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Resolution Of 13 March 2017, Of The Directorate-General Of Employment, That Is Recorded And Published The Iv Collective Agreement Sector State Of External Auxiliary Services And Customer In Enterprises Of Railway Services.

Original Language Title: Resolución de 13 de marzo de 2017, de la Dirección General de Empleo, por la que se registra y publica el IV Convenio colectivo sectorial estatal de servicios externos auxiliares y atención al cliente en empresas de servicios ferroviarios.

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TEXT

Having regard to the text of the Fourth State Sectoral Collective Agreement on ancillary external services and customer service in railway service undertakings (Convention Code No 99015485012007), which was signed, dated 13 February 2017, on the one hand, by the business association AGESFER, on behalf of the companies in the sector, and, on the other, by the union organisation UGT, on behalf of the workers, and in accordance with the provisions of Article 90 (1) 2 and 3 of the Law of the Workers ' Statute, recast text approved by Royal Decree Legislative 2/2015, of 23 October, and in Royal Decree 713/2010, of 28 May, on the registration and deposit of collective agreements and agreements of work, this Directorate General of Employment resolves:

First.

Order the registration of the aforementioned collective agreement in the corresponding Register of collective agreements and agreements working through electronic means of this Steering Center, with notification to the Negotiating Commission.

Second.

Arrange your publication in the "Official State Bulletin".

Madrid, March 13, 2017. -Director General of Employment, Xavier Jean Braulio Thibault Aranda.

IV STATE SECTORAL COLLECTIVE AGREEMENT OF ANCILLARY EXTERNAL SERVICES AND CUSTOMER SERVICE IN RAILWAY SERVICE COMPANIES

CHAPTER I

General provisions

Article 1. Territorial scope.

This state sector collective agreement will apply to the entire territory of the Spanish State.

Article 2. Personal and functional scope.

This agreement will regulate industrial relations between companies and contract workers for railway services in the various sectors of operation of the luggage carrier service and the provision of aid to persons with reduced mobility; management of customer service centres for different railway undertakings; support services for guidance and assistance in passenger stations; ancillary services for personalised information on trains; of places and vehicles, collection, billing and validation and collection of tickets in the Railway car parks; sale, change and cancellation of transport titles; service of self-sales and self-check machines and information, attention and advice to the customer; delivery of collection and control of facilities; services ancillary services in the offices of railway entities. It shall also affect the administrative staff providing services in the exclusive and accredited contracting undertakings in the activities related to the commercial contracts collected in the personal and functional area of the convention.

The relationship is not exhaustive, so it is likely to be extended or supplemented by existing activities or other activities that may be required in the future by the companies that hold the infrastructure or of the holding. Inclusion will require the prior opinion of the Joint Committee on this Convention.

For the purposes of this Article, the term "contract of railway services" shall mean the link arising from the provision of services between any undertaking, public or private, which has the ownership of the infrastructure or whose activity is the carriage of goods or passengers by rail, as a contractor and/or a grantor and one or more undertakings as contractors and/or concessionaires irrespective of their principal activity.

Article 3. Temporary scope.

This agreement will last for 4 years, entering into force on January 1, 2016 and maintaining its validity until December 31, 2019.

Article 4. Extension and withdrawal.

This collective agreement shall be deemed to be extended from year to year, provided that its validity is not reported by any of the signatory parties in writing addressed to the other party and to the competent body, within the last quarter of the year in which the convention is effective.

Once the denunciation of the agreement has been made, the maximum period for the start of the negotiations will be 30 days, with a maximum period of 18 months being established for the negotiations that will lead to a new collective agreement.

Finalized the temporary validity of the collective agreement and the denunciation has occurred, the validity of all the articles of the collective agreement shall be maintained for the maximum period specified in the previous paragraph, that is to say 18 months, with the exception of articles concerning social peace and the right to strike.

If, once the maximum period for the negotiation of a new agreement has been exhausted, the negotiating commission will not reach an agreement, the mechanisms for the extra-judicial settlement of conflicts will be included in the present article. collective agreement.

Article 5. Binding to the entire.

The conditions agreed upon in this agreement form a whole organic and indivisible that will be considered globally for the purposes of their application, leaving the parties obliged to comply fully.

Article 6. Social peace.

The parties to the present state collective agreement, as a manifestation of their will to achieve a development of their working relations in the functional area reflected in Article 2, based on dialogue and negotiation, expressly agree, as long as they comply with the commitments entered into, not to initiate, to convene or to adopt a collective pressure measure aimed at the modification, reform, or full or partial advance review of the agreed standard.

Article 7. Competence organization of the work.

The faculty and responsibility of the organization of work, technical and practically, corresponds to the direction of the contractor company.

The organization of the work aims to achieve in the company the appropriate levels of productivity and performance, based on the optimal use of human and material resources.

It will allow the shift of shift between workers as long as it is reported 24 hours in advance, signed by the people who do it and signed by the center responsible.

The responsibility for the service delivery will fall on the worker to whom the shift corresponds after the change. However, the swap shall not have any impact on the remuneration of the workers concerned, receiving the employee initially assigned to the shift the full remuneration corresponding to the change.

Article 8. Joint Commission.

The Joint Commission will be composed of a maximum of 3 vowels for each representation and 1 advisor for each representation.

From among the members of the 2 signatories to the convention, a permanent secretary will be appointed, who will have the functions of raising the minutes of the meetings, guarding the meetings, and the documents that will be handed over to him. file, giving from the signature of this collective agreement, photocopy of the document duly sealed when requested in writing by any member of the Joint Commission. Similarly, it shall have as its functions those provided for in the provisions of this Convention.

The Joint Committee shall meet at the written request of either of the two representations, addressed to the Secretary of the Joint Committee and to the other representation, stating the order of the day, place, date and time of the meeting; it will be inexcusable for the other representation to hold the meeting requested, which will be adjusted exclusively to the agenda. The application shall be sent 5 days in advance, at least on the date of the requested meeting.

However, in the collective conflicts that result in a strike call, you must meet within a maximum of 48 hours.

The Joint Commission shall meet at the request of either party, being validly constituted with the presence or representation of 2/3 of each of the representations. The adoption of agreements will require the unanimity of its members.

Functions of the Joint Commission:

(a) The interpretation of the article of the convention, as well as, if necessary, the adaptation of any of its articles during the validity of the agreement.

b) To mediate, to reconcile or to arbitrate, in the collective conflicts that are submitted to it by the parties. In this respect, the Joint Committee may propose the appointment of a person to arbitrate the resolution of a particular conflict.

The undersigned business and trade union organizations will be the ones that present the conflict matters to the Joint Commission. In order to ensure social peace during the term of this Convention, the attempt to resolve collective disputes will be passed on a priority basis and in the first instance by the Joint Committee, before the courts have recourse, including the exercise of the right to strike.

The resolutions will be taken as soon as possible, not being able to be exceeded for 10 days, since they have been informed of the conflict by the members of the Joint Commission.

c) The Joint Committee may resolve any discrepancy arising in respect of a substantial modification of the working conditions which shall be brought to it in accordance with Article 41.6 of the Staff Regulations. Workers.

Raised the discrepancy with the Joint Commission, in writing duly reasoned and reasoned, it must be resolved within 7 days.

If this time limit has not been resolved, the dispute settlement procedure may be used for the out-of-court dispute settlement procedure in the text of this collective agreement, additional provision fourth.

The Joint Commission may also resolve any discrepancies that may arise in the application of the working conditions provided for in Article 82.3 of the Staff Regulations.

Raised the discrepancy with the Joint Commission, it must resolve, by duly reasoned and reasoned writing, within 7 days.

If this time limit has not been resolved, the procedure for out-of-court settlement of conflicts in the text of this Convention, the fourth additional provision, may be used.

d) Monitoring of compliance with the agreed upon.

(e) to bring the control and registration of agreements reached by undertakings and the representation of workers on economic and social aspects involving improvements or amendments to the conditions laid down in the This collective agreement. These agreements shall be entered in the minutes signed by the parties concerned, and referred to the Joint Committee for inspection and registration, within 10 working days of their signature.

The Secretary of the Joint Commission shall keep a record of these minutes in which he shall record the date of receipt, the number of entries, both the undertaking concerned and the number of workers concerned, as well as, where appropriate, trade unions. Interveners. You will receive a copy of the signed minutes, with a copy which will be returned to the reception. Such minutes shall be deposited with the Secretariat in their custody.

The Secretary shall inform the Joint Commission of those minutes which have been deposited since the last meeting.

(f) In accordance with Article 2 of this collective agreement, that of studying the Professional Classification and, where appropriate, issuing a report, in the case of new activities or services in the functional field, and functions that were not framed in one of the existing professional levels.

g) Velara to avoid discrimination on grounds of birth, race, sex, religion, opinion or any other personal or social condition or circumstance. It may be consulted and shall issue a report on the matters which may be raised on these matters.

(h) Making and publishing of the salary tables of this collective agreement, within a period not exceeding 15 days following the publication of the national general index of CPI (real) of the previous year established by the INE or competent official body.

i) Those provided for in the articles of this collective agreement.

j) Those derived from the content of Organic Law 3/2007, for the Equality of Women and Men.

k) Any other that the laws grant to you.

CHAPTER II

Test and hiring period

Article 9. Test period.

The duration of the trial period may not exceed 3 months for qualified technicians, 1 month for those who are hired in an eventual manner, nor for 2 months for those workers who have been employed since the beginning of the trial. employment relationship with indefinite contract mode.

The pact that establishes a test period will be null when the worker has already performed the functions previously in the company, under any mode of hiring.

During the probationary period, the worker shall have the rights and obligations corresponding to the job he performs as if he were a staff member, except those arising from the resolution of the employment relationship which may be occur at the request of either party during its course.

Elapsed the trial period without the withdrawal of any of the parties, the contract will produce full effects, with this period being computed in the age of the worker.

Temporary Incapacity, Maternity, and Adoption or Welcoming Situations that affect the worker during the trial period will interrupt the worker's computation.

Article 10. Modalities of procurement.

In order to promote employment, the parties are subject to the forms and models of employment established or established by the legislation in force in this area.

When the worker is hired for the performance of a given work or service, with autonomy and self-sufficiency within the business of the company and whose execution, although limited in time, is in principle The contract may not be longer than 3 years. After this deadline, workers will acquire the condition of fixed.

Article 11. Subrogation.

When a company is awarded or concessionaires of the railway services provided for in the functional scope of this Convention, it shall be obliged to subrogate itself from the workers who have been providing such services, respecting the mode of employment and the rights and obligations which would have been enjoyed in the workplace during the last 6 months preceding the subrogation, provided that they come from agreements and agreements which have been concluded placed in their knowledge together with the relevant documentation.

Template to compute for subrogation effects:

When a change in ownership of the service contract is made, the new contractor will be obliged to subrogate itself from the workers who have provided services in the centre affected by the contract. months prior to the termination of the contract in an uninterrupted manner. For this purpose, both workers with the suspended contract with the reserve of work or in a position of leave of absence with a job reserve shall be understood as the workers who replace them.

The incoming contractor company, once the award is known, will bring it to the attention of the outgoing company, the business association and the most representative trade unions, within a period of no more than 5 days from the event. produced.

The act of subrogation will be performed obligatorily, once the award of the service has been verified and before the start of the service has begun.

The trade unions signatory to this Convention may be present in the act of subrogation if they so request.

In this term the outgoing company will deliver, to the incoming company, the following documentation:

(a) The updated certification of the competent body to be in charge of the payment of contributions to the Social Security or in its case the proof of being requested.

b) Photocopy of the last 6 monthly payrolls of the affected staff.

c) Photocopy of the TC2 newsletters of social security contributions for the last 6 months.

d) Relationship of affected personnel with the following specifications:

1. Name, surname and date of birth.

2. NID number and NIF letter.

3. Address of the employee.

4. Age at the Company.

5. Contract mode, determining the situation in which the employment relationship is located.

6. If you have the status of a representative of the workers and date of your appointment.

7. Annual perceptions of the worker by all concepts.

8. Number of Social Security affiliation.

9. Holiday schedule for each year specified per worker.

10. Photocopy of the contract when it exists.

11. "ad personam" conditions.

12. Situation of enjoyment of days of own affairs.-The right to the enjoyment of the own affairs will not be altered when in the calendar year the processes of subrogation occur. In such cases, the worker shall retain his right to the enjoyment at any time of the year regardless of the contract in the calendar year or the time periods for the award of the contract. No economic amount may be paid for the enjoyment of the days of own affairs, nor shall it be returned to the worker as a working time.

