Key Benefits:
2. Without prejudice to the application of Article 84.2 of the Staff Regulations, the conditions laid down in this Convention are of a minimum and are void and shall not have any effect on the parties, covenants or clauses that individually or collectively imply less favourable conditions.
3. Notwithstanding the above, the company covenants will be regulated by their own express rules that in no case will they be able to ignore this general principle. The business pacts deal with the matters that are of the company or the workplace, and in any case, subject to the provisions of the collective agreement with respect to the normative hierarchy established in article 3 of the E.T.
4. The arrears arising from the increases or, where appropriate, the review where appropriate, shall be paid in a single payment, within the month following that of the publication in the "Official State Gazette" of the new securities.
Article 8. Updating settings.
In the assumption that the final general CPI of 2017 would be higher than the agreed wage increase, the values of the concepts increased according to Article 7 will be updated at the end of 2017 with the increase Final of the Spanish general CPI of 2017.
On the assumption that the final general CPI of 2017 is lower than the agreed wage increase, the difference will be taken into account in determining the wage increase for 2018.
The definitive values thus updated will be used for the exclusive purposes of determining the calculation basis for the application of the wage increase for the following year.
For the purposes of complying with the provisions of this Article and Article 7, the parties shall meet within 15 days of the publication of the IPC.
Article 9. A non-application clause.
9.1 For the purpose of maintaining employment in enterprises and prior to the depreciation or loss of jobs of an individual or collective nature, in accordance with the legal provisions, it may be applied to the company the conditions laid down in this collective agreement, determining exactly the new working conditions applicable and their duration, which may not be extended beyond the time when a new agreement is applicable.
The undertaking which decides to apply this Convention shall inform the Joint Committee of this Convention of the opening of the procedure.
By agreement between the representatives of the company and the management of the company, the reasons for the implementation of the application may be reviewed on an annual basis, through the opening of a new application procedure.
9.2 For the effectiveness of the above measures, a consultation period with the same duration of not more than 15 days should be carried out in companies where there are legal representatives of the workers. shall deal with the motivating causes of the business decision and the possibility of avoiding or reducing its effects, as well as on the measures necessary to mitigate its consequences for the workers concerned.
The company will have to justify the need to implement these measures by providing the necessary documentation and information to this effect: explanatory memory of the causes and relation of the forecasts and the measures of general character that you plan to take to solve the situation, depending on whether the causes are organizational, productive, technical or economic.
9.3 The intervention as interlocutors to the management of the company in the consultation procedure will correspond to the trade union sections when they agree, provided that they add up the majority of the members of the company or among the staff delegates.
9.4 During the consultation period, the parties will have to negotiate in good faith with a view to reaching an agreement. Such an agreement shall require the agreement of the majority of the members of the business committee or committees, of the staff delegates, where appropriate, or of trade union representatives, if any, which, as a whole, represent the majority of the those.
9.5 The employer and the representation of workers may at any time agree to replace the period of consultation with the request for mediation or arbitration provided for in this collective agreement.
9.6 In companies where there is no legal representation of workers, they may choose to attribute their representation for the negotiation of the agreement, at their choice, to a commission of up to three integrated members. by workers of the company itself and elected by them democratically or to a commission of equal number of components designated, according to their representativeness, by the most representative and representative trade unions in the sector and which are legitimated to be part of the special negotiating body of this Collective Agreement.
In this second case, the employer may attribute its representation to the business organizations in which it is integrated.
The representative commission of the workers must be constituted prior to the business communication of the beginning of the consultation procedure. For these purposes, the management of the undertaking must inform the employees or their representatives of their intention to initiate the procedure for the substantial modification of working conditions. The maximum period for the constitution of the representative commission shall be seven days from the date of such communication unless one of the centres of work which is affected by the procedure does not have representatives legal workers, in which case the time limit shall be 15 days.
The commission's agreements will require the favorable vote of the majority of its members.
9.7 In the event of an agreement, the agreement shall be notified to the Joint Commission of the collective agreement within seven days of its completion, with an express indication of the working conditions to be applied in that undertaking.
9.8 The Joint Committee shall acknowledge receipt of the agreement, and at the request of any of its members, deliver an opinion within the next seven days on whether the implementation agreement and the programming of recovery of the working conditions, whether or not they are in breach of the obligations laid down in this Collective Convention, relating to the elimination of pay discrimination on grounds of gender.
9.9 In the event of disagreement, either party may submit the discrepancy to the Joint Committee of the Collective Agreement which will have a maximum of seven days to decide, to be counted since the discrepancy is raised. In the event of disagreement in the J on its submission either to the arbitration referred to in this Convention or to the mechanisms provided for in the Fifth Agreement on the Autonomous Settlement of Labour Conflicts.
During the negotiations for the renewal of this Collective Agreement it will remain in force.
CHAPTER II
Economic Perceptions
Section 1. Update
Article 7. Increment.
1. For the year 2017, the salary table and the rest of the economic perceptions set out in the second chapter of this Convention will be increased by 1.6%.
The increase will be up to 1.8% if the Spanish general CPI for the month of December 2017 exceeds 1.6%.
In the latter case, the payment of the difference with the initial increase shall be made in a single payment in the monthly payme p>
30 days of base salary plus year of accrual will be paid.
This pay may be prorated for months in those companies that have it agreed or who agree with the workers ' representatives if they have.
2. In each extraordinary pay, except in March, the worker will receive the average of the salary received during the accrual period.
Notwithstanding the above, the covenants that have been established in the companies will be respected.
Article 16. Overtime pay.
Extraordinary hours will be offset by increased rest time by 75%, being cumulative on full days. By agreement between the management of the company and the employees ' representatives, the rest may be replaced by an economic compensation consisting of the value of the ordinary hour increased by 40%.
Article 17. Nocturnal.
For the purposes of Article 36.2 of the E.T. the night hours shall be paid with an increase of 25 per 100 on the base salary.
However, the most beneficial conditions in companies are maintained.
Article 18. Turnness.
When technical, economic, organizational or productive causes are present, after consultation with the workers ' representation, companies may temporarily or indefinitely implement a system of shifts with the provision of services from Monday to Sunday or "fourth shift" affecting all or part of the template.
In any case, the weekly and daily rest minima provided for in the Workers ' Statute will be respected.
During the time they provide their services in this fourth shift, workers will receive a supplement per day effectively worked out of 3.86 €.
Without prejudice to the most beneficial conditions in companies, this supplement is absorbable and compensable by others who, obeying the same nature, would have established themselves.
Article 19. Plus Sundays and holidays.
For the duration of this Convention, workers will receive a supplement, for each day of service delivery on a Sunday or a holiday of 9.68 €.
This supplement is compensable and absorbable by any other who, obeying the same reason as being, perceives the worker.
Article 20. Penalty.
Workers who have to perform tasks that are exceptionally painful, toxic or dangerous must be paid a 20-per-100 bonus on the base salary. If these functions are performed only during the middle of the day or in less time, the plus will be 10 per 100.
They will not be required to satisfy this plus those companies that have them included in equal or higher amounts to the salary of qualification of the job or in any other salary concept.
If the conditions of penosity, toxicity or danger are to be removed and the two parties are satisfied with the improvement of the facilities or procedures, this plus will be paid. In the event of a discrepancy, the parties shall be subject to the opinion of the Technical Safety and Hygiene Cabinet of the Labour Authority and/or, where appropriate, working jurisdiction.
Section 3. 3rd Extrasalarial Add-ons
Article 21. Displacements, diets and mileage.
1. It shall be deemed to be posted if the worker is employed, using the ordinary means of transport, more than one hour in each of the round trips. The excess will be paid as work time.
2. The movement shall not be considered to be carried out within the municipality or carried out within 10 kilometres of the limit of the municipality to which the centre of work
.Knowing the worker one day in advance, at least, the new work of destination, this one will be incorporated directly to it, not due to displacement or diet, if the work is less than ten kilometers from the the limit of the municipality to which the usual working centre corresponds.
If the distance is greater than the above, the time difference used will be paid as an effective working time.
The time spent for the journey within the working day shall be paid as an ordinary working day, without prejudice to the corresponding diet or average diet.
3. Use of own vehicle. -In the case of using the worker the vehicle of its own, for the service of the company, its use will be paid to reason of: 0.33 € per kilometer, for the entire duration of the Convention.
4. Full Diet. -It is the amount that is stopped daily to meet the living expenses and stays that originate from the displacement and stay out of the usual center of work by order of the company.
Full diet shall be due on the day of departure when the worker has to make the two main meals outside his usual address and must stay out of the usual address.
In the event that the worker is required to perform a single meal and overnight, the amount resulting from the arithmetic average between the average and the full diet shall be due.
5. Average Diet. -Average diet will be earned when the worker can return to stay at home and only perform one of the main meals outside his usual address.
6. Amount of the allowance.
|
Diet | Diet Media | |
|---|---|---|
| 53.75 € | 7.00 € |
Article 22. Compensation per shipment.
Workers subject to the transfer of a work centre requiring their change of residence, as provided for in 40.1 of the Staff Regulations, shall be entitled to receive compensation equivalent to 6 days of subsistence allowance. each of the members of the family unit who, together with the worker, are obliged to the change of residence.
Section 4. Other Benefits
Article 23. Support for children of school age.
Workers with children between 1 and 16 years of age inclusive will have a grant for studies of 7.72 €.
This help will be paid for only twelve monthly payments.
Article 24. Insurance policy for work accidents.
Companies will hire an insurance policy for work accidents, including the accident in itinere, which will cover workers who are included in the social security contribution document. The sum insured shall be EUR 24,923,22.
The contingencies to be covered shall be those of death and invalidity according to the scale set out in Annex III.
Companies will be free to hire, so that companies that have similar or similar policies will be able to choose to maintain or subscribe to a policy with the insurer that the Business Confederation Spanish del Vidrio and Ceramica is concerted.
Thrafo">1. They will be as follows:
a) Summer Gratification: Come between January 1 and June 30. It is paid before July 15 of the same year in which it is stopped.
b) Christmas Gratification: Come between July 1 and December 31. It is paid before the twenty-first day of December of the same year in which it is stopped.
c) March Gratification, Substitute for the Benefit: Be stopped from 1 January until 31 December. It is paid before 31 March of the following year in which the accrual occurs.
g) To perform trade union or staff representation functions on the terms established legally or conventionally.
h) Permission for medical office assistance. The worker shall have a permit of 16 hours each year for the consultation of the physician.
i) In case of death of a co-worker in an occupational accident, during the time necessary to attend the burial.
j) For the time indispensable for the conduct of prenatal examinations and birth preparation techniques to be performed within the working day
2. In the case of child birth, adoption, adoption or reception, for the lactation of the child until the child is nine months old, the workers shall be entitled to one hour of absence from work, which may be divided into two fractions. The duration of the permit shall be increased proportionally in the cases of birth, adoption or multiple acceptance.
