Having regard to the text of the State Collective Agreement on the Transportation of Sick and Accidents in Ambulance (Convention Code No. 9900305), which was signed, dated May 10, 2010, by business organizations ANEA, ADEMA, SANITRANS and AGETRANS, representing companies in the sector, and, of the other, the State Federation of Transport, Communications and the Sea of the United States of the European Union and the Federation of Citizenship Services of CC.OO. workers, and in accordance with the provisions of Article 90 (2) and (3) of the Royal Decree Legislative 1/1995, of 24 March, approving the recast of the Law of the Workers ' Statute and Royal Decree 1040/1981 of 22 May on the registration and deposit of Collective Labour Conventions, this Directorate-General of Job resolves:

First. -Order the registration of the said Collective Agreement in the corresponding Register of this Steering Center, with notification to the Negotiating Commission.

Second. -Dispose your publication in the "Official State Bulletin".

Madrid, June 22, 2010. -Director General of Labor, José Luis Villar Rodríguez.

STATE COLLECTIVE AGREEMENT FOR COMPANIES AND WORKERS FOR THE TRANSPORT OF SICK AND INJURED BY AMBULANCE

PRELIMINARY TITLE

CHAPTER I

Article 1. Signatory parties.

These are parties to the present General Convention, by business, the ANEA, ADEMA, SANITRANS, and AGETRANS business organizations; by the social part, the State Federation of Transport, Communications and the Sea of the Union General of Workers (U.G.T.) and the Federation of Citizenship Services of Workers ' Commissions (CC.OO.) recognizing each other's legitimacy to negotiate the present Convention.

Article 2. Effectiveness and Obligation Obligation.

This Convention is supported under Article 83.1 and 83.2 of the Royal Legislative Decree 1/1995, Text recast of the Workers ' Statute, in connection with its sixth transitional provision, obliging companies and workers falling within their functional, personal and territorial scope.

Article 3. Structure of collective bargaining.

Under this Convention, the structure of collective bargaining within its scope is defined in accordance with the following substantive levels of conventions, each of which has to fulfil a specific function:

1. State General Convention of the Land, Air and Maritime Transport Sector of the sick and/or injured, as well as the transport of organs, blood, biological samples and sanitary equipment. The content agreed at this level will have the character of minimums, and can be improved in the lower-level agreements, except for those matters reserved for this area.

2. Collective agreements of the Autonomous Community. -They shall be periodic renewal and aim to develop all the subjects of the field of negotiation of the Autonomous Community, except those reserved to the State field that will be collected as have been agreed in this area.

Article 4. Business coverage.

With the conventions specified in the previous article, the signatory parties consider sufficiently covered, within the statutory framework, the structure of the territorial collective bargaining within the scope of the Convention, without prejudice to the provisions of the second transitional provision.

This Convention shall apply to all workers and undertakings engaged in the transport of the sick and/or injured by land, air and sea as well as the transport of organs, blood, biological samples and medical teams, regardless of their professional status, with the sole exception of the high charges referred to in Article 2 of the Royal Legislative Decree 1/1995 of 24 March.

Article 5. Concurrency of conventions.

In accordance with the provisions of Article 84 of the Staff Regulations, the alleged concurrency between collective agreements of different fields shall be resolved by applying the principles listed in the Articles The following are derived.

Article 6. Hierarchy principle.

The concurrency between conventions of different scope will be resolved subject to what is agreed in this General Agreement in relation to this matter.

Article 7. Principle of security.

Non-State Conventions that are in force at the time of the signature of the present, shall remain in force, in all its content, until their temporary term, except by agreement of the intervening parties. In each negotiating unit, they decided to take advantage of the new conditions defined in the collective bargaining of higher scope.

Article 8. Principle of consistency.

Agreements taken in the negotiation of a lower territorial scope that contradict the content of the rules established as reserved in the agreements of higher scope shall not apply, without prejudice to the provisions of the the third paragraph of Article 12 of this General Convention and in Article 3 (3) of the Staff Regulations.

Article 9. Principle of territoriality.

The Autonomous Community Conventions shall apply, in force at the place of the effective provision of services, without prejudice to the provisions of the second transitional provision.

Article 10. Principle of complementarity.

In accordance with Article 83.2 of the Workers ' Statute, the undersigned organisations recognise the principle of complementarity of this General Convention with regard to those at the lower level, subject to the principle of hierarchy.

Article 11. Principle of Equality.

With this agreement the parties express their willingness to guarantee the principle of equal treatment and equal opportunities for women and men in access to employment, in vocational training, in professional promotion, in the working conditions, including remuneration.

Article 12. Distribution of materials at different levels of negotiation.

The distribution and coordination scheme for negotiating competencies between the different levels will be applied in accordance with the following rules:

First.-The following subjects are reserved for the general state-wide negotiation:

-General conditions of entry into companies.

-Staff hiring modes.

-Test Periods.

-Classification and professional groups.

-Minimum standards for geographic mobility.

-Disciplinary regime, respecting the provisions of Article 61 of this Convention.

-Minimum standards for occupational health and prevention of occupational risks.

-Neglect Clause.

-Subrogation.

Second. -In the negotiation of the Autonomous Region or, where appropriate, the province will be specific subjects of collective bargaining:

-The binding content of the conventions.

-Quantitative concrete of economic perceptions.

-Any other subjects not reserved by Top Scope Conventions.

-Any other subjects expressly referred by the higher-than-lower-scope Conventions.

Article 13. Reserve material from the state level.

In compliance with the formal requirements laid down in Article 83.2 of the Workers ' Statute, it is evident that the matters listed below may not be negotiated in the areas below the State level. in Article 12, first rule, of this Convention.

Article 14. Functional scope.

This State Convention is a must for all companies and workers in the field of land, air and sea health transportation of sick and/or injured persons, as well as the transportation of organs, blood, biological samples and medical equipment.

Article 15. Personal scope.

This Convention is a minimum requirement for all undertakings and workers included in the functional field referred to in the preceding Article and Article 4 of this Convention.

The high charges referred to in Article 2 of the Royal Legislative Decree 1/1995 of 24 March are excluded from the scope of this Convention.

Article 16. Territorial scope.

This State Convention shall apply throughout the territory of the Spanish State, without prejudice to the provisions of Article 1.4 of the Staff Regulations.

Article 17. Material scope.

1. This Convention regulates general working conditions in all areas of the preceding articles.

2. It comprises and develops the matters reserved for the negotiation of a general state within the meaning of Article 12 of this Convention, with the exception of the said provisions on specific collective agreements in the corresponding articles.

Article 18. Temporary scope.

This Convention shall extend its validity from 1 January 2009 until 31 December 2011, except in the regulatory aspects whose effects shall be deployed only on the basis of its publication and in those matters in the expressly that a different validity has been agreed, without prejudice to the provisions of the following paragraph.

Your entry into force will take place on the day following your signature, without prejudice to the payment of arrears to be paid within a maximum of 15 days from the publication of the Convention in the "Official State Gazette".

Article 19. Reporting procedure for revision of the Convention.

This Convention will automatically be terminated.

However, the above, and in order to avoid the regulatory vacuum that would otherwise occur after its initial term, or any of its extensions, will continue to be governed in its entirety, both in its normative content as in the obligation, until it is replaced by another.

Article 20. More beneficial conditions.

All economic and any conditions contained in this Convention are considered to be minimal, therefore, the covenants, clauses and conditions in force in any contract considered to be (a) that in the annual calculation the conditions which are more beneficial to the worker or group of workers, in relation to those laid down in this Convention, shall remain as the personal guarantee of those who are enjoying the same; the most beneficial conditions for workers to be respected recognised in a personal capacity by the undertakings, upon entry into force of this Convention or any other of the lower scope.

However, under the specific conditions with the qualification and disposition of the ambulance service, as well as the professional classification, this agreement will be in place.

Article 21. Binding to the entire.

1. Where the agreed conditions are all organic and indivisible, this Convention shall be null and void and shall be without effect in the event that the competent jurisdiction annuls or invalidates any of its covenants. If such an assumption is made, the signatory parties to this Convention undertake to meet within 10 days of the determination of the relevant resolution in order to resolve the problem raised. If, within 45 days of the date of the determination of the resolution in question, the signatory parties do not reach an agreement, they undertake to set the schedule of meetings for the renegotiation of the Convention as a whole.

2. A binding clause shall be included in the collective agreements covering all the areas provided for in this Convention.

Article 22. Absorption and compensation:

The global economic improvements contained in this Convention will compensate and absorb those in force in companies that are superior to the agreed here, the economic conditions and any kind contemplated in the present The agreement has the status of minimum; therefore, the autonomous, provincial and company conventions, if any, will only be able to improve what is established in this value as a whole and annual computation, but at the same time the wage increases of In this context, the Commission will be responsible for the implementation of the programme. the convention for which they are agreed upon.

Article 23. Joint Joint Committee.

A Joint Commission is constituted for the interpretation, arbitration, conciliation and validity of the Convention.

It will consist of twelve vowels, six of them representatives of the trade unions and six of the entrepreneurs, appointing a secretary among the components to be appointed at each meeting.

In the meetings, the presence of advisors from the respective representations will be accepted, with voice but no vote.

The two parties expressly agree that any doubts or differences which may arise as regards the interpretation or application of this Convention which is of a collective conflict shall be submitted in advance to the Commission's report. before making any litigation or administrative complaint.

The Joint Commission shall meet at least every three months from the date of the Convention's term of office, and as many times in an extraordinary meeting as necessary, and its agreements shall require the validity of the half plus one of the the vocal representatives of the trade unions, as well as the half plus one of the vocal representatives of the entrepreneurs.

Both the Vocals and advisors will be summoned by registered letter in the first and second convocation, with a minimum of fifteen days in advance of the regular meeting. If the members do not attend the first call, the meeting shall be held on the second call, where they are valid if at least one half is present. The agreements shall be annexed to the original Convention.

Extraordinary meetings may be convened by any of the parties, both in the social and business representation and in the ordinary, at least every three months.

When the Joint Committee fails to agree on the solution of the conflicts to which it has submitted, under the previous Article, the parties are obliged to take the route laid down in the Inter-Confederal Agreement on Settlement Out-of-court Labor Conflict (A.S.E.C.), agreement and regulation that the parties give for ratification.

The agreements of the Commission shall require the favourable vote of the majority of the members of each of the parties, in the understanding that if one of the parties is to attend one of its calls, they shall not be some of its members, the assistants of that party shall have all the votes which correspond to it according to its representation and proportionality as an organisation when it comes to the voting on any of the questions.

The Commission will have the following functions:

1.) The interpretation of the Collective Agreement, as well as monitoring and compliance with it.

2.) Understand, in a prior and compulsory manner, the administrative and judicial means, in relation to collective conflicts which may be brought by those who are entitled to do so, with respect to the application and interpretation of the provisions of this Agreement, without it being possible to give rise to delays affecting the actions of the parties, so between the entry of the application for intervention and the relevant resolution, no more than 15 days, as they are exceeded, the corresponding route will be issued for the mere course of the period. Decisions taken by the Commission in such conflicts shall have the same regulatory effectiveness as the clauses of this Agreement.

3) It may draw up an annual report on the extent to which the Agreement is complied with, the difficulties arising in its application and interpretation, as well as those issues which the parties present in the Commission consider suitable for better development and application of the same, including by collecting timely information from those concerned.

4.) The elaboration of recommendations or criteria for collective bargaining with a view to a rationalization of the same and a progressive extension of the business activity.

5.) In accordance with Article 92.2 of the Workers ' Statute, the Commission shall be responsible for issuing the prior report for the extension of the Collective Agreements.

6.) Carry out a follow-up work on objective redundancies.

7.) How many other functions are derived from the provisions of this Convention.

The address of the Commission is constituted, for all purposes, in any of the seats of the signatory organizations.

TITLE FIRST

From the employment relationship

CHAPTER I

Entry Conditions

Article 24. General conditions of entry of staff.

In the newly created workplaces and establishments and in those where the facilities are expanded and new services are organized, new jobs will be covered that will be created, for free companies, in accordance with the rules of this general collective agreement and the modes of procurement provided for in the Act.

The hiring of workers will be in accordance with the existing general legal rules on placement and employment, in force at any given time, and in the specific ones listed below, committing the companies to the use of the different forms of employment contracts provided for in the Law, according to the purpose of each of the contracts.

All persons applying this agreement shall be presumed to be engaged for an indefinite period, unless they are subject to a temporary relationship for having subscribed to the company any form of employment contract of such a nature.

Article 25. Test period.

Thus, any income from work will be carried out with a specific test period, according to the following maximum scale, according to the classification of the personnel carried out in different professional groups:

Top and technical staff: 6 months.

Administrative and operating personnel: 2 months in contracts of duration equal to or greater than one year, with one month being for contracts of lower duration.

The pact establishing a test period is null, when the worker has already performed the same functions previously in the company, in the same or similar job, in any form of procurement, with no solution of continuity between the various contracts.

Article 26. From the job contract.

Work contracts, whatever their modality, must be formalised in writing, in official form if any, by a copy of each of the signatory parties, in accordance with the laws in force.

Those workers, whose term or maximum term established by the modality of the formalised contract has elapsed or has been exhausted and continue to develop their work activities without interruption in the same undertaking and job, they will automatically acquire the condition of fixed on the company, subject to indefinite employment relationship, unless the concatenation of temporary contracts is permitted by the Law.

General aspects of the work contract.

It will be applicable to all contractual modes, whether fixed or undefined or temporary, the following considerations:

(a) The salary conditions set out in this General Collective Agreement relate to working relations with full working time, so it will be applied proportionally according to the working day and of the contractual mode established with each worker.