13. Situation of enjoyment of vacation days. -To guarantee the effective enjoyment of the 31 days of annual leave in the subrogation processes between companies that compete during the calendar year, it is established that the worker will be entitled to the Holiday enjoyment without limitation as set out in Article 39 (holiday), whether or not it has been generated with the outgoing or incoming company. In no case shall the period of holiday enjoyment exceed that set out in this collective agreement, nor may the new undertaking unilaterally be modified by the time of its enjoyment.

The outgoing company will liquidate the proportional parts corresponding to the extraordinary pagas and credit outstanding assets in a document that will not in any case be referred to as finiquito and that will not have any effect (i) the freedom to provide services, irrespective of what is mentioned, including, where appropriate, the part of the holiday enjoyed by the worker and not yet payable, which must be regulated for economic purposes at the latest within 3 months of the the subrogation process by the incoming company, without creating a new period of Holiday enjoyment.

CHAPTER III

Professional classification and promotions

Article 12. General criteria.

Workers who provide services in the workplace falling within the scope of this collective agreement are classified into professional groups.

By agreement between the worker and the company, the content of the work supply subject to the contract of employment will be established, as well as its equivalent to the corresponding Professional Group as provided for in this text. Similarly, the worker will be assigned one of the professional levels listed in this chapter.

The definitions incorporated in this classification are not exhaustive, and the worker of a particular category must perform, in addition to the functions assigned expressly, all those functions which are complementary or related to it.

The professional levels referred to in this collective agreement are merely enunciative, without the companies being obliged to establish in their organizational structure each and every one of them.

It shall be the employer who in the exercise of his or her organizational and management powers determines the coverage volume of each of them at any time.

Article 13. Professional groups and levels.

The professional groups are determined by those professional levels who present a homogeneous professional basis within the organization of the work, that is to say, professional framing factors related to training, command, experience, autonomy and responsibility.

Group I. Tables.

In this group, those professional levels that require a certain training, as well as a high degree of responsibility in the exercise of their functions, are surveyed.

Head of Service: is the employee who with own initiative and responsibility, acting within the guidelines marked by the management of the company directs the activity of the same in the services, zones and/or productive teams that the same determines, planning, programming, coordinating and controlling the same and responding to their good march.

These positions will be free of charge and will depend on the company based on criteria of trust.

Group II. Intermediate controls.

In this group, those professional levels that require a certain training, without specifying specific professional qualifications, are surveyed, executing their functions under the guidelines issued by the management of the company and with absolute responsibility for the exercise of the same.

Service Coordinator: It is the employee who, with his own initiative and responsibility, acting within the orders given by the Head of Service, organizes, coordinates and supervises the work of the personnel who have their orders. For as long as the management of the company determines, it shall perform the duties of the standard salary level in charge.

Attendant flight attendant: It is the employee acting within the orders given by the service chief or the coordinator of the service coordinates and supervises the work of the assigned area or service personnel and must inform their above all the incidents that arise during the performance of the work in relation to uniformity, absenteeism, cleanliness, compliance with schedules, etc., and should be resolved as far as possible. For as long as the management of the company determines the functions of the professional category of Azafato.

Administrative Officer: Workers who provide administrative support of any kind and who are directly related to the services collected in the personal and functional area of this level will be framed at this level. collective agreement, assuming functions with a certain degree of responsibility that require a technical knowledge of the tasks that are carried out.

Head of Parking: It is the employee who has his or her personal orders of one or more establishments or job centers, as well as the direct attention and conservation of the facilities, studying and proposing the measures suitable for the best maintenance of these, having the precise knowledge for the performance and control of the recovery operations carried out in the services.

You have the responsibility for the work, discipline, safety and occupational health of the staff at your service with sufficient knowledge to perform the orders that your superior orders you.

You will make the staff service shift frame to your orders, taking care of the relays, diseases, etc.

You will serve and inform customers about requests, complaints, suggestions, etc. that manifest them.

You will need to verify with the periodicity set by your superior, box control and collection.

The state of the facility or property checking functions, as well as facility access control, and activities that are developed from remote centers and other points, may be performed using the use of cameras or camcorders by staff assigned to this category, without the use of such activity as a video surveillance service.

It shall be exempt from the surveillance zones for the private premises of the personnel providing their services on such premises.

The Head of Parking shall receive the plus of liability referred to in the salary tables annexed as Plus Head of Parking. Those who, before the entry into force of this collective agreement, have already received a Plus Liability, will automatically convert to the Plus of Head of Parking, leaving the difference in a complement of Responsibility Ad personam not compensable or absorbable.

These positions will be free of charge and will depend on the company based on criteria of trust.

Group III. Auxiliary staff.

In this group, those levels that require a medium or elementary degree of training, without specifying specific professional qualifications, are covered, except as regards knowledge and language proficiency in cases where this is the case. expressly require, perform their duties under supervision with a high degree of autonomy and responsibility for the exercise of such functions.

Hostess: It is the staff who perform and serve each of the information and assistance services to be dispensed to the users according to the services tendered and the specifications set out in the documents conditions. This professional category includes the workers of the Services on Earth.

Among their duties, and following the instructions of their hierarchical superiors and the supervision of the Service Coordinator, Attendant Attendant or person to whom they delegate, perform the following functions Prevalent:

-To meet the requirements of the users, the request for general information of the services provided at the station, the one regarding the marketing and circulation of the trains, the correspondence in the stations of passage, etc.

-Receiving, and distribution of incidents; loss of transport titles, openings, record and closure of files and telephone attention.

-Control that the access control post has the necessary elements for the service delivery.

-Control the transport titles and proceed with the cancellation of the same by informing the passengers of the number of cars and square of each of them.

-Communicate possible incidents, request support and other services, collaborating with station staff in guidance work.

-Perform the reception and attention of the clients at the points or enclosures where it is established, controlling the general functioning of these dependencies, as well as performing and exercising the control of the replenishment and supply of the same and the sale of items in when they are points of promotion.

Blockbuster: It is the staff, who within the information and assistance services to be dispensed to the users according to the services tendered and the specifications established in the documents, is destined to advising and assisting clients in obtaining railway transport titles through the automatic vending machines; selling them by using equipment installed at the lockers; in the sale of other products and the performance of those other services which are not directly related to the movement of trains. In any case, among its functions are:

-Control the output and input of customers by turnstiles and portilons.

-Facilitate communication in how many incidents may affect the service, including the security personnel, report, install, and replace posters, notices, and schedules in the information panels.

-Perform collection and collection of tickets, exchange, control, and statistics for free tickets.

-Control ATMs and consumables.

Box Office Officer: When in addition to the box office auxiliary functions, do the following:

-The administrative nature of each box office.

-Revenue Liquidation.

-Delivery of collections and accounting control of the collections.

You will perceive the plus of liability contemplated in the attached salary tables for as long as you perform the same.

Parking Agent: It is the personnel who, with initiative and responsibility, under the supervision of the Head of Parking or hierarchical senior staff, execute the functions of the work or establishment centre to which is attached, being the main ones:

-Collection, valuation and collection of tickets, collection of the various services of the car park, cash control and ATMs and consumables. As well as the elaboration of documents necessary for the control and operation of the center.

-Control of access to the parking lot, as well as the attention of all the facilities of this and its primary conservation.

-Charging and reloading in boxes and cashiers where applicable.

-Attention to the establishment's clients in everything related to the services and/or products that the company has at the disposal of the public, as well as take note of the orders and move them to their superior hierarchical. In addition, it will carry out the review of the work contracted externally by the Company.

-Sorting and situation of vehicles inside the car park, provided the specifications of the centre so require.

-In the long-stay, VIP or analogue-run parking facilities, with the necessary training and the appropriate vehicle, according to the implementing regulations, they will displace the customers in number and distance specified for the corresponding service.

For this purpose you will use the tools, machinery, computers and other appliances that the company makes available to you

The state of the facility or property checking functions, as well as facility access control, and activities that are developed from remote centers and other points, may be performed using the use of cameras or camcorders by staff assigned to this category, without the use of such activity as a video surveillance service.

It shall be exempt from the surveillance zones for the private premises of the personnel providing their services on such premises.

Any Assistant Tachillero who came to perform the functions in the parking lot prior to the entry into force of the category of Parking Agent, will automatically convert to the same to the entry into force of the present collective agreement.

PMR Auxiliary: is the employee who collaborates and performs guidance and assistance to the user, as well as, assists the traveler, especially in the transport of luggage, in the case of persons prevented or with reduced mobility (blind, injured or temporary sick, elderly, pregnant or persons accompanied by children or infants, etc.). In the course of his/her duties, he/she shall use the material and technical means available for which he/she must receive the instructions or, where appropriate, corresponding training and the authorization for the handling of the motorised means if required.

Auxiliary: It is the employee who, in coordination with the Azafato, collaborates and performs work of guidance and assistance to the user, as well as, helps the traveler, especially in the transport of luggage when it is people prevented or with reduced mobility (blind, injured or temporary sick, unaccompanied minors, elderly, pregnant or people accompanied by children or babies, etc.). In the course of his/her duties, he/she shall use the material and technical means available for which he/she must receive the instructions or, where appropriate, corresponding training and the authorization for the handling of the motorised means if required. It also carries out the collection, management and subsequent deposit of the carry-luggage at the stations, and the integral maintenance of the islets, zones of influence and of the trolleys themselves.

Central Services Auxiliary: Any auxiliaries who perform the tasks of one of the following collectives shall be included in this salary level:

-Reception in doors and accesses; surveillance and protection of the establishment of persons and goods; reception of correspondence and parcel; attention to the exchange; attention and follow-up to the visitor and the reports and follow-up of visits and telephone traffic attended (e.g. receptionist, telephonist, visitor attention, etc.).

-Driving of cars for the transfer of managerial personnel; driving of automobiles and distribution of goods permanently or occasionally according to the post of destination; transfer and delivery of documentation; care and basic maintenance of the vehicles and loading and unloading of the transported documentation (e.g. drivers).

-Messaging and delivery of documentation and/or parcel delivery using or not mechanical means of transport, corresponding to its functions the loading and unloading of the documentation or parcel to transport (e.g. couriers).

-Archive; processing and organization of data and information; recording of information inputs and outputs; handling of manual or electronic file systems and auxiliary support to jobs that are related to the management of the information (e.g. file auxiliary).

Administrative Auxiliary: These workers who provide administrative support of any kind that is directly related to the services collected in the personal and functional field of this level will be framed at this level. collective agreement, and assume functions that require basic knowledge of the tasks that are performed.

Ordinance: It is the employee responsible for preparing, collecting, and distributing internal and external correspondence, as well as, for the provision of consumables from administrative dependencies.

Professional levels above, irrespective of the professional groups in which they are registered, shall carry out any other functions which are determined by the requirements laid down in the specifications, provided that where they are collected in the personal and functional scope of this Convention.

New Labor Order (NOL)

Article 14. General criteria.

The NOL is a system based on the professional career, through which companies and workers have at their disposal a tool aimed at achieving greater professionalization of the sector by expanding the qualification and professional training of workers and therefore their versatility and employability by means of 2 individualized parameters such as:

-Performance Evaluation (EVD).

-Sublevel experience (3 years).

The entry into force of the new labour order (NOL) shall be 1 January 2018 as agreed in this collective agreement.

The NOL does not modify the structure of professional groups existing in the current collective agreement and only modifies the professional levels by establishing the creation of sub-levels in each of them, which will start their effective January 1, 2018, remaining as follows:

Group I and Group II:

-Service Chief: 4 sublevels are created (1 through 4).

-Service Coordinator: 4 sublevels are created (1 through 4).

-In-charge Azafate: 4 sub-levels are created (1 to 4).

-Parking Manager: 4 sub-levels are created (1 to 4).

-Administrative officer. 4 sublevels are created (1 through 4).

Group III. Auxiliary staff:

-Azafate: 7 sublevels are created (1 through 7).

-Tachker Official: 7 sub-levels are created (1 to 7).

-Tachker Auxiliary: 7 sub-levels are created (1 through 7).

-Parking Agent: 7 sub-levels are created (1 to 7).

-Auxiliary: 7 sublevels are created (1 through 7).

-PMR Auxiliary: 7 sublevels are created (1 through 7).

-Administrative Auxiliary: 7 sublevels are created (1 through 7).

-Ordinance: 7 sublevels are created (1 through 7).

-Central Services Auxiliary: 7 sublevels are created (1 through 7).

Performance evaluation (EVD) and level experience. -Performance evaluation aims to learn more precisely the extent of the employee's performance and performance, contributing information on their competence. The evaluation of each worker will be carried out by the company, on an individual basis, and taking into account the items listed below:

-Disciplinary incidents.