Who exercises this right, by its will, may replace it with a reduction of its working day in half an hour for the same purpose or accumulate in full days in the terms foreseen in the agreement to arrive with the employer.
This permit constitutes an individual right of workers, men or women, but may only be exercised by one parent in case both work.
3. In the case of births of premature infants or who, for any reason, must remain hospitalized after delivery, the mother or father shall be entitled to leave the work for an hour. They will also have the right to reduce their working hours to a maximum of two hours, with a proportional reduction in salary. For the enjoyment of this permit, the provisions of Article 34 (4) of this Convention shall apply.
Article 33. Paid leave for exams.
The worker will be entitled:
(a) To the benefit of the paid leave necessary to attend examinations, and to a preference to choose work shift, if such is the regime established in the company, when curse regularly studies for the obtaining an academic or professional degree with ordinary use.
(b) The adaptation of the ordinary working day for the attendance of vocational training courses or the granting of the appropriate training or vocational training leave with the reserve of the job.
Article 34. Reduction of working time for family reasons.
1. Those who, for reasons of legal guardian, have a direct care of a person of less than twelve years or a person with a disability, who does not carry out a paid activity, shall be entitled to a reduction in the daily working day, with the reduction proportional to the salary between, at least, an eighth and a maximum of half of the duration of the salary.
The worker and the employer may agree that the reduction of the day will operate on a different module to the journal.
It will have the same right to care for the direct care of a family member, until the second degree of consanguinity or affinity, that for reasons of age, accident or illness cannot be used by himself, and that he does not perform paid activity.
2. The parent, adopter or welcoming of a preadoptive or permanent character or the keeper for adoption, shall be entitled to a reduction in the working day, with the proportional reduction of the salary of at least half of the duration of the that, for the care, during hospitalization and continued treatment, of the child's cancer-affected child (malignant tumors, melanomas and carcinomas), or any other serious illness, involving long-term hospital admission duration and requires the need for their direct, continuous and permanent care, accredited by the Report of the Public Health Service or administrative body of the Autonomous Community concerned and, at most, until the child is 18 years of age.
3. The reduction of working hours referred to in this paragraph 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.
4. The time-frame and the determination of the period of enjoyment of the breastfeeding permit of Article 32.3 and the reduction of the working time of this article, shall correspond to the worker within his ordinary day. The worker shall be required to notify the employer 15 days in advance of the date on which he/she will return to his/her ordinary day.
Section 3. Suspension, maternity leave and leave, adoption or acceptance
Article 35. Suspension with job reserve in cases of maternity, paternity, adoption or reception.
1. In the course of delivery, the suspension will last for sixteen weeks uninterrupted, extended in the case of multiple birth in two weeks more for each child from the second. The period of suspension shall be distributed to the person concerned, provided that six 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 case of the child's death, the period of suspension shall not be reduced unless, after the end of the six-week compulsory rest period, the mother is required to return to her job.
However, and without prejudice to the six 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, 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 return of the mother to work, the mother is in a situation of temporary incapacity.
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 for the mother, which shall be compatible with the exercise of the right recognised in the following Article.
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 six weeks after the birth, the compulsory suspension of the mother's contract.
In cases of preterm birth with a lac public and personal character, understood the exercise of active suffrage. Where it is established in a legal or conventional rule for a given period, it shall be available for the duration of the absence and its economic compensation.
When the performance of the duty referred to above involves the impossibility of providing the work due to more than 20 per 100 of the working hours in a period of three months, the company may pass the affected worker to the situation of surplus regulated in Article 46.1 of the ET.
In
5. Receptivity of companies to requests for correction of those obstacles to the productivity gains issued by workers.
6. Establishment of guarantees on the distribution of profitability improvements achieved by productivity gains, applying them to the re-establishment and/or increase of the business surplus, investments which create jobs and wage incentives linked to improved productivity.
During the period of validity of this Convention the following order of priorities is established in the cases where this is possible, for such distribution:
(a) Reset of the business surplus for those companies in a crisis situation whose level is not considered to be normal.
b) Investments that create jobs.
c) Wage incentives linked to improved productivity. For the distribution of the same, account will be taken of both the general index and the productivity indices of each group of workers.
7. Normal levels of productivity shall be remunerated through the agreed salary and shall be payable in return for the salary except where it is not achieved by circumstances not attributable to the worker.
8. The productivity improvement plans, to which the provisions set out in paragraph 6 apply, shall be implemented taking into account the following criteria:
a) Prior information of the same to the workers.
b) That objectively, such plans do not discriminate against workers over others.
c) Establishment of periods of testing and adaptation, when new systems are introduced, guaranteed during the same, to workers who are affected by the change of the usual perceptions, which will come to them being paid before.
(d) Working conditions shall comply with the provisions of the law, regulations or this Convention.
Article 38. Address of the work activity.
1. The technical, practical and scientific organization and direction of the work activity is the faculty of the management of the company, subject to the applicable legal provisions.
2. The aim of the work organisation is to achieve an appropriate level of productivity in the company based on the optimal use of human, material and technical resources. This is only possible with an active and responsible attitude on the part of the parties to this Convention.
3. Mechanisation, technical progress and organisation must be carried out without prejudice to the professional training of workers. The benefits that can be derived from them will have to be used in such a way as to improve both the business and the workers ' economy.
Article 39. Points that you understand.
1. The qualification of the works according to any of the international systems admitted.
2. The fixing and demand of the minimum yields.
3. The determination of the system to obtain and to ensure returns in excess of the minimum required, as it is considered advisable to the general needs of the company or to the specific ones of certain department, section, sub-section or job position. It is possible to establish total or partial incentives, both in terms of staff and tasks.
4. The allocation of the number of machines or tasks required for the saturation of the work in order to obtain the maximum performance.
5. The fixing of allowable waste, loss and quality indices throughout the manufacturing process.
6. The requirement of vigilance, care and diligence in the care and cleaning of the machinery, facilities and tools entrusted to the worker, worker in relation to their activity or job.
7. The mobility and redistribution of personnel according to the needs of the work, the organization or production.
8. The realization at any time of the modifications in the methods, rates and distribution of the personnel, change of functions and technical variations of the machines, installations, tools, etc.
9. Regulation of the adaptation of workloads, yields and tariffs to the conditions resulting from the change of operating methods, manufacturing processes, changes in materials, machines or technical conditions thereof.
10. The maintenance of the organization and performance of the work in the cases of disconformity of the workers, expressed through their representatives, waiting for the resolution of the agencies to whom it corresponds.
11. The fixing of the clear and simple formula so that the salary calculations can be easily understood by the workers.
12. Any other functions analogous to those previously entered.
Article 40. Valuations and yields.
For the purposes of the scientific organisation of work in companies applying any of the international systems admitted, the following specifications shall be taken into account:
a) Normal activity.
b) Usual activity.
c) Optimal activity.
d) Minimum required performance.
e) Usual performance.
f) Optimal performance.
g) Required performance.
h) Machine time.
i) Normal time.
j) Recovery or rest time.
k) Free work.
l) Limited work.
Article 41. Definitions.
a) Normal activity: It is the one who develops a middle worker, conscious of his responsibility, with a constant and reasonable effort under a competent direction, without excessive physical and mental fatigue, and without encouragement of a remuneration with incentive, breaks included.
This activity is the one that in the various and most common measurement systems correspond to the 100, 75, or 60 indices.
b) Usual activity: It is the one usually developed by a worker who is between the indices: 100-130 (140), 75-100 or 60-80.
c) Optimal activity: It is the optimal one that a worker can develop without prejudice to his or her professional life, working the full working day, included breaks.
Corresponds to measurement systems with indexes 133 (140), 100, or 80.
d) Minimum performance payable: This is the minimum amount of work required of a normal worker. Corresponds to the 100, 75, or 60 indexes.
e) Usual performance: This is the amount of work a worker usually performs and is always included between 100-133 (140), 75-100, or 60-80.
f) Optimal performance: It is the amount of work that a worker performs to the optimal activity, enjoying the coefficients of fatigue and physiological needs. Corresponds to indexes 133 (140), 100, or 80.
g) Enforceable performance: It is usually the worker who receives the worker, regardless of the remuneration system of his or her work, without in any case being lower than normal. levels: that of the undertaking as a whole and that of the group of workers carrying out a differentiated operation or process.
The measurement at enterprise scale will be done through a total productivity index of the productive factors.
3. Establishment with the participation of workers ' representatives of the level of productivity index which is considered as normal or base period for comparisons.
4. Participation of workers ' representatives in the monitoring of productivity measurements. nging manufacturing methods, installation, machinery, tools, or other circumstances.
Article 49. Complaints.
In the cases provided for in Article 47, the disagreeable workers may make their claim, in accordance with the procedures laid down in Article 53, paragraph 3. of this Convention.
Section 3. General Standards on Work Delivery
Article 50. Job change.
Within the organization of the work, the enterprises shall carry out the changes of the job, when necessary for the good march of their organization, in accordance with the provisions of Article 82 of this Convention.
Article 51. Assessment of the jobs.
Companies within their organizational faculty will be able to perform assessments of their jobs to hierarchize these, according to the functions actually entrusted.
Article 52. Obedience at work.
Every worker is obliged to execute as many jobs and operations as his superiors, within the general duties of his professional group and for the good running of the company.
Article 53. Workers ' complaints.
The worker through his or her immediate superior in the organization or through his legal representatives, will be able to bring to the company's knowledge how many doubts, complaints, damages or demands, relate to the delivery of his or her job.
The companies will answer the questions thus raised within the maximum period of ten days.
In the event of disconformity, the affected worker may come forward to raise his or her complaint with the staff delegate or the business committee if it exists or before the competent jurisdiction.
Article 54. Attention to the environment and material
If the worker observes obstacles to the execution of his work, faults or defects in the material, in the instruments or in the machines, he shall be obliged to immediately account the employer or his/her managers or representatives.
The worker will have a professional duty to take care of the machines and useful to be entrusted to them, keeping them in perfect condition of conservation, operation and cleanliness, being responsible for the damage, damage or damage that produce for their fault or negligence.
Article 55. Professional discretion and duty of non-concurrency. Dedication.
