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Resolution Of 29 April 2011, The Directorate General Of Labour, Which Registers And Publishes The Plan Of Equality Of The National Mint And Timbre-Real Casa De La Moneda.

Original Language Title: Resolución de 29 de abril de 2011, de la Dirección General de Trabajo, por la que se registra y publica el Plan de Igualdad de la Fábrica Nacional de Moneda y Timbre-Real Casa de la Moneda.

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TEXT

Having regard to the text of the Equality Plan of the National Mint and Timbre-Real Casa de la Moneda that comes to comply with its Collective Agreement, Plan of Equality (Convention Code number 90002052011987) which was signed on 23 March 2011, on the one hand by the directors of the company, on behalf of the company, and, on the other, by the Intercentres Committee, on behalf of the employees and in accordance with the provisions of the In Article 90 (2) and (3) of the Royal Decree-Law 1/1995 of 24 March 1995, the the recast of the Law of the Workers ' Statute, and in Royal Decree 713/2010 of 28 May on the registration and deposit of collective agreements and agreements of work,

This Work General Address resolves:

First. -Order the registration of the said Equality Plan in the corresponding Register of collective agreements and agreements with operation through electronic means of this Steering Center, with notification to the Negotiating Commission.

Second. -Dispose your publication in the Official State Gazette.

Madrid, April 29, 2011. -Director General of Labor, Raul Riesco Roche.

NATIONAL CURRENCY AND STAMP FACTORY EQUALITY PLAN-REAL HOUSE OF THE CURRENCY

I. Introduction

A) Context and background. -With the establishment of the Negotiating Commission of the Equality Plan, the negotiation of the Plan was launched with the contribution of the data company on the composition of the workforce by gender, professional group, age, age, contract, salary, selection and promotion, training and reconciliation of work and family life to which the updated data requested by the representation was added later union.

The company also provided a diagnostic document prepared by a consulting company and the result of the participation in the project "Madrid Company and Conciliation".

The present Equality Plan, negotiated by the FNMT-RCM in accordance with the provisions of the Organic Law 3/2007 of March 22, for the effective equality of women and men, has as its main objective to guarantee real equality. and effective opportunities and treatment between both sexes within the company and avoid any kind of employment discrimination.

To make the principle of equality effective, a set of concrete measures have been adopted and a system of monitoring the objectives set has been established.

(B) Definitions. In order to ensure the effective application of the principle of equality and the absence of discrimination between women and men, the Negotiating Commission of the Plan assumes as its own the definitions contained in the Law Organic 3/2007 and others of a legal nature:

(i) the principle of equal treatment for women and men. -It provides for the absence of any discrimination, whether direct or indirect, by reason of sex and, in particular, by maternity, the taking of family obligations and the marital status.

Equal treatment and opportunities for access to employment, training and career advancement and working conditions

The principle of equal treatment and equal opportunities for women and men, applicable in the field of private employment and public employment, will be guaranteed in the terms laid down in the applicable legislation, in terms of access to employment, (a) even to self-employment, in vocational training, in vocational promotion, in working conditions, including remuneration and redundancy, and in the membership and participation of trade unions and employers ' organisations; business, or in any organisation whose members are engaged in a particular profession, including benefits granted by them.

Promotion of equality in collective bargaining.-As legally established, positive action measures to promote women's access to employment and employment can be established through collective bargaining. effective implementation of the principle of equal treatment and non-discrimination in working conditions between women and men.

Direct and indirect discrimination.-Direct discrimination on grounds of sex shall be deemed to be the situation of a person who is, or may have been, treated with regard to his or her sex, in a less favourable manner than another in a comparable situation.

Indirect discrimination on grounds of sex shall be deemed to be the situation in which an apparently neutral provision, criterion or practice places persons of particular disadvantage with respect to other persons of the other, except that such a provision, criterion or practice may be objectively justified in the light of a legitimate purpose and that the means to achieve that purpose are necessary and appropriate.

In any case, any order to discriminate directly or indirectly by reason of sex is considered to be discrimination.

Sexual Harassment and Harassment on the grounds of sex. -Sexual harassment of any verbal or physical behavior of a sexual nature that has the purpose or produces the effect of violating the dignity of a person, in particular when creating an intimidating, degrading or offensive environment.

Constitutes sexual harassment of any behavior performed according to the sex of a person with the purpose or effect of attacking the dignity of a person, in particular when creating an intimidating environment, demeaning or offensive.

Sexual harassment and harassment on grounds of sex shall be considered, in any case, to be discriminatory.

The conditioning of a right or expectation of the right to accept a situation of sexual harassment or harassment on grounds of sex shall also be deemed to be an act of discrimination on grounds of sex.