-Absentism.

-Puntuality.

-Commitment to the performance of your functions.

-Report of the direct superior: based on the questionnaires set out in paragraph 10 of this article.

Level experience: the length of stay in each of the sublevels of each professional level will be 3 years. The start of the temporary computation for all workers will be that of the date of entry into force of the New Labour Ordinance (NOL), with this being on January 1, 2018.

New income workers, after January 1, 2018, will initiate temporary computation for the purposes of this point from their effective date of entry into a template.

Paragraph 1. Progression.

The economic improvement between the various sub-levels, belonging to a level of a professional group, is understood by progression, and provided that all the requirements set out in this collective agreement are met for such progression. The periods of progression and length of stay as well as the criteria for progression shall be set out in the following paragraphs.

Paragraph 2. Criteria for progression.

Within each of the different professional groups, professional levels and their corresponding subgroups, the following criteria will be taken into account: length of stay at each level and evaluation of the performance, producing the step from a level to the immediately higher level as long as the following requirements are met:

-That the stay time set for each level has been met.

-That the worker's Performance Assessment performed by the company during the period of the stay is positive.

The date of progression will be delayed for as many days as:

-The days of suspension of employment and salary that the worker has had as a result of a firm sanction.

-The days that the work contract may have been suspended as a result of an unpaid leave or leave.

-The days in the situation of Temporary Incapacity arising from common disease during the assessment period exceeding 15 days on its own or by the sum of several processes.

In any case, it should be understood that economic progression will only be consolidated when the worker meets the above requirements.

The NOL does not modify the structure of professional groups existing in the current collective agreement, nor the professional levels, but it establishes the creation of sub-levels in each one of them, which will begin their validity and accrual period on January 1, 2018, remaining as provided above.

All workers bound by this Convention shall be placed in the sub-level No 1 to 1 January 2018 corresponding to their salary level.

Paragraph 3. Length of time at each sublevel.

To choose progression between sub-levels it will be necessary to have been at least 3 years in the sub-level from which you want to progress.

The progression limit will be at the highest level of each professional level. The achievement of the maximum sub-level will not result in the change of "level", leaving this possibility linked to the organizational power of the company.

Paragraph 4. Performance Assessment (EVD).

Performance evaluation is aimed at knowing the extent of the employee's performance and performance in the most accurate way, providing information about his or her competence and progress.

The assessment system should be directly related to the job role. In any case, this assessment will always remain objective, measurable and recognizable.

Procedure: The evaluation will be initiated at the express and written request of the worker, after the minimum length of stay at the sublevel at which it is found.

Once requested, the company will receive the same by receiving the delivery date. In addition, the worker may transfer a copy of the document to the Workers ' Legal Representation (RLT) if it exists.

From that date, the company will initiate the evaluation process, which will be considered complete with the written communication of the results obtained to the worker within a period not exceeding 30 calendar days from the request of the itself. If the deadline is met, the effectiveness of the progression shall be the date of delivery of the results obtained. If this time limit is not met, the effectiveness of the progression shall be that of the date of application of the EVD by the worker, in the latter situation the undertaking shall pay the arrears.

The evaluable period will match the length of time at the corresponding sublevel and the result may be eligible or unfit. In the case of the worker obtaining the qualification of fit, the EVD and the effectiveness of the progression (ascent to the upper economic sub-level) will be overcome.

Workers deemed unfit may apply for a new EVD that has been transferred 1 year at least from the date on which the previous assessment was carried out. In the case of being overcome, the date for progression will be that of the new assessment.

Paragraph 5. Responsibility and realisation of the EVD.

The work of the EVD is the responsibility of the company. For practical reasons, functions may be delegated to the HR department or to the direct superior, who shall exercise as a regular evaluator given his closeness and knowledge of the workers assessed.

In any case, the EVD must be visada by the HR department or by the company's management.

Companies will have to issue the corresponding certificate in case the worker obtains an eligible qualification in the EVD.

Paragraph 6. Coordination with the legal representation of workers.

If RLT exists within the company, an EVD monitoring commission will be set up, composed of the Legal Representation of the Workers and the company. The Commission will meet semi-annually and will be responsible for the joint analysis of the processes, evaluation systems, results and possible conflicts arising from the EVD. In addition, appropriate guidelines will be established to improve the evaluation system in order to achieve maximum objectivity in these processes.

Paragraph 7. Scoring system.

The EVD will be performed in the official questionnaire collected in this text. In the EVD, different aspects related to the activity of the worker will be assessed during their stay in the sub-level subject of assessment.

The direct superior will complete the questionnaire, proceeding to the particularized score of the following items that will value the worker's performance in the evaluation time, granting the score according to his criteria, which will be substantiated and in no case arbitrary. The completion of this questionnaire will be carried out in the presence and collaboration of the evaluated worker and will be signed by both parties with copy for the worker.

In case of non-compliance by the worker, due to total or partial discrepancies in the score of the superior, this may indicate in the section of observations the reasons for the disagreement.

Paragraph 8. Conflict resolution within the company.

If the worker shows disconformity with the outcome of the final assessment, he/she may raise the issue of the dispute.

to the Technical Commission for Monitoring the EVD of the company collected in this section.

The Monitoring Committee may ask the parties for the means of proof it deems appropriate in order to objectify the evaluation process and its procedure. The Commission shall issue a report within a period not exceeding 2 months. In the event of a unanimous agreement between the parties within the Commission, the report shall be binding on the worker and the undertaking.

In the event of disagreement, the position of each of the parties shall be issued with due regard and the possibility of the worker referring the case to the Joint Joint Committee of the collective agreement shall be indicated by means of workers ' representatives, or where there is no representation, by means of the trade union organisations which are signatories to this Convention.

Paragraph 9. Out-of-court settlement of disputes in the field of the Joint Technical Commission of the collective agreement.

The Joint Technical Commission will meet semi-annually, or at the request of any of the parties, with the aim of analysing and resolving the discrepancies arising and raised to this body in the field of companies in relation to the EVD.

The Joint Technical Commission will articulate the initiation of the resolution procedure whenever the following requirements are met:

-The worker will submit a request for interpretation and resolution, with a copy to the company's management and to the Legal Representatives of the Workers in case they exist, based on the object of controversy.

-In this communication, copies of the evaluation questionnaires and copies of the report of the EVD Monitoring Committee will be transferred to the company if it exists.

-The address of the company, within a period not exceeding 15 days from the date of receipt of the request for interpretation and resolution (sent by the applicant worker), may send in writing to the Technical Commission It would provide a proper basis for the outcome of the evaluation process by setting out the argument and concrete position of the subject of controversy.

-The Joint Technical Commission will study the documentation provided and will be able to request all the means of evidence it deems appropriate in order to objectify the evaluation process.

-The Commission shall analyse the evaluation procedure from its inception by verifying that it complies with the provisions of this Article.

-Worker and company will be obliged to provide the documentary accreditation that the Joint Commission considers appropriate to solve effectively, which must be exclusively the one relating to the object of controversy. In the event of the failure to provide the means of evidence referred to, or do not comply with the specific fact, they shall be construed as not proven to the appropriate effects of the resolution of the case raised.

The Joint Technical Commission will be able to resolve only when:

a) There has been total or partial inapplication of what was collected in the evaluation process.

(b) On the basis of the data obtained, it is apparent that the assessment has been developed in an objective manner and the assessment procedure complies with the requirements set out in this text.

(c) On the basis of the data obtained, it is apparent that the assessment has not been developed in an objective manner and the assessment procedure does not comply with the requirements set out in this text.

The Joint Technical Commission will not be competent to resolve all disputes involving proven subjectivity in the evaluation process.

If there is a unanimous agreement of its members within the Joint Technical Commission, a report will be issued that will be transferred to the parties and the outcome of the report will be binding on the worker and company. Such a report will be properly and concretely grounded by establishing the appropriate legal bases. If the report is favourable to the worker, the Commission will have to give the assessment process beyond that, so the company will have to make the worker's economic progression effective at the next wage level by the end of the year. the application of the EVD by the worker, and shall pay the corresponding salary difference. In any event, the parties may exercise appropriate legal action.

If no agreement exists within the Joint Technical Commission, a duly substantiated report will be issued, specifying the points of disagreement. In this case, the parties may exercise the appropriate legal action.

Paragraph 10. Questionnaire.

The questionnaire will be based on the assessment of the worker's competence in relation to three distinct aspects: general assessment, technical skills and personal effectiveness competencies, which should be scored in a way individualized.

The overall assessment will be assessed by granting the corresponding score according to the compliance of each item and in none of them can be applied. The score of the technical competencies and the competencies of personal effectiveness, will be performed by awarding score only on the scale corresponding to each item according to its degree of compliance.

In the event of an inability to assess and score any of the items as a result of the lack of relationship between the competence to evaluate and the service delivery of the worker, it will be invalidated, in agreement with the worker, the corresponding item and the corresponding proportionality will be applied in the total score, and therefore, to the minimum necessary to obtain the qualification of eligible collection in the following paragraph.

To overcome the EVD, the sum of the score of the 3 questionnaires will be taken into account. In order to qualify, the worker will have to reach at least the total of 5 points out of the 10 possible. In case of a score less than 5 points, the result of the EVD will be unfit. The maximum scores for each questionnaire will be as follows:

-Overall evaluation: 5 points.

-Technical skills: 2.5 points.

-Personal effectiveness: 2.5 points.

However, it will be an additional requirement to achieve the final rating of APTO having obtained at least 0.5 points in the overall score of the last 2 questionnaires (technical skills and personal effectiveness).

Overall assessment (5 points).

Fhighs and penalties (2 points): not having been subject to severe sanction, very severe or accumulation of more than 3 minor faults during the evaluation period. In the event that the penalty is under appeal to the competent jurisdiction, its firmness will be necessary. In the case of not having faults and penalties will be scored with 2 points, in case of having them will be scored with 0 points. If an absentism-derived sanctioning procedure exists, the above paragraph will be taken into account exclusively.

Items

Positive

Negative

absenteeism (2 points): in case you do not exceed 1% of non-justified assistance faults to the job during the evaluation period (days 3 years total work) the rating will be positive, in default it will be negative.

0 points

points

2 points

0 points

Puntuality (1 point): in case you do not exceed 2% of delays in onboarding to your job during the period assessment will be positive, otherwise it will be negative.

1 points

0 points

Score:

Evaluator:

Name and Charge:

Date and Signature:

Worker:

Name:

Date and Signature:

: (to be filled in by the worker in case of disagreement with the assessment score.)

................................................................................................................................................................................

Worker's technical skills: (2.5 points).

:

Total 0.5 Points

Skills:

Total 0.5

Performance:

Total 0.5

Deal with clients:

Total 0.5

Troubleshooting:

Total 0.5

not have a proper level of basic knowledge (0, 0)

You are not able to perform the basic tasks of your position. (0, 0)

You are not able to perform your basic tasks with an appropriate level of performance (0, 0)

In dealing with the client it suffers from its lack of education and courtesy. (0, 0)

In the face of an unexpected situation, it does not solve the problems that have arisen relative to your position. (0, 0)

With some habituality does not show an appropriate level of basic knowledge. (0, 1)

With some habituality you are not able to perform the basic tasks of your position and level (0, 1)

You are sometimes unable to perform your basic tasks with an appropriate level of performance. (0, 1)

Sometimes you do not suffer from customer treatment for your education and courtesy. (0, 1)

In the face of an unexpected situation, it does not resolve problems that have arisen relative to your position. (0, 1)

a normal level of basic knowledge. (0, 3)

Running the basic tasks of your position and level (0, 3)

performs its basic tasks with a normal performance level. (0, 3)

In dealing with the client, it is normally directed to the client with education and courtesy. (0, 3)

In the face of an unexpected situation, you resolve problems with your position normally. (0, 3)

an appropriate level of knowledge (0, 4)

Properly runs the basic tasks of your position and level (0, 4)

performs its basic tasks with an appropriate level of performance. (0, 4)

In dealing with the client, it is directed appropriately with education and courtesy. (0, 4)

Facing an unexpected situation properly resolves issues relating to your position (0, 4)

Highlights knowledge. (0, 5)

Highlights in running the basic tasks of your position and level (0, 5)

Highlights performance in performing your basic tasks. (0, 5)

Highlights in dealing with the client for their education and courtesy. (0, 5)

In the face of an unexpected situation, it stands out in the resolution of problems. (0, 5)

Score items ............ + ............... + ............... + ............... + ..............

Total Score =

Evaluator: Evaluated:

Name and Charge Name:

Date and Signature:

REMARKS: (To be filled in by the evaluated worker only in case of disagreement with the assessment)

................................................................................................................................................................................................................................................................................................................................................................................................................................................ ......................................................................................................

