EXHIBIT 14

                 STANDARDS OF BUSINESS CONDUCT AND ETHICS POLICY

I.  GENERAL POLICY STATEMENT

Glacier has a firmly established policy of conducting its affairs in compliance
with all applicable laws and regulations and observing the highest standards of
business ethics. Integrity, honesty, forthrightness, and fairness are of primary
importance in all business relationships involving the Company. Glacier expects
each associate (each, an "associate") to perform his or her duties in such
manner as to preserve the Company's good name and reputation. Glacier intends
that every associate shall follow the letter, as well as the spirit, of these
Standards of Business Conduct, including but not limited to avoiding any
activity or interest, which might be regarded as in conflict with the interests
of Glacier.

These Standards are not intended to be all encompassing. Situations may arise
that are not expressly covered or where the proper course of action is unclear.
Associates should consult with their appropriate Vice President or the Vice
President of Human Resources if any questions as to interpretation of these
Standards arise. Any associate may bring problems to the attention of management
for review, and the Company maintains an open door policy in that regard.

The Company may modify or supplement these Standards from time to time, to
comply with evolving corporate governance standards, to comply with applicable
corporate governance or other requirements adopted by Congress, the SEC or the
American Stock Exchange and otherwise as it deems appropriate. Accordingly, all
associates must review these Standards at least once every year.

Any associate of the Company having information or knowledge regarding a
violation, or potential violation, of these Standards should immediately report
the same to his or her supervisor. If an associate has reason to believe that it
would be inappropriate to report the relevant information to his or her
supervisor, then the information should be reported in confidence directly to
the appropriate Vice President or the Vice President of Human Resources.
Retaliation or reprisal of any kind against an associate who reports a violation
(or, in good faith, potential violation) of these Standards is strictly
prohibited.

Glacier may regard any associate's acts in violation of these Standards to be
outside the course and scope of that associate's employment. Any associate found
to have violated these Standards may be subject to immediate disciplinary
action, including reassignment, demotion or, when appropriate, dismissal. Legal
proceedings may also be commenced against such individual to recover the amount
of any improper expenditures, any other losses, which the Company may have
incurred, or other appropriate relief. Public officials under applicable
criminal statutes may also prosecute violators.

Any waiver of any provision of these Standards for an executive officer of the
Company may be made only by the Board of Directors or an appropriate committee
thereof and will be promptly disclosed to the Company's stockholders.

II.   CONFLICTS OF INTEREST

No associate or related person shall have a financial interest or receive any
material services, or compensation from any Glacier supplier or competitor.
Additionally, no associate or related person shall knowingly engage in or have a
financial interest in any other water vending business that competes with the
Company's business (including consulting activities). For the purposes of this
policy, the term "related person" shall mean any known person who is related by
blood or marriage, whose known relationship with the associate is similar to
that of persons who are related by blood or marriage, or any known entity of
which any such relative, spouse, or relative of spouse is an officer, director,
consultant, partner, trustee, or other fiduciary or has any direct or indirect
financial interest. All associates will be required to complete an
Acknowledgement Form of receipt of this policy during their initial employment
and periodically during their employment with Glacier. All disclosures to this
policy should be documented and submitted to the Human Resources Department
utilizing the appropriate Disclosure Form.

The Company recognizes that associates are generally free to engage in personal
financial and business transactions; thus, it does not prohibit outside
employment. However, there are certain limitations. All associates have a duty
to avoid situations where their loyalties may be divided between the Company's
interests and their own interests. Furthermore, no associate may deprive Glacier
of a business opportunity, or divert a business opportunity to his or her own
benefit. Associates should avoid even the appearance of such a conflict of
interest, including the acceptance of a position with another company if doing
so would impair the associate's ability to fulfill his or her obligations to
Glacier. Associates must be able to maintain acceptable performance standards
following acceptance of outside employment; otherwise, they may be subject to
disciplinary action, up to and including termination.