The worker is required to maintain the business and business secrets of the company, the same during the contract as after its extinction.
The worker has a duty not to compete with the business of the company exercising unfair competition.
Article 56. Abuse of authority.
They are those behaviors that consist of an order of the employer, boss, or manager of the worker who is under his or her orders, contrary to the legal or agreed working conditions or to his/her dignity as a person.
To claim against abuse of authority, workers may be directed to the employment authority or to the company's own management.
Article 57. Actions against harassment in the workplace.
1. In accordance with the provisions of the Organic Law 3/2007 of 22 March, for the effective equality of women and men, the work conditions that prevent situations of harassment under the Convention will be promoted in the scope of this Collective Agreement. general principle of collaboration between companies and the representation of workers to have zero tolerance for any kind of harassment.
Any conduct, practice or behaviour performed systematically or recurring in time, within a working relationship, which directly or indirectly involves an impairment or attack against the person, is considered to be a moral harassment. the dignity of the person, to whom the attempt is made to subject emotionally and psychologically to an intimidating, degrading, humiliating, violent or hostile manner and which seeks to nullify their ability, professional promotion or their permanence in the workplace, negatively affecting the worker's working environment in their daily functions.
constitutes sexual harassment of any behavior, verbal or physical, of a sexual nature that has the purpose or produces the effect of attacking the dignity of a person, in particular when creating an intimidating environment, demeaning or offensive.
Any behavior performed according to the sex of a person, with the purpose or effect of attacking his or her dignity and creating an intimidating, degrading or offensive environment, is considered to be a reason of sex.
2. Without prejudice to what is established in the equality plans, the following preventive measures are generally laid down:
(a) Raise the awareness of the workforce both with regard to the definition and forms of manifestation of the different types of harassment, and in the procedures for action set out in this Article for cases where it could be occur.
(b) To promote the application of the principle of non-tolerance and co-responsibility in relation to the conduct of work in enterprises, in particular on the part of the staff with the highest level of command and responsibility.
c) Promote training initiatives that promote communication between personnel with command capacity and the respective work teams at any of the hierarchical levels.
3. People who feel harassed will be able to immediately put them in the knowledge of the company's management in a direct way, or through union representation. Any person who is aware of the situation may also make a complaint of harassment. In any event, the management of the company will count in all its actions with the union representation, both in all cases being governed by the following principles and criteria of action:
a) Guarantee of confidentiality and protection of the privacy and dignity of the persons involved, with the preservation, in any case, of the identity and personal circumstances of the person who reports. To this end, the persons responsible for handling the complaint of harassment shall in any case respect the conditions of secrecy and discretion that the person concerned indicates.
b) A guarantee that the person who is harassed can continue in his or her job under the same conditions if that is his will. To this end, the precautionary measures aimed at the immediate cessation of the situation of harassment shall be taken, taking into account the organizational and productive needs that may arise.
c) Priority and urgent processing of the actions, which will be oriented to the exhaustive investigation of the facts by the means that more effectively allow to clarify them. To this end, the persons responsible for addressing the complaint will be interviewed with the parties promoting solutions that are accepted by the parties involved, for which they may be accompanied by those who decide.
(d) Guarantee of action, taking the necessary measures, including those of a disciplinary nature, againsctions obtained, provided that there are variations of the circumstances that will be present in their value, or the elementary manufacturing times are modified because of:
(a) Errors in calculation, transcription or appreciation of verified activities or rest coefficients.
b) Adaptation to the job or job itself.
c) Substantial modification of the operating methods of any origin or nature.
d) Changing the work conditions or staff template.
e) Cha the employer, within a period not exceeding 10 days from the date of completion of the contract, to the legal representatives of the workers and to the delegates, trade union delegates, who shall sign it for the purposes of accrediting that the delivery has occurred. This basic copy will then be sent to the employment office. Where there is no legal representation of workers, basic copy must also be completed and sent to the employment office.
4. Representatives of staff and delegates, trade union delegates, as well as those of business associations who have access to the basic copy of contracts, by virtue of their membership of the institutional participation bodies which They shall have such powers, observe professional secrecy, and may not use such documentation for purposes other than those that motivated their knowledge.
5. The employer shall notify the legal representatives of the employees and the delegates, trade union delegates, of the extensions of the employment contracts referred to in No 1, and of the complaints relating thereto, in the the period of 10 days following the date of the taking place.
6. The legal representatives of the workers and the trade union delegates must receive at least quarterly information on the employer's forecasts on the conclusion of new contracts, indicating the number of contracts and the number of new contracts. modalities and types of contracts to be used, as well as subcontracting assumptions.
7. The employer will also report on the evolution of the workforce during the year, as well as on the activities and productions developed, its distribution throughout the year and the various procurement and subcontracting arrangements used in the each of them.
8. Information will also be given on forecasts and template targets for the following year in relation to the production and sales targets, their expected developments over the year, the market situation, the investments to be made, and the training and promotion plans.
Article 63. Subcontracting.
1. Without prejudice to the information on subcontracting provisions referred to in Article 64 of the Staff Regulations, where the undertaking provides for a contract for the provision of works and services with a contractor or a contractor; or subcontractor, must inform the legal representatives of its employees about the following:
• Name or social reason, address and tax identification number of the contractor or subcontractor.
• Object and duration of the contract
• Place of contract execution
• Where appropriate, the number of workers to be employed by the contract or subcontract in the main company's work centre.
• Measures planned for the coordination of activities from the point of view of the prevention of occupational risks.
When the main business, contractor or subcontractor continuously shares the same job centre, the first one must have a log book in which the above information is reflected on all the Companies mentioned. This book will be available to the legal representatives of the workers.
Employees of contractors and subcontractors, where they have no legal representation, shall have the right to ask the representatives of the employees of the undertaking to raise questions concerning the conditions of the contract. of the execution of the work activity, while sharing the work centre and lack of representation.
The provisions of the preceding paragraph shall not apply to the worker's claims in respect of the undertaking on which it depends.
The legal representatives of the employees of the main company and of the contractors and subcontractors, when they continuously share the work centre, may meet for coordination between them and in relation to the conditions of performance of the work activity in the terms provided for in Article 81 of the ET.
The representation and scope of the workers ' representatives, as well as their credit schedule, will be determined by the legislation in force.
Article 64. Illegal disposal of workers.
The hiring of workers to temporarily cede to another company may only be carried out through ETTs duly authorized in the terms that are legally established.
In any case, it is understood that the illegal assignment of workers referred to in this article is incurred, when any of the following circumstances occur:
• That the object of the service contracts between the companies is limited to a mere making available to the workers of the company ceding to the transferee company
• That the transferor company lacks its own stable organization
• That the transferor company does not have the necessary means for the development of its activity.
• That you do not exercise the functions inherent in your employer's condition.
The employers, transferor and transferee, who infringe the provisions of the foregoing paragraphs, will respond jointly and severally to the obligations of the workers and to the social security, without prejudice to the other responsibilities, including criminal liability, arising from such acts.
Workers subject to prohibited traffic will have the right to acquire the condition of fixed, at their choice, in the transferring or transferee company. The rights and obligations of the worker in the transferee undertaking shall be those which correspond to him in ordinary conditions to a worker who provides service in the same or equivalent job, although the seniority shall be counted from the the start of illegal disposal.
Article 65. Temporary work companies.
Prior to their use, each company will be determined by the representation of the workers, the activities and the corresponding professional groups in which ETT workers could be employed.
In companies where the risk assessment has been carried out, it will not be possible to conclude contracts for making available for the coverage of jobs in respect of which it has not been carried out. the mandatory assessment of occupational risks, in accordance with the provisions of Articles 15 ,1.b and 16 of Law 31/1995 of 8 November.
Without prejudice to the reporting obligations imposed by Article 28 of the LPRL, the companies will require ETTs, at the time of making available to the employees, to be accredited as follows: extremes:
-Professional qualification of the worker on mission.
-Training in the field of prevention of occupational risks, both of a basic character and of a specific nature to the job for which the provision of a worker has been requested.
-Identification of the training course: name and training module; cabinet or institution that imparted it and the number of hours allocated to the aforementioned training action.
It will not be possible to conclude contracts for the provision for the coverage of a job in which thuded in writing, with the exception of contracts for a special senior management relationship, on which the duty of notification to the legal representation of workers is established.
2. In order to verify the adequacy of the content of the contract to the current legality, this basic copy shall contain all the data of the contract except for the number of the DNI, the domicile, the marital status and any other that, according to the legislation, could affect personal privacy.
3. The basic copy shall be delivered by s contract.
The age limit will not apply when the contract is reached with people with disabilities.
b) The minimum duration of the contract shall be one year and the maximum of three.
Situations of temporary incapacity, risk during pregnancy, maternity, adoption, guardian for adoption, reception, risk during breast-feeding and paternity will interrupt the calculation of the duration of the contract.
(c) The duration of the contract for training and learning is expirated, the worker may not be employed under this mode by the same or different undertaking for the same employment or occupation activity as the subject of the qualification professional associated with the contract, but for a different one.
No contracts may be concluded for training and learning when the job corresponding to the contract has been previously performed by the worker in the same undertaking for a period of more than 12 months. months.
(d) The worker must receive the training inherent in the contract for training and learning directly in a training centre of the network referred to in the fifth additional provision of the Organic Law of 19 In June, the qualifications and vocational training, previously recognised by the National Employment System, have been recognized for this purpose. However, it may also receive such training in the undertaking itself where it has the facilities and the staff appropriate for the purposes of the accreditation of the professional competence or qualification referred to in paragraph 1. (e) without prejudice to the need, where appropriate, for additional training periods to be carried out at the centres of the network referred
.The work activity performed by the employee in the company must be related to the training activities.
Training activities may include additional training not referred to the National Catalogue of Professional Qualifications to accommodate both the needs of workers and businesses.
e) The qualification or professional competence acquired through the contract for training and learning shall be subject to accreditation in the terms laid down in the Organic Law of 19 June of the Qualifications and of vocational training, and in its development regulations. In accordance with this Regulation, the worker may ask the competent public authority to issue a certificate of professional competence, professional training certificate or, where appropriate, partial accreditation. cumulative.
(f) Effective working time, which must be compatible with the time spent on training activities, may not exceed 75 per cent, during the first year, or 85 per cent, during the second and third years, the maximum time provided for in the collective agreement or, failing that, the maximum legal day. Workers shall not be allowed to perform overtime, except in the case provided for in Article 35.3. They will also not be able to do night work or shift work.
g) The remuneration of the contract worker for training and apprenticeship shall be 80%, 90% and 95% respectively for the first, second and third year of the term of the contract.