Collaboration in work processes:

Total 0.5 points

Job Climate:

Total 0.5

Facilities Care: Total 0.5

Personal Image:

Total 0.5

Motivation:

Total 0.5

not show a collaborative spirit in the work dynamics of your position and level. (0, 0)

The worker has an attitude that negatively influences the overall work environment of the job center. (0, 0)

Maltreats installations, tools, or work instruments. (0, 0)

The worker is very uncareful with his personal image based on the uniformity delivered. (0, 0)

The worker has no motivation in their service delivery. (0, 0)

With a certain habituality does not show a collaborative spirit in the work dynamics of your position and level. (0, 1)

The worker has an attitude that has a negative impact on the overall work environment of the job center. (0, 1)

On occasion maltreats facilities, tools or work instruments. (0, 1)

The worker is uncareful with his overall personal image based on the uniformity delivered. (0, 1)

The worker shows little motivation in their service delivery. (0, 1)

a spirit of normal collaboration in the work dynamics of your position and level. (0, 3)

The worker has an attitude that has a normal influence on the overall work environment of the job center. (0, 3)

You have a normal deal of facilities, tools, or work instruments. (0, 3)

The worker has normal care of his personal image based on the uniformity delivered. (0, 3)

The worker shows a normal motivation in their service delivery. (0, 3)

Shows an appropriate collaborative spirit in your position and level's own work dynamics. (0, 4)

The worker has an appropriate influence on the overall work environment of the job center. (0, 4)

You have a proper deal with facilities, tools, or work instruments. (0, 4)

The worker maintains a care in his or her proper personal image based on the uniformity delivered. (0, 4)

The worker shows an adequate motivation in their service delivery. (0, 4)

Shows a remarkable spirit in the working dynamics of their level. (0, 5)

The worker positively influences the overall work environment of the job center. (0, 5)

Highlights in the care of facilities, tools, or work instruments. (0, 5)

The worker highlights in his/her overall personal image based on the uniformity delivered. (0, 5)

The worker shows an outstanding motivation in their service delivery (0, 5)

Score items: ............ + ............... + ............... + ............... + ..............

Total Score =

Evaluator: Evaluated:

Name and Charge Name:

Date and Signature:

REMARKS: (To be filled in by the evaluated worker only in case of disagreement with the assessment)

................................................................................................................................................................................................................................................................................................................................................................................................................................................ ......................................................................................................

Article 15. Geographical mobility.

No worker may be transferred from his or her place of service to another outside the same province, except for agreement between the worker and the undertaking.

Workers belonging to the provinces of Madrid, Barcelona and Valencia, may be temporarily moved for the maximum period of 1 month, without the generation of diets, within a radius of not more than 20 kilometres counted from the service delivery place.

Workers belonging to the rest of the provinces may be temporarily moved for the maximum period of 1 month without a daily allowance, within a radius of not more than 8 kilometres counted from the place of supply of the service.

In the event that these events occur, they will be rotating in order of seniority among all the staff of the same category, respecting them, during that month the working conditions that they would enjoy, and they will be warned to the worker and legal representation of workers in writing, 72 hours in advance.

The compensation for displacements exceeding the kilometres agreed in the preceding paragraphs shall be EUR 0,20 /km.

Article 16. Functional mobility.

For the purpose of the exercise of functional mobility, the Professional Group shall be understood to be in compliance with the provisions assigned to them by the recast of the Workers ' Statute Act.

The worker must comply with the instructions of the employer or person in whom the employer is delegated, in the normal exercise of his or her organisational and managerial powers, and must carry out the work and tasks entrusted to him, the general content of the labour supply defined in this Convention. In this respect, functional mobility may be carried out within the undertaking, exercising as a limit the Professional Group and the provisions of the Staff Regulations.

CHAPTER IV

Remuneration scheme

Article 17. Salary remuneration.

The remuneration of workers affected by this collective agreement shall be composed of the following concepts:

I. Base salary.

It is the part of the fixed remuneration paid to the workers according to their Professional Group, per unit of time of the work agreed during the ordinary working day fixed in this convention, including the times of rest established.

II. Salary supplements.

(a) Job: they shall be payable by virtue of the special characteristics of the assigned job. They shall not be of a personal or consolidable character and shall therefore be abolished when the functions are no longer carried out or the conditions which gave rise to their accrual are removed.

-Plus liability.

-Plus languages.

(b) Wage supplements: they shall be due to the characteristics of the work and the day; they shall be consolidated and, given their special characteristics, they may in no case be regarded as remuneration; absorbable.

-Plus convention.

-Plus assistance.

-Plus holidays

(c) Personal supplements: such as the application of special qualifications or knowledge, or any other of a similar nature resulting from the personal conditions of the worker and which has not been appraised when the worker is established base salary. The consolidated age will also be taken into account. In no case will they have the character of compensable or absorbable salary concepts.

-Consolidated Antiquity.

(d) 'Night work': given the special characteristics of the work in the sector, all workers shall be entitled to receive the amount under the conditions laid down in Article 25 of the Treaty. This sector agreement.

(e) Regular maturity supplements of more than one month: All workers shall be entitled to two extraordinary payments, the accrual of which shall be half-yearly and their payment on 30 June and 15 December of each year.

All workers will be entitled to an additional annual accrual pay that will be charged on September 30 each year. The amount of such payment shall be that set out in the salary tables annexed to this Convention. From 1 January 2018 the amount corresponding to this additional pay shall be included in the base salary in a pro rata manner, with the corresponding increase in proportion to the extraordinary payments.

Workers who enter or cease during the year will receive the proportional share of such payments.

III. Extranalarial add-ons:

These are the trade-offs for:

-Plus transport.

-Costume Plus.

-Diets or other offsets by displacements.

-Plus currency break.

IV. Remuneration in kind.

V. Where appropriate, voluntary improvements individually agreed or unilaterally granted by the employer.

The salary remuneration for the years of validity of this Convention shall be those established at any time in the salary tables set out in Annex I to this Convention.

The distribution of salary salaries will be made in 12 monthly allowances plus 2 extraordinary pay (summer and Christmas) and additional pay for the month of September for 2017.

The monthly salary will be paid on the last working day of each month and the delivery of the salary receipt in the first 7 days of the following month. In addition, the companies will include in the receipt of wages the identification of the job centre.

Article 18. Plus festive.

With effect from 1 July 2017, all workers who provide effective service at any of the 14 annual holidays will receive an additional salary supplement for each day, called the 'Plus Bank', which will pay back their service delivery. The amount on a daily basis per holiday for this plus shall be that set out in the salary tables annexed to that agreement.

However, it will not be perceived by those workers who are employed to provide services exclusively on Saturdays, Sundays and holidays.

Article 19. Plus language.

This plus will be perceived by all those workers who, by the characteristics of their job, are required to know languages. The conditions for this will be considered to be present, when in addition to being contemplated as a requirement in the specification and/or required by the company itself.

For the purposes of this article, only foreign languages and not languages or languages established as co-officers in the Spanish State shall be considered.

Article 20. Plus currency break.

This plus will be paid to workers who as a result of performing their professional function must manage economic funds.

Quoted plus will be written on a monthly basis in the values that are reflected in the salary tables.

Article 21. Plus assistance.

That plus will be paid for the effective daily attendance at the job. In addition, the said plus will be paid when the worker enjoys rest on his own business or performs duties on trade union hours.

Quoted plus will be paid in accordance with the amount that is specified in the salary tables for each year of the convention.

Article 22. Plus of responsibility.

This plus will be paid to all workers in the Professional Groups I and II, for the performance of the command and responsibility functions in the amounts established in the salary tables annexed, for each year of the convention, with the sole exclusion of the salary level of the administrative officer.

In no case will the workers receive a plus of this higher nature than the one mentioned in the aforementioned salary tables. In the event that a higher amount is collected for the signature of this agreement, the difference shall be consolidated as an 'ad personam' supplement.

Article 23. Overtime.

It shall be for the consideration of overtime to be performed on the maximum duration of the ordinary working day in accordance with the terms laid down in Article 32 of this collective agreement.

The value of the extraordinary hour for each of the years of validity of the agreement will be the one that is established to the effect in the salary table annexed for each year of validity of the same. In no case shall they be paid below the value of the ordinary hour.

Company and worker will agree to your credit or compensation with equivalent rest periods.

Article 24. Overtime by force majeure.

They will be considered as extraordinary hours by force majeure, those that are carried out on the occasion of accidents or to solve urgent or pressing needs that demand the immediate railway traffic.

The value of overtime by force majeure shall be that determined for the purpose in the salary table annexed to the agreement for each year of its validity. In no case shall they be paid below the value of the ordinary hour.

The company will put the means to make it easier for the worker to enter the job or return home if necessary.

Article 25. Plus de nocturidad.

Night work is considered to be performed between 22:00 and 6:00 hours.

The value of the night time will be the value determined for the effect in the salary table annexed to the convention for each year of its validity.

Article 26. Wage increase and wage revision clause.

The wage increases corresponding to the years of validity of the agreement established below shall apply in the amounts and concepts established in the salary tables of this text.

The remuneration for the year 2016 will be that set by the salary tables annexed to this agreement.

For the year 2017, and with effect from 1 January 2017, the wage increase will be, of 0.6%, for all the salary or extranalarial concepts established in the agreement. An additional 1% increase shall be applied from 1 July 2017 on all salary or extranalarial concepts established in agreement.

For the year 2018, and with effect from 1 January of the same year, the wage increase will be 1.5% that will apply to all the salary and extranalarial concepts set out in the agreement.

If the general consumer price index, CPI Real, established by the INE or the official body responsible for this at the time, is recorded at 31 December 2018 and in reference to the full year, a higher increase of 1.5%, carry out an update of all the salary and extranalarial concepts laid down in the agreement for the amount of the above percentage, updating all the salary and extranalarial concepts reflected in the agreement; calculating once up to date the expected increase for the year 2019. However, such an update may not exceed 1%.

The above update will apply on January 1, 2019, will not be retroactive, and will serve as the basis for the calculation of the salary table applicable to that year.

For the year 2019, and with effect from 1 January of that year, and always after the update collected in previous paragraphs, the wage increase will be 1.5% that will be applied for all salary concepts and extranalarial values set out in the convention.

If the general consumer price index, CPI Real, established by the INE or the official body responsible for this at the time, is recorded at 31 December 2019 and in reference to the full year, a higher increase of 1.5%, carry out an update of all the salary and extranalarial concepts established in the agreement for the amount in which this percentage is exceeded, updating all the salary and extranalarial concepts reflected in the agreement, with the to update the economic amounts as of 1 January 2020.

The aforementioned update will apply on January 1, 2020 and will not be retroactive. In any case, it will serve as the basis for the calculation of the salary table applicable to that year.

The salary updates set forth in this article will always be positive.

Article 27. Age.

For every three years the worker shall be entitled to receive the amount which, according to the level, is indicated in the salary tables of this sector collective agreement, being due to the month following its completion.

For the purposes of calculating this article, the seniority shall start counting from 1 July 2005, the value of which shall be the value of the salary tables.

Article 28. Extraordinary pagas.

Workers falling within the scope of this Convention shall receive, in addition to each month, the amount of two bonuses, each consisting of each of them, as a regular supplement to their maturity. following:

Summer Pay: This pay will be made up of a monthly base salary plus the age that corresponds. Their subscription, once due, shall be made on 30 June of each year.

Your accrual will be calculated over a period of 6 months, which corresponds, from January 1 to June 30.

Christmas Pay: This pay will be made up of a monthly base salary plus the age that corresponds. Their subscription, once due, shall be made on 15 December of each year.

Your accrual will be calculated over a 6-month period, which corresponds, from July 1 to December 31.

The payment of the payments may be made at maturity or prorated in 12 monthly payments, according to the agreement between the company and the Legal Representation of the Workers. In any case, the agreement reached shall apply to all the workers in the centre.

Article 29. Additional pay for September.

For the year 2017, workers will receive an additional daily maturity of more than one month, which will be paid on an annual basis and will be collected on 30 September. The amount of such payment shall be that set out in the salary tables annexed to this Convention.

From 1 January 2018, the said pay will be increased by fixing its amount by EUR 133.14 per year and will be incorporated in the monthly base salary in a pro rata way (9,51 × 14).

Article 30. Plus transportation and plus locker room.

1. The Plus transport is an economic concept of an extrasalarial character and consists of a quantity of money that is delivered to the worker to compensate the expenses that are carried out daily when moving from the home to his center of work.