(b) All staff shall enjoy the same licences and/or permits, paid holidays, breaks between days, training options and other working conditions established in general in this collective agreement. General and in those collective agreements at a lower level, provided that they are compatible with the nature of their contract, in proportion to the time they carry out working in the company.

(c) Staff hired full-time or part-time who wish to start their employment contract by transforming it part-time or full-time, respectively, may do so by common agreement with the company, establishing in the new working conditions. The reduction of the day by legal guardian shall not be considered as a contract novation.

Article 27. Subrogation of the contract with the Administration and private companies.

When a company loses the award of the services concluded by public service management contest, by resolution or termination of the contract with the Administration, or termination of contract with entities private, and do not decide to assume the template according to the apdo. (e) by maintaining sufficient activity to ensure the effective occupation of the employed workforce, the new undertaking or contractor is obliged to subsuge itself in the employment contracts of the workers who were service, while respecting the method of hiring them, and the rights and obligations that they have enjoyed in the six months prior to the award in the company replaced, provided that they come from pacts and agreements (a) a tender which is brought to the attention of the contracting undertaking, together with the with the relevant documentation:

If between the cessation of the company that was providing the service and the definitive award of the same one will temporarily enter another company to provide the service, it will also be obliged to the subrogation of the staff in the terms regulated in this article regardless of the length of time of the article.

Subrogation shall occur, provided that the parties comply with the formal requirements laid down in this Article of the Convention, for the termination, loss, termination, assignment of the contracting undertaking between natural persons or the legal entity carrying out the activity, respecting the rights and obligations which they had enjoyed with the company in question by the incoming company. In the term "company", are expressly included the Company Temporary Unions (UTE), legally constituted to contract with the Administration.

(a) Such staff subrogation shall be solely and exclusively in respect of the following workers:

1. Staff in active employment, with a minimum age in the service covered by the contract of the last six months prior to the start of the service by the contracting undertaking, whatever the modality of his contract of employment, irrespective of the fact that, prior to the said six-month period, they would have worked in another activity. The contract of work and service shall be used to cover the hiring needs of the period exempted from the subrogation obligation, except where the interinity contract is applicable.

2. Staff entitled to a job reserve, who at the time of the start of the service by the contracting undertaking have a minimum age of six months in the service and are sick, injured, on leave, leave, leave, weekly rest, motherly rest.

3. New income staff who, due to customer requirements, have joined the activity as a result of an extension, in the six months prior to the new award of that activity.

4. Staff on a contract of interinity who replace one of the workers referred to in paragraph 2, irrespective of their seniority and the duration of their contract.

5. Staff who replace others who retire, having completed sixty-four years within the last six months prior to the start of the service by the contracting undertaking and have a minimum seniority in the same six months prior to retirement, under the terms and conditions of Royal Decree 1194/1985 of 17 July.

6. Notwithstanding the foregoing, those employees who are managers of their company, as well as those linked by links of consanguinity and affinity, are excluded from the application of this subrogation clause unless they prove that they are existence of contractual relationship.

(b) All of the above cases must be credited and documented by the undertaking to the contracting authority, its staff, and the representatives of the latter, by means of the documents which are detailed in paragraph I, within 15 working days, counted from the time the contracting undertaking is required to do so by the transferee undertaking, provided that the documents have already been issued or that there should have been issued.

For the purposes of the accreditation between the undertaking and the contracting undertaking, it is clarified that the following are considered to be the means of communication: the sending of the documentation by a notarial conduit, by means of a fax, telegram or equivalent method that leaves the contents to record.

(c) Personnel who have not enjoyed their statutory holidays when the subrogation is produced shall enjoy them with the new service award, which shall pay only the proportional share of the period corresponding to it, since the payment of the other period corresponds to the ceasing undertaking, which must be paid in the corresponding liquidation.

d) The application of this article shall be binding on the parties to which it is bound: the ceasing undertaking, the new contracting authority and the worker. However, by mutual agreement of the unemployed person, he/she may remain in the former contracting company. In this case, the cessation may not yield to any other worker who does not lend his or her work in the activity subject to the contract, if the transferee does not accept it.

e) In the event that the communication does not occur in the indefectible period marked, it will be understood that the company opts for the assumption of such labor staff occurring the same for those data and/or relation of personnel who are communicate after the deadline set.

f) The effective subrogation will occur at the time the new adjudicataria begins to provide services and not before, with the employment relationship prior to such time of the exclusive responsibility of the cesante.

g) The ceasing company will be liable for the consequences arising from the falsehood or inaccuracy that the information provided can produce the contracting company, without prejudice to the reversion of the company improperly subrogated.

(h) The members of the Business Committee, the Staff Delegates and the Trade Union Delegates may, in any case, choose to remain in their undertaking or to subrogate themselves to the contracting undertaking, except in the case of the expressly contracted by a given work or service for the center affected by the subrogation, or the subrogation affects the entire template.

i) The ceasing company must provide the new contract with the following documents:

Certification in which the part of the template affected by the subrogation must be included, with first and last names, date of birth, marital status, national identity document, number of affiliation to the Social Security, telephone number in the event of voluntary supply by the worker, the number of children, the nature of the work contracts, and the professional category (according to the classification of this Convention).

Original or certified photocopy of the last six salary receipts of the affected template.

Certified photocopy of TC-1 and TC-2 of social security contributions of the last six months, or the corresponding documents or supports that legally replace it.

Staff relationship, specifying: First and last name, Social Security membership number, telephone number in case of voluntary facilitated by the worker, seniority, professional category, day, time, method of hiring and date of the enjoyment of your holidays. If the worker is a legal representative of the workers, the term of office of the worker shall be specified.

Certified photocopy of the work contracts of the staff affected by the subrogation.

Original and certified photocopy of the enabling titles for the performance of your job position.

A copy of documents duly completed by each worker concerned, in which it is stated that the worker has received from the company the liquidation of proportional parts, with no amount outstanding. These documents must be held by the new contracting authority in a reliable manner within a period of 15 working days from which the contracting undertaking is required to do so by the transferee undertaking, or as soon as they are issued or should have been issued.

The compulsas will not be required if the successful company expressly accepts the validity of the copies duly sealed and signed by the outgoing company. To this end, the contracting undertaking shall designate a person responsible for the verification of originals and copies. If the undertaking awarded subsequently claims the contribution of the certified copies, the outgoing undertaking shall, on the basis of the claim of the contracting undertaking effected within the prescribed period, have 15 days for its presentation.

With the same sense of simplification of the process and with the same acceptance and verification requirements, the delivery of the salary receipts may be replaced by the delivery of lists of the same periods to credit in the the same payroll data is listed.

(j) The contracting undertaking shall indemnify the undertaking in respect of the training costs of the staff carried out during the contract and who are duly accredited when they are related to the accreditation or professional qualifications required by the administration for the provision of the service.

CHAPTER II

Job Contract Types

Article 28. Training contracts.

In the lower areas of collective bargaining, commitments may be made between the parties for the conversion of such contracts into other undefined ones, as a measure that contributes to facilitating the employment integration of have subscribed to this type of contract on the labour market:

(a) The contract of work in practice, as defined in Article 11 of the recast of the Law of the Workers ' Statute, may be concluded with those workers who are in possession of a university degree. (a) means, ATS and graduates or vocational training of a medium or higher degree, or titles officially recognised as equivalent to the former, which they enable for the professional year, within four years or six years when the contract is has a worker with a disability immediately following completion of the studies, provided that the degree is related to the tasks that are carried out.

a.1) The suspension of the contract of work in temporary incapacity, the duration of which is equal to or greater than thirty days, will interrupt its time of agreed duration except express agreement or loss of bonuses by the contracting firm.

a.2) Where the practical contract is concluded for a duration of less than two years, the parties may extend for periods of six months such duration without exceeding, in any event, the abovementioned maximum period of two years.

a.3) The salary of the staff employed under the practice will be at least 60% of the salary established in the collective autonomy agreement, without in any case being less than 75% of the established in this collective agreement for the professional category concerned, during the first year and 75% of the salary set out in the autonomous collective agreement of application, without in any event being less than 85% of this agreement in the second, as long as it is a full-time contract. Otherwise, they will receive a salary proportional to the contracted day.

a.4) Contracts may be concluded in practice within the professional groups defined in Article 32 of the Convention provided that the training requirements of paragraph (a) of this Article are met, excluding, in all case, the administrative assistant, the administrative aspirant, the telephone service staff and the ordinance. The trial period for these contracts will be 6 months, and once this deadline is finalized, if it is renewed, it will have no probationary period.

(b) The training contract provided for in Article 11 of the recast of the Law of the Workers ' Statute is intended to acquire the theoretical and practical training necessary for the proper performance of a job or qualified job position.

b.1) It may be formalized with persons over sixteen years of age and under twenty-one who do not have the required qualification to contract in practice. The upper age limit will be from the age of four years when the contract is designed with unemployed people who are employed as student-workers to the workshop school programs and trades houses.

The age limit will not be applicable when the contract is designed with unemployed persons who are employed as workers to the employment workshop programs or are persons with disabilities.

b.2) The time spent on the worker's theoretical training shall not be less than 15% of the maximum working time provided for in this General Collective Agreement, and may be concentrated throughout the total duration of the contract. that the three years have not been exhausted. This theoretical training will not be required when the worker accredits that he or she is in a position to have the Certificate of Occupational Professional Professional regulated by Royal Decree 797/1995, dated May 19, in accordance with the job to which you aspire.

Where undertakings are in full breach of their theoretical training obligations, the contract for training shall be presumed to be entered into in the form of fraud under Law, in accordance with Article 11 (2) of the Treaty. recast of the Law of the Workers ' Statute.

b.3) Finished the period of training, the company must extend in favour of the worker/a certificate stating the duration of the same and the level of theoretical and practical training acquired. If the worker continues to work in the company, he/she will be promoted to the professional category whose learning has been carried out and will receive the corresponding salary set by the collective agreement.

The worker may request from the competent authority that, prior to the necessary tests, he will issue the corresponding certificate of professionalism.

b.4) The salary to be paid by this staff, referred to as an effective working time, may not be less than 85% of the maximum working time provided for in the collective agreement, and shall not be less than 85% of the concepts salary of this agreement, irrespective of the length of time for the provision of services, which shall in no case exceed two years.

Companies pledge that at least 25% of the staff employed in this modality will become undefined.

Article 29. Part-time contract.

The part-time employment contract, as defined in Article 12 of the recast of the Workers ' Statute Act, is one which is designed to provide service for a number of hours or less than that of the day considered as usual in the work or establishment centre.

It may be arranged for an indefinite period of time or for a given duration, in the cases where the use of this mode of contract is legally permitted.

Part-time contract shall be understood to mean the contract concluded with the worker, whose day is less than that provided for in this Convention.

In its written formalization, it will necessarily specify the number of hours per day, week, month or year, or the number of days for equal periods, by which the worker is hired as well as the corresponding salary, which be based on the hours taken in comparison with the ordinary and complete working day at the centre of work or establishment, being proportional to that laid down in the collective agreement for the professional category which is treat.

In the event that the undertaking and the worker agree to make additional hours in those contracts on an indefinite basis, they shall do so in accordance with the limits and conditions laid down in Articles 34, 36, and 37 of the Recast Text of the Workers ' Statute.

The pact will have to set the number of additional hours to be made, which may not exceed 15% of the day set out in the contract. These hours will be paid as if they were ordinary hours.

Article 30. Fixed-term contracts.

1. Those who, within a period of 30 months, have been engaged for a period of more than 24 months, with or without a continuity solution, for the same job with the same undertaking, by means of two or more temporary contracts, directly or through their making available by temporary work enterprises, with the same or different contractual modalities of a given duration, they shall acquire the condition of fixed staff.

It does not apply to training, relay and interinity contracts.

2. Fixed-term contracts:

(a) The eventual contract governed by Article 15.1.b) of the Workers ' Statute.

a.1) The maximum duration of this contract shall be 12 months within a period of 18 and, in the case of a shorter term, may be extended by agreement of the parties, for one time, without in any case being able to exceed those 12 months as the maximum cumulative limit.

The contract staff will receive the compensation as determined in Article 49.1 (c) of the Workers ' Statute.

a.2) This contract may be concluded to cater for the staff's own holidays, circumstantial market requirements, accumulation of tasks or excess demand for services, even if it is the normal activity of the company.

a.3) General criteria for the appropriate relationship between the volume of this contractual mode and the total company template may be established in lower trading areas.

(b) The contract of interment under Article 15 (1) (c) of the Staff Regulations shall allow the replacement of workers with the right to a job reserve, in the cases provided for in Articles 37, 38, 40, 45 and 46 of the Staff Regulations.

b.1) Its duration will be determined by the incorporation of the replaced person, which must be expressed and precisely identified at the time of the agreement of the contract. The permanence of the replacement after the replacement of the replaced worker will result in the temporary contract being transformed into an indefinite period.

c) Contract for specific work or services. For the purposes of Article 15 (1) (a) of the recast text of the Law on the Staff Regulations, the content or objects of this type of contract, of a general nature, are identified as tasks or services with a substantive nature. and sufficient, within the activity of the companies of this sector that can be covered with this contractual modality, the following:

c.1) Temporary sports events, congresses, parties, fairs and exhibitions, promotions, preventive services, seasonal reinforcements (flu campaigns, etc.), staff reinforcements in beach or tourist areas, and any extraordinary activity that requires the temporary increase in the template.

c.2) Contracts with administrations, provided that the continuation of the worker is not covered by the subrogation clauses in the new award.

c.3) Activities of a temporary or seasonal nature arising from contracts with administrations.

CHAPTER III

Professional classification

Article 31. Professional classification.

The professional classification of the staff entered in the present General Collective Agreement is merely indicative and does not imply that all the professional groups and within them the divisions have to be planned organic and functional, nor that they have to be provided if the needs and the volume of the companies do not require it, provided that the functions that are collected for each one do not develop in the company.