The Company does expect that any associate engaging or soon to engage in a
second job to complete and submit a Notification of Outside Employment Form to
the Human Resources Department, which would include job details in order to
ensure that a conflict of interest is not present. The written notice must
include the name of the organization for which the associate is working or will
be working, and a description of the job duties the associate will be
performing. The written notice must be submitted within the next 15 days for
those associate's currently holding a second job and as far in advance as is
reasonably possible before commencing any outside employment.

III. CONFIDENTIAL AND PROPRIETARY INFORMATION, NON-SOLICITATION AND MEDIA
CONTACT

Associates are responsible for safeguarding confidential and proprietary
information obtained during the course of their employment at Glacier. No
associate shall disclose confidential or proprietary information to a third
party without proper authorization or use such information for his or her own
personal benefit, or in any manner inconsistent with the Company's interest.
Unauthorized disclosure even to other Glacier associates, for example, in
non-job related discussions, is prohibited.

Confidential information includes information or data relating to Glacier's
planning, business strategy, projects, existing or potential customers,
competitors or suppliers, financial results or operations, purchasing
procedures, pricing techniques, customer contract terms, or any other
information that is not generally known to the public. This prohibition also
applies to the confidential information of the Company's customers, suppliers
and other parties with whom the Company does business.

Proprietary information includes information relating to trade secrets, patents,
research studies and results, manufacturing techniques and marketing strategies.
It includes records, practices, letters, plans, drawings, software and data
stored on electronic or magnetic media. Proprietary information also includes
inventions and other information associates may create or develop which relate
to the Company's business. Proprietary information is a Company asset.
Associates are required to report the creation or development of proprietary
information to permit the Company to take the necessary steps to protect its
assets. Improper disclosure or use could destroy the value of such information
to the Company, and subject the Company to substantial liability to any
third-party licensor of such information.

At the conclusion of employment with Glacier, associates are required to return
all Company documents, records and other property in their possession, including
those that contain confidential or proprietary information. After leaving the
Company, former associates have a continuing obligation to safeguard
confidential and proprietary information, including keeping it confidential and
avoiding its unauthorized use.

During the period beginning upon date of hire and ending on the first
anniversary of the date of termination of Associate's employment with the
Company, (the "Non-Solicitation Period"), and to the fullest extent permitted
under applicable law, Associate agrees that he/she shall not, directly or
indirectly, solicit, recruit or hire any associates of or persons who are
currently employed by the Company. Furthermore, the Associate agrees not to
solicit or encourage any such associate of the Company to leave the employment
of the Company.

No associate shall, during the term of his or her employment, communicate,
directly or indirectly, with any member of the press or media concerning any
aspect of the Company, without the prior written consent of the President of the
Company.

IV.  INSIDER TRADING AND LEGAL DISPUTES

The purchase or sale of securities while possessing material nonpublic
information or the selective disclosure of such information to others who may
trade is prohibited by federal and state laws. The Company has adopted an
insider trading policy with respect to purchases and sales of the Company's
securities by associates who have material nonpublic information about the
Company. Glacier's advisers and consultants are included within the term
"associate." Each associate is responsible for ensuring that he or she does not
violate federal or state securities laws or the Company's policy concerning
securities trading. The policy is designed to promote compliance with federal
securities laws and to protect the Company, as well as those persons, from the
very serious liabilities and penalties that can result from violations of these
laws.

Company associates may not trade in the stock of any company when they know
"material nonpublic information" about the company. This restriction on "insider
trading" is not limited to trading in the Company's securities. It includes
trading in the securities of other companies such as customers, suppliers or
vendors of the Company and those with which the Company may be negotiating major
transactions, such as an acquisition, investment or sale. Information that is
not material to the Company may nevertheless be material to one of those other
companies.

"Trading" includes purchases and sales of stocks, bond debentures, options,
puts, calls and other similar securities. It includes trades made pursuant to
any investment direction under associate benefit plans as well as trades in the
open market. It also applies to the exercise of options with an immediate sale
of some or all of the shares through a broker (a "cashless exercise").