These percentages will be applied to the salary corresponding to the job for which the training is being performed.
The remuneration thus determined is understood as referring to the annual day respectively established for each year of validity and shall be proportional to the effective working time excluding the time of training.
Diets will be collected at 100%.
Article 73. Eventual contract of duration determined by circumstances of the production.
Work contracts that the companies affected by this Convention subscribe to meet market circumstantial requirements, accumulation of tasks or excess orders, shall be subject to the following requirements:
1. The cause or circumstance that justifies it shall be accurately and clearly stated.
2. The maximum duration of the contract shall be 12 months within a period of 18.
3. Where the contract has been concluded for a duration of less than the agreed maximum, it may be extended for one time, without the initial duration, together with that of the extension, exceeding the maximum agreed duration.
4. The termination of the contract period, where the contract and, where appropriate, any period of time of any period of time equal to or more than two months, shall be communicated at least 15 calendar days in advance. The omission of this notice period shall entail the payment of the compensation provided for in Article 76 of this Convention.
5. In all cases, and regardless of their duration, the termination of the agreed time shall be communicated in writing to the worker.
6. Workers who are employed in this form shall be entitled, after the end of the relevant contract, to receive compensation of 20 days ' salary for each year of service.
Article 74. Contract by specific work or service.
The contract for certain works or services is the one that is designed for the performance of a work or the provision of a particular service, with autonomy and own nounciability within the activity of the company and whose execution, although limited in time, is in principle of uncertain duration.
For the purposes of identifying the work or tasks with a substantive nature within the normal activities of the undertakings, such activities shall be considered as such that even if they are of production, they do not cover the accumulation of tasks, excess orders or circumstances of the production, but to complementary works of the company's own activity.
The disengaged workers of the company by the end of the work or service will receive, in compensation, twelve days of salary, provided that the duration of their contract has exceeded 365 days. Otherwise the compensation shall be fifteen days ' salary per year of service, provided that the probationary period has been exceeded.
The completion of this contract, when it has lasted longer than six months, must be notified to the worker 15 days in advance. This notice may be replaced by the payment of the salary of the missed notice days.
The contract for the performance of certain work or service, which does not comply with the definition of its own substance, shall be deemed to be concluded for an indefinite period.
Article 75. Contract of interinity.
The contract must identify the replacement worker and the cause of the replacement, indicating whether the job to be performed will be that of the replacement worker or that of another employee of the company who is to perform the job. place of that.
At the end of the interinity contract, where the duration of the contract has been longer than two years and except in the cases of leave of absence for the care of family members, the unemployed worker shall be entitled to a 12-day allowance. of salary for each year of services.
Section 3. Completion The contract for training and learning will be governed by the following rules: (a) Within the age limits laid down in the Law, it may be concluded with workers who lack the professional qualification recognised by the vocational training system for the employment or the required education system. to arrange a contract in practice. Workers who are trained in the vocational training of the education system may be eligible for thi
VII. Professional Group 7. 1. General criteria: Functions that involve the realization of complex and heterogeneous technical tasks, with defined global objectives and high degree of demand in autonomy, initiative and responsibility. Functions that assume the integration, coordination, and monitoring of functions, performed by a set of collaborators in a single functional unit. Also included in this professional group are functions that assume full responsibility for the management of one or more functional areas of the company, based on broad guidelines directly emanating from the staff belonging to the professional group "0" or of their own management, to whom they must account for their management. Functions that involve the realization of technical tasks of higher complexity and even participation in the definition of the concrete objectives to be achieved in their field, with very high degree of autonomy, initiative and responsibility for that technical craft charge. 2. Training: Titulation or knowledge acquired in the performance of their profession equivalent to middle-grade university studies, completed with a dilated experience in their professional sector, or university studies completed with a job-specific training. VIII. Professional Group 0. 1. General criteria: The staff belonging to this group plans, organizes, directs and coordinates the various activities of the company's development. Performs functions that comprise the elaboration of the organizational policy, the general approaches to the effective use of human resources and the material aspects, the orientation and control of the activities the organisation in accordance with the established programme or the policy adopted; the establishment and maintenance of productive and support structures and the development of industrial, financial or commercial policy. Makes decisions or participates in its elaboration. It performs high management or execution of the same levels in the departments, divisions, groups, factories, plants, etc., in which the company is structured and which always respond to the particular ordination of each. Article 84. Guarantees in the application of the professional classification. The application in the company of the professional classification contained in this convention shall be carried out without prejudice to the economic and professional rights of the workers concerned. In this respect, the following guarantees must be respected: 1. Plus of Homogenization. Assumes a salary guarantee for those workers whose basic salary prior to the entry into force of the Collective Agreement for the years 2014, 2015 and 2016, published in the BOE No. 136, of 5 June 2014, was higher than that laid down in Article 11 of that Regulation, including in the basis of the calculation of the extraordinary payments and the allowances for seniority, night time and penalty, as well as in the calculation of the value of the time ordinary for the purposes of Article 16 of this Collective Agreement. When compliance with the provisions of Article 86.1 of the Collective Agreement for the years 2014, 2015 and 2016, published in the BOE No. 136, of 5 June 2014, by agreement with the legal representation of the workers will be determined the amounts of the Plus of Homogenization for the workers of new income which will have as base reference the minimum level of each professional group. The intervention as interlocutors to the management of the company in the negotiation procedure provided for in the preceding paragraph shall correspond to the trade union sections where they so agree, provided they have the majority representation in the works councils or among the staff delegates of the affected centres, in which case they shall represent all the workers in the centres concerned. In the absence of legal representation of workers in the company, the intervention as interlocutors will be governed by the provisions of Article 41 (4) of the Workers ' Statute. In the event of an agreement, its content must be notified to the Joint Committee of the Collective Agreement within seven days of its completion. In case of disagreement, either party may submit the discrepancy to the Joint Committee of the Collective Agreement, which will have a maximum of 15 days to decide, to count since the discrepancy is raised. 2. Group Assignment. When you agree to perform your own functions oon equivalent to School Graduation or Compulsory Secondary Education. III. Professional Group 3. 1. General criteria: Tasks consistent with the execution of operations which, even when carried out on precise instructions, require adequate professional knowledge and practical skills and whose responsibility is limited by a direct or systematic monitoring. 2. Training: Titling or knowledge acquired in the performance of their profession equivalent to Basic General Education, Compulsory Secondary Education or Vocational Training of the Middle Grade, supplemented by a specific training in the post of job. IV. Professional Group 4. 1. General criteria: Self-employed work which usually requires the workers to take the initiative, behaving, under supervision, the responsibility of the workers and being able to be helped by another or other workers. 2. Training: Titling or knowledge acquired in the performance of their profession equivalent to compulsory secondary education or vocational training in the middle and high school, complemented by a specific training in the job. V. Professional Group 5. 1. General criteria: Functions that involve the integration, coordination and monitoring of homogeneous tasks, performed by a set of collaborators, in a smaller organizational stage. Tasks that, even without assuming responsibility for command, have a medium content of intellectual activity and human interrelation, in a framework of precise instructions of medium technical complexity with autonomy within the process set. 2. Training: Titulation or knowledge acquired in the performance of their profession equivalent to Bachelor's or higher-grade Professional Training supplemented with a long experience in the job. VI. Professional Group 6. 1. General criteria: Functions that involve the integration, coordination and monitoring of diverse tasks, performed by a set of collaborators. Complex but homogeneous tasks that, even without involving command responsibility, and have high intellectual or human interrelationship content, in a framework of general instructions of high technical complexity. 2. Training: Titulation or knowledge acquired in the performance of their profession equivalent to middle-grade university studies, completed with a specific training in the job.
Staff delegates will observe the rules that are established for the members of the business committees in Article 65 of the ET.
Article 95. Business committees.
1. The business committee is the representative and collegiate body of all the workers in the company or job center for the defense of their interests, constituting in each center of work whose census is 50 or more workers.
2. In the enterpris/p>
20. The abandonment of the work without justification when it causes obvious damages to the company or is cause of accident for other workers.
21. Recklessness in the act of service where there is a risk of accident or serious damage to the property of the undertaking.
22. The disobedience to the superiors which may motivate the manifest of the discipline, when this is caused to the detriment of the company or to the other workers.
23. The simulation of illness or accident. It shall always be understood that there is such a fault when a worker on the ground for such reasons carries out work of any kind on his own or other account. Any manipulation of the wounds to prolong the temporary disability leave shall also be included in this paragraph.
24. Do not use the security or hygiene protection elements provided by the company, with recidivism.
25. Harassment by reason of racial or ethnic origin, by religion or belief, disability, age or sexual orientation and sexual harassment or by reason of sex to the employer or to persons working in the company.
26. Any other serious misconduct similar to those identified and defined as such in labour law and case law.
Article 89. Application of the sanctions.
The penalties that the company can apply based on the severity and circumstances of the misconduct will be as follows:
A) Mild high:
a) Verbal assembly.
b) A written statement.
c) Suspension of employment and one day's salary.
B) Serious high-ups:
a) Suspension of employment and salary of two to ten days.
b) Disablement by no longer than six months, for promotion to the Group or higher professional level.
C) Very severe high:
a) Temporary loss of the Group or Professional Level.
b) Suspension of employment and salary from eleven days to two months.
c) Disciplinary dismissal according to art. 54 ET.
For the application of the penalties that precede the greater or lesser degree of responsibility of the person who commits the fault, Group or Professional Level of the same, and the impact of the fact on the other workers and in the the company.
Article 90. Sanctions regime.
It is up to the company to impose sanctions in the terms of the provisions of this Convention.
The penalty of minor and serious misconduct will require written written communication to the worker stating the date and facts that motivate them. The very serious misconduct will require case processing or summary procedure in which the affected worker is heard.
The deadline for challenging the sanctions will be twenty days.
Article 91. Prescription of faults.
Minor faults prescribe at ten days; the serious ones, at twenty days and the very serious ones at sixty days from the date on which the company became aware of the commission of the fact and, in any case, six months of have been committed.
CHAPTER VIII
Rights of collective and union representation
Section 1. Participation of workers
Article 92. Trade union principles.
1. The parties, by these stipulations, once again ratify their status as valid interlocutors and are also recognized as such in order to implement, through their organizations, rational labor relations based on the mutual respect and to facilitate the resolution of how many conflicts and problems arise from our social dynamics.