This transport plus will be paid in full regardless of the work contract to which the eventual or permanent staff were subject, as well as the work day.

The amount of this plus in annual computation will be determined to this effect in the salary table annexed to the agreement for each year of its validity, maintaining its extrasalarial nature regardless of its distribution in 12 mensualities, in order for the worker not to see their perceptions varied during the holiday period.

For those workers who serve 4 days or more per week their credit will be monthly in the amount specified for the effect in the salary tables annexed to this agreement and for those workers who provide service less than four days a week the payment of this plus will be made per working day, in the amount specified for the effect in the salary tables annexed to this convention.

Whether it is perceived on a monthly basis, or on a daily basis, for each day of absence from work in quadrant, the amount of the daily amount specified in the salary tables will be deducted, this discount will not be made in the Absence in which the text of the convention specifies that economic decline will not be suffered.

2. The Plus dressing room is an economic concept of an extrasalarial character and consists of a quantity of money that is given to the worker to compensate the expenses that will necessarily be borne by the worker for cleaning and conservation of the clothing, footwear and other garments that make up your work clothes, considering these effects as compensation for wardrobe maintenance.

This costume plus will be paid in full regardless of the work contract to which the eventual or permanent staff were subject, as well as the work day.

The amount of this plus in annual computation will be determined to this effect in the salary table annexed to the agreement for each year of its validity, maintaining its extrasalarial nature regardless of its distribution in 12 mensualities, in order for the worker not to see their perceptions varied during the holiday period.

For those workers who serve 4 days or more per week their credit will be monthly in the amount specified for the effect in the salary tables annexed to this agreement and for those workers who provide service less than four days a week the payment of this plus will be made per working day, in the amount specified for the effect in the salary tables annexed to this convention.

Whether it is perceived on a monthly basis, or on a daily basis, for each day of absence from work in quadrant, the amount of the daily amount specified in the salary tables will be deducted, this discount will not be made in the Absence in which the text of the convention specifies that economic decline will not be suffered.

Likewise, the company will pay the costume plus to those workers who provide their services in tasks, without requiring the use of uniform, if they demand an adequate image and presence.

Article 31. "ad personam" warranty.

As minimum wage and extranalarial conditions are set out in this collective agreement, the previously established superiors, examined as a whole and on an annual basis and only for workers, will be respected. to provide their services before the entry into force of this Convention.

The difference that may result in the worker's favor will be consolidated as an "ad personam" supplement, not being compensable or absorbable. And it will not suffer any revaluation during the worker's employment relationship.

CHAPTER V

Day and its distribution

Article 32. Day.

From January 1, 2016, the day will be 1,752 hours a year, and from January 1, 2018, it will be 1,744 hours a year, distributed in both cases, at the rate of 40 hours a week on average. The working day may be distributed irregularly, respecting the weekly breaks laid down in the collective agreement or in the graphs of each working centre.

The minimum uninterrupted rest between day and day will be 12 hours.

The annual working day is the result of subtracting from the calendar year the corresponding weekly breaks, the 31 calendar days of annual leave, the 14 annual holidays and the days of own affairs. correspond to each year of validity of the convention.

Within the continuous daily day that exceeds six hours, there will be a pause of 25 minutes that will be extended to 30 minutes from the signing of this agreement. When the day exceeds four hours, the rest shall be 20 minutes. These breaks will have the consideration of effective working time.

Companies, derived from their power in the organization of work, should mark the time of the enjoyment of the pause within the daily working day, to these effects during the pause, the worker will not be able to perform any type of service and may be absent from his or her job for the time expressed.

Exceptionally, as of the signing of this agreement, in cases where, for the special needs of the service, it is impossible for the worker to interrupt his working day to make this pause effective, the company opt for a monthly payment of the amount of the ordinary time value of the worker as a rest plus, or the compensation shall be paid on an annual basis.

In case of eligibility for compensation on breaks it will be ensured that the resulting time is proportional to the annual sum of the 30 minutes of daily rest and the result must be enjoyed by the worker during the year natural being accumulated in a single period and in full days.

For the determination of the ratio of working hours in part-time work contracts, the following rules will be followed:

A) When serving 5 days of effective work and 2 days of rest, the following formula shall apply:

1

B) When service is provided on certain days a week and regardless of whether Saturday, Sunday or holiday the following formula applies:

1

Article 33. Weekly rest.

The duration of the weekly rest period shall be 2 days uninterrupted, for all workers, unless otherwise agreed.

Article 34. Work schedule.

Annually, the company will produce the annual service delivery calendar to include all workers in the workplace. The calendar shall be drawn up as a maximum date within the month of December of the previous year, with a copy displayed in a visible place of each working centre and in each of the places of service.

Such quadrants shall be respected in their entirety, except express agreement between worker and company, or by collective agreement with the workers ' representatives.

However, where an annual quadrant is already in place for the signing of this collective agreement, its implementation will be respected.

Article 35. Paid leave.

The worker, upon notice and justification, may be absent from work, entitled to remuneration for any of the reasons and for the following time:

A) 15 calendar days in case of marriage or couple in fact.

B) 3 days for the birth of a child and for the death, accident or serious illness, hospitalization or surgical intervention without hospitalization requiring home rest, from relatives to the second degree of consanguinity or affinity. When the worker needs to make a move to the effect, the time limit will be 4 days.

C) 1 day per move of usual address.

D) For the time indispensable, for the fulfillment of an inexcusable duty of public and personal character, understood the exercise of active suffrage. Where compliance with the duty referred to above involves the impossibility of the provision of work due to more than twenty per cent of the working hours over a period of three months, the undertaking may pass on to the worker concerned with the situation of (a) the excess regulated in Article 46 (1) of the Staff Regulations.

E) To perform union or staff representation functions on the terms established legally or conventionally.

F) For the time required to perform prenatal tests and birth preparation techniques to be performed within the working day.

G) Workers, who are breastfeeding for a child of less than 9 months, will be entitled to 1 hour of absence from work, which may be divided into 2 fractions. The worker, by his will, may substitute this right for a reduction of the normal working day in half an hour for the same purpose. This permit may be enjoyed by either the mother or the father in case both work.

H) Who, for reasons of legal guardian, has at least 12 years of direct care or a person with a physical, mental or sensory disability, who does not carry out a paid activity, shall be entitled to a reduction of the day at work, with the proportional reduction of the salary between at least one eighth and a maximum of half the duration of that.

I) 4 hours for the worker to attend the consultation of the medical specialist in the public health system.

J) The time required for the worker to accompany children under the age of 12 to the doctor's consultation of the public health system.

The license referred to in paragraph C will be increased in 2 days when the causative event requires displacement outside the province.

The enjoyment of the permits referred to in that article will not cause any economic merit for the worker, having to pay him all the remuneration concepts that they collect in the tables, as well as those that he/she the worker.

Article 36. Unpaid leave.

(A) Where the death of a family member occurs up to the 2nd degree of consanguinity or affinity abroad, the worker shall be entitled to an unpaid leave of up to 6 days which shall be accrued to the paid leave of absence. this same reason.

B) Workers with less than 4 days of average work per week shall be entitled to 2 days of unpaid leave without limitation other than those laid down in the own affairs article as regards their request, grant and enjoyment.

C) Workers shall also be entitled to apply and companies shall grant unpaid leave provided that the following requirements are met:

-That the worker is at least 3 years old.

-That the worker has not made use of any other unpaid leave in the previous 2 years.

-That the requested unpaid leave period is greater than 1 month and less than or equal to 4 months, always in a row.

-That the worker prewarns the company at least 1 month in advance of the license start.

-The effects of the enjoyment will be excluded from the Christmas period from December 18 to January 7 and the full week of Easter. Similarly, the period which coincides with the trade fairs or the employer's parties may be excluded, which must be established on the basis of the annual quadrant, for these purposes the abovementioned period of exclusion may not exceed a continuous period of 10 years. annual days and for once at each center.

-In the workplace, no more than one worker can agree to the enjoyment of this license, unless otherwise agreed. They shall also be exempted from the dates specified.

D) In addition to the above, the worker may apply for unpaid leave to be authorized by the company. These unpaid licenses shall not affect the age of the worker in the same.

In the event that any of the requirements previously collected do not have effective compliance, for the granting of the unpaid leave, agreement must exist between the company and the worker.

Article 37. Own affairs.

Workers who provide full-time or part-time services with 4 days or more service provision per week will be entitled to 5 days of annual own affairs for the years 2016 and 2017, and 6 days for from January 1, 2018. The application shall be made in writing, at least one week in advance, and the undertaking shall reply by any means within four days of its receipt. These days will be awarded any day of the year and at least one person per shift in centers of less than 15 workers and 2 persons per shift in the centers of 15 or more workers, granting by order of application.

The enjoyment of these days will not cause the economic loss of any concept of a salary or an extrasalarial character.

Article 38. Pairs in fact.

In relation to all workers affected by the current agreement, couples are in fact recognized as the same benefits as those of law, including the rights derived from marriage. To this end, the following requirements and procedures shall be necessary:

a) Certificate of coexistence issued by the Town Hall of the locality where you reside.

(b) The affidavit, signed by the couple, stating the personal data of the worker and those of his partner, both responsible for the veracity of the declared data.

c) The benefit will be generated at the time of filing of the above documents.

Article 39. Holidays.

All workers affected by this collective agreement shall have the right to enjoy 31 calendar days of paid annual leave, which may not be replaced or offset by any economic amount.

Within the last quarter of each year, the annual holiday calendar for the following year will be established by mutual agreement between the employees ' representatives and the company. The enjoyment of these days will be made at once or, if necessary, divided into 2 periods (one of 15 days and another of 16 days), in case of division of the holiday period will be enjoyed 16 calendar days in the months of June (only second fortnight), July, August, September and the rest at any time of the year.

If there is no holiday calendar in the centre, the sixteen days of holidays to be enjoyed in the summer period from 15 June to 30 September, will be granted at the choice of the worker, if this warning in writing at least 2 months in advance of the date of enjoyment, which must be initiated immediately after the weekly rest period, irrespective of the day of the week in which the rest takes place, for 16 calendar days and joining the appropriate work shift.

In the event that in turn there are up to 7 workers you can only enjoy holidays one of them. In case there are 8 or more workers on the same shift, they will be able to enjoy holidays in the same period 2 of them. In the event that the application of the above rule will result in workers without the right to enjoy in the summer period, the companies will provide the necessary organisational measures to guarantee the right. In any case, and given that holiday shifts may not be coincident with natural fortnightly, superimposing holiday shifts of different workers the company for organizational reasons may establish other formulas in the choice of shifts.

When the holiday period fixed in the company's holiday calendar coincides in time with a temporary disability arising from pregnancy, childbirth or natural breastfeeding or with the period of suspension of the contract (a) the right to enjoy the holiday on a date other than that of the temporary incapacity or to the enjoyment of the permit which, by application of that provision, would correspond, at the end of the period of suspension, even if the calendar year is over.

In the event that the holiday period coincides with a temporary incapacity for contingencies other than those mentioned in the previous paragraph that makes it impossible for the worker to enjoy them, in whole or in part, during the year natural to which they correspond, the worker may do so once his incapacity is completed and provided that no more than 18 months have elapsed from the end of the year in which they originated.

CHAPTER VI

Suspension of the work contract

Article 40. Excess.

A) Forzosa or voluntary.

1. The excess may be forced or voluntary. The force, which will give the right to the preservation of the post and the calculation of the age of its validity, will be granted by the designation or election for a public, political or union office that makes it impossible to attend the work. Reentry must be requested within the month following the end of public, political or union office.

2. The worker with at least 1 year of seniority in the company has the right to be recognized as being on a voluntary basis within a period of not less than 4 months and not longer than 5 years. This right may only be exercised by the same worker again if 4 years have elapsed since the end of the previous leave.

Workers shall be entitled to be in a situation of voluntary leave for the period of up to 1 year with a job reserve.

B) Maternal, paternal and caring for family care.

Workers shall be entitled to a period of leave of absence of not more than 3 years to take care of the care of each child, whether by nature or by adoption, or in the circumstances of acceptance. permanent as a preadoptive, even if they are provisional, from the date of birth or, where appropriate, from the judicial or administrative decision. Where a new deceased person is entitled to a new period of leave, the start of the period shall end to the period where, where appropriate, he/she is enjoying himself.

This excess will be entitled to the reservation of your job, as provided for in the legislation in force.

The excess referred to in this paragraph, the period of which may be enjoyed in a split form, constitutes an individual right of workers, men or women. However, if two or more employees of the same undertaking generate this right by the same deceased person, the employer may limit his or her simultaneous exercise for justified reasons of operation of the undertaking.

