There is no expansion of Apeel’s food-controlled production site for this investment while the application of Apeel’s products is within existing fruit/vegetable suppliers’ packing houses and distribution facilities. As such, issues related to PS5: Land Acquisition and Involuntary Resettlement, PS7: Indigenous Peoples, and PS8: Cultural Heritage do not apply.  

The proposed investment is a Category B project in accordance with IFC’s 2012 Policy on Environmental and Social Sustainability. The key E&S risks and issues related to this investment are: (i) existence and effectiveness of Apeel’s EHS, HR and food safety (FS) management systems; (ii) capacity and competency of EHS/HR/FS functions; (iii) labor and working conditions, including terms of employment and occupational health and safety of direct employees, contractors and service providers; (iv) life and fire safety management at Apeel’s facility and/or contracted manufacturing sites; (v) due diligence of Apeel’s raw material suppliers; (vi) compliance of contractors and/or service providers with applicable national EHS/HR requirements; (vii) monitoring of EHS parameters (air emissions, effluents, waste and Lost-Time Injury Frequency Rate) at Apeel’s production site. Applicable World Bank Group (WBG) Environmental, Health and Safety (EHS) Guidelines include the General and Sector-specific (Food & Beverage Processing) Guidelines 

Environmental and Social Policies. Pro-active management of sustainability issues is at the core of Apeel’s governance framework, business strategy and decision-making processes. Apeel has adopted corporate level policies for environment, occupational health and safety, human resources, and food safety. The corporate standards apply to all its global operations, including its food manufacturing site and in its customer sites where Apeel’s staff is co-located to operate its processes and equipment. Based on this policy review, IFC confirmed the alignment and consistency of Apeel’s sustainability policy framework applying to its operations with the requirement of IFC Performance Standards.

Environmental and Social Risk Assessment. Apeel has defined an EHS risk assessment process applying to its food facility-controlled site. Apeel undergoes comprehensive inspection of its operations from the California Department of Public Health (Food and Drug Branch – CDPH-FDB). Apeel follows current Good Manufacturing Practices (cGMP), which covers document control (Standard Operating Procedure, Form, Guidance Document, Index, and Specification Sheet), mandatory employee training (principles of food hygiene and food safety), and traceability/consumer safety. Due to the limited impacts of its facilities, E&S Impact Assessment (ESIA) Studies are not legally required.

Apeel has a consolidated legal and regulatory registry for applicable EHS requirements for its operation. Copies of operational permits and licenses for its food manufacturing facility have been provided (e.g. organic process product registration, US Environmental Protection Agency’s license, pest control, air emissions for water boilers (gas-fired), storage of hazardous material storage (ref. stationery diesel-fired emergency stand-by engine), industrial wastewater discharge permit). Apeel has not incurred any penalties or fines for legal, economic, environmental and social issues over the last three years.

EHS Management System and Programs. To operationalize its Environment, OHS and Food Safety Policies mentioned above, Apeel is in the process of establishing a specific EHS management system consistent with ISO 14001 and ISO 45001, including Standard Operating Procedures (SOPs) and programs at its controlled facility. Performance-based EHS requirements of this system are based on the compliance with the EHS legal and regulatory requirements mentioned above. Going forward, Apeel is in the process of further strengthening the structure of its EHS management system, in compliance with IFC Performance Standards. Apeel has provided its two-year implementation plan for the development of these systems. Existing EHS procedures and a training plan developed by Apeel include, among others, environmental protection and waste management training, hazardous waste management training, hazardous waste segregation and disposal process, operations’ waste management process, regulatory register and compliance program and federal/state reporting process. Corporate EHS targets, including reduction in GHG emissions, will be defined at the end of 2021, when the implementation of its EHS management system will have progressed. Based on the above, Apeel’ EHS management system and programs are well under implementation in its food facility in California (USA). IFC’s appraisal concluded that the design and implementation of Apeel’s EHS management practices for its operations are well aligned with global best practice. 

Apeel has developed a food safety management system for its California’s operation, which covers manufacturing of all products. Apeel has also been certified by the Oregon Tilth Certified Organic (OTCO) - https://tilth.org/certification/ for a product formulation intended for the organic produce market. To support its Sustainability guiding principle, as manifested in its vision, mission, products and daily operations, Apeel undertook a comprehensive life cycle assessment (LCA) study in 2019 to measure the environmental footprint of fresh produce with and without the Apeel coating. The study is available at https://apeelsciences.com/LCA/uploads/2019/11/Apeel-LCA_Webpage.pdf.