Discrimination by pregnancy or maternity. -It constitutes direct discrimination on the grounds of sex any unfavourable treatment of women related to pregnancy or maternity.

Indemnification against retaliation. -Any adverse treatment or negative effect that occurs in a person shall be considered as a result of the filing for their part of the complaint, claim, denunciation, demand or resources of any kind intended to prevent their discrimination and to require effective compliance with the principle of equal treatment between women and men.

Legal Consequences of Discriminatory Conduct. -Acts and clauses of legal businesses which constitute or cause discrimination on grounds of sex shall be deemed null and void and shall give rise to liability through a system of reparations or compensation which is real, effective and proportionate to the damage suffered, and, where appropriate, through an effective and dissuasive system of penalties for the performance of discriminatory conduct.

Positive actions. -In order to make the constitutional right to equality effective, natural and legal persons may adopt specific measures in favor of women to correct patent situations of inequality of made with regard to men. Such measures, which shall apply as long as such situations persist, shall be reasonable and proportionate in relation to the objective pursued in each case.

Effective judicial protection. -Any person may obtain from the courts the protection of the right to equality between women and men in accordance with the provisions of Article 53.2 of the Constitution, even after termination. of the relationship in which the discrimination has allegedly occurred.

Working life, family and personal life reconciliation rights.-Work, family and personal life reconciliation rights will be recognised as a means of promoting a balanced assumption of responsibilities family, avoiding any discrimination based on their exercise.

C) Concept and content of the equality plans in enterprises. -As established by the Organic Law 3/2007, the present Equality Plan is the ordered set of measures aimed at achieving in the company equality of treatment and opportunities between women and men and to eliminate possible discrimination on grounds of sex.

Therefore, it is necessary to assess the implementation of positive measures and actions, understood as the instruments necessary to achieve real and effective equality between men and women. As set out by LOIEMH in its explanatory statement. Such measures, because of their exceptional nature, can only be applied as long as these situations of imbalance persist and, in order to respect the right to equality and non-discrimination recognized in Article 14 of the Spanish Constitution, there will be to be reasonable and proportionate in relation to the objective pursued in each case, which cannot be other than that of overcoming the situations of inequality which are intended to be corrected by the application of positive action.

The equality plans will set the concrete objectives of equality to be achieved, the practices to be adopted for their achievement, and the systems for monitoring and evaluating indicators and objectives.

D) Scope. -The Equality Plan is applicable in all current or future work centers of the business public entity National Mint and Timbre-Real Casa de la Moneda and therefore affects the entire template.

(e) Vigency. -Although the achievement of the proposed objectives may be unevenly given, the fact that the measures are partly due to the timing of the measures, partly because of the evolution of the measures, is determined by Four-year term from your signature to achieve these goals.

Over that period, if the objectives had not been achieved or the measures had not been fully implemented, this equality plan will remain in force until it is renewed or otherwise agreed. In the event that another equality plan is deemed necessary, the process shall be initiated within three months of the end of the term of the present.

II. Diagnosis

The negotiation of this Equality Plan has been preceded by the analysis of the company's information and situation in terms of:

1. Distribution of the template by gender:

Age.

Age.

Contract mode.

Departments.

Professional categories.

Salary levels.

2. Rules and collective agreement.

3. Selection and promotion.

4. Training.

5. Wage policy.

6. Reconciliation of work, family and personal life.

7. Absenteeism and communication.

8. "Project Madrid Companies and Conciliation".

9. Occupational health.

10. Prevention of sexual harassment and by reason of sex.

11. Prevention of moral harassment.

After the analysis of the data in the template, although no evidence of discrimination between sexes has been detected in the diagnosis, it is generally concluded that the presence of women is very small (about 18%) and who have less seniority than men in the company. The ageing of the workforce is very high (48 years on average), the level of training is not known by sex, the temporality is higher among the female workforce and there is occupational segregation among women both horizontal (concentration in certain professional groups) as vertical (low representation in positions of responsibility and leadership).

The proposed areas of action after the diagnosis are as follows:

I. Actions of a general nature in the development of work.

II. Area of professional selection and promotion.

III. Training area.

IV. Salary policy area.

V. Work life reconciliation area, family and staff.

VI. Area of communication and awareness.

III. Plan objectives

The Equality Plan of the National Mint and Timbre-Real Casa de la Moneda has among its main objectives:

To achieve equality selection and promotion processes that prevent vertical and horizontal segregation and the use of sexist language. The aim is to ensure transparent selection procedures for entry into the company through the drafting and non-discriminatory dissemination of job vacancies and the establishment of objective and appropriate tests for the requirements of the of each post, related exclusively to the assessment of individual skills and abilities.