Article 32. Professional groups.

The personnel included in the scope of this Collective General Agreement are structured on the basis of the following professional groups, in focus on the primary functions they perform:

a) Superior and Technical Staff.

b) Administrative and Informatic Personnel.

d) Operating Personnel.

Article 33. Definition of the Professional Groups and description of their duties. Senior and Technical Staff.

The professional staff of the Higher and Technical staff includes those who are in possession of a higher and/or average degree, with diplomas from approved vocational or professional teaching centres, or those who lack of qualifications accredence preparation derived from the continuous practice, have been hired to exercise functions and responsibilities on organization, exploitation, administration, etc., in the field of the company. They are the following professional categories:

Director/Area: It is the one that in the core services of the company is at the front of one of the specific departments or areas in which it can be structured, depending directly on the Enterprise Direction.

Doctor: It is the one that performs functions or works corresponding to your academic and professional qualifications.

Superior Technician: It is that staff who, being in possession of a degree awarded by a Higher Technical School or University Faculty, exercises within the company with direct responsibility, their own functions profession, regardless of whether or not you have subordinate personnel and perform or do not, on a regular basis, managerial functions.

Average Technician: It is that staff who, being in possession of a degree awarded by middle grade technical schools, exercises within the company, with direct responsibility, the functions proper to their profession, independent of you have or are not in your position and exercise or do not perform directives.

Diplomat: It is that staff who, possessing a diploma issued by officially recognized or approved teaching centers, do not require the conditions required, either by the Technical Schools or by the Faculties University, it carries out, within the companies, technical and specific functions for which it has been contracted by virtue of its diploma, whether or not it is personal under its dependence.

Technical Assistant Healthcare: You understand in this category who, with the corresponding official title, performs the work of your profession.

Article 34. Definition of the administrative and IT professional group and their professional categories.

The professional subgroup of the administrative staff includes those who, under the guidelines of the company's management and using the operational and computer resources assigned to it, perform the functions normally the company's own administration, in the field of the company. It is composed of the following professional categories:

Head of Team: He is the immediate person responsible for the staff in charge.

Administrative Officer: They belong to this category, those with the corresponding title, or with five years of equivalent experience, usually perform the administrative work.

Administrative Assistant: This is the employee who, with the corresponding title, performs the administrative jobs in accordance with their category.

Administrative Applicant: It is that staff of sixteen years who, without professional training, within the deadlines and in the established legal terms, compatibilizing work and study or specific training, acquires the necessary knowledge for the performance of an office or job of the administrative professional group.

Ordinance: It is that personnel whose mission is to carry out the orders of all kinds entrusted to them, such as distributing correspondence, carrying out courier tasks, etc., either on the part of the company's management, or by administrative and operational heads, and to collaborate in auxiliary functions, mainly administrative functions, as a document file, to the extent that they are awarded.

The professional subgroup of IT personnel understands who regularly run the functions of systems and organization by being the following:

Data Processing Analyst: It is that personnel who verifies organic analysis of complex operations to obtain the mechanized solution of the same, as far as: chains of operations to follow, documents to obtain, design of the same, files to deal with and definition of their treatment and complete elaboration until their completion, of the technical files of complex applications.

Programmer/A: This staff who studies the predefined complex processes, draws up detailed organizational charts, writes programs in the programming language that is indicated to you and makes testing tests, The programs, complete the technical files of the programs, and documents the console manual.

Operator: It is who manipulates and controls computers equipped with operating systems capable of working in multiprogramming, mainly equipment and programs of a complex nature. You should know how to detect and resolve operational problems by defining them as machine or operation errors.

Article 35. Definition of the professional control group and its professional categories.

The professional staff group of Exploitation is composed by those who, under the concrete leadership of the superior and technical staff, carry out the various works and tasks of the exploitation and proper functioning of the establishments or business centres of undertakings, which are entrusted to it in line with their specific trade or knowledge. It consists of the following professional categories:

Head of Team: You are the immediate responsible for the operational staff you are in charge of.

Head of Traffic: It is the one that is responsible for planning and monitoring the movements of the company's vehicles.

Advanced Healthcare Technician: It is the employee who is hired to drive vehicles or not, who has a driving licence and is in possession of the approved title of Advanced Technician in the Health Transport, being able to perform driver tasks, driver's assistant-truck driver and own to allow the corresponding approved title.

Sanitary Transport Technician (TTS) Driver: It is the employee who is hired to drive the health care vehicles, being in possession of the corresponding driving licence. It shall carry out ancillary and complementary tasks relating to the vehicle and the sick and/or accident necessary for the proper provision of the service. The company will be obliged to provide and assume the cost of training necessary to access the certification and/or certification, which in each case require the entities receiving the service.

Technician in Sanitary Transport (TTS) Assistant Driver-Truck: You will have your own tasks of truck and health knowledge for patient care and monitoring, performing the auxiliary and complementary tasks related to the vehicle and the sick and/or accident necessary for the proper provision of the service. They shall have sufficient driving meat and must be trained for ambulance drivers. Such driving training may not exceed 50% of their time while they are paid as assistants. The company will be obliged to provide and assume the cost of the training necessary to access the certification and/or certification, which in each case require the beneficiaries of the service. This training will be in line with existing practice and training legislation.

Sanitary Transportation Technician (TTS) Truck. It will have the tasks of a truck and health knowledge for the care and monitoring of the patient, carrying out the auxiliary and complementary tasks related to the vehicle and the sick and/or accident necessary for the correct service delivery.

Head of Workshop: This category includes those who, with the precise technical capacity, are responsible for the management of a workshop, ordering and monitoring the work carried out in their dependency.

Mechanic: It is classified in this category that with theoretical-practical knowledge of the trade, acquired in a duly accredited learning, or with the long practice of the same, perform the works of repair of vehicles, under the orders and supervision of the Head of Workshop, if any.

Mechanical Assistant: This category includes who, with general knowledge about the craft, can collaborate with the mechanic in the work that he/she performs.

Chapista: It is classified in this category that, with theoretical-practical knowledge of the trade, acquired in a properly accredited learning, or with long practice of the same, perform the work of repair of vehicles, under the orders and supervision of the Head of Workshop, if any.

Painter: It is classified in this category that, with theoretical-practical knowledge of the trade, acquired in a duly accredited learning, or with long practice of the same, perform the works of repair of vehicles, under the orders and supervision of the Head of Workshop, if any.

Telecommunications Personnel: Understands this category to the staff who, in the various dependencies of the company, have assigned the mission of establishing communications with the interior or with the exterior, taking and transmitting the recesses and notices that you receive, as well, will treat and classify, according to the areas and types of services the calls received. You may also have assigned complementary functions of reception, processing compatible with your professional task.

Cleaning staff: This is the staff responsible for the general cleaning of the work or establishment, as well as the maintenance of the hygiene and sanitation of the facilities and services for public use.

Training worker: It is that staff of sixteen years or more who, without specific training, within the deadlines and in the established legal terms, compatibilizing work and study or specific training, acquires the necessary knowledge and title approved for the performance of a trade or job of the professional group of operating personnel.

To exceed the training period and continue in the company, this staff will hold the professional category that corresponds to the required training.

CHAPTER IV

Organization of work and movibilities

Article 36. Organizational faculties of the job.

The organization of the work in the establishments, work centers or agencies of the companies is faculty of the Directorate of the same, according to the previewed legal and conventionally. Taking into account the possibility of reconciling family and work life and the personal situation of the workforce (children of school age, dependants, etc.).

Consequently, and in a purely enunciative manner, the Business Address shall, where appropriate, exercise, in accordance with the legally established procedures, the following organisational powers:

Open, expand or decrease capabilities, move or close establishments, job centers, or dependencies, in accordance with established legal procedures.

Ascribed and frame workers in the tasks, shifts, and work centers or dependencies that they deem necessary at any time, always within the law in force, according to their category and professional group.

The company will allow the change of shift between workers with the same professional category or who can perform the same functions, without any discrimination, and giving written communication to the company with at least 24 hours in advance on a working day and 48 hours at the end of the week or public holiday, that there is no breach of existing legislation, the rules of this Convention, and the substitute has sufficient knowledge for the development of the activity.

Determine and set standards and instructions for the correct delivery of work in all its aspects, mainly in relation to the clientele.

To fix, where appropriate, the required yields, both of the workplaces or establishments and of the posts which constitute them, all in accordance with the provisions of Articles 20, 64 and concordant of the Workers ' Statute.

Article 37. Productive returns.

Companies will be able to implement the work measurement systems and the performance and productivity levels of their workers as they deem appropriate, in accordance with the objective methods on admission, on the basis of negotiation and agreement with the representatives of the employees of the undertakings. In such cases, workers must adapt to the objectively established productivity.

In relation to the quality of the service provided, the worker will also adjust to the instructions that the company indicates in the regular exercise of its powers, considering the type of activity that develops in the sector. For these purposes, the training of quality techniques by enterprises will be encouraged.

Article 38. Functional mobility.

In addition to the cases mentioned in the Law, it is expressly authorized to have functional mobility for those workers who, because they suffer from some kind of illness that will disable them for the development of their job, without which, for any reason, can obtain incapacity for work, can be coupled to any other job of the existing ones in the company. For such cases, the medical report stating whether or not it is suitable for the specific work of its category shall be required. The report shall be communicated to the legal representatives, provided that there is no opposition from the worker, and must be incorporated in his new post within the term of three days. The change of post will not lead to a change in the professional category, retaining the basic salary and salary supplements for the six months following its incorporation, after which, if it persisted in the job, it would pass on to the remuneration for this category.

Article 39. Higher professional category jobs.

For a better organisation, companies will be able to direct employees to perform tasks and tasks of a higher professional category, from the same professional group.

The performance of tasks or tasks higher than those of the worker, for a period of six months for a year or eight months for two months, shall entitle the worker to move to the said category unless:

• The performance of these functions is due to a replacement of a worker entitled to a job booking, or

• This is agreed differently in the Internal Scope Collective Agreement.

The corresponding pay gap will be paid from day one.

Similarly, workers who perform tasks or tasks higher than those of the worker, for a period of less than six months, shall provide the worker with a certificate of enterprise in which the time of duration and the category in which you were exercising the same.

Article 40. Lower professional category jobs.

If for the purposes of the activity, the company needs to assign a worker to tasks corresponding to the professional category lower than his, he can only do it for the necessary time and in any case without exceeding six months, in any event, keeping the remuneration and other rights attached to its professional category and communicating it, to the legal representation of the employees in the undertaking and provided that it does not prejudice the dignity of the workers of the worker.

CHAPTER V

Work promotion and promotions

Article 41. Promotions.

With the independence of the faculty of recruitment of new workers which in any case must be carried out by the companies in accordance with the provisions of this General Convention, a double system of promotion is established professional within companies, namely:

a) By free designation of the Company Address.

b) By contest/opposition or objective assessment of professional skills and merits.

In the lower areas of collective bargaining, it will be specified which system will be the application and both, so that professional groups and categories can be used one or another system. The composition of the Evaluator Court shall also be established, where appropriate, by the call for a contest/opposition.

It will be the ability of the representation of the workers to receive information of promotions and promotions that are carried out in the field of their company as well as to be informed, with prior character, in case of convocation, of any contest/contest.

In the contest/opposition system, and in the objective assessment of the companies, in the preparation of the computer system or score they will take into account the following objective circumstances: seniority of the worker in the company, appropriate qualifications and punctuation of the job, knowledge of the job to which it is intended, professional history and assessment of their professional activity, where appropriate, occasional performance of the group or category in question; and tests to be performed and their score.

The companies that are interested in this will be able to replace the contest/opposition and the objective evaluation by a system of evaluation of continuous professional training, followed by the appropriate courses of continuous training and occupational.

In any case, equal opportunity will be guaranteed for access to training courses when companies use the continuous assessment system.

Companies will not be able to condition the promotion of workers to ideological, sex, religion, race, age, political affiliation or union issues; they will also respect equal access to any post of work by man and woman, without any discrimination, as well as temporary or temporary workers who will only have the limitations which, by reason of the contractual arrangements, have been legally established.

Jobs to be filled by personnel whose professional exercise will be of particular confidence will be covered by the free designation system.

CHAPTER VI

Concepts and salary structure

Article 42. Salary concepts.

All the economic perceptions of the staff, in money or in kind, by the professional provision of their labor services, whether they pay back the effective work or the periods of rest or the presence of computers work, they will have the consideration of salary.

The salary part of the worker fixed per unit of time or work, depending on his professional classification, shall be considered as basic salary.

The salary for the various professional categories of the Convention will be the one detailed in the tables set out in Annex I for the year 2009, with the increase of 1.80%. For 2010, the 2009 salary tables will be increased by 1.5% with effect from 1 January 2010; by 2011, the final salary tables for 2010 will be increased by 1.5% with effect from 1 January 2011.

These increases will apply to all economic concepts in the convention.

Plus Convention.

All workers will receive monthly a Plus Convention in the amounts reflected in the annexed salary tables, which compensates for the special conditions of urgent driving and care in the care of hygiene and personal protection with special patients.

Nightly and public work specific retribution.

The work considered at night, in accordance with Article 36 of the Royal Legislative Decree 1/1995, of 24 March, approving the recast of the Law of the Workers ' Statute, will have the remuneration specifies what is determined in this article.

b) The person who provides the service between the hours and the six hours shall, for each hour of work in that time, receive an increase in the basic salary and the plus agreement corresponding to 10% of the basic salary. calculation will be made on the base salary plus plus agreement for fourteen pages, divided by the annual ordinary day of this agreement.

Christmas and Easter festivities.

