance
its functions.
Annual Performance Evaluation
The Committee will conduct a review and evaluation at least annually.
of the performance of the functions of the Committee and its members, including the review of
compliance by the Committee with the provisions of this Internal Regulation.
The Committee will also periodically review and analyze the adequacy of its Regulations.
Internal and will recommend to the Board any improvement it deems necessary or
convenient. The Committee will carry out such evaluations and reviews in the manner that
consider appropriate.
Analysis of the Labor Regulations and Analysis of the Safety and Health Regulations
Occupational
1. Risk identification: it is the process of identifying the risks that could
negatively affect the objectives of CPSAA, its subsidiaries, and its units of
businesses. CPSAA and its subsidiaries adopt an approach in which they identify the
risks of the strategic objectives of the organization.
Article 48. Role of the employer. -The employer exercises strong leadership and shows his
support for your company's activities in the field of occupational safety and health;
likewise, it must be committed in order to provide and maintain an environment of
safe and healthy work in accordance with best practices and with the
compliance with occupational health and safety regulations. Law (29783)
2. Evaluation and risk analysis: This is the process of understanding the causes,
the context, the characteristics, possible consequences, and the likelihood of the risks
identified. This process seeks to obtain in a more analytical and reasoned manner, the
information about the risk in question, in order to allow for a better response to the
same.
Article 57. Risk assessment. - The employer updates the risk assessment a
at least once a year or when working conditions change or have been
caused damage to health and safety at work. If the results of the evaluation
periodic health checks are necessary due to risks, are carried out: a) Periodic health controls of the
 workers and working conditions to detect potentially
dangerous.
b) Preventive measures, including those related to work methods and
production, that ensure a higher level of protection for the safety and health of the
workers. Law (29783)

3. Risk response: this is the process of identifying plans to mitigate the risk.
and thus try to reduce the impact of the occurrence of the risk
In this process, the plans, deadlines, and responsible parties for its execution are defined, as well as the

estimated costs to mitigate risks. The plans to mitigate risks must be

agreed with the business units. The Risk Owner, appointed by the
Risk Committee is responsible for this process, with methodological support from
Risk Manager.
Article 55. Control of risk areas. - The employer controls and records that only the
workers, adequately and sufficiently trained and protected, access the
environments or areas of serious and specific risk. Law (29783)
4. Risk Manager Responsible for managing and operating the comprehensive management cycle of
risk; whose role could be added with other functions.
Article 26. Leadership of the Occupational Health and Safety Management System
The Occupational Health and Safety Management System is the responsibility of
employer, who assumes the leadership and commitment of these activities in the
organization. The employer delegates the necessary functions and authority to the staff
in charge of the development, application, and results of the Security Management System
and Occupational Health, who is accountable for their actions to the employer or authority
competent; this does not exempt him from his duty of prevention and, if applicable, from

reparations. Law (30222).

5. Monitoring and reports: This process must be able to demonstrate to the units of
business and the Risk Committee, in a timely, clear, and frequent manner, what are
the main risks they are exposed to, and what are the existing actions and/or
suggested to address these risks.
Article 47. Review of employer procedures The procedures of the
employer. -in the management of occupational health and safety, reviews are conducted

periodically in order to achieve greater effectiveness and efficiency in risk control

associated with work.

6. Hold regular meetings of the Risk Committee.

Article 28.- Training, whatever its modality, must be carried out within
the workday. Training can be provided by the employer,
directly or through third parties. In no case does the cost of training fall on
the workers, which must be fully assumed by the employer. Regulation of
Law (29783).