Ensure that hiring is not based on stereotypes about the skills or characteristics of people of certain sex, race, age, social status, convictions, or ideals.

To achieve a balanced representation of women and men in the field of enterprise: in professional groups, occupations and in the company's managerial structure.

To achieve equal access for men and women to training in the company, in order to promote the development of the professional career and its adaptation to the requirements of the positions.

Raise awareness of the importance of training for professional development.

Conduct training and awareness actions on equal treatment and opportunities.

To achieve a better reconciliation of the personal and work life of men and women through awareness campaigns and dissemination of existing measures.

Integrate the gender perspective into all spheres of the enterprise.

Promote working conditions and a company policy that prevent sexual harassment and because of sex.

IV. Scheduling the actions

General Actions

to Take

Responsible

Expected Date

. Review and modify the texts of the current collective agreement and Annex I using non-sexist language.

Monitoring Commission.

Date Negotiation Convention.

Modified Texts.

2. To carry out a training action for the entire workforce whose content is gender equality, and in particular to be aware of this Equality Plan, its objectives, the measures it establishes and its timetable for implementation and compliance.

Training Headquarters.

2011

Percentage of men and women who voluntarily performed the training action.

3. Request all commissions established in collective agreement to provide the statistical data of their demarches disaggregated by sex for study by the monitoring commission.

Commission

Continuous Task.

Number of reports received

Selection and Promotion Area

to Take

Responsible

Expected Date

. To disseminate the Public Employment Offering (in addition to the Web and a national print newspaper) in the training centres that provide medium and higher education courses in the relevant specialty in line with the

Chief of Staff Management.

Chief of Staff at Burgos.

Continuous Task.

For each selection process:

-Percentage of Male/female applications received.

-Percentage of approved male/female positions.

Number of contacted centers

2. Review and modify request models to restricted and free selection processes using non-sexist language.

Chief of Staff Management.

Head

Continuous Task.

Modified Texts

3. Include in the initial notices of all selection processes that the call takes into account the principle of equal treatment between men and women. In the event that an external company collaborates in testing it will be asked to certify that the tests meet the principle of equality.

Head of Staff Management.

Burgos Staff Jefrance.

Continuous Task.

Existing a document with the external company commitment that you collaborate on the selection.

4. The request for vowels that will be part of the Courts and Organ of Selection will remind you of the need to encourage the participation of women in the courts.

Directorate of HR.

Continuous Task.

Report Done.

to Take

Responsible

Expected Date

5. To monitor the implementation and impact of the positive action included in Article 14 of the Convention and in Annex VI on Employment Bags: on equal terms in the tests, the place of the least represented sex in the professional category.

HR address.

Continuous task.

Number of allocated places applying the tiebreaker criteria

6. Track the application of Annex 6. of the Collective Agreement (Labour Exchange) on justified causes to reject a temporary job offer.

HR address.

Task continues.

Number of bids rejected in detail of the cause.

Training Area

2012

to Take

Responsible

Expected Date

. Advertise the training actions that are offered to staff in the available channels of information.

Training Head.

2011

Number of formative actions published.

2. Training in information technologies to facilitate access to information disseminated through the information points.

Training Headquarters.

2011

Number of formative actions performed and number of attendees.

3. In the course of courses which are called on skills or knowledge necessary in posts with little representation of persons of one of the two sexes, the assistance of persons of the least represented sex in those posts shall be facilitated by reserving the half of the places, taking into account not to cover that percentage the course will be completed with the existing applications

Head of Training.

2012

Number of Differentiated Assistants by Sex.

4. Implement an online training platform to facilitate the same, regardless of the different working hours.

Training Head.

2012

Number of training actions on line and number of pupils.

5. Include a module in compulsory training for new income staff, on the commitment of the FNMT-RCM to equal treatment and opportunities between men and women.

Staff.

2012

The ready-made module and number of people who have been taught.

6. Adapt the current training management system so that disaggregated data can be obtained by sex, along with the topic information of the courses, specialty, duration, schedule, and place of delivery.

2012

Pay Policy Area

to Take

Responsible

Expected Date

. Annually perform statistical analyses on the average remuneration of women and men, analyzing fixed remuneration and salary supplements and disaggregating data by professional groups.

Each year.

Report Done

Family and Personal Work Life Reconciliation Area

to Take

Responsible

Expected Date

. Advertise the reconciliation measures set in the entity.

HR address.

2011

Statistical tracking unbundled by gender of permissions, contract suspensions, day reductions, and surplus for reconciliation reasons

2. Facilitate, as far as possible, the adaptation of the day and shift to those who request it, for the purpose of Family Reconciliation.

Personnel Management.