All staff included in this Collective Agreement that works, on average or in total, on 24, 25 and 31 December, 1 January, Thursday or Monday of Easter in those Autonomous Communities in which it is established and The quantities listed in the Annex to this Convention shall be collected, in an extraordinary manner, by Saint Friday.

Those who do not work the full day will be paid the proportional share corresponding to the hours worked.

By agreement with the legal representatives of the employees, the companies will be able to modify the dates adapted to the custom of the place.

Article 43. Principle of non-discrimination and disability.

The provision of equal value work should be paid on the same salary, without any discrimination. Therefore, the parties affected by this agreement, and in application of it, undertake to respect the principle of equal opportunities and non-discrimination on grounds of sex or sexual status, marital status, age, race, nationality, status social, religious or political ideas, affiliation or not to a union, within the Spanish State.

This commitment also entails removing obstacles that may have an impact on non-compliance with equal conditions between women and men.

On disability, the companies affected by this agreement will be ensured by the fulfilment of the 2% capacity reserve to cover for the disabled in the companies of more than 50 workers.

Article 44. Non-wage concepts.

Diets.

Provided that the conditions under the law are met so that this concept is considered to be an extrasalarial concept, the personnel who are the result of the realization of a service will be displaced, have the right to receive compensation for the expenses incurred, which you will receive under the concept of diet in the following cases:

The worker will receive the diet when a service has to be moved out of his or her work area, and it is not possible for the worker to be able to return to the meal or dinner time, paying for the both the diet of the food that could not be made in the scope of work.

It is considered only displacements that prevent food from being started in the workplace, within the meal schedule (13 h to 16 h) and dinners (20 h to 23 h). Once the meal has been started, the worker must be able to have an uninterrupted hour, if the time is interrupted due to a service and the work can be returned to start the meal within this time slot, the worker will not be paid diet, otherwise if the diet will be paid. If the company not to pay the diet will order the displacement in the scope of work to be able to perform the food, the time of displacement will not be considered included within the hour of food.

In order to apply the previous regime to the work area, be it own of the company or others, it has to be equipped with a dining room with: fridge, microwave, sink, table and chairs; for the worker to be able to eat in the field of job.

It is also included, in this case, temporary or definitive transfers of workers in the field of work, which under the same conditions: schedule, necessary material, etc., before related, will not be entitled to receive any type of economic compensation.

When these slots coincide with the start or end of the service, the diet will not be paid either, since the worker has to come with the food made, or he will leave to do so at his or her home.

The diet will also not be paid if, for any circumstance, the worker can eat at his or her home, within the hours mentioned above. The worker will receive the allowance for the overnight stay and breakfast when a service has to be moved outside the scope of the service, not being able to spend the night in his or her work or home. For the purposes of this article, both the workplace and the base, and the municipality of both, are understood by the workplace.

No alcoholic beverages will be paid.

In any case, companies can substitute the payment for the payment of the expense directly. In the case of services rendered outside the national territory, expenditure shall be justified.

The values set out in the Annex to this Convention shall be required from the month following the signing of this Convention; however, for the years 2010 and 2011, the amounts shall be increased by the same established terms. for wages.

Article 45. The salary: your credit and your accreditation.

The salary, unless otherwise indicated by Collective Agreement of lower scope or contract of employment, will always correspond to a dedication of the worker for the productive activity within the ordinary working day established. Therefore, whoever does not perform the day provided for in this General Collective Agreement, in an unjustified manner, will receive the salary proportionally to the day that he develops.

The salary will be paid for months due, the last business day or at the latest within the first three days of the following month.

The staff may receive advances on account of the salary earned for the work done before the day comes for payment. In no case shall such advance be of an amount exceeding that of the net salary to be collected where appropriate.

The salary will necessarily be documented in a payroll or perceptions sheet that will be delivered to the worker, individually and as a justification for the payment made.

This receipt shall be in accordance with the official model of the Ministry of Labour and Social Affairs, except as per Collective Agreement, or by agreement between the company and the legal representatives of the workers. model, shall contain, with due clarity and separation, the different remuneration concepts that make up the salary of the worker, as well as the deductions that make up the salary of the worker, as well as the corresponding deductions, which may include the proportional share of the extra payments if expressly agreed between the union representation and the company.

Article 46. Structure of salary.

The salary structure will distinguish the base salary and salary supplements.

Wage supplements shall be deemed to be the amounts which, where appropriate, are to be added to the basic salary, fixed according to circumstances relating to the personal conditions of the worker, and to the work carried out.

Salary supplements will necessarily be included in some or some of the following modes:

-From a job: You will understand those supplements that you must perceive, if any, the worker by reason of the characteristics of the job or the way to carry out your professional activity, which you behave A different approach to what would be the remuneration for your professional classification. These supplements are of a functional nature and their perception depends exclusively on the professional exercise in the assigned position. In this group they will be included: currency, plus of languages and nocturnity, etc.

-Of quality or quantity of work: The worker, for the sake of a better quality or a greater amount of work, will or will not be attached to a system of pay or performance.

-Of a personal nature: It will be those supplements that the worker perceives for some kind of personal connection or characteristic. In this group the gratification would be included.

Article 47. Age.

The seniority supplement for workers with a discharge after 1 January 1984, in accordance with Article 25 of the Staff Regulations, shall be charged with this concept:

Fulfilled the three years of permanence, 3%.

An increase of 1% per year of stay, starting in the fourth year.

At twenty or more years of uninterrupted services, 20%.

With respect to the seniority supplement for workers with a discharge prior to 1 January 1984, the agreements and/or contracts entered into between the parties will be covered.

The subscription shall be made on the monthly receipt of each month and the right shall be obtained in the month in which the age in question is satisfied.

Article 48. Loyalty/loyalty rewards to the company.

When the worker, having spent 60 years, remains tied to the company, he will receive as compensation for the loss of the prize concept in previous agreements, an amount that he will receive added to the the age to which it corresponds, by 14 pages per year, respectively, consisting of the amounts shown in the Annex.

At the age of 65, if for any circumstance, the worker is working in the company, he will lose the right to recover this amount, since it has been established precisely to stimulate the hiring of new workers, by encouraging progressive access to retirement.

The possibility of retirement is agreed at the age of 60 and four years with 100% of the pension, provided that the job is replaced by the companies at the same time as their retirement by another worker under the conditions as set out in Royal Decree 1194/1985 of 17 July 1985.

In the case of having access to partial retirement through any of the legal possibilities, the perception of the amounts resented will be reduced in the proportion in which the day is reduced.

Article 49. Extraordinary rewards.

The extraordinary bonuses of July and Christmas, to all staff, will be applied on the terms and conditions that would be applicable to companies and workers in the sector and their value will be based on consideration of the basic salary of this Convention plus plus agreement and seniority.

These bonuses will be paid in the first week of July and December, respectively. Workers who do not work for a year will receive them on a pro-rata basis for working time, always being on a natural day.

These extraordinary rewards may not be prorated without the worker's consent.

Article 50. Hours of presence and overtime.

Given the special characteristics that exist in this sector, as a consequence of the permanent availability of the movement personnel to attend to these public services, which entails the existence of the hours of presence Article 21 of the present Convention cannot be regarded as an effective working time and is therefore not to be computable, as expressly stated by Royal Decree 1561/1995 of 21 September 1995.

Both parties agree to fix as a price at such times the one that results from the application of the following formula:

(Base pay + plus convention + age) × 14

1,800 hours

With respect to the value of overtime, you will be at the same level as the lower-scope conventions, without, in any case, being less than the time of presence.

CHAPTER VII

Workday, vacation, permissions, and licenses.

Article 51. Workday.

1. The ordinary working day for non-movement personnel will be forty hours of work per week, or the legal one that exists at any time. The working day for the movement staff will be of forty hours per week and of 1,800 hours/year of effective work, which will be computed as one hundred and sixty hours four effective work hours plus eighty hours of presence in the same period.

In the event that the day is a departure, there can be only a minimum of one hour and a maximum of two hours.

2. Description of the working day of the movement staff (effective working time and time of presence).

You will receive the consideration of effective working time when the worker is available to the employer or in the exercise of his or her activity, performing the functions of the vehicle or means of transport or other work during the time of movement of the same, or ancillary work carried out in connection with the vehicle, or means of transport, its passengers or its cargo.

It shall be considered for the time of presence in which the worker is in the disposition of the employer without providing effective work, for reasons of expectation, expectations, guard services, trips without service, breakdowns, meals en route or similar.

The above provisions on effective working time and presence will apply to drivers, assistants and other auxiliary travel staff in the vehicle carrying out work in relation to the vehicle, the patients transferred or their cargo, in both urban and inter-urban services.

The maximum daily working day shall not exceed nine hours of effective work, not less than six hours, for the purpose of paying overtime, with the exception of long-haul services which cannot be interrupted; that the worker/a will rest the immediate working day, the hours over.

In any case, overtime may be compensated by the company with equivalent rest time provided that the worker agrees.

The minimum rest between day and day shall be at any time subject to the provisions of the legislation in force or to the provisions of the lower-level agreements.

The companies are empowered to organize the work according to the needs of the service, being able to establish the corresponding shifts among the staff to ensure the preventive and real attention, from the zero to the twenty-four hours, for three hundred and sixty-five days a year.

These shifts will be either rotating or fixed.

3. 24-hour guards:

A 24-hour on-call duty shall mean any form of organisation of the work by which the workers carry out a continuous 24-hour service in which periods of work are alternated with rest it is appropriate to ensure that within a period of 7 days no more than 48 hours of work are given in a reference period of 12 months, in accordance with what has been established by Directive 2003 /88/EC of the European Parliament and of the Council.

This way of providing work can only be done in services that for their intensity of work allow the worker to rest along the guard.

For the purposes of this section, the following is understood:

1) Working time, any period during which the worker remains at work, at the employer's disposal and in the exercise of his or her duties.

2) It shall be considered a time of presence when the worker is in the disposition of the employer without providing effective work, for reasons of expectation, expectations, guard services, trips without service, breakdowns, agapés en route or other similar ones.

3) Proper rest: regular periods of rest of the workers, the duration of which is expressed in units of time, sufficiently long and continuous to avoid that, due to fatigue or to working rhythms irregular, those who injure themselves, their peers or third parties, and who harm their health, in the short or long term.

Article 52. Service assignment.

For obvious safety reasons, drivers who have served daytime services will be excluded from following night services, and conversely, drivers who have performed night services will not be able to may then be able to carry out daytime services.

The rest provided for in this Convention shall be respected.

Work schedule and timetable table:

The tables of fixed schedules for the organization of the services will be placed in the knowledge of the staff five days in advance of their validity in the monthly ones, three days in the fortnightly, two days in the weekly and in the newspapers, two hours before the termination of the previous day.

The work schedule referred to in Article 34 (4) of the Staff Regulations shall include working hours and the annual distribution of working days, holidays, weekly breaks, holidays and all the indeft days of the year. Such timetables shall be negotiated with the representatives of the workers of each undertaking.

These calendars will be displayed on the bulletin board and visible sites that are easily accessible to the job center.

Article 53. Weekly rest.

Companies will be able to schedule workers ' breaks according to the aforementioned shifts; two consecutive weekly rest days will be provided, not necessarily a Sunday or a public holiday. It will be ensured that such Sundays or holidays are rotating for all staff.

These breaks which correspond in turn and which have to be worked on for sickness, justified absences of another worker, or exceptional causes, will be voluntary for the worker and will be paid with the (a) the salary corresponding to the day increased by 50%, or in the case of an agreement with the worker with another alternate day of rest, without it being assumed that the rest established in the previous paragraph will have to be accumulated to be enjoyed in a period exceeding the 14 days provided for in the Staff Regulations.

Article 54. Location device:

Companies will be able to offer the workers they deem appropriate, the possibility of staying at the company's disposal by means of a location device under the conditions set out below:

1. It will only be applicable to those who, for reasons of service, must remain available and located from zero to 24 hours, by means of the appropriate technical means of location, which will be provided by the company, in order to those unscheduled services that arise.

2. The acceptance of this offer by the worker in staff, must be voluntary, without its refusal to bring any change in its working conditions, nor mobility of any kind. If the worker accepts the location device, he/she subsequently wants to give up this work system, he/she must inform the company in writing one month in advance, returning to his/her previous working conditions.

3. By way of derogation from paragraph 2, specific procurement may be carried out for the purposes of this localisation device, it being understood that this location device shall be used for the purposes of non-scheduled services. they arise.

4. The maximum limit that a worker may be in this situation shall be five days in a row, guaranteeing two consecutive days of rest no longer ending the service, without being able to be changed or compensated.

5. The location device may not be activated for the purpose of calculating effective work, in relation to each worker, more than six hours on average daily, calculated in the five-day period. During the location and effective working effects, the location shall be counted from the time when the worker is called to provide a service until the time the worker returns to his/her base.

6. The provision by a worker of the location device, for five consecutive days, involves the completion of his weekly working day by the latter.

7. As compensation for the availability from 00:00 to 24:00 hours, the worker who accepts this work system, in addition to the corresponding salary (base salary, plus agreement and seniority) will be paid, as a device of location for each day the amount which for this concept is set out in the Annex to this Convention. This non-consolidable salary supplement gives back the express acceptance by the worker/ra of the location device.

8. The company will provide a part, in order for the worker to register the activity developed during the device, in which it is expressly mentioned, the activations performed weekly, as well as the date and times of activation and return to the basis, in each of the services. From each of these parties, the worker will keep a copy duly sealed by the company.

Article 55. Holidays.

The staff affected by this agreement shall be entitled to the enjoyment of an annual period of thirty calendar days of paid leave, according to the base salary plus plus agreement plus the corresponding seniority.

For the purposes of the enjoyment of the holiday period, the company will negotiate with the legal representation of the workers the corresponding shifts, being able to leave the holidays in two periods, so that more workers enjoy the summer fortnight.