Associates must not pass material nonpublic information on to others or
recommend to anyone the purchase or sale of any securities on the basis of such
information. This practice, which is known as "tipping," also violates the
securities laws and can result in the same civil and criminal penalties that
apply to insider trading whether or not the associate derives any benefit from
another's actions.

The same restrictions apply to family members and other persons living in an
associate's household. Associates are expected to be responsible for the
compliance of the members of their immediate family and personal household.
Transactions that may be necessary or justifiable for independent reasons (such
as the need to raise money for an emergency expenditure) are no exception to the
policy.

Because of the unique potential for abuse of material nonpublic information, it
is also the Company's policy that associates may not engage in short-term
speculative transactions involving "trading" in the Company's securities. This
would include short sales and buying or selling puts or calls.

Any Associates involved with a Company lawsuit or other legal dispute may not
discuss it with outsiders or other Company associates without the prior approval
of the Company's President.

Failure to follow these restrictions could constitute a breach of the Company's
attorney-client privilege and result in the loss of confidential information.
Additionally, any associate contacted by any regulatory, law enforcement
authority or the media seeking Company information should promptly contact
Glacier's President. No associate should respond to any such inquiry regarding
the Company without first consulting with and obtaining the approval of the
Company's Chief Executive Officer.

V.   COMPANY RECORDS AND ACCOUNTING

It is the Company's policy to maintain the highest level of integrity and
accountability with respect to all financial reporting, including reports to
regulatory authorities, auditors and the Company's stockholders.

All Company data, records and reports must be accurate and truthful and prepared
in a proper manner. These include everyday documents such as expense reports and
accounting entries, as well as cost estimates, contract proposals and other
presentations to management, customers and the public. It is essential that
those who rely on these records and reports have truthful and accurate
information. The integrity of the Company's accounting, technical, human
resources and financial records, as well as other records, is based on their
validity, accuracy and completeness.

Anyone preparing the type of information described above must be diligent in
assuring its integrity and anyone representing or certifying the accuracy of
such information should make an inquiry or review adequate to establish a good
faith belief in the accuracy of the information. Custodians of the Company's
data, records and reports must be sure that such information is released,
whether internally or outside the Company, only if adequately protected and only
for authorized purposes.


VI.   FRAUD, THEFT AND DISHONESTY

To promote the highest degree of integrity, honesty and professionalism
throughout the Company, Glacier has established a formal policy addressing
treatment of fraudulent or dishonest activities where individuals choose to
conduct themselves against the best interests of the Company.

Any irregularity that is detected or suspected must be reported to the
associate's appropriate Vice President, the Vice President of Human Resources or
the President. After being notified, the Vice President Human Resources will
notify other appropriate parties who should participate in investigating the
irregularity. The conditions of this policy apply to any suspected irregularity
involving associates, shareholders, vendors, outside agencies doing business
with Glacier, and associates of such agencies.

Actions Constituting Fraud:
---------------------------
Fraudulent or dishonest activities refer to, but are not limited to:

o    Any dishonest or fraudulent act;
o    Forgery or alteration of any document;
o    Falsification of Glacier's employment application, resumes or time sheet;
o    Falsification,   omissions  or  misrepresentation  of  Glacier's  financial
     statements;
o    Misappropriation of equipment,  inventory, funds, securities,  supplies, or
     other assets;
o    Impropriety in the handling of money or financial transactions;
o    Profiteering as a result of insider knowledge;
o    Accepting  or seeking  anything of material  value  (kickbacks,  receipt of
     bribes  or  any  other  illegal  or  improper  payments)  from  vendors  or
     individuals  who provide  goods or  services to Glacier  with the intent of
     exerting  influence  or seeking a more  favorable  position in any business
     dealings;  (No associate  shall  receive any lavish gift or acceptable  and
     customary  business  entertainment  valued at more  than $50,  unless it is
     reported and approved by the President or Vice President Human Resources);
o    Destruction  or  disappearance  of any  records,  furniture,  fixtures,  or
     equipment;
o    Making or causing to be made any  knowingly  false or  fraudulent  material
     statement  or material  misrepresentation  for the purpose of  obtaining or
     denying workers' compensation benefits.