3. In situations of single parent families to facilitate the holiday period for individuals in the month they are assigned by agreement or court decision.

All departments.

Task continues.

Number of requests made and granted.

4. Maintain rights to social benefits (health policy or aid to decreased), to workers who are on leave for care of children or other relatives.

Commission Peer.

Continuous Task.

Number of cases.

5. Facilitate as much as possible the enjoyment of vacation days in non-school periods in order to care for the care of children under the age of 14.

Joint Commission.

Continuous Task.

Number of requests made and granted.

6. Encourage meetings by videoconference to facilitate reconciliation.

HR address.

Continuous task.

Number of meetings held by videoconference.

Communication and awareness area.

to Take

Responsible

Expected Date

. Collaborate with Public Adm by publicizing equality-related institutional campaigns in the workplace.

Commission for Monitoring and Communication Area.

Task continues.

N. of published campaigns.

2. Transmit equality information through the enterprise media.

Monitoring and Communication Area Commission.

Task continues.

N. of published warnings.

3. Conduct awareness campaigns on gender, sexual harassment, and gender-based violence targeting the entire workforce.

Monitoring and Communication Area Commission.

2011

Campaigns made.

4. Conduct awareness campaigns on co-responsibility for family tasks and care.

Monitoring and Communication Commission.

2012

Campaigns made.

5. To include in the scale of the specifications of the competitions for the recruitment of external services, additional points to the companies that credit their commitment to the Equal treatment and opportunities (that they have Plan of Equality or agreements in this respect).

Financial Address (purchases).

All Factory Departments

2011

Modified Baros.

6. Include in the scale of the specifications of the competitions for the hiring of external services additional points to the companies that hire women victims of the violence of gender.

2011

All Factory departments.

2011

modified.

V. Monitoring and evaluation

Article 46 of the Organic Law for the Effective Equality of Women and Men states that the Equality Plans will set in addition to the objectives to be achieved and the strategies to be adopted, the establishment of monitoring systems and assessment of the actions and objectives.

This phase of monitoring and evaluation will allow us to know the development of the Plan and the results achieved in the different areas of action during and after its development and implementation. It shall be regularly scheduled and shall provide information on possible needs or obstacles arising in its implementation.

A) Constitution. -The parties to the present Equality Plan agree to create a Follow-up Commission to interpret the content of the Plan and to evaluate the degree of compliance with the Plan, the objectives and objectives of the Plan. scheduled actions. This Commission shall be constituted the month following the approval of this Plan.

(B) Composition. The Monitoring Committee shall be composed of representatives of the entity and representatives of the trade union organizations that have signed the Plan, in particular five representatives of the Party. business and five representatives of the trade union party, which will be appointed for each one within the fifteen calendar days following the signature of the Plan, one of the persons appointed by the company will act as responsible coordinator the parties, by providing an electronic address to which the communications.

C) Functions. -The Monitoring Commission will have the following functions:

Knowledge and resolution of conflicts arising from the implementation and interpretation of the Plan.

Monitoring compliance with the measures provided for in the Equality Plan.

Participation and advice in the way measures are adopted.

Evaluation of the different measures taken.

Elaboration of an annual report where progress is reflected with respect to the equality goals set.

Proposing corrective measures for the best achievement of the objectives in view of the effectiveness of the concrete measures taken.

The annual report should collect information about:

1. The results obtained with the implementation of the Plan

2. The degree of compliance with the measures

3. The conclusions and reflections obtained after the analysis of the monitoring data.

4. The identification of possible future actions.

Three months after the end of the Plan, you will make a final report of the Equality Plan that will take into account the following aspects:

Degree of compliance with the objectives of the Plan.

Level of correction of the inequalities detected in the diagnostics.

Degree of achievement of expected results.

Level of development of the measures undertaken.

Degree of difficulty encountered/perceived in the development of actions.

Type of difficulties and solutions undertaken.

Changes in the measures and development of the Plan with regard to its flexibility.

Degree of approach to equal opportunities in the company.

Reduction of imbalances in the presence and participation of women and men.

In order to fulfil the tasks entrusted to the Monitoring Committee, the provision, by the company, of statistical information, differentiated by gender and work centre, established in the Member States, will be necessary. agreed monitoring criteria for each of the measures with the corresponding periodicity. The Monitoring Committee will also be able to gather information on how many work committees exist or can be set up, as well as the different departments.

According to the results of the evaluation, the Monitoring Commission will formulate the proposals for improvement that it considers appropriate and the changes that need to be incorporated into the Plan.

(D) Operation. The Monitoring Committee shall meet annually on an ordinary basis, as well as in extraordinary meetings when the two parties agree, after written communication to the effect, indicating the points to be addressed. on the order of the day.