These shifts will be made according to the annual calendar, according to the service's performance, and the rotating according to criteria that suit both parties, starting the rotation for the older ones.

For staff who enjoy the holiday fortnight, if they have been disposed of outside the summer period, they will be increased on a holiday, unless at the request of the worker/for a full month and uninterrupted at any time of year.

You will not be able to start your holidays with weekly rest days.

Article 56. Permissions and licenses.

The worker, prior notice and justification, may be absent from work, and entitled to remuneration at the basis of base salary, plus agreement and seniority, for any of the following reasons and for the following time:

a) Sixteen calendar days in case of marriage and registered partnerships on the public register.

b) One day by marriage of family members up to 2. degree including politicians with the limitation of registered marriages in the Civil Registry. In the event that the marriage takes place outside the worker's home and must be carried out in excess of 300 km, one day shall be increased for the first leg and one day for the return.

(c) Two working days by birth of children, accident or serious illness, death, hospitalization or surgical intervention without hospitalization requiring the home rest of relatives, up to the second degree of consanguinity or affinity, shall be increased one day for every 300 kilometers within the peninsula, when the displacement takes place outside the peninsula will be computed by displacement and not by Km, being, therefore, one day for the first one and the other for the return, these increases will only be made for the birth licenses of children, illness severe or death.

d) One day per usual home move.

e) The time required to attend the training and promotion courses that the company establishes.

f) Compliance with public duties, for the time indispensable, upon justification.

g) One day for drivers for renewal of driving licence.

Two annual days of free disposition for the worker in each year of validity of the agreement.

All of the above will be valid for feisty and registered partners in the relevant public register.

Article 57. Licenses.

Without prejudice to the provisions of Article 66 of this General State Convention, companies that have at their service workers who carry out duly approved official studies shall be obliged to grant up to five days of unpaid leave, necessary to enable them to prepare and carry out examinations called by the centre concerned, on the basis of a justification by the parties concerned to have the registration formalised.

This unpaid license is applicable to the worker's obtaining of the driver's card.

In lower areas of conventional trading, new or less licensed assumptions may be established or made available.

CHAPTER VII

Suspension and extinction of the employment relationship

Article 58. Excess.

Excesses may be voluntary and enforced. Only the compulsory surplus and where it is established legally, shall contain the job and shall take into account its duration for the purposes of seniority.

All the surplus must be requested in writing and unless otherwise legally available, the volunteers may only be used by the workers with an indefinite contract and who credit at least one year old in the company.

The forced excess, on the basis of the firm communication, shall be granted in the following cases:

(a) By appointment or election in public office that makes it impossible for you to attend work.

b) By disease, after the time of the temporary incapacity and for as long as the worker remains to be classified by the EVI.

c) By the exercise of union functions at local, provincial or higher level.

d) By birth or adoption of a child, in accordance with current legislation.

e) For a period of not more than three years, to take care of the care of each child, whether by nature or by adoption, or in the case of a reception, both permanent and pre-adopted, to be counted from the date of birth or, in the case of a judicial decision.

f) A period of up to one year to care for the care of a family member, up to the second degree of consanguinity or affinity, which for reasons of age, accident or illness cannot be used by itself, and does not carry out activity retributed.

The period of leave in the last two cases shall be computable for the purposes of seniority, and the worker or worker shall have the right to attend vocational training courses during which he or she is entitled must be convened by the employer, in particular on the occasion of his/her reinstatement.

Excess care for family members constitutes an individual right of workers, men and women. However, if two or more workers 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 operating the undertaking.

When a new causative subject will be entitled to a new period of leave, the beginning of the period will end the one who, if any, will be enjoying himself.

The worker with forced leave must be rejoined to the company within a maximum of 30 calendar days following the cessation of the function or disappearance of the cause or reason originating from such period of contractual suspension. Failure to do so within that period shall mean the reservation of the job and the worker shall have the condition that the surplus of a voluntary character, unless he has established the right to the birth of a new period of leave of absence. forcible.

Voluntary leave is also requested in writing and as far as possible to the company and may be done by those workers who are linked to the company of more than one year.

Voluntary leave may be granted by undertakings for those workers with at least one year's seniority in the one-year undertaking for a minimum period of four months and a maximum of five years. It shall always start on the first day of the month concerned and shall be deemed to be completed on the last day of the last calendar month of the requested period.

The worker with voluntary leave retains the right to re-enter the establishment in the vacancies of equal or similar status to the one held by the worker at the time of his application, provided that he manifests in writing, to the company, in an indubite way, its intention to return with a minimum of 30 calendar days prior to the effective completion of the surplus, except the most beneficial individual pact agreed between the company and the worker.

In everything that is not established in this article, you will be subject to the provisions of the legislation in force at any time.

Article 59. Suspension and Extinction of the Contract of Work.

The causes, forms, procedures and effects of both the suspensions and the collective extinctions of work contracts are laid down in the legislation in force, by the agreement between workers of an establishment or company and its Address.

As to the individual termination of the contract of employment by the will of the worker/a it is established that whoever wishes to cease voluntarily in the service to the company will be obliged to put it in knowledge of it, in writing and complying with the following minimum notice periods:

-Senior, Technical and Administrative Staff: a calendar month.

-Staff Rest: Fifteen days.

The failure of the worker to comply with this obligation to provide sufficient advance notice will entitle the amount of the actual salary of one day for each day of delay to the final settlement to be deducted from the final settlement. warning, plus its equivalent to proportional parts.

To be completed by the employee/the stipulated notice, if the company does not deliver or abona the relevant final settlement for the entire last day of work and this is not due to the unjustified rejection of the same by the worker, the worker shall be entitled to the amount of the final settlement, from that day on, the interest of arrears which is legally established.

In the event of termination of the contract of employment due to the expiry of the contract period, the undertaking shall be obliged, in temporary-form contracts, for a period exceeding 12 consecutive months, to provide the worker with the right to terminate the contract. a decision, at least with 15 calendar days in advance, not to do so or to do so in part, with the final settlement being paid to the worker/to the amount of one day's salary for each day of the missed deadline, with the maximum of 15 days of salary.

The job contracts suspended for the following causes will be entitled to the job reserve:

Maternity: the suspension will last for sixteen weeks, which will be enjoyed uninterrupted, expandable 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. Without prejudice to the six weeks immediately following the compulsory rest period for the mother, the mother may opt for the father's enjoyment of a certain and uninterrupted part of the post-birth rest period. simultaneous or successive with the mother, unless at the time of their effectiveness the incorporation into the work of the mother poses a risk to her health. In the event of the death of the mother, the father may make use of the whole or, where appropriate, the remaining part of the suspension period.

In cases of adoption or reception of children under six years of age, or older persons of this age in the case of disabled or disabled children, or because of their personal circumstances and experiences or (a) foreign nationals have special difficulties of social and family integration duly accredited by the competent social services: the suspension shall be of an uninterrupted period of 16 weeks, which may be extended in the case of adoption or multiple host in two weeks for each child from the second, counted at the choice of worker, either on the basis of the administrative or judicial decision of the host country, or on the basis of the decision on which the adoption is made. In cases of international adoption, the period of suspension may be initiated up to four weeks before the decision on which the adoption is made. In the event that the mother and father work, the period of suspension will be distributed to the interested parties, who will be able to enjoy it simultaneously or successively, always with uninterrupted periods and with the limits indicated. The suspension of the contract in the event of disability of the child or of the adopted or the minor will have an additional duration of two weeks, this additional period will also be distributed to the interested parties, who will be able to enjoy it in a way simultaneous or successive, always with uninterrupted periods.

In both the delivery cases and the adoption or reception, the suspension may be enjoyed on a full-time or part-time basis, with the agreement between the employers and the workers concerned, on the basis of the which are regulated to be determined.

In everything that is not established in this article, you will be subject to the provisions of the legislation in force at any time.

Article 60. Early retirement and compulsory retirement.

For the purpose of encouraging the placement of unemployed workers, the following measures to encourage recruitment are established by the rejuvenation of the templates:

1. Compulsory retirement is established at the age of 65, provided that the worker complies with the requirements to cause entitlement to 100% of the pension. This lengthening of working life can only be extended for two years. In order to require compulsory retirement, the company must recruit a worker.

2. When the legal requirements are met, the companies will attend and accept the request of those who express in writing their willingness to access early retirement. In the event that the retirement requested is partial, the companies will be obliged to grant them and it will be necessary for the company and the worker to reach a written agreement with regard to the way in which the percentage of This is a day that is kept high in the company and always within the legislation in force at any time.

Those who are less than 65 years of age who are interested in partial retirement must agree with the company in agreement with the relevant relief contract, in accordance with the provisions of Article 12.6 of the Staff Regulations. Workers, in the wording given by Royal Decree-Law 15/1998.

Likewise, pursuant to Royal Decree 1194/1985, of July 17, those with 64 years of age who wish to qualify for retirement with one hundred percent of the rights, by mutual agreement with the company, will be replaced by another worker/recipient of unemployment benefit or young claimant of first occupation, by means of a contract of equal nature to which he or she is retired, or where appropriate by extending the contract of the partial replacement.

CHAPTER VIII

Disciplinary regime

Article 61. Class of faults.

The faults committed by the workers at the service of the companies in the sector will be classified according to their importance and, where appropriate, their recidivism, in light, serious and very serious, in accordance with what is available in the the following items. This is without prejudice to the possibility of adapting or including other classifications or penalties in the various regional conventions.

Article 62. Minor fouls.

They will be considered minor faults, the following:

1. Up to three punctuality faults in a month, without justification.

2. The non-communication, at least forty-eight hours in advance, of any lack of assistance to the work for justified reasons, unless the impossibility of doing so is properly credited.

3. The abandonment of the centre or job, even for a short time, provided that such abandonment is not detrimental to the development of the productive activity of the company or whenever it does not involve the company claims or penalties of third parties incorrect compliance with the services entrusted or contracted, or cause of damage or accidents to his or her colleagues, in which it may be considered as serious or very serious. In no case will it be considered missing if there is cause or reason justified.

4. Neglect or neglect of work compliance.

5. The lack of proven due care and diligence in the development of the job entrusted, provided that it does not cause serious injury to the company or to its co-workers, to the patients transported, their companions or other persons connected with the provision of services, the incorrect completion of the data and documents of the services which the worker is obliged to complete, provided that it is not classified as serious or very serious.

6. Do not communicate to the company any variation of its situation that has a negative impact on the company in the workplace, such as the change of its habitual residence.

7. The lack of hygiene or proven personal cleanliness, provided that it does not lead to risk for the physical integrity or health of the workers, nor does it suppose the company claims or penalties from third parties for incorrect compliance with the services commissioned or contracted.

8. The incorrect use of the uniform, of the garments or equipment received from the company or of any other, provided that the company forces the worker to use them in the development of its tasks, provided that it does not involve the company claims or third-party penalties for incorrect compliance with the services ordered or contracted.

9. The lack of proven respect, of little consideration, both to their companions and to third persons and especially to the patients transported or their relatives or companions, provided that this occurs on the occasion or occasion of the work.

10. Non-compliance with the rules on the prevention of risks and occupational health, provided that they do not have a serious significance for the physical integrity or health of others or other persons or workers, or cause serious harm to the company.

11. Any other non-compliances guilty of the employment regulations or the legal obligations assumed in employment contract and/or contained in this Convention, as well as those other non-compliances that assume sanction or penalty for the company under the obligations of the provision of contractual services with third parties.

12. Any other type of offence affecting formal or documentary obligations required by the rules on the prevention of occupational risks and which are not classified as serious or very serious misconduct.

Article 63. Serious fouls.

Serious faults are considered, the following:

1. More than three punctuality faults in one month, or up to three, when the delay is greater than fifteen minutes in each one and without justified cause.

2. Missing one or two days to work for a month, without cause to justify it.

3. The lack of care and diligence due to the development of the work entrusted, provided that it causes a certain consideration to the company or its co-workers, to the patients transported, their companions or other persons linked to the provision of services, the lack of completion of the data and documents of the services which the worker is required to complete, and unless it can be regarded as very serious, provided it involves the undertaking Financial claims or penalties from third parties for incorrect compliance with the services responsible or contracted, for economic value not exceeding EUR 3,000.00.

4. The proven non-compliance with the rules, orders or instructions of the superiors, in relation to the specific obligations of the job, and the negligence on which serious harm or non-compliance or the loss of life is derived. refusal to perform a service without causing it to be justified.

5. Disobedience to the superiors in any matter of work which has been communicated to the public, provided that the order does not imply a vexatious condition or an attempt to attack the sexual freedom for the worker or worker, or to behave at risk the life or health of both himself and other colleagues.

6. The lack of respect or disregard for both his companions and the patients transported or their relatives or companions, provided that this occurs on the occasion or occasion of the work, especially when as a consequence of this or penalty for the company.

7. Any falsification of personal or work data relating to the worker himself, his colleagues or the services performed.

8. The lack of hygiene or personal cleanliness when carrying out complaints or complaints of, sick or their relatives or companions, or transport to the company sanctions or penalties of third-party contractors of the services.

9. Carry out, without the appropriate permission, particular works in the workplace, as well as use for own uses other than the intended premises or property of the company, both inside and outside the working premises, except that it is counted with the appropriate authorization.

10. The voluntary and occasional decrease in performance at work, which can be tested effectively.

11. The simulation of illness or accident, work or not.

12. The cover-up, not by default, of other workers ' faults.

13. To provide data or reserved documents of the company except for the development of trade union activity through established legal channels, to persons other than or not authorized to receive them.

14. To provide persons who are not authorised to receive them, data relating to patients who have been linked to the company for reasons of their activity.