The period in which the worker remains in a situation of leave in accordance with this heading shall be computable for the purposes of seniority and the worker shall be entitled to assistance with vocational training courses, whose participation must be convened by the employer, in particular on the occasion of his/her reinstatement.

During the first year you will be entitled to the reservation of your job.

After that period, the reserve shall be referred to a position of work of the same professional group or equivalent category.

Workers shall be entitled to a period of not exceeding 2 years for the care of family members who are unable to avail themselves and do not perform any paid activity up to the 2nd degree of consanguinity or affinity.

The excess referred to in this paragraph, the period of which may be enjoyed in a split form, constitutes an individual right of workers, men or women. However, if two or more employees of the same undertaking generate this right by the same deceased person, the employer may limit his or her simultaneous exercise for justified reasons of operation of the undertaking.

The period in which the worker remains in a situation of leave in accordance with this heading shall be computable for the purposes of seniority and the worker shall be entitled to assistance with vocational training courses, whose participation must be convened by the employer, in particular on the occasion of his/her reinstatement.

Where such leave is preceded by a reduction in the day, the contributions made during the day shall be calculated as increased to 100% of the amount which would have been incurred if it had not been maintained without such a reduction. reduction.

This same situation will be taken into account for compensation in the event of termination or termination of the work contract.

They may also request their transition to the status of surplus in the enterprise for workers who perform union functions at provincial or higher level for the duration of their representative office.

The surplus worker retains only a preferential right to reentry into the vacancies of equal or similar category to his or her that would have been or were to be produced in the company.

On voluntary leave and care for children and family members, the worker must apply for reinstatement to his or her job of the same or similar category within a period of not less than 15 days from the termination of the same.

Article 41. Suspension of maternity and paternity contract.

1. In the case of delivery, the suspension will last for 16 weeks uninterrupted, extended in the case of multiple birth in 2 weeks more for each child from the second. The suspension period shall be distributed at the option of the person concerned, provided that 6 weeks are immediately after delivery. In the event of the death of the mother, regardless of whether or not she is carrying out any work, the other parent may make use of the whole or, where appropriate, the remaining part of the suspension period, computed from the date of delivery, and without that the party which the mother had been able to enjoy before the birth was neglected. In the event of death of the child, the period of suspension shall not be reduced unless, once the 6 weeks of compulsory rest have been completed, the mother shall request to return to her place of work.

Notwithstanding the above, and without prejudice to the 6 weeks immediately following the mandatory rest period for the mother, in the event that both parents work, the mother, at the beginning of the rest period by maternity, may choose to have the other parent enjoy a certain and uninterrupted part of the post-birth rest period either simultaneously or in succession with that of the mother.

The other parent may continue to make use of the period of maternity leave initially transferred, although at the time provided for the reinstatement of the mother to the work she is in a situation of incapacity. temporary.

In the event that the mother does not have the right to suspend her professional activity entitled to benefits in accordance with the rules governing that activity, the other parent shall have the right to suspend her employment contract. for the period which would have been the case for the mother, which shall be compatible with the exercise of the recognised right to paternity in the legislation in force.

In cases of preterm birth and in those in whom, for any other cause, the neonate must remain hospitalized after delivery, the period of suspension may be computed, at the request of the mother, or in the absence thereof, of the another parent, as of the date of discharge. It is excluded from that calculation the 6 weeks after the birth, the mandatory suspension of the mother's contract.

In cases of preterm birth with a lack of weight and those other in which the neonate requires, for some clinical condition, hospitalization after delivery, for a period of more than 7 days, the period of suspension is will be extended in as many days as the child is hospitalized, with an additional 13 weeks, and in the terms that it is regulated.

In case both parents work, the suspension period will be distributed to the interested parties, who will be able to enjoy it simultaneously or successively, always with periods uninterrupted and with the limits indicated.

In cases of simultaneous enjoyment of rest periods, the sum of the rest periods shall not exceed the 16 weeks provided for in the preceding paragraphs or those corresponding to multiple births, adoption or acceptance.

In the case of disability of the child or of the child adopted or received, the suspension of the contract referred to in this paragraph shall be for an additional duration of 2 weeks. In case both parents work, this additional period will be distributed to the interested parties, who will be able to enjoy it simultaneously or successively and always on an uninterrupted basis.

The periods referred to in this paragraph may be enjoyed on a full-time or part-time basis, subject to agreement between the employers and the workers concerned, on the terms which they regulate determine.

In cases of international adoption, where the prior movement of the parents to the country of origin of the adoptee is necessary, the period of suspension, provided for in each case in this paragraph, may be initiated. up to four weeks before the resolution for which the adoption is constituted.

The workers will benefit from any improvement in the working conditions to which they could have been entitled during the suspension of the contract in the cases referred to in this paragraph, as well as those provided for in the the following paragraph and in Article 48.7 ET as amended by the LO 3/2007 of 22 March.

2. Suspension of the paternity work contract.-In the case of child birth, adoption, adoption or acceptance in accordance with Article 45.1 (d) of the ET, the worker shall be entitled to the suspension of the contract during the length of time laid down by the legislation in force. This suspension is independent of the shared enjoyment of the maternity leave periods covered by Article 48 (4) and (5) of the ET

In the case of delivery, the suspension corresponds exclusively to the other parent. In the case of adoption, acceptance and provision for adoption, this right shall be for one of the parents only, at the choice of the persons concerned; however, where the period of rest provided for in Article 48 (5) is enjoyed in The right to a paternity suspension may be exercised on the other hand by one of the parents.

The worker exercising this right may do so during the period from the end of the child's birth permit, provided for in law or conventionally, or from the judicial decision making up the adoption or from the administrative decision of the guardian for the purpose of adoption or acceptance, until the termination of the contract for such reasons or immediately after the termination of the suspension.

The suspension of the contract referred to in this Article may be enjoyed on a full-time basis or on a part-time basis of at least 50%, subject to agreement between the employer and the worker, and determine regulentarily.

The worker must inform the employer, in good time, the exercise of this right in the established terms, in the collective agreement.

CHAPTER VII

Maternity and reconciliation protection

Article 42. Protection of pregnancy and natural breastfeeding.

From communication to the company by the worker of her pregnancy situation, the company will proceed as follows:

1. Pregnant women and those who are naturally breastfeeding will receive appropriate health surveillance for the specific risks of their job, protocolized and appropriate for the substances they work with.

2. Companies are obliged in the Risk Assessment to determine the nature, extent and duration of the exposure of female workers in pregnancy or those who are naturally breastfeeding, to agents, procedures or conditions that may have a negative impact on their reproductive capacity, pregnancy or lactation, and any corrective measures to be taken that must be known to the worker.

3. If the results of the assessment reveal a risk to the health of the pregnant woman or the foetus, and to the woman who is naturally breastfeeding or the baby through breast milk, the employer shall take the necessary measures to to avoid exposure to such a risk through an adaptation of the working conditions or working time of the affected worker. Such measures shall, in any event, include the non-performance of night work or shift work, and shall not occupy posts which involve carrying out work declared as toxic, distressing or dangerous.

4. In any event, you will have the right to take up a job with a reduced effort or to adapt your usual job to the least effort required by your situation, without the modification of your work contract. The indicated allowance shall be made within the limits laid down by the legislation in force and on the basis of the medical indications provided they are motivated and with the approximate indication of the effort to bear.

5. If the change or adaptation of his or her job is not technically or objectively possible or cannot reasonably be required for justified reasons, all necessary and timely documentation shall be provided by the Company, as maximum 1 week since the worker makes the request, so that she can request the suspension of the contract for risk during pregnancy or risk during natural breastfeeding.

6. Pregnant workers, as well as parents with children under the age of 3 years will have a preference in staying in the workplace when there are transfers.

7. Pregnant workers will have the right to be absent from work, without loss of their remuneration, to undergo prenatal tests and birth preparation techniques, prior notice to the company, accompanying medical justification of the need the performance of these activities and examinations within the working day.

In the event of risk during pregnancy or risk during natural lactation, in the terms provided for in Article 26 of Law 31/1995 of 8 November, Prevention of Occupational Risks, the suspension of the contract the end of the day on which the suspension of the birth contract is initiated, or the infant shall be nine months old, respectively, or, in both cases, where the worker's inability to return to her previous post or to her another compatible with their status.

Article 43. Breastfeeding period.

1. Workers during the breastfeeding period of less than 9 months shall be entitled to the absence of one hour of work, which may be divided into two fractions. The duration of the permit will be increased proportionally in multiple birth cases.

Who exercises this right, by its will, may substitute this right for a reduction of its working day in half an hour for the same purpose or accumulate in full days.  In the case of opting for accumulation, it shall be applied on working days by calculating 1 hour for each day of effective work according to the worker's quadrant until the child's 9 months of age.

This permit may be exercised interchangeably by the parent or parent in case both work.

Article 44. Reduced day care for child care and family care.

Workers will have the right to see their day reduced by a minimum of 1/8 and a maximum of 50 percent of the day.

Who, for reasons of legal guardian, have to their direct care some 12-year-old or a person with disabilities, who does not carry out a paid activity, will be entitled to a reduction of the working day, with the decrease proportional to the salary between at least 1/8 and a maximum of half the duration of the salary.

It will have the same right to care for the direct care of a family member, up to the second degree of consanguinity or affinity, who cannot fend for himself, and who does not perform paid activity.

The reduction of working hours referred to in this Article constitutes an individual right of workers, men or women. However, if two or more workers at the same centre generate this right for the same deceased person, the employer may limit his or her simultaneous exercise for justified reasons of operation of the undertaking.

The time-frame and the determination of the period of enjoyment of the reduction of the working day, will correspond to the worker, within his ordinary day. The worker must provide the employer with 15 days in advance of the date on which he will return to his ordinary day.

The discrepancies between the employer and the worker regarding the time-frame and the determination of the periods of enjoyment envisaged will be resolved by the competent jurisdiction through the procedure laid down in the application rule.

The female victim of gender-based violence will have the right, to make effective her protection or her right to comprehensive social assistance, to the reduction of the working day with a proportional reduction of the salary or the reordering of the working time, through the adaptation of the schedule, the application of the flexible schedule or other forms of work time management that are used in the company.

These rights may be exercised in terms of such specific assumptions as set out in this Article or improved in their terms by agreements between the company and the workers ' representatives, or according to the agreement between the company and the worker concerned. In their absence, the realization of these rights will correspond to the worker, the established rules being applicable.

Article 45. Reduction or suspension of the contract for child care with severe illness.

This right consists in an economic benefit to parents, adopters or welcoming or permanent, in those cases that both work for the care of the child and are in charge of the child. affected by cancer or any other serious illness, which has been determined by the legislation in force or regulation, requiring long-term hospital admission, during the time of hospitalization and continued treatment of the disease. disease, accredited by the Public Health Service report or organ Health administrative of the relevant Autonomous Community.

It will be essential for the beneficiary to reduce his working day, at least by 50% of his/her duration, to the direct, continuous and permanent care of the child.

For access to the right to this benefit the same requirements will be required and on the same terms and conditions as those set for the contributory maternity benefit.

The economic benefit shall consist of a subsidy equal to 100 per 100 of the regulatory basis equivalent to that established for the provision of Temporary Incapacity, derived from professional contingencies, and in proportion to the a reduction in the working day. This benefit shall be extinguished if, after reporting by the Public Health Service or the administrative body of the Autonomous Community concerned, the need for direct, continuous and permanent care, of the child or of the child welcomed by part of the beneficiary, or when he or she is 18 years old.

Where the circumstances necessary to qualify as a beneficiary of the benefit are in the case of both parents, adopters, adopters or welcoming persons, the right to receive the benefit may only be recognized in favor of one of them.

The management and payment of the economic benefit shall correspond to the Mutual of Occupational Accidents and Occupational Diseases or, where appropriate, to the Management Entity with which the company has concerted the coverage of the risks. professionals.

Social Security contributions of workers who receive this benefit, and are therefore affected by a reduction in working time, will be made in accordance with the provisions established and legally determined for this case.

In all matters pertaining to this right and which is not specified in this article you will be subject to the provisions of the laws in force at any time.

Article 46. Reconciliation of work and family life.

Right to adapt the working day to reconcile work life with family and personal life in the terms established by the Law.

Article 47. Equal opportunities for women and men.

As provided for in Chapter III of LO 3/2007 of 22 March 2007 for the effective equality of women and men, undertakings falling within the scope of this Convention are obliged to respect equal treatment and equal treatment for men and women. opportunities in the field of work and, for this purpose, should take measures to prevent any type of discrimination between women and men.