2. The employer admits the convenience of all affiliated companies and their organizations to consider the unions duly established in the sectors and templates as basic and consumable elements to face, through them, the necessary relations between employers and workers. All without demerit of the privileges conferred by the Law and developed in the present Convention to the works councils.
3. To the above effects, the companies will respect the right of all workers to be free and admit that workers affiliated to a trade union can hold meetings, collect quotas and distribute union information outside the Union. hours of work and without disturbing the normal business activity.
4. Companies may not subject the employment of a worker to the condition that they do not take hold or give up their trade union membership, nor do they dismiss a worker or harm him in any other way because of their affiliation or trade union activity. Trade Unions may send information to all undertakings in which they have sufficient and appreciable membership, in order for it to be distributed outside the working hours, and without, in any event, the exercise of such a practice. to interrupt the development of the production process. In the case of workplaces which have a staff of more than 50 employees, there shall be notice boards in which the trade unions, duly established, may insert communications to the effect that they shall direct copies thereof to the the address or ownership of the Center.
Article 93. Participation.
In accordance with the provisions of Article 4 of the ET, and without prejudice to other forms of participation, workers have the right to participate in the company through the bodies of representation regulated in the Chapter.
the trade union federations which are signatories to the Convention, in agreement with the company, will have functions of consultation, guidance, proposal, issuance of reports, etc., in relation to the organization and rationalization of the work of compliance with existing legislation and in accordance with the provisions of this Convention
Article 94. Staff delegates.
1. The representation of workers in the company or work centre with fewer than 50 employees and more than 10 workers corresponds to the staff delegates. There may also be a staff delegate in those undertakings or centres which have between six and ten employees, if they so decide by a majority.
Workers shall choose, by means of free, personal, secret and direct suffrage, to the staff delegates at the following level: up to 30 workers, one; 31 to 49, three.
2. The staff delegates shall exercise the representation for which they were elected to the employer, and shall have the say of the company if there is unfair competition and will not mediate written authorization from the Directorate.
11. Ill-treatment of words or work or a serious lack of respect and consideration for superiors, workers or subordinates or their relatives.
12. Cause serious accident to your colleagues, female colleagues for recklessness or inexcusable negligence.
13. Leaving the job in positions of responsibility.
14. The recidivism in serious misconduct, even if it is of f registration, and the undertaking.
The committees must meet every two months or whenever requested by one-third of their members or one-third of the workers represented.
Article 99. Promotion of elections and electoral mandate.
The promotion of elections and the electoral mandate shall be governed by the provisions of Article 67 of the Workers ' Statute.
Article 100. Guarantees.
The members of the business committee and staff delegates, as legal representatives of the workers, will have the following guarantees:
(a) Opening of an adversarial file in the case of serious or very serious misconduct penalties, in which the interested party, the business committee or the other delegate, delegated to the staff, shall be heard.
(b) Priority to remain in the company or work centre with respect to other workers, in the case of suspension or termination for technological or economic reasons.
c) Not be dismissed or punished during the performance of his duties or within the year following the expiry of his term of office, except where the term of office is due to revocation or resignation, provided that the dismissal or penalty is the action of the worker in the exercise of his or her representation, without prejudice, therefore, to the provisions of Article 54 of the ET. It shall also not be discriminated against in its economic or professional promotion, precisely because of the performance of its representation.
(d) To express, collegiately whether the Committee is concerned, with freedom its opinions in matters concerning the sphere of its representation, being able to publish and distribute, without disturbing the normal development of the work, publications of employment or social interest, communicating it to the company.
(e) Dispose of a credit of paid monthly hours each of the members of the Committee or delegate, delegate of staff in each work center, for the exercise of its functions of representation, according to the following scale:
Staff delegates or business committee members:
1. º Up to 100 workers, fifteen hours.
2. º 1 to two hundred and fifty workers, twenty hours.
3. From two hundred and fifty-one to five hundred workers, thirty hours.
4. From five hundred to seven hundred and fifty workers, thirty-five hours.
5. º of seven hundred and fifty and one from now, forty hours.
Those who present their candidacy for the workers ' representation bodies in the company, since the elections will be called, will enjoy the same guarantees as the elected representatives in the face of the dismissal. these guarantees shall not extend beyond the time of the holding of the elections.
Article 101. Accumulation and concentration of the time credit.
1. Delegates of staff or members of the Enterprise Committee shall draw up agreements or systems for the accumulation of the monthly or annual credit schedule, of the various members of the committee or delegates of staff, in one or more of its members, without exceeding the the total amount legally determined, and may be relieved or relieved of the work, without prejudice to their remuneration.
Both the transferor and the time credit transferee shall communicate to the management of the undertaking the transfer and accumulation of hours, in advance of five days prior to the date on which the time credit is to be used.
2. Members of the Negotiating Commission of the Collective Agreement who exceed the reserve of monthly hours in deliberative meetings of this Collective Agreement, the hours employed in such meetings shall not be deducted.
Article 102. Right of information.
1. Bulletin board.
Companies will have to lend to legalized union plants, with affiliates within them, a notice board instead of convenient and visible to the workers and of a similar size to the one that the company has for that those may place in any of the information they deem relevant, provided that the information is strictly related to labor or union issues that do not go against the laws in force.
The information that is placed on the bulletin board must be visada or sealed by the respective central bank. No information will be allowed to be placed outside the plank.
In the same bulletin board, photocopies of the TC-1 and TC-2 models of Social Security will be published monthly and as a complement to them, annually during the month of December, they will be specified in the nominal ratio of workers (TC-2), the age and date of seniority of the workers.
2. Email.
Companies that have their own email domain will provide the union sections with an email account so they can send and receive labor and union information. The said account may not be used for the sending of mass communications or spam, nor for particular uses other than union activity.
Section 2. Union Action
Article 103. From union action.
1. Workers affiliated to a trade union may, in the field of the enterprise or the workplace:
(a) To constitute Trade Union Sections in accordance with the provisions of the Statutes of the Union.
b) Celebrate meetings, collect fees, and distribute union information, outside of business hours, and without disrupting the business ' normal activity.
c) Receive the information referred to them by the union.
2. Trade union sections of the most representative trade unions and of those who are represented on the works councils or have delegated staff, shall have the following rights:
(a) In order to facilitate the dissemination of those notices which may be of interest to trade union members and workers in general, the company shall make available to it a notice board to be placed in the work centre and where appropriate access to the same worker is ensured.
b) To collective bargaining, in the terms set out in their specific legislation.
c) To the use of a local in which they can develop their activities in those companies or job centers with more than 250 workers.
3. Those who hold elective positions at the provincial, regional or state level, in the most representative trade union organizations, will be entitled:
(a) The enjoyment of the unpaid leave necessary for the development of the trade union functions of his or her office, and it is possible to establish, by agreement, limitations to the enjoyment of the same according to the needs of the production process.
(b) A compulsory surplus, with the right to reserve the job and to the time of age, for the duration of the exercise of his representative office, and to be rejoined to his post within the month following that of the date of termination.
(c) To assistance and access toworkers, seventeen.
e) From seven hundred and fifty-one to a thousand workers, twenty-one.
f) From a thousand onwards, two per thousand or a fraction with the maximum of seventy-five.
2. The committees of undertakings or working parties shall elect a chairman and a secretary of the committee from among its members, and shall draw up their own rules of procedure, which may not contravene the provisions of the law, and shall forward a copy thereof to the employment authority, for the purposes o work centres to participate in the activities of their trade union or the whole of the workers, after communication to the employer, and without the exercise of that right being able to disrupt the normal development of the production process.
4. Union representatives who participate in the collective bargaining commissions by maintaining their links as an active worker in any undertaking shall be entitled to the granting of the paid leave necessary for them. the proper exercise of their work as negotiators, provided that the company is subscription of contracts-Program Sectorial.
2. Demand training. -Companies may organise training courses and further training of staff from the training credit they provide each year.
Article 120. Training of workers on a fixed-term contract.
In application of the provisions of Article 15.7, third paragraph, of the Workers ' Statute, in each company employing workers with fixed-term contracts, the participation of workers in the continuing training actions in the enterprise.
4. Acting in procedures of interpretation, mediation and arbitration on the occasion of collective conflicts over the interpretation of the convention, prior to the referral of the matter to the social jurisdiction.
5. º Homologar, legitimize and refer to the "BOE" for publication, all salary tables, either national or provincial, for any sector.
6. No Intervention in the neglect procedures, in accordance with the provisions of Article 9.
7. Approve those regulations that are necessary for proper operation.
8. Set the list of mediators and arbitrators for the resolution of the conflicts referred to in this Convention.
9. To encourage and disseminate between the parties and the whole of society, the use of mediators and arbitrators as a means of concertation and a solution to the dialogue of labor conflicts.
10. Acording within six months the list of mediators and arbitrators, which will be forwarded to the competent authorities for knowledge and dissemination in the Official Gazette.
11. Create subcommittees to deal with specific sub-sectoral and provincial issues if both parties agree. These subcommittees shall be governed by the same general rules of the Joint Committee.
12. To participate in the settlement of conflicts arising in the cases of substantial modification of working conditions provided for in Article 41.6 of the Workers ' Statute by mediating between the parties and, in the event of breach in mediation, urging the appropriate arbitration procedure.
Article 113. Procedure of the Joint Committee.
1. Matters submitted to the Joint Commission of Interpretation shall be of a general or extraordinary nature. They will award such a qualification to the Trade Unions or the Patron.
In the first case, the Mixed Commission of Interpretation, must resolve within a period of fifteen days and in the second, in the maximum of eight days.
2. It shall be convened, without distinction, by any of its members.
3. You will only understand the consultations on interpretation of the convention, and proposals for mediation and arbitration, which will be submitted to it through some of the signatory organizations.
4 The Joint Committee may use telematic means in its operation, referring to each of the representations the proposals for an agreement by e-mail, together with the necessary documentation to express its position.
Within a maximum of five calendar days, each party shall reply by e-mail to the Secretariat of the Commission, which shall incorporate the replies to a report, which shall be sent to each of the members of the Commission. in addition to those concerned.
Article 114. Interpretation procedure.
The conflicts over interpretation of this Convention shall be subject to the opinion of the Joint Commission of Interpretation, as a procedure prior to its referral to the jurisdiction.
Article 115. Mediation procedure.
1. In those cases established in the Convention and when the parties to the conflict decide, the Joint Commission will intervene directly or through mediators appointed to the effect, in order to urge the rivals to settle their dispute through of an agreement.