15. Do not warn with due diligence, to your superiors or to the employer of any anomaly, breakdown, accident or unusual facts that you observe in the facilities, machinery or personnel, and must be put on record at the end of the day through the the daily work item to be provided by the company.

16. To introduce or facilitate access to the workplace to unauthorised persons, with the exception of specific trade union tasks, duly communicated.

17. Serious negligence in the preservation or cleaning of materials and machines which the worker is responsible for, within the competence of his or her professional category.

18. The verified misuse of the premises, vehicles and/or their equipment, equipment and machines that the worker is in charge of.

19. The drunkenness tested during the work, as well as being affected, also occasionally and probably during work, by substances qualified as drugs and/or narcotic drugs.

20. Smoking in places prohibited by legal regulations.

21. The Commission, by the drivers of infringements administered administratively of the rules of movement, imputable to them, where the failure to comply with the provisions laid down therein, endanger the safety of the persons who are on board the vehicles.

22. Do not correctly use the means and protective equipment provided to the worker by the employer, in accordance with the instructions received from him, provided that this is proven by the employer.

23. Failure to comply with the rules on risk prevention and occupational health or non-compliance with the business instructions in the same subjects, where it poses a serious risk to the worker, his or her colleagues or third parties, as well as refuse to use the means of security provided by the company.

24. Do not use properly, according to their nature and the foreseeable risks, the machines, appliances, tools, hazardous substances, transport equipment, with which they develop their activity.

25. Refuse to undergo the corresponding medical examinations on your working day.

26. Put out of operation and/or use the existing security devices incorrectly or to install them in the media related to their activity or to the jobs in which it takes place.

27. The immediate lack of information to its immediate superior, on any situation which, in its opinion, carries, by reason of reasonable grounds, a risk to the safety and health of other persons or workers, or may cause harm severe to the company.

28. Recidivism in any slight fault within the same quarter, when you have had a written warning.

Article 64. Very serious fouls.

They are considered very serious faults:

1. More than twelve non-justified punctuality errors committed during the three-month period or twenty-four months in six months.

2. Miss work more than two consecutive days or four alternate days per month without cause or reason to justify it.

3. The exercise of other professional, public or private activities during the working day.

4. Fraud, disloyalty or breach of trust in the work, management or activity entrusted, and theft or theft carried out within the premises of the undertaking, to the vehicles or to other elements or places where it is required to act on the basis of its activity.

5. Acts that are intentional or reckless in the exercise of the work entrusted or hired, or when the manner of doing so involves damage or risk of accident or serious danger of damage to the premises or machinery of the undertaking.

6. To put or give out of service a vehicle without reason, in particular when it involves penalty or penalty for the undertaking under the obligations of the provision of contractual services with third parties.

7. When in the contracts that the company signs with its clients they collect a clause that links the payment of the management with the quality of the service offered (punctuality, treatment to the patient, etc) and as a result of a bad praxis the invoice is seen reduced, due to a lack of credentialed due to one or more workers.

8. The usual drunkenness or toxicomania tested if it has a negative impact on the job.

9. The simulation of the presence of another at work, signing or signing for him. It is always understood that there is a lack of a worker/a sick person or an accident, perform work of any kind on his own or others and the allegation of false causes for the licenses or permits.

10. The exceeding of the rate of alcohol fixed, regulated and tested at every moment during the work for the driving personnel, as well as the proven driving under the effects of drugs, hallucinogenic or narcotic substances.

11. Proven ill-treatment or disrespect and consideration of superiors, companions or subordinates, patients transported or their family members, as well as other personnel with whom the service is provided.

12. Abuse of authority.

13. The continued and voluntary decline tested at work provided that it has been the subject of prior sanction.

14. The continuous and persistent debocience duly demonstrated.

15. Sexual harassment, which is understood by the conduct of a sexual, verbal or physical nature, developed in the field of work, and which atents to the dignity of the worker or worker who is the object of the sexual harassment.

16. The lack of care and diligence due to the development of the work entrusted, provided that it causes a certain consideration to the company or its co-workers, to the patients transported, their companions or other persons connected with the provision of services, the failure to complete the data and documents of the services which the worker is required to complete, provided that the undertaking provides the undertaking with economic claims or third-party sanctions. incorrect compliance with the services entrusted or contracted, by economic value exceeding the EUR 3,000.00.

17. The abandonment of the post without justification, either in posts of command or responsibility, as in the cases of the provision of urgent transport services, or where this causes obvious injury to the undertaking or the sick or to the moving, or may become a cause of accident for the worker, companions or third parties.

18. The misuse of information that is known for the purpose of its work of data relating to patients who have been linked to the company on account of their activity.

19. The appropriation of the amount of the services provided, whatever their value, as well as any concealment, subtraction, money, materials, equipment, or vehicles.

20. The repeated commission, on the part of the drivers, of infringements of the rules of movement, imputable to them, where the failure to comply with the provisions mentioned therein, endanger their safety, that of the staff of the company or the sick transported.

21. Inexcusable negligence or negligence, as well as non-compliance with the rules on risk prevention and occupational health when they produce imminent danger or cause serious accidents at work, serious harm to their colleagues or third parties, or serious damages to the company.

22. The recidivism in two serious faults of the same nature, or more than two serious ones, even if they are of different nature, within the same semester, provided that it has been the subject of a sanction that has been firmly established.

23. Any other type of very serious infringement affecting formal or documentary obligations required by the rules on the prevention of occupational risks.

Article 65. Sanctions. Application.

1. The penalties that companies can apply according to the severity and circumstances of the misconduct will be as follows:

a) Mild high:

Admonishment in writing.

b) Serious high:

Suspension of employment and salary from one to ten days.

c) Very severe high:

Suspension of employment and salary from eleven to forty-five days.

Firing.

2. For the application and graduation of the penalties provided for in point 1, it shall be taken into account:

a) The highest or lowest degree of responsibility of the fault.

(b) The impact of the event on other workers, the company, third parties, especially the sick and their families, if they are the social impact of the event.

c) The professional category of the worker.

3. The employer shall be responsible for determining the penalty which may be applied between the measures provided for. The penalties for minor faults will be agreed by the company's management. Penalties for serious and very serious misconduct must also be imposed by the undertaking on the basis of the relevant sanctioning case to the worker.

4. Prior to the imposition of penalties for serious or very serious misconduct for workers, the person concerned and the representation of workers or trade unions shall have the right to be heard within 10 days from the date of notification of the the facts to be charged. This time limit shall suspend the limitation period for the relevant fault. In the case of a worker holding the status of a trade union delegate or a member of the business committee, apart from the person concerned, the other members of the representation to which he or she belongs shall be heard if would have.

5. The penalties for serious and very serious misconduct shall be reported to the representatives of the workers, if any.

6. In the case of offences classified as very serious, the undertaking may agree to suspend employment as a prior and preventive measure for the duration of the file, without prejudice to the penalty imposed. Suspension to be communicated to the workers ' representatives.

7. Once the sanctioning file has been completed, the company will impose the appropriate penalty taking into account the claims made in the course of the processing by the worker, and if appropriate, by the representation of the workers or trade union.

8. Where the undertaking agrees or imposes a penalty which has an obligation to be in writing, it must inform the person concerned and the representation of the workers or trade union members in the same way, with a copy, signing the duplicate which will return to the company's management, stating the date and the facts that motivate it.

9. The minor faults are prescribed after ten days, the serious ones at twenty days and the very serious ones at the age of sixty days from the date on which the company became aware of its commission and, in any case, six months after its mission.

10. In any event, the worker/a sanctioned may go to the competent court of law to urge the review of the sanctions imposed in case of disagreement.

11. No worker can be punished twice for the same fault.

TITLE SECOND

From vocational training

Article 66. Measures for the promotion of vocational training in the enterprise.

The Joint Committee on Vocational and Continuing Training in the Transport of Sick and Accidents in Ambulance will be made up of four representatives of the companies and four representatives. union.

The signing of this Collective General Convention entails the accession to the Body that emerged between (FORCEM) and the Tripartite Foundation for the Training of Employment.

Within three months of the signing, the effective constitution of the Professional and Continuing Training Commission will be carried out as well as the definition of the General and Specific Vocational Training Plan for the sector under the following guidelines:

Those affected by this Collective General Agreement have the right to be provided by the companies, as far as possible and without the condition of the provision of the service, the carrying out of studies for the obtaining academic and professional qualifications, the completion of vocational training courses and the access to retraining and vocational training courses in relation to the sector's activities.

In particular, to obtain the permit to drive BTP by the driver's assistant, and in general, for the degree of Graduation in ESO, of Professional Training of first and second degree, of Diplomatures or Licentiatures university, workers affected by this General Collective Agreement shall be entitled to:

a) Paid leave to attend exams.

b) Enjoy the holiday period, on a continuous or starting basis, by agreeing with the company's management, to be able to prepare final exams, aptitude tests, etc., provided that this allows for the normal development of the activity in the job or establishment center.

c) To choose, in the event of being possible and to work in shifts in the workplace or establishment, that which is more suitable for the attendance of training courses, provided that it has been sufficiently accredited to the Address and do not condition the work to be done.

In all cases, workers must prove by the delivery of the registration and assistance documents, the effective completion of the courses of study, training and retraining to be entitled to such courses. benefits.

In the case of movement personnel (drivers, drivers, truck drivers, and truck drivers), the company will be obliged to provide and assume the cost of training necessary to access the certification and/or certification, that in each case require the entities receiving the service.

The Business, Trade Union and Business Organisations will adapt their Training Plans to the contents of the Professional Qualification of Technical Transport in Sanitary Transport ("BOE" number 59 of 9 March 2004) or its breakdown In order to ensure that all workers in the sector achieve this qualification, they are all required in each Community.

The Joint Professional and Continuing Training Commission, directly or in concert with official, approved or recognised centres, will organise, on a regular basis, vocational training courses for adaptation of the workers affected by this Collective Agreement, in order to facilitate their integration into the respective trades and professional categories existing in the sector, as well as their coupling to the technical modifications operated or planned for the jobs of the various establishments or centres of work of the companies in the sector.

If workers apply, under Article 56, for unpaid leave to attend courses, conferences or seminars, not directly related to the activity or to their specific academic training, professional or trade, it will be up to the Directorate of the companies to make the decision to facilitate their assistance in the light of the business activity and if their absence conditions it.

The parties agree to make appropriate representations under the terms of point 5 and 6 of Article 10 of Royal Decree 1224/2009, so that both the state administration and the autonomous communities will make specific calls for response to the needs of the sector's workers, so that they can apply for and obtain the corresponding accreditation or certification, depending on their work experience and acquired training, on professional skills In the case of a professional qualification of a Technical Transport Technician, his certificate of professionalism (pte. ) and the degree of Technical Training in Health Emergencies.

Urge the state or regional administration to develop Royal Decree 1224/2009 on the recognition of professional skills acquired by work experience to ensure in the organizational structure and management of the procedure, the presence of the most representative business and trade union organisations within the territorial scope of action, in accordance with the provisions of that Royal Decree in Article 21 (3), in order to ensure the quality and equity of the same.

High-level workers in companies who have passed the test period provided for in this Convention, to the publication of this Convention, will not lose their job because they do not have the qualification or qualification that They can demand in the future for the entities receiving the service (Title of TES, Certificate of Professionalism, etc.), agreeing to make the necessary steps before the autonomous and state administrations so that they can never demand in Administrative and technical specifications for professional qualifications redundancies of staff in staff, provided that they comply with the requirements set out in the following paragraph. The same guarantee will have the workers who credit the realization by their own means of this training and that therefore they will not be subject to the stipulated in the next section.

This staff must carry out a minimum of 20 hours of training each year, in charge of the company, but in non-work hours, and consequently unpaid, in order to reach at least 300 hours, according to the contents of the different Training modules of the qualification of Technical in Health Transport, in order to be able to prove the professional competences collected in their Certificate of Professional (pte). publication).

The companies will provide the necessary documentation and the paid leave so that these workers can carry out the entire accreditation process provided by Royal Decree 1224/2009 or the autonomous provisions that the develop.

Employees in staff who have not yet passed the test period or who are incorporated as of the publication of this agreement must acquire within a period not exceeding 8 years, at least the qualification of Technical in Health Transport or in the units of competence that make up your Certificate of Professionalism (SAT0208):

-UC0069_1: Preemptively maintain the sanitary vehicle and control the material endowment of the vehicle.

-UC0070_2: Pay the Patient Basic Vital Support and Support Advanced Vital Support.

-UC0071_2: Move the patient to the useful healthcare facility.

-UC0072_2: Apply psychological and social support techniques in crisis situations.

The costs of training for staff in staff at the time of publication of this agreement and which have not yet passed the test period to be qualified in TTS, will be borne by the companies but will be perform on non-work hours.

The companies will provide the necessary documentation and the paid leave so that these workers can carry out the entire accreditation process provided by Royal Decree 1224/2009 or the autonomous provisions that the develop.

The degree of medium-grade F.P., Technical in Health Emergencies, will be, in the next 10 years, a reference in the qualification of the business staff of the companies but it will not be able to be demanded, as necessary academic qualification to work.

However, persons entitled to T.E.S. or duly accredited persons shall have a preference as of 1 January 2011 to access vacant posts in the templates of companies, provided that they meet the criteria of Business admission.

THIRD TITLE

Staff and union representation rights

Article 67.

The following are generally set:

Companies in the sector will respect the right of every worker to freely sindicate a certain trade union, hold meetings, collect quotas and distribute union information, all in accordance with the law. legislation in force.

Companies, those Delegates of Personnel or Members of the Enterprise Committees who participate as members of the Collective Agreements Negotiating Committees will provide them with the corresponding permits for the purpose of to obtain the maximum facilities in their work as negotiators and throughout their duration, provided that the collective agreement is applicable to the company.