The law provides for the need for equality plans to include the whole of a company, and on the other hand, the elaboration and implementation of equality plans is voluntary for companies of less than 250 people. workers.

Companies affected by the scope of this agreement, with more than 250 employees, are obliged to draw up an equal plan with the scope and content set out in the current legislation, understanding (a) an ordered set of measures, adopted after a diagnosis of the situation, aimed at achieving equality of treatment and equal opportunities for women and men in the enterprise and eliminating discrimination on grounds of sex. Setting out the concrete objectives of equality to be achieved, the strategies and practices to be adopted for their achievement, as well as the establishment of effective monitoring and evaluation systems for the objectives set.

In order to achieve the objectives set, the equality plans may include, inter alia, issues of access to employment, professional classification, promotion and training, remuneration, and the organisation of working time. to promote, in terms of equality between women and men, work, personal and family reconciliation, and prevention of sexual harassment and harassment on grounds of sex.

Article 48. Sexual, psychological and sexual harassment.

The signatory parties assume the commitment to ensure that there is an environment within companies that is free of sexual, psychological and sexual harassment by establishing and releasing the procedures created to prevent, control and sanction all kinds of actions that occur, relating to the protection of the dignity of women and men at work.

Article 49. Gender-based violence.

1. The worker victim of gender-based violence will be entitled, in the terms laid down in the Workers ' Statute, to the reduction or rearrangement of her working time, to geographical mobility, to the change of the workplace, to the suspension of the employment relationship with a job reserve and the termination of the contract of employment.

2. Under the terms of the General Law on Social Security, the suspension and termination of the contract of employment provided for in the previous paragraph shall give rise to legal unemployment. The time of suspension shall be deemed to be an effective contribution period for the purposes of social security and unemployment benefits.

3. Companies that form contracts of interinity to replace female victims of gender-based violence who have suspended their employment contract or have exercised their right to geographical mobility or change of work centre, once The situation of inter-inity when the reinstatement occurs, this will be performed under the same conditions at the time of the suspension of the contract of employment.

4. The absence or absence of punctuality to the work motivated by the physical or psychological situation arising from gender-based violence shall be considered justified, when the social services of health care or services are determined, according to (a) proceed, without prejudice to the fact that such absences are communicated by the worker to the undertaking as soon as possible.

5. Total or partial absences to work motivated by the physical or psychological situation arising from gender-based violence suffered by a victim of gender-based violence shall be deemed justified.

6. Workers who have the consideration of victims of gender-based violence will have the right, to make their protection or their right to comprehensive social assistance effective, to the reduction of the working day with proportional reduction of the (a) wage or rearrangement of working time, through the adjustment of the timetable, the application of the flexible timetable or other forms of organisation of working time used in the enterprise. These rights may be exercised by agreements between the undertaking and the employees ' representatives, or in accordance with the agreement between the undertaking and the workers concerned. Failing this, the realization of these rights will be the responsibility of the workers concerned.

7. The worker who has the consideration of victims of gender violence and is forced to leave the job in the locality where she was serving, to make effective her protection or her right to social assistance. It shall have the right to take up another post, of the same professional group or equivalent professional level, which the undertaking has vacant in any other of its workplaces. In such cases, the undertaking shall be obliged to inform the victim of the vacancies existing at that time or those which may occur in the future. The transfer or the change of the working centre will have an initial duration of 6 months, during which the company will have an obligation to reserve the job previously occupied by the worker. After this period, the worker will be able to choose between the return to her previous job or the continuity in the new one. In the latter case, the said reserve obligation shall lapse.

Domestic violence cases will have the same rights and guarantees as set out above.

Article 50. Legal assistance.

A worker who is expressly required by the company to initiate a judicial procedure, through the procedural modalities to the effect, and must, by reason of such action, appear at any judicial headquarters, receive the legal assistance provided by the company. In the same way, when the company finds that the worker has performed the correct performance of his work, according to the information available and is the victim of a physical aggression by a user, client or person outside the service, always the company shall provide the appropriate legal assistance during the work provision.

CHAPTER VIII

Social protection

Article 51. Temporary incapacity.

In the case of IT arising from an accident at work with or without hospitalization, the companies shall supplement up to 100% of the contribution base of the month preceding the date of the same, starting from day 16 and up to 6 months.

In the case of a common contingency-related IT with hospitalization, companies shall supplement up to 100% of the contribution base of the month before the date of the same, during the days that they remain in.

In IT assumptions derived from common illness or non-work accident without hospitalization, companies will complement:

-Between days 1 to 3 up to 50% of the quote base of the month before the date of the month, both inclusive.

-Between days 4 to 99 up to 75% of the quotation base of the month before the date of the month, both inclusive.

-From day 100 to 95% of the quote base of the month before the date of the month.

Article 52. Accident insurance.

Companies will arrange collective insurance policies to cover workers ' contingencies arising from accidents at work, with the exception of improvements established by companies, for the following minimum amounts:

a) By death: 19,500 euros.

b) For high invalidity: EUR 19,500.

c) For absolute permanent invalidity: EUR 12,000.

In the event of an accident, the company that does not have the corresponding policy covered shall be solely responsible for the payment of the said funds.

Article 53. Workwear.

In terms of uniformity and image you will be at every moment for the guidelines marked by the clients.

The companies will have 7 days to count from the start date of their business relationship with the client, to meet with the workers ' representatives to agree the delivery of necessary clothes in each center job.

The allocation of these garments will be made in the light of the peculiarities of the various sectors affected by this collective agreement.

In case of no agreement with the representation of the workers, the envelope will be:

One coat, at the beginning and another every 2 years.

Two jackets, at the beginning and a jacket every 2 years.

Two vests, two at the beginning and one every 2 years, when required.

Three summer shirts each year.

Two winter shirts each year.

Two winter pants or skirts, to be chosen by the worker, each year.

Two summer pants or skirts, to be chosen by the worker, each year.

Tie, handkerchief, bag and pair of gloves, every 2 years, when required.

A pair of shoes, each year.

This same clothing envelope will be replaced in the event of deterioration of the same.

The clothing provided for in this article will be adapted to the particular needs of each working centre, in agreement with the legal representation of the workers.

The delivery of uniformity should be performed whenever possible at the place of service delivery. In the event that the delivery is not possible at the centre, and as a result the worker has to move to the collection point, it will be carried out within the ordinary day. If all the above is not possible in the event that the worker has to move out of his ordinary day the company will be obliged to pay the time spent as overtime or to compensate him with breaks.

CHAPTER IX

Representation of workers

Article 54. Guarantees of workers ' representatives.

Staff delegates and members of company committees, as well as any organ representing workers, while enjoying trade union hours or in the case of being released, will not suffer any economic benefits. in terms of salary and extranalarial terms, as well as any other concept which all employees of the same professional level, who are covered by this collective agreement or from collective agreements between undertakings and undertakings, are aware of workers.

Furthermore, in application of the rules of trade union and the case law in this respect, no worker can be harmed in his economic or professional progression by the performance of trade union functions. For this purpose, the worker who, with exclusive dedication to trade union functions, shall be qualified as fit for the purposes laid down in Article 14 (10) of this collective agreement, exclusively for the time spent on those functions. However, these workers will have to apply the length of stay of the appropriate sub-level.

Article 55. Trade union hours.

The legal representation of the Workers will have, of a credit of union hours for each of the delegates of staff or members of the elected committee, in accordance with the provisions of article 68.e) of the Statute of the Workers.

The hours of staff delegates or trade union delegates belonging to the same company, at the state level, may be cumulative and enjoyed, including by whom the trade union central to which they belong, and provided that they are notified to the undertaking concerned, specifying the period of cumulation, in order to do so, a document shall be delivered to the undertaking in which the name, surname, NIF, signature and number of hours of the delegates who give them and the person to whom they are the ones that are given the same.

The use of trade union hours must be notified in writing to the company at least 48 hours in advance.

Article 56. Trade union sections.

Trade union sections may be formed by workers affiliated with the trade unions, in accordance with the provisions of the Organic Law on Freedom of Association. Such trade union sections shall be represented, for all purposes, by the trade union delegates elected by and among their members at the place of service.

In accordance with the above, the state representation of the union will inform the company of the appointments made by union delegates arising from this collective agreement, whose members will enjoy the same guarantees as the staff delegates.

Among the functions of the trade union delegates, regardless of those established in their specific legislation, are those of representation and defense of the interests of the union to whom it represents and of the affiliates of the same company, serving as an instrument of communication between its central or union and the management of the company, recognizing the latter the right to collective bargaining.

Article 57. Union quota.

Those workers who request it to the company's management will be discounted the union fee on the monthly payroll.

Article 58. Settlement and finiquito.

When the person is affiliated with a trade union centre, and expressly so requests, the presence of a representative of the workers shall be required in the act of signing their liquidation or finiquito.

Article 59. Training and further training.

Workers affected by this collective agreement will be entitled to:

A) To the enjoyment of the necessary permits to attend exams, as well as a preference to choose shift of work, if such is the regime establishing in the company, when curse regularly studies to obtain a academic or professional qualifications.

B) To the adaptation of the ordinary working day for the assistance to vocational training courses or to the granting of the appropriate leave of training or professional improvement with reservation of the job.

In all cases the worker will be obliged to present the appropriate supporting documents for examination and registration.

Article 60. Individual training permissions (PIF).

Individual training permits may be requested by the worker provided that he is pursuing studies aimed at obtaining an official title, the title of which must be published in an Official Gazette, and which he/she fulfils. the requirements of the application rule.

CHAPTER X

Prevention of work risks

Article 61. Prevention of occupational risks.

The parties undertake to develop the necessary actions that affect health and safety at work, as well as how many measures are needed to comply with the Law on the Prevention of Occupational Risks and Standards of development.

All company workers are subject to occupational health and safety, and must assume, to the extent that they are responsible, the rights and obligations that the rules of prevention require.

Article 62. Prevention delegate.

A) Framework for the choice of prevention delegates.

Prevention delegates will be chosen and determined in accordance with what is established in the Occupational Risk Prevention Act.

B) Resources for prevention delegates.

The time used by the prevention delegates for the performance of the duties provided for in this Law shall be considered as the exercise of representation functions for the purposes of the use of the monthly credit. remuneration provided for in point (e) of Article 68 of the Staff Regulations.

However, in any event, it shall be considered as an effective working time, without imputation to the aforementioned credit schedule, corresponding to the meetings of the Committee on Safety and Health and any other convened by the employer in the field of risk prevention, as well as the employer for the visits referred to in points (a) and (c) of Article 2 (2).

The employer shall provide the prevention delegates with the means and training in preventive matters that are necessary for the exercise of their duties.

Training must be provided by the employer by his or her own means or by means of a concert with bodies or entities specialised in the field and must be adapted to the development of risks and the emergence of new ones, repeating periodically if necessary.

The time spent on training will be considered as working time for all purposes and its cost will not be the case for prevention delegates at all.

The prevention delegates shall be subject to the provisions of Article 65 (2) of the Staff Regulations in respect of professional secrecy in respect of the information to which they have access. consequence of his/her performance in the company.

It is up to each company to ensure the health and safety of its employees, to develop a preventive policy in this field and to promote cooperation and participation in all the workers.

Article 63. Committee on the Environment.

The signatory parties agree to constitute a Joint Working Committee which will govern their action through the following rules:

1. The composition shall be equal and shall consist of 4 members representing each of the parties.

2. The will be assisted by the advisors appointed by each of the parties.

Article 64. Environmental delegates.

Every trade union organization that has the status of more representative in the state field may designate in the centers of work where it has presence in the unitary organs of representation of the workers a delegate of Environment among the prevention delegates, whose roles and responsibilities are:

1. Collaborate with the management of the company in the improvement of environmental action, in the framework of the general principles defined in this article.

2. Promote and promote the cooperation of workers in the enforcement of environmental regulations.

3. To carry out monitoring work on compliance with environmental regulations, as well as on the environmental policies and objectives that the company establishes.

4. Receive information, if appropriate, on the implementation of new technologies that could be derived from environmental risks, as well as on the development of environmental management systems.

5. Propose to the company the adoption of measures aimed at reducing environmental risks and improving environmental management.

6. To be informed in the design and development of the training actions in matters related to the environmental obligations of the company.

CHAPTER XI

Disciplinary regime

Article 65. Disciplinary regime.

Workers affected by this state collective agreement may be sanctioned by the management of the company in accordance with the graduation of faults and penalties set forth below.

Any failure committed by a worker shall be classified, in light, severe or very serious, in the light of its importance, transcendence or intentionality.