EHS Organizational structure and competency. Under the leadership of its CEO, Apeel has a cross-functional sustainability / EHS team, composed of the following teams: Sustainability (4 professionals),  EH&S (3 professionals), and Regulatory Compliance & Quality Assurance (9 professionals). Specifically, the senior EHS manager (Team Leader) supports global program development, including OHS standards, emergency response, and incident reporting and investigation. An environmental compliance specialist leads the global EHS compliance program and established standards for environmental compliance in all regions. A Field Operation Manager supports the global portfolio of field operations and maintains local site compliance with Apeel’s EHS standards. Based on quality of responses provided during the virtual meetings and supportive documentation, IFC’s review concluded that Apeel has assigned competent technical resources to successfully implement its corporate and plant-level EHS management system and programs.

EHS Training. Apeel’s management team has developed, based on approved corporate policies/charters, SOPs, and workplace risk assessment and performance (e.g., OHS statistics), a comprehensive and structured EHS and HR training curriculum which any new staff is required to follow, relative to their role and risk encountered in the course of their work. As a baseline, all employees receive training in incident reporting, emergency response procedures, hazard communication, and on Apeel’s illness and injury prevention, fire prevention, and chemical hygiene plans. Further training is provided based on risk and need. Most roles in the company require additional training in lab safety, warehouse safety, ergonomics, etc. Apeel provided during IFC appraisal a detailed EHS training plan for its workforce. The training is provided to all Apeel’s permanent, temporary and seasonal workers, contractors and service providers.

Emergency Preparedness and Response. Apeel has undertaken emergency preparedness and response planning for its operations, which includes the development of its HQ evacuation procedures, Emergency Response scenarios and active shooter prevention guidelines. It is based on best safety standards, engineering design and risk management practices. Periodic emergency preparedness training (annual) refresher and fire drill (semester) is provided to the personnel, including the participation of the Local Fire Department. Three evacuation team leaders have been assigned for effective implementation of this plan.

The local fire department inspects Apeel HQ in Goleta, California annually. In addition, Apeel tests the fire detection system and the deluge (sprinkler) system get periodic inspections and maintenance in line with the local building codes. Apeel team members are trained on the Apeel Fire Prevention Plan on an annual basis. 

COVID-19 Impact. As the US Presidential Policy Directive 21 (PPD-21) has designated the food and agriculture sector as a critical infrastructure sector whose assets, systems, and networks are considered vital, Apeel’s operations have not stopped due to COVID-19. Apeel has taken numerous contingency measures to ensure the well-being of its workforce, including a very specific selection of its employees being allowed to return to its office based on business criticality. All employees without on-site essential work have been instructed to work from home. Apeel has been developing SOP on safety and health of its workforce, has communicated formal companywide COVID-19 update twice a week, and is strictly enforcing precautionary measures (temperature check twice daily, mask wearing, social distancing and increased sanitation measures). Before returning to the office or packing houses, all employees are required to complete an in-depth training on Apeel new COVID-19 policies and procedures.

EHS Monitoring and Reporting. Apeel has defined sustainability metrics for its HQ facility, including Scope 1 (direct emission from owned or controlled sources), Scope 2 (indirect emission from the generation of purchased energy) carbon emissions, and annual water and energy usage. Optimization of Apeel’s resource efficiency since 2018 for all metrics is largely attributed to the increase in production as the company scales commercially. While the metrics provided are presented on a per production basis, the utilities at its HQ facility are used for various functions, including Research and Development (R&D). The metrics for Apeel’s commercial offices has not had one full year of data collection yet. As such, baseline has not yet been established. As indicated in the PS2 - OHS section of this review summary, Apeel has implemented a comprehensive set of leading and lagging OHS indicators.