Workers of companies, establishments or workplaces have the right to meet in the Assembly, at the workplace, to be convened and presided over by the Committee of the Company or the Staff Delegate, if necessary. the worker, or the worker of the centre or establishment, a promoter of the centre or establishment, provided that, on a prior basis, the transfer of both the call and the Order of the Day has been carried out to the management of the undertaking or centre of work.

It will always take place outside of working hours except in those job centers subject to service provision 24 hours a day, in which case, it will be agreed by the promoters with the Direction the moment of celebration of the Assembly, as well as its approximate duration.

The employer shall provide appropriate premises if the working centre meets the relevant conditions. Otherwise, you will designate a particular appropriate location within your facility for your celebration.

It may be refused by the employer to authorize the holding of an assembly in its premises if the promoters are not satisfied with the conditions described above; the address if less than two months has elapsed since the last assembly held in the workplace as well as in the situation of legal closure of the company.

The above limitation will not include the Assemblies or Information Meetings whose only point of the Order of the Day is the information on the negotiation of the Collective Agreements that apply to them. workers of the undertaking, establishment or centre of work concerned.

In accordance with the provisions of Article 56, the workers elected to hold positions of local, provincial, regional or national responsibility in their Union and who are required to devote themselves fully to the performance of such duties or tasks, may voluntarily apply for leave of absence for the duration of such a situation, after which they shall be reinstated to their posts whenever they are requested within one month from the date of their departure from the referred to.

Article 68.

Without prejudice to the rights and powers granted by law, the Company Committees and the Delegates of Personal Rights are recognized as:

a) Be informed by the Company Address:

About the targeted layoffs to track them.

Quarterly, at least, on the general evolution of the economic sector to which the company belongs, on the evolution of the business and the situation of its own exploitation and sales, on the planned program or budget and on the development of employment in its specific field.

Annually, in those companies that review the form of a merchant company, know and have at its disposal the balance, the results, the Memory and how many documents are made known to the partners.

Prior to their execution by the companies, on the restructuring of the same or their work centers, total or partial closures, definitive or temporary, reductions in day, transfers of all or part of the business facilities, other collective and substantial changes in the employment contracts of their employees, as well as on the business training plans of the enterprises.

Depending on the subject matter:

On the implementation or revision of the systems of work organization and any of its possible consequences, studies of times, establishment of systems of premiums or incentives and valuation of jobs.

On the merger, absorption or modification of the legal status of the company, where this would affect significantly the volume of the employment acquired.

Know the models of written work contracts that are used, as well as the documents relating to the completion of the employment relationship.

On penalties for serious and very serious misconduct and, in particular, on redundancies.

In relation to statistics on the index of absenteeism and its causes, accidents at work and occupational diseases and its consequences, rates of accidents, movement of cesses and income and promotions and newsletters TC-1 and 2 to Social Security.

b) Exercise control or oversight work on the following subjects:

The compliance with the existing labour and social security regulations, as well as the agreements, conditions or uses of the company in force, formulating how many legal actions are necessary to the company and the specific bodies or courts.

The execution and implementation of the applicable training plans in the field of enterprises.

Job recruitment at the company level through the documentation that is required to be delivered to you.

Ostend the representation of the workers on mission, while the latter lasts, as representatives of the workers of the user companies, for the purpose of making any claim in relation to the conditions (a) the execution of the work activity, in all matters relating to the provision of its services to the latter. In no case, this representativeness may be assumed to be an extension of the estimated hours of credit for the legal representation of the employees of the user undertaking, nor that they may arise from the same claims of workers in respect of to the temporary work company on which they depend.

In conjunction with the Management, on the implementation of the measures implemented in order to maintain and increase the profitability and productivity of the facilities and the enterprises.

Compliance with the principles of non-discrimination, equality of the sexes and opportunities and a rational policy for the promotion of employment. They will ensure that the working conditions are accommodated in the current regulations on Occupational Health and Risk Prevention and the requirements that the regulations that develop them establish.

The members of the Staff Committee and Delegates of Personnel, individually or jointly, shall observe professional secrecy regarding confidential information which, by reason of their position, are known to the companies, even after to leave office, and in particular, in all matters that the Directorate qualifies as a reserved matter.

Article 69.

At the request of the workers, when they are authorized by document, the companies will discount the amount of the corresponding ordinary or extraordinary union fee on their monthly payroll.

To do this, it will be delivered to the Directorate of a document manuscript and/or signed by the worker in which the order or authorization of discount will be expressed, the amount, the Central Trade Union of the recipient, as well as the the current account number or savings book to which the amount of the amount is to be transferred.

The Business Address will deliver a copy of the transfer listing to the union representation.

Article 70. Union guarantees for members of the Staff Committee and Delegates.

No member of the Company's Committee of Enterprise or Delegate of Personnel may be dismissed or punished during the performance of his or her duties or within the year following the expiration of his term of office, unless the latter occurs by revocation or resignation, provided that the dismissal or sanction is based on or is based on the action of the worker in the legal exercise of his representation, without prejudice to the provisions of Article 54 of the Staff Regulations. It shall also not be discriminated against in its economic or professional promotion, precisely because of the performance of its representation.

If the penalty for alleged serious or very serious misconduct is due to other causes, a contradictory file must be dealt with, in addition to the person concerned, the Business Committee or the other Staff Delegates and the Union Delegate of the Organization to which he belongs, in the event that his Trade Union Section was known to the Directorate of the company.

They will have priority of staying in the company or job center, with respect to the rest of the workforce, in the cases of suspension or termination of contracts for technological, economic, organizational, production or force majeure.

They may not be discriminated against in their economic or professional promotion because of the performance of their legal representation. They may exercise freedom of expression in the internal sphere of the company in the matters of their representation, being able to publish or distribute without disturbing the normal functioning of the business activity those publications of interest employment or social. The execution of such tasks shall be performed in accordance with the legal regulations in force at any time.

You will have the credit schedule of paid monthly hours that the Law determines by reason of your position and the volume of the company. At the same company level, it may be possible to accumulate the hours of the various members of the Staff Committee or Delegates in one or more of their colleagues, without exceeding the maximum total per Law for each and every one of them, In such a case, it may be relieved of the work without prejudice to its remuneration. This circumstance must be communicated to the company in advance, indicating the period of time in which the accumulation will take place.

TITLE FOURTH

Health and occupational risk prevention

Article 71. Health and Prevention of Occupational Risks.

Those affected by the present General Collective Agreement are entitled to the provision of their services in the various workplaces and establishments of the companies of the sector to be adapted to the measures and norms which, on a compulsory basis, establishes the Law on the Prevention of Occupational Risks, Law 31/1995 of 8 November, as amended and extended by Law 54/2003 of 12 December 2003 on "Reform of the Normative Framework for the Prevention of Occupational Risks" and the various Regulations that develop it.

In particular, Royal Decree 486/1997 of April 14, minimum health and safety provisions in the workplace.

As general considerations on health and prevention of occupational risks, it is stipulated that:

-Companies that subscribe to this Collective Agreement shall develop the necessary actions and measures in the field of occupational safety and health in order to ensure that the working conditions are, if so, the lower risk and do not adversely affect the health of the staff.

-In any case, the approaches, actions and measures that will be implemented jointly by companies and workers, without conditioning the Iranian activity aimed at achieving an improvement in the quality of life of the people affected.

-In accordance with the current legislation, in the elaboration, development and implementation of health and safety plans at work as well as in the prevention of occupational risks, they will participate if they exist, the representatives workers ' unions, as well as trade union organisations, depending on the scope of the plan. In the absence of this, workers shall take part in the workplace or in the company.

-During the duration of this Collective Agreement, the affected companies will develop a plan for the general safety and health risks of their staff for all their work centers and establishments, with The nature of the activity is taken into account. An assessment shall also be carried out, where appropriate, of the means and places of work and the conditioning of the centre or establishment.

-If there is a job that represents a certain risk for the health and safety of the workforce, the companies, in accordance with the opinions and advice of the Prevention Services and, if necessary, the Inspection of work, shall modify the facilities, means or own allocation of the job, in such a way as to minimize and avoid to the greatest extent possible the risk detected.

-Any extension or modification of the facilities of the establishments, of their machinery or of the technology applied to the various jobs, will necessarily entail an assessment of the health risks and job security which may be contained, as well as its knowledge, either to the workers ' representatives or, failing that, to the workers concerned.

-The legal representation of workers in the company will have permanent information regarding the start-up of new machinery.

-Modification of installations, their expansion and measurements, analyses and surveys carried out in relation to the environmental conditions of the workplace.

Companies will provide the staff affected by this Collective Agreement with the annual medical reviews that correspond, as provided for in Article 22 of the Labor Risk Prevention Act.

If it is shown in maternity cases that the job at which the worker is employed is an appreciable risk to the worker, the management shall, if this is within its scope, provide a change of job which eliminates the (a) the situation of the risk is likely to occur during the duration of the pregnancy. If you do not, the worker will be welcome to the provision of IT at risk during pregnancy, if the medical service of Social Security is recognized.

As for certain jobs, the rules and regulations on ergonomics that the National Institute for Safety and Health at Work has established or can establish. Special assessment shall be made of those activities or jobs exposed to radiation from screens of any kind, to high sonority, to aeration limitations, etc.

The workers affected by this Collective Agreement have the right to information and training on the conditions of their work, on the characteristics of their activity and their work centre, on the machinery and technology used and on all other aspects of the work process that may in some way pose a risk to your health or personal safety at work.

In particular, companies are obliged to specifically train the worker on the risks which, where appropriate, may exist in a given job, as well as on the use of the means and conduct necessary to their removal.

In companies or workplaces that have six or more workers, the participation of these workers will be channeled through their representatives and the specialized representation that regulates the Law of Risk Prevention and Occupational Health.

The Prevention Delegates will be designated by and among the staff representatives, according to the following scale:

Up to 49 workers, 1 Delegate/Prevention.

50 to 100 workers, 2 Prevention Delegates.

From 101 to 500 workers, 3 Prevention Delegates.

From 501 to 1000 workers, 4 Prevention Delegates.

In the companies of up to thirty workers the Delegate/a Prevention will be the Delegate/a Personnel. In companies of 31 to 49 workers there will be a Delegate/a Prevention who will be elected by and among the Staff Delegates.

Finally, the employer is obliged to inform the representatives of the workers regularly, if any, about the evolution of the health and safety of the workforce, rates of absenteeism and their causes, accidents and their consequences, rates of accident, studies carried out on the environment of the work centres and, in general, any circumstances which may have an impact on a collective or individual relationship with the health of workers.

The signatory organizations of this Convention will be able to equip themselves with the instruments necessary to comply with point 3.1 of Objective Three of the Spanish Strategy for Safety and Health at Work, and in particular the establishment of specific bodies for the promotion of health and safety at work of a joint nature, to this end the parties agree to the constitution of a Joint Authority for the promotion of health and safety at work in the following terms:

1. Statement and objectives.

The signatory parties will carry out the development and implementation of the legislation in force in the Prevention of Labor Risks. The signatory parties consider that in order to achieve this, the establishment and planning of a preventive action in the workplace and in the enterprises that has at last the elimination or reduction of the risks at its origin, from the beginning, is required. of its evaluation, taking the necessary measures, both in the correction of the existing situation and in the technical and organizational evolution of the company, in order to adapt the work to the person and protect their health.

Likewise, the parties express their aim to promote greater involvement of employers, workers and their representatives, in preventive management, through a set of dissemination actions, information and promotion of security and health obligations and rights, and of the professional risks in the Sector.

2. State sectoral Joint Body.

1. The Sectoral Joint Body for the Promotion of Health and Safety at Work between Workers and Companies in the Transport of Sick and Accidents in Ambulance is an instrument of a state nature, constituted under the auspices of the established in the art. 70 of this Collective Agreement.

2. The scope of this body shall be that laid down in Article 15 of this Convention.

3. Functions.

The functions of the State Paritary Authority are as follows:

(a) Disclosure and information of the professional risks existing in the Sector, as well as the rights and obligations of the employer and the workers in this field.

b) Propose the strategy, the action programmes and formulate the plans to be followed for the promotion of safety and health in the Sector.

c) Establishing specific training programmes and content in the field of risk prevention for workers in the sector.

d) Elaboration of an annual memory.

e) Annual analysis of the preventive effects of programmes and actions carried out.

(f) Monitoring of accidents at work and the development of statistics of serious and fatal accidents.

g) General organization and control of visits to companies with templates between 6 and 50 workers who lack representation of the workers. These functions may be delegated to the joint committees for the prevention of occupational risks which are set out in the sectoral collective agreements at lower level. The actions or tasks to be developed should not interfere with:

Prevention services (own or foreign) or other preventive entities providing support to businesses.

h) Development of appropriate methodology for self-assessment in companies where possible under the legislation.

4. Headquarters.

The headquarters of the Joint Authority for the Promotion of Health and Safety in the Sector will be the headquarters of the Joint Committee of the Convention.

5. Composition.

1. The Joint Body is composed of 12 members, six business representatives and six of the trade union members of the collective agreement.

2. The Joint Body shall be assisted by a Secretary to be elected from among its members, as shall the President.

3. The representatives referred to in paragraph 1 may attend meetings accompanied by the advisors they consider necessary.

4. The time spent for the activities of this body will be borne by the companies for those members who are workers in the sector.

6. Appointments.

1. The members of the Joint Body shall be appointed by the organisations to whom they represent.

2. Its members shall exercise their mandate of representation for a period of four years and may be re-elected for periods of equal duration, unless the provisions of Article 7 (b) apply.

7. Ceses.

1. Members of the Joint Body shall cease to be responsible for:

a) Compliance with your command.

b) Renunciation or Free revocation by the organization that designated you.