A) Mild high: The following are considered minor faults:

1. From one to three faults of punctuality in the attendance at work during the one month period.

2. Do not cure the corresponding low in time when the work is missing due to temporary incapacity. The maximum time to justify such a discharge shall be 72 hours, except in circumstances that make it impossible, duly accredited, constituting a requirement for accreditation by the compulsory official part issued by the optional.

3. The abandonment of service without justified cause. If, as a result of the abandonment, any consideration is given to the undertaking or cause of accident to its companions, this fault may be regarded as serious or very serious, as the case may be.

4. Small negligence in the conservation of the genera, articles and materials.

5. Employ or carry for own and private use, out of service company garments.

6. Discussions with co-workers within the areas where the work is to be carried out. If such discussions take place in the presence of the public or produce a notorious scandal, they may be considered as serious or very serious misconduct.

7. Missing work 1 day per month, without justified cause.

8. Do not communicate to the company, when assistance to the job is not going to be possible, within the previous 2 hours.

B) Serious high: They will have serious fault consideration as follows:

1. More than 3 punctuality in attendance at work committed in the 1 month period.

2. Missing work 2 days a month without cause for justification.

3. Surrender to games or distractions during the effective working hours.

4. The simulation of illness or accident.

5. Disobedience to his superiors in any specific matter of work. If it involves a manifest breach of the discipline or of the discipline, it may be regarded as a very serious matter for the undertaking.

6. Simulation of the presence of another worker, by signing, answering or signing by him.

7. Significant negligence in the conservation of the genera, articles and materials both owned by the company and those other companies for which the services are provided.

8. The recklessness in the act of work. If there is a risk of accident for the worker, his or her companions or danger of damage to the premises or the undertaking, it may be considered to be very serious.

9. Perform, without the appropriate permission, particular jobs during the day, as well as employ company tools for own uses.

10. The repeated lack of grooming and cleanliness during the service.

11. The abandonment of work without cause justified for the second time in a month. If, as a result of the abandonment, any consideration is given to the undertaking or cause of accident to its companions, this fault may be regarded as serious or very serious, as the case may be.

12. Use or carry for own and private use, out of service, articles and goods of the company except express and written authorization of the same.

13. Stop issuing or charging, for negligence, invoices to customers, without prejudice to the reimbursement of their amount. The voluntary lack of this obligation will be considered to be very serious.

14. The obstruction to the performance of the reports and/or parts that the company has provided. The untruth or omission of the data contained in those documents shall be considered to be very serious.

15. Failure to comply with obligations arising from the Safety and Health at Work standards.

16. The serious lack of attention and courtesy to the public, not repeated, and in act of service.

17. The recidivism in minor faults, even if they are of different nature, within a trimester and having mediated admonition.

C) Very severe high: They will be estimated as such:

1. More than 8 non-justified faults in punctuality, committed in the 6-month or 12-month period for 1 year.

2. More than 6 non-attendance at work, without justification, over a period of 6 months or 12 for 1 year.

3. Fraud, disloyalty or breach of trust in the efforts entrusted, as well as theft and/or theft, both in relation to this one, as well as to colleagues or colleagues of work or with any person within the company's premises, or during the service anywhere else.

4. Make it disappear, disable, destroy or cause damage to the company's materials, genres, tools, tools, machinery, appliances, installations, buildings, materials and documents.

5. The continued and usual lack of grooming and cleaning of such a nature that produces justified complaints from colleagues or the public.

6. The usual drunkenness when the worker is in service time and has a negative impact on the job.

7. Sexual harassment and harassment on grounds of racial or ethnic origin, religion or belief, disability, age or sexual orientation and psychological harassment, or on grounds of sex, to bosses, to colleagues and to subordinates.

8. Lack of respect for privacy and consideration due to the dignity of workers, including verbal or physical offenses of a sexual nature.

9. Ill-treatment of word or deed, abuse of authority or a serious lack of respect and consideration for bosses, colleagues and subordinates.

10. Causing serious accidents through negligence or recklessness.

11. Abandon work in positions of responsibility.

12. The voluntary and continuous decrease in the normal performance of the job.

13. Cause frequent scuffles and pendences with coworkers.

14. The collection of items at a price higher than the invoiced one.

15. The recidivism in a serious fault, even if it is of a different nature, provided that it is committed within the next 6 months after the first one has been committed.

16. Recidivism in 3 minor or 2 serious faults over a 12-month period, even if there is a sanction.

Sanctions regime:

For minor faults:

Verbal admonition.

Written admonition.

For severe faults:

Disabling for promotion for no longer than 1 year.

Suspension of employment and salary from 3 to 15 days.

For very serious faults:

Disabling for promotion for no longer than 2 years.

Suspension of employment and salary from 16 days to 2 months.

Firing.

For the application of the sanctions, the higher or lower degree of responsibility of the post will be considered, as well as the impact of the fact on the other workers and the company.

Sanctioning Procedure:

The ability of companies to impose sanctions must always be exercised in writing, from which you must acknowledge receipt and sign the notice. Prior to the imposition of penalties, solely for serious or very serious misconduct, the undertaking shall open the appropriate file, in accordance with the following requirements:

1. As soon as you become aware of the misconduct, you will communicate it in writing to the affected person and to the business committee or staff delegates, as well as to the union to which you are affiliated, with the expression of the facts imputed.

2. These persons shall, within 5 days, make any claims they deem appropriate, by the same conduit, by stating, denying or clarifying the facts.

3. After the deadline, the address of the undertaking has been or has not been received, in the light of the evidence provided, once valued as a whole, it shall proceed to the file of the act or exercise its sanctioning action, if appropriate.

In any case, the assessment of the faults and the corresponding penalties will always be reviewed in the competent jurisdiction.

Prescription:

Prescribe the minor faults within 10 days, the serious ones at 20 days and the very serious ones at 60 days, from the date the company became aware of its commission and, in any case, within 6 months of having been committed.

However, these deadlines will be interrupted, while the file is processed, taking into account the deadlines set out in the previous paragraph.

Compliance with sanctions: compliance with the sanctions will be prescribed from your imposition within 6 months for serious misconduct and 1 year for the very serious ones.

Article 66. Continuing training.

Vocational training is an essential tool for the professional updating of workers in the sector, aimed both at improving the skills and qualifications of employed workers, and make it possible to make companies more competitive with individual worker training. For this reason both parties are welcome to the National Continuing Training Agreement.

Additional disposition first.

In all the above mentioned in this text, the provisions of the Workers ' Statute, as well as the Law on the Prevention of Labor Risks and its implementing regulations, will be applied in the alternative.

Additional provision second. Non-jurisdictional dispute settlement procedures.

The parties agree to their full and unconditional adherence to the V Agreement on the Autonomous Solution of Labor Conflicts (out-of-court system) published in the BOE of 23 February 2012.

Likewise, the parties agree to their adherence to the various systems of out-of-court settlement of existing conflicts in the autonomic field, in the event that the conflict does not cross the scope of an autonomous community.

Additional provision third.

All references of this collective agreement to the term "worker", as well as any other allusion to the male gender, shall be understood to be made indistinctly to the person, male or female, except for those cases where the collective agreement itself expressly limits the ownership of the right.

Additional provision fourth. Concurrency dispute settlement rules between the different industry bargaining units.

In accordance with the provisions of Article 83.2 of the Workers ' Statute, the alleged concurrency between the present state collective agreement and those at the lower level, with the exception of the provisions on the application The priority referred to in Article 84.2 of the same regulatory body, for the matters referred to therein, as well as respect for the principle of complementarity between the above-mentioned negotiating units, shall be governed by the following rules:

Given the nature of the present collective collective agreement and the hierarchical level that the parties grant to it, the material regulation collected therein has the minimum character except as set out in the application. priority of the subjects referred to in Article 84.2 of the Staff Regulations.

The principle of the complementarity of collective agreements of company scope with respect to the present state sector collective agreement is recognized.

Reserved and exclusive subjects for negotiation at the state level. They are considered as own and exclusive of the State-wide scope for the Sector and, consequently, reserved for this trading unit, the following:

-Hiring: contractual modes.

-Test Period.

-Conventional subrogation for employer change.

-Professional classification.

-Functional Mobility.

-Structure of compensation with the inclusion of indemnities and allowances

-Workday

-Professional training.

-Geographic mobility.

-Disciplinary regime.

-Social action and voluntary improvements to the protective action of Social Security.

In addition, any non-regulated or non-regulated matter may be negotiated and developed.

Additional provision fifth.

Workers attached to the provision of public parking services for vehicles at railway stations, as well as workers attached to the activity of providing services, shall be subrogables. Customer support in the vicinity of Madrid's core stations, which were subrogated by means of subrogation dated January 23, 2014 and January 22, 2014, respectively. Both minutes were recorded in the Joint Commission of this collective agreement on 27 January 2014, and were deposited with the Joint Commission.

Transitional disposition.

Those workers who have recognized the category of Deputy to the signing of this collective agreement shall maintain the same, despite not being regulated in Article 13, group second of this collective agreement.

ANNEX I

Pay tables

141.53

by trienes

2016

value

Daily Value

Annual Value

III Base Salary

754.58

10.564.12

780.98

10.933.72

10.933.72

10.933.72

141.53

141.53

1.698.36

17.95

251.3

Plus language

15.84

190.08

Plus bankrupt of currency

15.84

190.08

Plus assistance

36.40

1.95

1.95

436.80

Plus transport

116.18

6.37

1.394.17

Plus costume

116.18

6.37

>1.394, 17

Plus Nocturnity

Pluses

2016

Monthly Value

Annual Value

of Service

174.24

2.090.88

110.9

1.330.80

Azafato

79.22

950.64

Officer

47.53

570.36

47.53

570.36

Chief Parking Officer

21.13

253.56

hours/overtime

by force majeure

2016

of Service

Coordinator

9.9

Parking/head of parking

9.5

9.5

Rest group III categories

9.2

2016

Paga September

114.07

III Base Salary

I and II base salary

2017 1. semester

2017 2. semester

Value

Daily Value

Annual Value

Value monthly

Daily value

annual value

759.11

10.627.50

10.733.78

10.999.32

793.52

11.109.32

Plus convention

142.38

1.708.55

143.80

1,725.64

antiquity by trienes

18.06

252.81

18.24

255.34

Plus language

15.94

191.22

16.09

193.13

15.94

15.94

16.09

16.09

193.13

Plus assistance

36.62

1.96

439.42

36.98

1.98

443.82

116.88

6.40

1.402.54

6.47

6.47

1,416.56

Plus Costume

116.88

6.40

1.402.54

118.05

6.47

1,416.56

Plus Nocturnity

1.49

1.50

Plus festive

10.00

Box Office Officer

Pluses

2017 1. semester

2017 2.

Value

Annual Value

Value monthly

annual value

191.24

191.24

193.15

2.317, 83

Coordinator

124.90

1,498.80

126.15

1.513.79

91.22

92,13

92,13

92,13

1.105.59

47.82

573.78

48.29

579.52

Attachment

47.82

573.78

48.29

579.52

Manager

21.26

255.08

21.47

257.63

box office officer/head of parking

Group III categories

hours/overtime

by force majeure

2017 1. semester

2017 2.

value

Time value

Head of Service

11.05

11.16

Coordinator

10.65

10.76

Azafate

10.45

10.55

9.84

9.94

9.84

9.94

9.54

9.64

2017

Paga September

115.90

10,00

2018

value

Daily Value

Annual Value

III Base Salary

11.027.93

814.94

11.409.10

11.409.10

145.96

145.96

1.751.52

antiquity by trienes

18.51

259.17

Plus language

16.34

196.03

Plus bankrupt of currency

16.34

196.03

Plus assistance

2.01

2.01

450.47

Plus transport

119.82

6.57

1.437.81

Plus costume

119.82

6.57

1.437, 81

Plus Nocturnity

Pluses

2018

Monthly Value

Annual Value

of Service

2.352.60

2.352.60

128.04

1.536.49

Azafato

93.51

1.122.17

Office Officer

49.02

588.21

49.02

588.21

Chief Parking Officer

21.79

261.50

hours/overtime

by force majeure

2018

of Service

11.33

Coordinator

10.92

10.71

Official box office/parking boss

10.09

10.09

group III categories

9.78

2018

Paga September

133.14

Plus NOL

2021

Group III

18

Azafato incarg/Chief Parking Officer/Administrative Officer

Coordinator

of Service

21

The salary tables for the year 2019 do not appear as the salary revision clause for the year 2018 cannot be drawn up until the actual CPI for the year 2018 is known.

The publication of the salary tables at all times will respect the calculation of the agreed economic conditions, in the event that there is any type of mathematical error will be corrected to readjust them to the (a) the conditions of the economic review agreed in this Convention.