Supply Chain Risk Assessment and Management. Apeel maintains a Supplier Responsibility Program (SRP). The objective of this Program is to grow and maintain a supply chain in alignment with Apeel’s values, to ensure that all suppliers operate legally, safely, and sustainably. Apeel has established a comprehensive set of documentation to evaluate current and potential raw material suppliers against Apeel’s SRP, including a Supplier Code of Conduct. Apeel currently has 6 Tier I raw materials suppliers which are all based in the USA or Europe. Additional Tier 1 suppliers from Europe may be added soon. Applicable minimum requirements of this Code encompass: (i) Law and Code compliance; any supplier that collaborates with Apeel Sciences complies with all the regional and national laws in which they operate; (ii) Voluntary work: no forced labor is used in producing or applying Apeel’s products. Any acts of human trafficking are also prohibited; (iii) Appropriate Age: no child labor is used in producing or applying Apeel’s products. The supplier must employ workers in compliance with the age requirements by the nation where the supplier operates; (iv) Fair wage: the supplier shall pay wages which equal or exceed the minimum wage required by law in the supplier’s residence; (iv) Health and safety: the supplier shall provide employees with a safe and health workplace to prevent accidents and injuries that could arise from their facilities’ operations; (vi) Harassment / Discrimination Free Environment: the supplier must treat all employees with absolute respect. No employee shall be subjected to any physical, sexual, psychological, or verbal harassment (ILO 111); (vii) Land Management: all land where Apeel’s products are created or applied has been obtained by the supplier legally. Any future land expansion by the supplier shall be obtained legally; (viii) Product quality and Food safety: the supplier must provide Apeel with high-quality products, ingredients, and services to meet all applicable quality and food safety laws. The supplier must demonstrate that they have robust food-safety and quality management systems; (ix) Bribery (anti-Corruption): the supplier must be compliant with the United Nations Convention Against Corruption and the U.S. Foreign Corrupt Practices Act; (x) Confidentiality: the supplier must protect any Apeel private and confidential information that is in their possession and use it only per instructions directed by Apeel. This requirement continues after the end of the business relationship. Additional best practices applying to Apeel’s third-party suppliers include: no induced deforestation, water and energy use monitoring and reporting, waste management, emissions tracking, integrated pest management, freedom of association and collective bargaining, hours of work/overtime wages, sub-contracting and traceability. Key reference documents used for Apeel’s Supplier Code of Conduct included International Labor Organization, UN Global Compact, the OECD-FAO Guidance for Responsible Agricultural Supply Chain, Starbucks CAFÉ Practices, etc.

A comprehensive set of SOPs has been developed for the implementation of the Supplier Code of Conduct (e.g. Supplier Evaluation Framework, Supplier Profile Template, Supplier Evaluation form, Specific Audit Questionnaire, training presentation, training records, corrective action plan, etc.). Apeel’s SRP is implemented by a multi-functional team composed of 9 professionals. In 2019, Apeel contracted a consultancy firm to conduct an independent assessment of Apeel’s SRP and to assure effective implementation of its Supplier Code of Conduct. The audit findings confirmed that Apeel conducts its sourcing operations in a sustainable way, based on a set of values and guidelines for action and behavior that protect people and the planet. Apeel evaluated current and potential raw material suppliers in accordance with its Supplier Code of Conduct. To ensure that raw materials used in Apeel’s products are sourced sustainably, Apeel is auditing its first, second and third tier suppliers representing 95% of current raw materials and 90% of raw materials planned for future production. Apeel strives to continuously maintain a supply chain in alignment with the company’s own values and has taken steps to improve compliance and auditing practices that enable a robust supplier evaluation program. As Apeel expands its operations and customer base, the company will require additional raw material suppliers to meet the growing product demand. Apeel may be no longer able to assess thoroughly each supplier as is currently possible. In anticipation of this future constraint, Apeel is developing a Supplier Risk Mitigation Plan, which will assign suppliers a risk category (e.g. low, medium or high). Based on assigned supplier risk category, the Plan has defined a well-structured course of action how to proceed in auditing the supplier. 

Social risks associated with sourcing of Apeel raw materials is limited as all its Tier I suppliers are in the USA and Europe, and Apeel partners with Tier 1 suppliers to audit its upstream supply chain in accordance with the aforementioned Apeel Supplier Code of Conduct. 

 Apeel employed 309 employees as of April 2020, spread in 11 countries of operations. The employee gender breakdown is 60% male and 40% female. With the growth of Apeel operations in emerging markets, it is expected that a target of 150 employees may be recruited over the next months. Apeel Sciences also employs 50 additional individuals through a third-party Professional Employer Organization (PEO) Service, Velocity Global. Velocity Global is the employer of record handling benefits and payroll, but these individuals report into Apeel Sciences.