2. Proposal for mediation by the parties in dispute or by establishing the Convention, each of the representations in the Joint Committee will appoint two mediators to form the mediator college, chaired by the oldest member and exercising the duties of secretary the youngest.
3. The college will be convened, the parties to the conflict will be convened, who will be heard successively and as often as required by the mediating college, which will urge them to reach an agreement.
4. After the mediation process, the minutes will be lifted with the result of the mediation attempt.
5. The Joint Committee may agree to follow a mediation procedure different from that described in the above, even directly assuming the role of the mediating college.
Article 116. Arbitration procedure.
1. Parties faced in a conflict may agree to be settled by arbitration of the Joint Commission or arbitrators appointed for that purpose.
2. The arbitration agreement shall be forwarded to the Joint Committee who may directly assume the resolution of the dispute or entrust it to one or more arbitrators.
3. In the event of the conflict being entrusted to several arbitrators, a college shall be established as provided for in the mediation.
4. The opposing parties shall set out their positions in writing to the arbitration body who, in order to better instruct themselves on the matter, may convene an oral session.
5. The resolution which, if necessary, will be issued by the arbitration body, shall be forwarded to the Joint Committee.
CHAPTER X
Agreement on voluntary dispute settlement procedures
Article 117. Agreement on out-of-court settlement of disputes
Under the provisions of Article 83.3 of the Workers ' Statute, the parties to the present Collective Agreement, that is, the Spanish Business Confederation of the Glass and Ceramics and the Organizations Union members of the CC.OO. and U.G.T., agree to accede to the Agreement on the Autonomous Solution of Collective Labor Conflicts (ASAC).
The procedures set out in the ASAC will be used for the solution of the discrepancies that have arisen within the Joint Commission.
CHAPTER XI
Training
Article 118. Vocational training: Objectives.
The organisations which are signatories to this Convention consider the vocational training of workers as a strategic element which makes it possible to reconcile the greater competitiveness of firms with individual training and the professional development and/or staff of the worker and thus express their willingness to take advantage of and develop the legal regulations in force in this field.
Article 119. Training initiatives.
1. Offer training. -In order to develop training actions of general interest or in order to meet the specific needs of vocational training, the necessary mechanisms will be established for theh advisers shall be freely appointed by each of the parties.
3. Structure: It will have a central and unique character for the whole of Spain according to the nature of the matters submitted to it. The Joint Committee may request aid and participations which may be necessary from the sectors concerned.
the Joint Commission may set up subcommittees to deal with specific sub-sectoral and provincial issues, if both sides agree. These subcommittees shall be governed by the same general rules of the Joint Committee.
1. The parties to this Collective Agreement undertake to follow up the conditions laid down in the terms of company agreements or collective agreements for a group of undertakings or a plurality of related undertakings. for organizational or productive reasons and nominally identified, they can subscribe in the functional scope of the same, in order that the working conditions and the framework of the industrial relations in the field contribute to the normal functioning of the market and the stability of employment.
In pis Article.
6. Pregnant workers shall be entitled to be absent from work, entitled to remuneration, for the carrying out of prenatal examinations and preparation techniques, prior notice to the employer and justification of the need for their performance. within the workday.
7. The dismissal during the period of suspension of the contract of maternity, risk during pregnancy, risk during natural lactation, diseases caused by pregnancy, childbirth or natural lactation, adoption, adoption, acceptance or paternity referred to in point (d) and (e) of Article 45 (1), or the notification at a date such that the period of notice granted is completed within that period.
Article 128. Training in the prevention of occupational risks.
As developed under Article 19 of Law 31/1995, the minimum training content in the field of occupational risk prevention will be:
A. For the Prevention delegates.
1. Basic concepts about safety and health at work.
2. General and specific risks: prevention.
3. Basic elements of management of occupational risk prevention.
4. First aid and emergency plans.
5. The update of the risk assessment plan.
B. Specific level by trades.
1. Preventive techniques of trade and function.
2. Means, equipment and tools.
3. Interference in activities.
4. Rights and obligations.
C. General Basic Level.
1. Basic concepts about the elementary organization of prevention.
2. Elementary preventive techniques on generic risks and prevention of the same.
3. First aid and emergency plans.
Article 129. Personal protective equipment.
Depending on the characteristics of the workplace, workers shall be provided with the appropriate personal protective equipment (EPIs) for the disposal or reduction of the risks themselves.
Article 130. Workwear.
The workers affected by this Convention shall have the right to be provided by the company, two teams per year, preferably one every six months according to the time of year, each consisting of a a monkey, pants, shirt or jersey and gown.
Technical and employee personnel will be entitled to a gown each year. Some and others are obliged to use such garments and care and clean them.
It is also mandatory for companies to provide footwear, waterproof clothing and shelter to staff who have to carry out continuous work in the open in the regime of frequent rains and those who would have to act in places. notably framed or muddy.
Article 131. Medical acknowledgements.
The employer will ensure that workers are regularly monitored for their health in the light of the risks inherent in the work, facilitating the precise medical examinations indicated by the health surveillance according to the legal requirements.
Article 132. Choice of mutual.
In the hiring of the mutual work accident and occupational diseases, the decision will be collegiate between the company and the safety and health committee or the delegates, delegates of prevention.
CHAPTER XIII
Protection against gender-based violence
Article 133. Rights of the worker victim of gender-based violence.
1. The female victim of gender-based violence will be entitled, to make her protection effective or her right to comprehensive social care:
1.1 To the reduction of the working day with a proportional reduction of the salary or the rearrangement of the working time, through the adaptation of the schedule, the application of the flexible schedule or other forms of The work time management that is used in the enterprise.
These rights may be exercised in terms of the agreements between the company and the employees ' representatives, or in accordance with the agreement between the company and the worker, in the terms for these specific cases. affected. Failing this, the realization of these rights will be the responsibility of the worker.
1.2 In the case of being forced to leave the job in the locality where you were providing services, to make your protection effective or your right to comprehensive social assistance, you will have the right to occupy another job, of the same professional group or equivalent category, which the undertaking has vacant in any other of its workplaces.
In such cases, the company will be obliged to communicate to the worker the vacancies existing at the time or those that could be produced in the future.
The transfer or change of work centre will have an initial duration of six months, during which the company will have an obligation to reserve the job previously occupied by the worker.
Finished 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.
1.3 Suspend your contract when you are forced to leave your job as a result of being a victim of gender-based violence.
In these cases, the period of suspension shall have an initial duration which may not exceed six months, unless the proceedings of judicial protection result in the effectiveness of the victim's right of protection require the continuity of the suspension. In this case, the judge may extend the suspension for periods of three months, with a maximum of eighteen months.
1.4 A failure to compute, for the purposes of the first paragraph of Article 52 (d) of the Staff Regulations, the absence of reasons for the physical or psychological situation arising from gender-based violence, accredited by the social services of health care or services, as appropriate.
2. The dismissal of female victims of gender-based violence for the exercise of the rights of reduction or rearrangement of their working time, geographical mobility, change of work centre or suspension of the employment relationship shall be null and void. under the terms and conditions recognised in this Convention.
CHAPTER XIV
Structure of collective bargaining
Article 134. Structure of collective bargaining.
orker, during the situation of low risk during pregnancy, will receive the allowance, from the managing body or the mutual employer of accidents and occupational diseases, from the 100 of her regulatory base, in accordance with the established in Article 135 of the General Law on Social Security.5. The provisions of numbers 1 and 2 of this Article shall also apply during the period of natural lactation, if the working conditions may have a negative effect on the health of the woman or child, daughter and the health of the child. Medical se /td>
Elementary Labors in Lab.
Building and local surveillance without special requirements or weapons
2
People's goal and receive activities; entry and control logging and control
2
Annex IX
Annex IX
Annex IX
Annex
Annex IX
Annex IX
Annex IX
Annex IX
Annex IX
649.99
Annex X
Saragossa Glass.