If there is any question as to whether an action constitutes fraud, the
appropriate Vice President should be consulted for guidance.

VII.   EQUAL EMPLOYMENT OPPORTUNITY AND UNLAWFUL HARASSMENT

Glacier maintains a strong policy of equal employment opportunity for all
associates and applicants for employment. The Company hires, trains, promotes
and compensates associates on the basis of individual competence and potential
without regard for race, color, religion, sex, sexual orientation, national
origin, citizenship, age, marital status, gender, or non-job related disability,
as well as all other classifications protected by applicable laws.

The Company's equal employment opportunity philosophy applies to all aspects of
employment with the Company, including recruiting, hiring, training, transfer,
promotion, associate benefits and compensation, termination, leave of absence
and social and recreational activities.

The Company is committed to adhering to and enforcing its obligations under
applicable non-discrimination laws including the Americans with Disabilities Act
(the "ADA"). All associates are expected to help implement the Company's goals
with regard to equal employment opportunity.

The Company opposes harassment of others on the basis of sex, sexual
orientation, age, race, color, national origin, religion, marital status,
citizenship, gender, disability and other characteristics protected by
applicable laws. Harassment includes making derogatory remarks about such
characteristics, using negative epithets, making "jokes" about ethnic or other
groups, and other verbal and physical behavior.

It is the policy of the Company to provide a non-discriminatory work environment
free of intimidation and harassment. All associates are expected to cooperate in
maintaining this work environment.

The Company will not tolerate any form of unlawful harassment, whether verbal or
physical, at any level. It is the Company's policy to investigate thoroughly and
remedy any incidents of harassment. All complaints will be treated as
confidentially as possible and all investigations will be conducted
expeditiously. There will be no retaliation against a person who, in good faith,
files a complaint or participates in any way in the investigation of a
complaint. Any associate who has been found, after appropriate investigation, to
have harassed another associate will be subject to appropriate sanctions
depending on the circumstances, up to and including termination.

     Please refer to the Company's  Equal  Employment  Opportunity  and Unlawful
Harassment policies for detailed information regarding these subjects.


VIII.   COMPLIANCE WITH STANDARDS

If associates know of or suspect a violation of applicable laws and regulations,
these Standards, or the Company's related policies, they should immediately
report that information to their appropriate Vice President. No associate
reporting a suspected violation will be subject to retaliation because of a good
faith report.

Reported violations will be promptly investigated and treated confidentially to
the greatest extent possible. Only the appropriate Vice President in conjunction
with the Vice President of Human Resources is authorized to direct an
investigation. It is imperative that the associate reporting the violation not
conduct a preliminary investigation of his or her own. Investigations of alleged
violations may involve complex legal issues. Associates who act on their own may
compromise the integrity of an investigation and adversely affect both
themselves and the Company.

The Company intends to use every reasonable effort to prevent the occurrence of
conduct not in compliance with these Standards and to halt any such conduct that
may occur as soon as reasonably possible after its discovery. Associates who
violate these Standards and other Company policies and procedures may be subject
to disciplinary action, up to and including discharge. In addition, disciplinary
action, up to and including termination, may be taken against anyone who directs
or approves infractions or has knowledge of them and does not move promptly to
correct them in accordance with the Company's policies.

Ultimate responsibility to ensure that the Company complies with the laws and
ethical standards affecting its business rests on each of its associates.
Associates must become familiar with and conduct themselves strictly in
compliance with such laws and ethical standards as well as the Company's
policies and guidelines pertaining to them.



This policy supersedes any and all other policies related to these statements
contained elsewhere in any other Company document effective this date.