Human Resource Policy & Management. Apeel has a Company Handbook (April 2020) which houses the information related to Apeel’s Human Resource Policy at the corporate level and serves as the organization’s communication tool. Core values being promoted at Apeel included Ownership, Integrity, Teamwork, Innovation, Humility and Stewardship. These values reflect how to interact with Apeel colleagues, with external business partners, and with stakeholders. They reflect how Apeel believes business should be done in a responsible manner. Every single employee at Apeel must adhere to these values. Apeel has also adopted a Policy against harassment, discrimination and retaliation.

Apeel’s Human Resource Handbook encompasses all HR procedures, including recruitment, employment status, performance review, overtime, health and benefits (e.g. holidays, sick leave, health insurance), training (safety), and dismissal. Apeel’s HR Handbook complied with most of the six objectives of PS2. These requirements apply to all workers (permanent and temporary) at all workplaces/operations where Apeel maintains management control. Every new employee receives an HR Handbook (also accessible through Intranet via BambooHR software - where all employment-related documentation is stored. BambooHR is also used for Paid Time Off requests and Performance Management) and is required to undergo an e-learning training session. Apeel has not had any labor infraction nor labor-related court cases within the last five years. The HR function is led by a Human Resources Director (known as the Chief People Officer) who is a member of Apeel’s Executive Committee. The HR function is composed of seven (7) professionals who are responsible for the effective implementation of the handbook’s provisions, including HR induction sessions.

Working Conditions & Terms of Employment. Apeel complies with the labor compliance framework of each country of operation for minimum wage, working schedule, overtime, holidays, probation period, labor contracts, for fixed (permanent) and temporary/seasonal/casual workers. If a contract is required as a legal document in the country, it’s signed by both parties and a copy is given to the employee; if there’s no contract required, a detailed term sheet or offer letter is given to the employee to specify the agreed terms and conditions. All Apeel’s permanent employees are subject to annual salary review. This adjustment and revision applies to permanent employees and depends directly on individual performance, comparison with market information, country inflation and the company’s financial results. Additionally, Apeel provides in all its countries of operations complementary benefits to its employees and families, such as medical, life and disability insurances. The average working hour is 40-50 hours per week, depending on location and role within the organization. All shifts comply with state, federal, and country-specific labor laws. Apeel pays more than 20% over minimum wage in the United States and over 100% over minimum wage in all other countries where Apeel currently operates.

Worker’s Organization. Apeel is in the process of adding specific provisions in its Company Handbook which will support the rights of freedom of association and workers seeking collective bargaining agreement (CBA). This addition will be completed within the next month. This provision will be informed to staff during the HR Induction Workshop. As needed, the local HR team will manage such union relationship and CBA. There is no history of recent labor strikes among Apeel operations.

Non-discrimination and equal opportunity. Apeel believes that people with different backgrounds, experiences, knowledge, skills, perspectives and ideas create a stronger organization leading to more innovation. Apeel profiles itself as an equal opportunities employer that offers the same chances to all employees irrespective of their age, nationality, gender, sexuality or religion.

Worker & Contractors’ Grievance Mechanism. Apeel prides itself in supporting employees who come forward with grievances. This Workers’ Grievance Mechanism is part of its Company Handbook (ref. “Your Rights” section). Complaints, including of sexual harassment nature, can be communicated directly to supervisors or anonymously to the HR function. Once a complaint is received, the HR team performs a full investigation of the incident with key stakeholders. Confidentiality is highly guarded, as needed. The investigation report is shared to an outside employment attorney for a second opinion and legal counsel. Final review is done by the Apeel’s HR team and General Counsel. Final decision is communicated back to the complainant. The offending party will be contacted with coaching, performance improvement plan, or termination based on the level of the offense. Over the last three years, Apeel’s HR team has received 5 formal complaints which have been all successfully closed. Most incidents are resolved with direct communication with the parties involved. By October 2020, Apeel will further strengthen its Formal Compliance Program, including by adding a confidential whistleblower hotline for employee’s grievances. Training to Apeel’s management team and permanent, temporary and seasonal workers of such procedures will be provided.