2.51
701.31
ANNEX I
Professional groups
| Sector | Activity | ||||||||||||||||||||||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| TYPE ACTIVATIONS. | Manual activities, packaged, tagging, etc. | ||||||||||||||||||||||||||||
| 1 | Elementary operations of simple machines, understood by those that do not require specific training and knowledge | ||||||||||||||||||||||||||||
|
1 | Load, transport, apination, and manual download or with help from simple mechanical elements | ||||||||||||||||||||||||||||
|
1 | Help on Vehicles Machines. | ||||||||||||||||||||||||||||
|
1 | Basic materials supply tasks in the production and production process in the production chain | ||||||||||||||||||||||||||||
|
1 |
Cleaning of premises, facilities, machinery, office or laboratory equipment, items and costumes | ||||||||||||||||||||||||||||
|
1 | Tasks that consist of recesses, assignments, manual transport, carrying or collecting correspondence, and other subaltern tasks. | ||||||||||||||||||||||||||||
|
1 | Receiving, sorting, and distributing goods and genres, without registration of the movement of them. | ||||||||||||||||||||||||||||
|
1 | Manual tasks for provisioning and evacuating raw materials semi-finished as well as the necessary tools in the production process | ||||||||||||||||||||||||||||
|
1 | Unprecision bathe work | ||||||||||||||||||||||||||||
|
1 | ES. |
Cleaning machines | |||||||||||||||||||||||||||
|
1 | Load/unload Peon | ||||||||||||||||||||||||||||
|
1 | Peons in general, sea, cleaning, maintenance, loading or unloading, etc. | ||||||||||||||||||||||||||||
| 1 | Cleaning staff. | ||||||||||||||||||||||||||||
| 1 | TILE & 3RD FIRE. | Tirator | |||||||||||||||||||||||||||
|
1 |
OPTICA. | Load and unload store in optics. | |||||||||||||||||||||||||||
| 1 | TORCH GLASS. | Tube and glass machine cleaner to the | |||||||||||||||||||||||||||
| 1 | EXTRACT. | Manual Cart | |||||||||||||||||||||||||||
|
1 |
CATALAN BALDOIN. | Vagonets Loader/Downloader | |||||||||||||||||||||||||||
|
2 | TYPE ACTIVATIONS. | Simple and routine activities or help in processes Product elaboration | |||||||||||||||||||||||||||
|
2 | Activities consisting of mixtures and preparations, based on established patterns, of raw materials for the manufacture of products, either manually or by means of machines for which no other training is required knowledge of concrete instructions | ||||||||||||||||||||||||||||
|
2 | Processing of basic texts | ||||||||||||||||||||||||||||
|
2 | Simple operating activities in conditioning or packaging with regulation and tuning or handling of indicators and non-automatic panels; parts count. | ||||||||||||||||||||||||||||
|
2 | Auxiliary Tasks in Kitchen and Dining. | ||||||||||||||||||||||||||||
|
2 | Industrial Trades Tasks (electronics, automotive, instrumentation, assembly, welding, masonry, carpentry, electrical, mechanical, painting, etc.) of workers who are engaged in the practice of the same. | ||||||||||||||||||||||||||||
|
2 | 5.64 | 1.577.09 | |||||||||||||||||||||||||||
| Annex V | extractive and mining industries sector and mineral manufacturing industrial. | 6.73 | 1.881.60 | ||||||||||||||||||||||||||
| Annex VI | Trade and Flat Glass manufactures. | ||||||||||||||||||||||||||||
| 2 |
|||||||||||||||||||||||||||||
|
2 | Charger and Downloader. | ||||||||||||||||||||||||||||
|
2 | Press filter loader. | ||||||||||||||||||||||||||||
| 2 |
Vigilante. | ||||||||||||||||||||||||||||
|
3 | TYPE ACTIVATIONS. | Preparation and operation on conventional machines that lead to self-control of the elaborate product | |||||||||||||||||||||||||||
| 3 |
Handling of packaging machines or conditioning | ||||||||||||||||||||||||||||
|
3 | Tasks of industrial trades (electronics, automotive, assembly, welding, masonry, electricity, carpentry, painting, mechanics, etc.) with sufficient capacity to perform the normal tasks of the trade. | ||||||||||||||||||||||||||||
| 3 | 3 |
3 | File, record, calculation, billing, or similar require some degree of initiative | ||||||||||||||||||||||||||
|
3 | Taquimecanography. | ||||||||||||||||||||||||||||
| 3 | Treating texts with foreign language notions. | ||||||||||||||||||||||||||||
| 3 | Operation of equipment, telex, or facsimile. | ||||||||||||||||||||||||||||
|
3 | Telefonista/receptionist with foreign language notions and fax operations. | ||||||||||||||||||||||||||||
|
3 | Recording and drilling of computer systems. | ||||||||||||||||||||||||||||
|
3 | Reading, logging, monitoring, and throttling under detailed instructions for industrial processes or general manufacturing services supply | ||||||||||||||||||||||||||||
| 3 | Mecanography with good speed and painstaking presentation, which can be implied by the writing of correspondence according to format or instructions specific or secretary. | ||||||||||||||||||||||||||||
|
3 | Advanced Sellers. | ||||||||||||||||||||||||||||
|
3 | Driving Self-Lifting Machines loading and dragging. | ||||||||||||||||||||||||||||
|
3 | Help tasks in warehouses that, in addition to loading and unloading tasks, involve other complementary to the stores. | ||||||||||||||||||||||||||||
|
3 | Transport and Palletizing, performed with mechanical elements. | ||||||||||||||||||||||||||||
|
3 | Simple Analysis and Easy-check routine and sample-ready take-up functions for analysis | ||||||||||||||||||||||||||||
|
3 | Direct command over a set of workers in loading and unloading, cleaning, conditioning, land movement, making of ditches, etc., of type a year or with machines, including productive processes | ||||||||||||||||||||||||||||
|
3 | Taking process data from production, reflecting them in parts or templates according to preset codes. | ||||||||||||||||||||||||||||
|
3 | Data pool tasks, summaries, tracks, isogams, or certifications based on generally accurate rules | ||||||||||||||||||||||||||||
| 3 | Preparing and mounting storefronts or the like | ||||||||||||||||||||||||||||
|
3 |
Warehouse activities, which, in any case, require checking of inputs and outputs of goods under instructions or weighing and dispatch of goods, with completion of albarans and parts | ||||||||||||||||||||||||||||
| 3 | ES. | ||||||||||||||||||||||||||||
|
| 3 | ||||||||||||||||||||||||||||
| 3 | |||||||||||||||||||||||||||||
| 3 | |||||||||||||||||||||||||||||
| 3 | 3 | Auxiliary from the workshop section | |||||||||||||||||||||||||||
| 3 | 3 | 3 | 3 | 3 | 3 | ||||||||||||||||||||||||
|
| 3 | ||||||||||||||||||||||||||||
| 3 | |||||||||||||||||||||||||||||
| 3 | Export Classifier | ||||||||||||||||||||||||||||
| Vehicle Driving, which requires meat classes A and B1 | |||||||||||||||||||||||||||||
|
3 |
Finished Gender Embaler. | ||||||||||||||||||||||||||||
|
3 | Packaging of manual parts or with simple machines | ||||||||||||||||||||||||||||
|
3 | Second officer in preventive and curative maintenance jobs | ||||||||||||||||||||||||||||
|
3 ro">2 | SOPLETE. | Embaler (jars, ampoules, pipettes, carpuses, etc.) | |||||||||||||||||||||||||||
| 2 | Specialist 2. workshop | ||||||||||||||||||||||||||||
| 2 | 2 |
2 | Moller/Triturator< | Paletizer and retracting final sorted | |||||||||||||||||||||||||
|
3 | Second/Mechanic Second Pist | ||||||||||||||||||||||||||||
| 3 | Order Preparation, understanding as such, the removal function of shelving products, grouping them to pack and place labels, previously completed, for shipments to clients. | ||||||||||||||||||||||||||||
|
3 | Crude Refiner. | ||||||||||||||||||||||||||||
| 3 | HEALTHCARE. | Health Ceramic Products Store. | |||||||||||||||||||||||||||
| 3 | Final Classifier | ||||||||||||||||||||||||||||
| 3 |
| 3 | |||||||||||||||||||||||||||
|
3 | |||||||||||||||||||||||||||||
| 3 | |||||||||||||||||||||||||||||
| Smalter. | |||||||||||||||||||||||||||||
| 3 | 3 | Matricero | |||||||||||||||||||||||||||
| Final Rectifier. | |||||||||||||||||||||||||||||
|
3 | Casting Polishing Verifier. | ||||||||||||||||||||||||||||
| 3 | Issue Truck Loader. | ||||||||||||||||||||||||||||
| 3 |
Oven vagoner loader and loader | ||||||||||||||||||||||||||||
|
| 3 | The_table_table_izq"> Second Verifier | |||||||||||||||||||||||||||
| 3 | TILE & 3RD FIRE. | 3 |
3 |
3 oven | |||||||||||||||||||||||||
|
3 | Line | ||||||||||||||||||||||||||||
| 3 |
Designer | ||||||||||||||||||||||||||||
|
3 | Monter | ||||||||||||||||||||||||||||
| 3 | Pant | ||||||||||||||||||||||||||||
| 3 | Painters | ||||||||||||||||||||||||||||
| 3 | REFRACTORY. |
3 | REFRACTORY. | Expedition truck | |||||||||||||||||||||||||
|
3 | Vagonettes loader and downloader oven | ||||||||||||||||||||||||||||
| 3 | 3 | 3 | 3 | 3 | parts | ||||||||||||||||||||||||
|
3 | Part Molder | ||||||||||||||||||||||||||||
| 3 |
End-rated Paletizer and retract | ||||||||||||||||||||||||||||
| 3 | |||||||||||||||||||||||||||||
| Refractory | |||||||||||||||||||||||||||||
| 3 | OPTICA. | Afinator and series lens polishing preparer. | |||||||||||||||||||||||||||
| 3 | Afinator and Politor of custom lenses. | ||||||||||||||||||||||||||||
|
3 | Mineral and organic lens coloration | ||||||||||||||||||||||||||||
| 3 | 3 | ||||||||||||||||||||||||||||
| 3 | String-table_to_izq"> Serial-lens-and-custom-lens. | ||||||||||||||||||||||||||||
|
3 | |||||||||||||||||||||||||||||
| 3 | |||||||||||||||||||||||||||||
| 3 | 3 | ||||||||||||||||||||||||||||
| 3 | Launching and pasting custom lenses. | ||||||||||||||||||||||||||||
|
3 | Marker of envelopes for lenses. | ||||||||||||||||||||||||||||
|
3 |
Simple lens monter. | ||||||||||||||||||||||||||||
|
3 | Treatment operator multilayers | ||||||||||||||||||||||||||||
|
3 | Treatment preparer. | ||||||||||||||||||||||||||||
| 3 | TORCH GLASS. | Pallets Confectioner. | |||||||||||||||||||||||||||
| 3 | Painting Mixer. | ||||||||||||||||||||||||||||
|
3 | LUMINOUS LABELS. | Store. | |||||||||||||||||||||||||||
|
3 | FIBERGLASS. | ||||||||||||||||||||||||||||
| 3 |
3 | ||||||||||||||||||||||||||||
| 3 | Table_table_izq"> Order Preparation. | ||||||||||||||||||||||||||||
|
3 | Final Rectifier. | ||||||||||||||||||||||||||||
| Glass fiber manufacturing controller | |||||||||||||||||||||||||||||
|
3 | End Line Responsible. | ||||||||||||||||||||||||||||
|
3 | Cold Line Responsible in fiberglass | ||||||||||||||||||||||||||||
|
3 | Automatic line machines for dishes | ||||||||||||||||||||||||||||
|
4 |
Auto-line machines for cups and unirrolls. | ||||||||||||||||||||||||||||
| 4 | 4 | ||||||||||||||||||||||||||||
| 4 | 4 |
computer usage | |||||||||||||||||||||||||||
|
4 | Maintenance mechanics and electricians | ||||||||||||||||||||||||||||
|
4 |
Mechanical Officer. | ||||||||||||||||||||||||||||
|
4 | Second Administrative Officer. | ||||||||||||||||||||||||||||
|
4 | First-of- maintenance | ||||||||||||||||||||||||||||
|
4 | Quality data processor. | ||||||||||||||||||||||||||||
| 4 | |||||||||||||||||||||||||||||
| 4 | 4 | Order receiver with direct contact with the client. | |||||||||||||||||||||||||||
|
4 | Glass Product Repartidr to Vehicle Blow | ||||||||||||||||||||||||||||
|
4 | Expeditions Manager. | ||||||||||||||||||||||||||||
| 4 | Responsible for planning the production. | ||||||||||||||||||||||||||||
|
4 | Lab technician. | ||||||||||||||||||||||||||||
| 4 | FLAT GLASS. | Biselator, straight or in shape. | |||||||||||||||||||||||||||
|
4 |
Singer | ||||||||||||||||||||||||||||
|
4 | 4 | ||||||||||||||||||||||||||||
|
| |||||||||||||||||||||||||||||
| 4 | |||||||||||||||||||||||||||||
| 4 | |||||||||||||||||||||||||||||
| 4 | 4 | ||||||||||||||||||||||||||||
| 4 | 4 | ||||||||||||||||||||||||||||
| 4 | |||||||||||||||||||||||||||||
|
4 | Moons Templer. | ||||||||||||||||||||||||||||
|
4 | Camera Glass Transformer. | ||||||||||||||||||||||||||||
|
4 |
| ||||||||||||||||||||||||||||
|
4 | 4 | The_table_table_izq"> Cockers. Horners | |||||||||||||||||||||||||||
|
4 | Manual packaging or with complex machine complex | ||||||||||||||||||||||||||||
| 4 | |||||||||||||||||||||||||||||
| 4 |
| 4 The_table_table_izq"> Mold Casting and Casting Them with Complexity | |||||||||||||||||||||||||||
|
4 | Part of the Parts Shape | ||||||||||||||||||||||||||||
|
4 | Flower assembly with complexity. | ||||||||||||||||||||||||||||