Protecting the workforce. Apeel HR Policy explicitly stipulates that Apeel will not engage child labor in its operations. In effect, as stipulated in its HR Recruitment Policy, minimum age of employment is 18 years old for permanent and temporary workers. Job announcements with terms and conditions of recruitment specify that the applicants must meet such provisions. All applicants are required to present proof of age, such as national ID card or birth certificate to recruitment staff during the application process, such proof is retained in all workers’ personal files for reference. Harmful child / forced labor is explicitly prohibited in Apeel sourcing operations (ref. PS1 Supplier Code section above).

Workers engaged by third parties. Due to the seasonality of its production and sourcing activities, Apeel’s operations can involve an increased number of directly contracted and sub-contracted workers (e.g. loading / unloading laborers, truck drivers) temporarily. To ensure compliance of its contractors and service providers with applicable OHS and labor requirements in countries of operation, Apeel has developed a Master Goods Agreement which specifically captures such provisions, including verification of registration with Ministry of Labor and compliance with local labor and OHS provisions, namely payment of workers’ legal benefits, timely payment of wages, OHS training and provisions of PPEs, ILO Convention 138 on minimum age, in line with Apeel’s Company’s Handbook or Supplier Code of Conduct requirements.

Occupational Health and Safety (OHS). Apeel has adopted an OHS Policy. To support the OHS policy implementation, Apeel has developed internal procedures, including contractor safety management program, risk management program, regulatory assurance program, hazard and improvement opportunities reporting program, management of change, emergency action plan, Safety Committee(s) and Learning Teams. These are global in scope, that outline the best practices and required actions to ensure safe work. Risk assessment of Apeel’s application equipment systems is carried out. As mentioned above (PS1, Management System), going forward, Apeel will further strengthen the structure of its EHS management system, consistent with ISO 14001 and ISO 45001, and in compliance with IFC Performance Standards. Apeel has provided its two-year implementation plan for the development of these systems. Effective implementation is overseen by a company-wide safety committee which has representation at corporate level (ref. senior EHS manager) and Field Operation Manager. E-learning training has been rolled-out in controlled operations. Training curriculum has been provided during the IFC appraisal. Apeel has implemented comprehensive monitoring and reporting of OHS leading indicators (e.g. safety trainings, ergonomic opportunities identified and corrected, employee perception surveys, safety audits, etc.) and OHS lagging indicators (e.g. injury frequency and severity, OSHA recordable injuries, lost workdays, workers’ compensation costs, etc.). Last recordable injury was in September 2019. All other safety related KPIs are included in the 2019 OSHA 300 log. Apeel’s lost-time frequency rate (injuries per million hours worked based on 2013 USA data) is below sector reference (food preserving, LTIFR of 6) demonstrating the implementation effectiveness of its OHS management system across the company’s operations. These KPIs cover all workers, including temporary and third-party workers. The three Emergency Team Leaders underwent first aid training, in case of minor accidents. First aid kits are found in all workplaces. Apeel has not reported any fatality over the last three years

 Resource (Energy and Water) Efficiency: Energy for Apeel’s food facility is provided by a private electricity utility company. Natural gas is also used in this facility, which is sourced by utility provider. Apeel records annually its energy (electricity and natural gas) consumption. Total GHG emissions for Apeel HQ operation in 2019 (ref. Scope 1 and 2 – MT CO2-equivalent) was respectively 380 and 486. Apeel’s three commercial offices have not had one full year of data collection yet, as such a baseline has not yet been established. Apeel HQ operation has started the appraisal for securing the US Green Building Council’s (“USGBC”) Leadership in Energy and Environmental Design (“LEED”) for its interior building redesign. Annual usage of process water at Apeel HQ operation is averaging 94 m3 per ton of production. Apeel has both deionized water and reverse osmosis water system on site. Apeel has not performed any energy/water benchmark studies to compare its food production manufacturing facilities to similar industries.

Air Emissions Monitoring and Ambient Air Quality. Apeel has two 2.6 million BTUs gas-fired water boilers at its HQ operation in California. Apeel does not monitor point source air emissions. The California’s Air Pollution District Council (APCD) does such monitoring. Apeel provided during the IFC appraisal its most recent copy of the certification (April 2020) for its new boilers which was installed in November 2019. The combustion analysis report confirms compliance with WBG EHS Guidelines (ref. Small combustion Facility Emissions Guidelines).