| 4 | Pinted and Mount Complex Crude Parts | ||||||||||||||||||||||||||||
| 4 | Painters. | ||||||||||||||||||||||||||||
| 4 | 4 | ||||||||||||||||||||||||||||
| 4 | 4 |
4 | 4 | 4 | |||||||||||||||||||||||||
| 4 | |||||||||||||||||||||||||||||
| 4 | 4 | 4 | agreement between the Committee and the Company will be barreled for the degree of complexity. | ||||||||||||||||||||||||||
|
4 |
Replayed complex and high quality cooked parts | ||||||||||||||||||||||||||||
|
4 | CERAMICS ElectroTECNICA. | Cut, rectified complex part. | |||||||||||||||||||||||||||
| 4 | Operary Players. | ||||||||||||||||||||||||||||
| 4 | TABLEWARE. | Filetter by hand. | |||||||||||||||||||||||||||
|
4 | Barbotin injectors. | ||||||||||||||||||||||||||||
| 4 | 4 | 4 | 4 | ||||||||||||||||||||||||||
| 4 | 4 | 4 | |||||||||||||||||||||||||||
|
4 |
4 | 6 | Production | ||||||||||||||||||||||||||
| 6 | Projector. | ||||||||||||||||||||||||||||
| 6 | Responsible for chemical lab and technical control | ||||||||||||||||||||||||||||
|
6 | GLASS CONTAINERS process. | Top Delineant. | |||||||||||||||||||||||||||
| 6 | 7 |
|
|
7 |
7 |
TYPE. | Functions of your profession being in possession of the corresponding top titer | ||||||||||||||||||||||
| Functions involving research or job control tasks with training to study and resolve problems that arise | |||||||||||||||||||||||||||||
| Responsibility for functions involving research or job control tasks with training to study and resolve problems that are raised | |||||||||||||||||||||||||||||
| processing in medium-type enterprises or a service or group of services or all of them in this same type of enterprise | |||||||||||||||||||||||||||||
| Coordination, monitoring and ordering heterogeneous administrative jobs or the set of administrative activities. | |||||||||||||||||||||||||||||
| Analyzing computer systems. | |||||||||||||||||||||||||||||
| Commercial management with responsibility for a sector | |||||||||||||||||||||||||||||
|
| Planning, ordering, and monitoring systems, processes, and work circuits. | ||||||||||||||||||||||||||||
| Development and accountability of the results. |
|||||||||||||||||||||||||||||
| Responsibility for control, scheduling, scheduling, and development of the computer task set | |||||||||||||||||||||||||||||
| Technical | |||||||||||||||||||||||||||||
| Administrative and Financial Director |
|||||||||||||||||||||||||||||
| Quality | |||||||||||||||||||||||||||||
|
| |||||||||||||||||||||||||||||
ANNEX II
Application field of this convention
1. The manufacture of black hollow glass or containers. They comprise the following products: bottles, carboys, carafons, flasks and, in general, packages of any kind, black or green, in their different shades, without distinction of sizes and whatever the denomination with which they are distinguishes on the market, including insulators, castings and glass fibres.
2. The manufacture of white hollow glass, in general, and workshops for improvement thereof, whether or not they are manufacturers. They comprise the following products:
2.1 Table and fantasy service.
2.2 Bottles, Frasqueria, and Fine Composition Packaging.
2.3 Orthopedics and lab.
2.4 Lighting service and lamps (spiders).
2.5 Pumps and tubes (in the tubes, in addition to the lamps, the different branches used in laboratories and in the manufacture of glass to the torch, even the tubes for thermometers).
2.6 Industrial glass and, in general, everything that is manufactured for industrial applications.
The general name of the glass is:
Current Glass.
Glass medium.
Sound glass.
Crystal. In any color class and combination thereof.
3. Manufacture of glass fibres.
4. Manufacture of flat glass. Comprising any kind of work carried out in the factories, workshops or holdings engaged in the processing and processing of glass and flat glass in any of its forms, smooth, printed, laminated or laminated glass Carved, tempered, triplex or multiple.
5. Manufacture and tempering of flat glass in general, comprising engraving, decoration, mirrors, tempering, curving, artistic glassware and glass placement in works and installations.
6. Articles and tempering of glass to the torch, comprising the manufacture of ampoules, test tubes, tubes for tablets, cannulas, hypodermic syringes, syringes and syringes, in general, flasks, strolls, Refrigerants, burettes, pipettes, serum flasks, laboratory equipment, clinical and industrial thermometers, aerometers and the like, and the industries of luminous advertisements for noble gases, as well as the work of engraved, grinding and adjustment of the various parts and different transformations of these fabrications.
7. Ophthalmological and current optics, that is, the one that manufactures products for sale to the public requires that the establishment figure a diplomatic optical.
8. Manufacture, assembly and installation of advertisements and labels.
9. Recycling and recovery of glass.
6
6
6
6
Chief
10. Manufacture of refractory materials, comprising:
10.1 Ordinary. Aluminous, siliceous and silicoaluminous.
10.2 Special. Bauxite, carborundum, magnesite, chromite, dolemitic, refractory coals, graphite, refractory insulator and corindons.
11. Manufacture of "stoneware" materials, comprising:
11.1 Ordinary. Vessel, pipe and architectural.
11.2 Fino. Thermal, electrotechnical, chemical and artistic.
11.3 Mosai ......................................
b) Occasional tasks (indicating average periodicity).
........................................................................................................................................
........................................................................................................................................
..........................................................................................................zq">
loss of wrist movement.
20
Pelvis and lower members
loss of hip movement.
20
Amputation of a leg above the knee joint.
Amputation of a leg preserving the joint of the knee.
55
Amputation of a foot.
50
A foot retaining the heel.
20
Amputation of a big toe.
10
Amputation of any other toe.
5
10
10
Total Paralysis of the External Poplieteo ciatic.
15
loss of the movement of a knee.
20
loss of ankle movement.
Serious difficulties in the subsequent deambulation to the fracture of one of the calcanines.
10
ANNEX IV
Professional Classification Query Model
1. General data.
Name of the worker ....................................................................................................
Company and center ............................................................................................................
Department and section .................................................................................................
Designation of post ...............................................................................................
Current professional group .................................................................................................
Professional group claimed ..................................................................................
2. Dependency and command.
|
Denomination of the top post it occupies and which is hierarchically dependent: |
| |||||||||||||||||||
| Number of people: | Number of people: | # of people: |
3. Initiative/Autonomy.
a) On what occasions do you decide on your own?
........................................................................................................................................
........................................................................................................................................
........................................................................................................................................
........................................................................................................................................
b) On what occasions according to fixed rules?
........................................................................................................................................
........................................................................................................................................
........................................................................................................................................
........................................................................................................................................
c) On what occasions do you query your hierarchical top?
........................................................................................................................................
........................................................................................................................................
........................................................................................................................................
........................................................................................................................................
4. The main functions you perform in your job.
a) Regular tasks.
........................................................................................................................................
........................................................................................................................................
........................................................................................................................................
..................................................................................................>
Amputation of four fingers of one hand.
50
Amputation of a thumb.
15
Total Amputation of any other finger of one hand or two missing fin
Remuneration.
| RRTT, |
| |
|
D/D. ª | D/D. ª | D/D. ª |
ANNEX V
Individual receipt of payment of wages
| Worker: // // // // // // // // // // // // // // // // // // // // // | ||
|
: // // // // // // // // // // // // // // // // // // // // // // | N. I. F.: // // // // // // /// | NASS |
|
GR. PROFESSIONAL | GR QUOTATION: | |
| C. I. F.: CCC-SS | ||
Settlement period: of ..... of ............... to ..... of ............. of ....... Total days [_____]
| Totals | |||
|---|---|---|---|
| 1. Salary perceptions. | |||
|
) Base salary. | |||
|
b) Add-ons Convention salary. | |||
| -Plus of homogeinization. | |||
|
-Plus assistance. | |||
| -Extraordinary Grafications. | |||
| -Extraordinary Hours. | |||
| Nocturnity. | |||
| Table_table_izq"> -Help for school-aged children. | |||
| d) Other salary (company or personal) add-ons. | |||
| 2. Non-wage perceptions. | |||
| -Indemnizations or suds. | |||
| -Indemnizations for shipments, suspensions, or layoffs. | -Indemnizations for transfers, suspensions, or layoffs. |
||
| Other non-wage perceptions. | |||
| A. Total accrued. | |||
|
II. Deductions | |||
| 1. Worker contribution to Social Security contributions and joint collection concepts. | |||
| Contingencies ...... __%. | |||
|
................ __%. | |||
|
Professional Training ....... __%. | |||
|
Overtime. | |||
|
Force or structural. __%. | |||
|
-structural ............. __%. | |||
|
Total contributions. | |||
| 2. Income tax on natural persons ... __%. | |||
| 3. Advances. | |||
| 4. Value of products received in kind. | |||
| 5. Other deductions. | |||
| B. Total to deduce. | |||
|
Liquid to Percide (A-B). | |||
|
and seal of the Company | .............. of ........ ..... RECBI | ||
| DETERMINING THE SOCIAL SECURITY CONTRIBUTION BASES AND COLLECTION CONCEPTS AND THE BASE SUBJECT TO RETENTION OF THE I.R.P.F. | |||
| 1. Common contingencies quote basis. | |||
| ............................................................................
........................................................................................................................................ ........................................................................................................................................ 10. Criteria for the representation of workers. ......................................................................... 
Search Translated Laws of Spain | |||