Noise. As per WBG EHS guidelines, the ambient noise level at Apeel’s operations should not exceed 70 dBA in day and nighttime. Needed equipment is enclosed to reduce noise levels at source. Wearing ear plugs and earmuffs is required for workers exposed to higher workplace’s noise levels.

Wastewater treatment. Industrial wastewater at Apeel HQ is sent to Goleta West Sanitary District Treatment Plant. As per its discharge permit Apeel is not required to undertake any pretreatment of process wastewater prior to discharge to sewer at this facility. However, Apeel HQ is required to meet permit’s Terms and Conditions (including local concentration limits for numerous constituents) and ensure quarterly monitoring and analysis of the wastewater. Based on three latest laboratory reports (December 2019, May 2020 and July 2020), all analyzed parameters were found to be within the established criteria. Wastewater from the three commercial offices is sent to municipal wastewater treatment services.

Solid and hazardous wastes. Apeel has a waste management procedure. Apeel’s lab waste is liquid and is shipped off for incineration. All other solid waste is sent to authorized landfill sites. Currently, Apeel only uses hazardous material at its HQ operation in Goleta (US). The hazardous material is flammable. Secondary containment is established. Apeel has SOPs (safe storage and segregation of hazardous chemicals; hazardous waste storage and handling) and training for the handling of these materials. Apeel uses certified haulers and disposal facilities for disposal of spent or unused Hazardous Materials and Hazardous Waste.

Integrated Pest/Fumigation Management Plan. Apeel uses services providers for pest control at its sites, which is based on the principles of Integrated Pest Management (IPM). Pesticides used at Apeel’s HQ facility are applied in accordance with the National Organic Program Regulations  

Road traffic safety. Safe driving policy and procedures are part of Apeel’ EHS guidelines and mainly apply to forklift drivers. All drivers are required to achieve a defensive driver training course from a 3rd party service provider. Apeel does not have a transport fleet.

Food Safety Management System. To meet food safety specifications at its controlled facility and its market retailers, Apeel has adopted a Food Safety Policy, Employee’s GMP Policy, covering Personal Hygiene, Health and safety requirements, and GMP procedures to ensure that Apeel products are manufactured and stored under safe and sanitary conditions. Mandatory new hire food safety orientation and additional job-specific food safety training is also provided. Apeel has assigned corporate Food/Quality Specialist to ensure compliance of such food safety requirements. Apeel is currently evaluating third-party food safety certification for the planning of an external audit within 12-24 months.

Security Personnel. For Apeel’s operations in Uruapan (Mexico) and other regions, Apeel Sciences contracts Global Guardian (https://www.globalguardian.com/) to provide static security. This service provider handles training and are not Apeel employees. This company also provides trained drivers and security personnel to Apeel employees, when necessary. Going forward, Apeel will document a specific Security Policy and Procedure consistent with the requirement of PS4 and incorporating the relevant guidelines of the Voluntary Principles on Security and Human Rights. This will include the guards’ behavior with the community, workers and clear guidelines on use of security force. The policy shall be communicated to the security guards as part of the induction as well as refresher training (ESAP #1) 

  Supply Chain Risk Assessment and Management. Risk screening of third-party suppliers for induced deforestation is identified in Apeel’s Supplier Code of Conduct and assessed during the annual on-site audit. Going forward, Apeel has defined additional risk screening filters to its third-party suppliers, including using the World Resource Institute’s Global Forest Watch (GFW) to assess if the supplier is located in a region of significant tree loss and using the WRI/Water Risk Atlas to asses if the supplier is located in a high water-risk region.

Stakeholder Engagement. As the food manufacturing facility is located in a business park, Apeel has not proceeded with the development of a Stakeholder Engagement Plan and a Community Grievance Mechanism, as there are no operational risks to surrounding communities. The company publicly discloses sustainability metrics, scorecard and other related information through its website: https://apeelsciences.com/sustainability/. Similarly, interested stakeholders can reach out to the company through this website in case of any inquiries. 

 The ESRS and ESAP will be made available via the IFC Project Information Portal. Local disclosure of the ESRS and ESAP will be done at its Apeel food manufacturing facility and in all countries of operations.

Jessica Vieira, PhD

Director of Sustainability

Apeel Sciences – 71 South Los Carneros Road

Goleta, California 93117

Tel: +1 (805) 203-0146 (#7089)

E-mail : jessica.vieira@apeelsciences.com;

Website : https://apeelsciences.com/