2. In any of the cases of termination provided for in this Article, the member shall be replaced, for the purposes of which the business organisation or trade union organisation to which it is replaced, shall notify the Authority within the maximum period of 30 years. days, the new designation.

8. Meetings.

1. The ordinary meetings of the Joint Body shall be monthly, and shall be extraordinary at the request of any of its parties or when the President considers it.

The call for meetings shall be made by the President in writing and at least seven days in advance of the date fixed for the meeting, other than those of an urgent nature, which may be convened at an early date. minimum of forty-eight hours.

The call will include the agenda to be discussed at the meeting.

2. The meetings of the Joint Body shall require the presence of at least half of the members of each representation, business and trade union.

The delegation may only be granted in writing to another member of the respective representation.

3. Decisions, for their validity, shall be required to be adopted unanimously by the assistants, present and represented.

4. In any event, the deliberations, agreements and information resulting from the actions of the Joint Body shall be reserved.

9. Funding.

The Joint Body shall be funded, for the implementation of its activities, from the following sources:

(a) From grants that you can obtain from Public Administrations and private bodies.

b) From external financing actions that can be approved by third parties.

c) Of the remnants that decide the governing bodies of the Patron Associations.

10. Monitoring of the accidents at work in the Sector and the development of accident statistics.

The Joint Authority will develop the activities it agrees with, aimed at studying and monitoring the accidents at work and the development of statistics specific to serious and fatal accidents, with the cooperation of the joint committees established in the sectoral collective agreements at lower level.

These activities will focus on the compilation of statistics that reflect the accident and incidence rates in the Sector.

11. Organization and control of company visits.

1. In order to obtain sufficient information for the preparation of studies on the development of accidents, to provide an advisory service to small enterprises and to put in place the culture of prevention among the workers and employers, the Joint Authority will organise a generic plan of visits to firms or workplaces, the templates of which will be between 6 and 50 employees and lack of representation of employees, which will have to be finalised in the (i) separate committees for the prevention of occupational risks which are set out in the sectoral collective agreements at a lower level, in accordance with the timetable decided by them and in accordance with the provisions of this Article.

2. The visits shall be carried out, after the agreement of the joint committees referred to in the preceding paragraph, the consent of the undertaking concerned being equally necessary.

12. Sector Information.

In order to promote greater involvement of employers and workers in preventive action, the State Health and Safety Authority in the Sector will develop an information activity in the following:

(a) The need for compliance with the rules on the prevention of occupational risks.

b) Impact on sub-sectoral activities and on jobs that may be high risk.

c) Elaboration of a statistics program for the Sector in order to provide the data of accidents and to be able to determine the actions to be applied.

d) Activities of the Joint Body, partial results control and degree of achievement of the objectives.

TITLE FIFTH

Other enhancements

Article 72. Insurance.

Collective accident insurance.

Companies that do not have the policy will subscribe to the policy within thirty days of signing the Convention, with a recognized insurance entity, a collective policy that guarantees a level of:

Grand invalidity: EUR 35,000.00.

Death by accident: EUR 35,000.00.

To be perceived, and for one time, by the worker or his or her surviving, descendant or ascending spouse and, where appropriate, their successors, if any of these situations arise as a result of the accident at work.

The premiums that are generated according to the policy will be borne by the company, being responsible the insurance institution and subsidiary the company of the payment of the insured capital to the worker or its beneficiaries in case of a disaster that leads to the right to your perception.

In the event that a worker/a person dies outside his/her habitual residence, he/she will be displaced from the same by order of the company will pay the costs of moving the remains to the place of residence of the worker deceased and those of two relatives for their accompaniment to that residence.

However, the amount mentioned in this article for the collective insurance of accidents, will only be payable from the following two months of the publication of this agreement in the "Official State Gazette", continuing until that time in force as provided for in Article 71 of the State Collective Agreement published in the "Official Gazette of the State" of 16 November 2007. These amounts are expressly excluded from the agreed review, remaining unchanged at their value for the duration of the Convention.

Civil liability insurance.

Companies that do not have the policy will sign the policy within 30 days of signing this agreement with a recognized insurance company. This policy will sufficiently cover potential claims for events occurring in the exercise of the profession, and the company will also provide workers with the necessary legal protection in these cases.

Article 73. Temporary incapacity.

The company will pay the period of temporary incapacity, the difference between the provision corresponding to the Social Security and the Gestora Entity and the base salary, increasing by the age plus agreement, in the Following conditions:

a) In accidents at work, from day one, based on the last three listed mensualities.

b) When the disease requires surgical intervention or admission to a health facility, from the first day of surgery or admission.

c) In case of common disease, from the third day.

(d) In cases of temporary incapacity for risk pregnancy, the worker shall receive 100% of the quantities covered from the first day.

e) In all cases of workers ' IT, no discount will be made upon paying the overtime.

Article 74. Deprivation of the driving licence.

For cases of deprivation of a driving licence for a period not exceeding 12 months, the undertaking shall be obliged to provide the driver/occupation in any work, even of a lower category, by paying the remuneration. corresponding to that position, more seniority, and provided that the following requirements are not met:

(a) That the deprivation of the driving licence derives from events occurring in the exercise of the activity of driving outside the company.

b) That the deprivation of the driving licence is as a consequence of the commission of criminal offences.

c) That the deprivation of the driving meat has not occurred in the previous 24 months.

d) That the deprivation of the driver's meat is a consequence of having ingested alcoholic beverages or taken some type of narcotic.

When the withdrawal of the driving licence is longer than 12 months, it is understood that the driver ceases to be fit for the work that was contracted and will automatically cause the company to leave the company in circumstances. objective and to apply what is determined in this respect by Articles 52 and 53 of the Staff Regulations.

Those who hire an insurance policy to cover the temporary withdrawal of the driver's license, as well as the recovery of points, necessary to develop their driver's work and nothing more than for that, prior to the justification of the Companies will pay the cost of this policy with a maximum of € 50.00 per year. In the event that an undertaking chooses to cover this risk by contracting a collective insurance policy, the amount previously reviewed shall not be paid.

In the event that the temporary removal of the driver's license is due to any of the reasons set out in the first paragraph, the amount that the worker receives from insurance, as long as he or she is kept on salary, will have the obligation to pay to the company, with the limit of the amount of the salary in the case that the contracted coverage is superior to the same.

Also, in the case of temporary withdrawal of the carnet, the worker may apply for a leave of absence for the duration of the card, with the right to return once the carnet is recovered.

Article 75. Fines and penalties.

The fines and penalties imposed on the drivers by the authority driving vehicles of the company will be obliged to make the claims before the competent authority and provide the relevant documentation to justify the service, giving the worker a copy.

Article 76. Uniformity.

Companies will provide the staff with the uniform, precise and appropriate costumes for the performance of their function, according to the design of the company and consonance with the winter and summer times, according to the regions.

This locker room will be replaced and expanded, with the worker being required to clean and use it.

Article 77. Equality Plans.

The negotiating parties acquire the commitment to negotiate an Equality Plan in each of the companies that have more than 250 workers. Companies with less than 250 will also be required to integrate a set of measures aimed at avoiding any discrimination, and to promote equal treatment and opportunities between women and men.

The commitment is agreed that these plans and measures will be drawn up, and will be applicable to all companies in the sector within one year of the signing of this agreement.

First transient disposition.

The lower-level Conventions shall remain in force for the duration of their term, unless otherwise agreed by the parties involved in their negotiations, their full content, without the entry into force of this Agreement. affect. After its validity, the negotiation of the new agreement must necessarily be subject to the provisions of this State Convention, in the matters set out in Article 12 concerning matters reserved for this area.

Second transient disposition.

As far as possible, the existing provincial conventions will be tried to integrate into regional conventions.

Transient Disposition third.

In those collective agreements of lower scope in which, for the various activities developed by the companies, in addition to the sanitary transport, other professional groups and categories have been defined the specific or specific activity, shall remain in force and, in any event, its update shall be subject to the specific collective bargaining in the field itself and for such differentiated activities, exclusively.

The signatory parties to the present State Collective Agreement undertake within the first year of validity to promote the constitution of the Negotiating Commissions for lower areas.

Transitional disposition fourth. Wage revision for the years 2010 and 2011.

In the month of February 2011 and 2012 the Joint Committee of the Convention will meet with the object of once known the actual IPC of each of the years of validity of this Convention under review (2010-2011) to proceed to the update, where appropriate, of the excess produced over the 1% increase, with the difference between 1% and the corresponding actual CPI with effect 1 January of each of the years under review.

It is understood by real state CPI, published by the Institute of Statistics for the national team.

Transient disposition fifth.

The associations that are signatories to this Collective Convention in proportion to their own representativeness, will provide the social part of 24,000 euros annually, starting this year and during the term of this convention with the aim of facilitate the dissemination of the same at the National level and the functioning and development of the various commissions set out in this Convention, the amount of which will be distributed among the trade unions which are the same parties, the amount to be delivered once published the collective agreement in the "Official Gazette of the State" and in the months of January each year back.

Single end disposition. Neglect clause.

Those companies that, for economic and financial reasons, could not cope with the wage increases agreed in collective agreements in the sector, regardless of their scope, should prove objectively and The reasons why the increase in question questions the viability of the company.

In order to be eligible for the discount during the year or year concerned, the companies must communicate their intention not later than one month after the publication of the Collective Agreement in the Official Gazette. (a) the Joint Committee of the Convention and the representation of the employees in the undertaking if it exists.

At the request, the company must accompany the following documentation:

-Memory and economic report specific to the last two exercises where the negative result is appreciated and reflects the negative result.

-In companies of more than 50 workers, External Audit Report on the economic-accounting situation of the company, at least of the last financial year.

The Joint Committees of the Collective Agreements of the sector will have to study how many of their requests are presented to them and to do so they will have the following powers:

-The members of the Joint Committee responsible for the study of the application or, where appropriate, the technicians whom it designates, must have access to all the legal and economic documentation necessary to analyse and check the formulated request and its situation reports.

-In the event that the Joint Commission requires registration certificates, reports of Jurors or any other documentation or expert action related to the request made, its cost will be suffraged by the petitioning company.

-Members of the Joint Commission as well as the technicians who may advise it are obliged to maintain the maximum reserve and confidentiality in relation to the known information and the data to which they have access, such as consequence of these procedures.

The Joint Committees shall issue their resolution within a maximum of one month from the date of receipt of the request. In the event of a failure to consider the request for an account of the increase or inapplicability of the wage increase, the companies may, within the week following the notification of the Joint Commission's decision, have recourse to an Arbitration, which at the maximum 45 days will dictate a Laudo.

Both the Resolution of the application, by the Pariitary Commissions and the Arbitral Laudo will not be able to be subject of any recourse by the applicant company and both the resolution estimatory and the cited Lauto Arbitration shall be from its full executive notice.

ANNEX SALARY TABLES YEAR 2009

2009 definitive salary tables with increase of 1.80%

State Collective Agreement on Transportation of Sick and Accidents in Ambulance

Category

Pintor

Director

Base Salary	Plus Convention	Total
TTS Driver	865.09	115.62	980.71
TTS Assistant-Driver-Truck	753.70	97.98	851.68
TTS Truck	708.56	90.46	799.03
Manager	874.43	87.43	961.86
Manager	957.35	95.71	1,053.06
1. ª Admtvo.	934.73	93.47
Aux. Administrative	810.04	79.14	889.18
753.79		75.36	829.16
854.84	854.84	85,48	940.32
Chapista	821.64	82.17	903.81
821,64	82,17	903.81
Manager	915.53	91.51	1,007.04
	Telefonista	799.04	79.87	878.91
1.567, 94	156.78	ATS
	1.175.95	117.55	1.293.50
Area Director	1.434.00	143.39	1.577, 39
1.583.04	158.27	1.741.31

Diets year 2009

Food: 10.23.

Dinner: 10.23.

Overnight and breakfast: 13.90.

Full diet: 34.36.

Loyalty to company loyalty/loyalty

With 10 years of service in the company, 6.18 euros per pay.

With 15 years of service in the company, 19.70 euros per pay.

With 20 years of service in the company, 23.08 euros per pay.

With 25 years of service or more in the company, 27.02 euros per pay.

Festivities year 2009

Holiday festivities: 29.79.

Holy week holiday: 29.79.

Plus location year 2009: 33.08.

ANNEX SALARY TABLES YEAR 2010

Provisional salary tables for 2010 with 1.5% increase

State Collective Agreement on Transportation of Sick and Accidents in Ambulance

Category

Aux. Administrative

Director

Base Salary	Plus convention	Total
TTS Driver	878.06	117.35	995.41
TTS Adjutant-Driver-Truck	765.00	99.44	864.44
TTS Truck	91,81	91,81	810.99
Team Manager	887.54	88.74	976.28
Manager	974.58	97.14	94,87
		94,87	94,87	94,87	94,87	94,87 Rant_table_der" >1.043, 62
822,19	80.32	902.51
765.09		76.49	841,58
867.66	867.66	867.66	954.42
Chapista	833.96	83.40	917.36
Pintor	833.96	83.40	917.36
Manager	929.26	92.88	1.022.14
	Telefonista	811.02	81.06	892.08
	Medical	1.591, 45	159.13	ATS
	119,31	ATS	119,31	119,31	ATS Table_table_der" >1.312, 89
Area Director	1.455.51	145.54	1.601.05
1.606, 78	160.62	1.767.40

Diets year 2010

Food: 10.38.

Dinner: 10.38.

Overnight and breakfast: 14.10.

Full diet: 34.87.

Loyalty to company loyalty/loyalty

With 10 years of service in the company, 6.27 euros per pay.

With 15 years of service in the company, 19.99 euros per pay.

With 20 years of service in the company, 23.42 euros per pay.

With 25 years of service or more in the company, 27.42 euros per pay.

Festivities year 2010

Christmas festivities: 30.23.

Holy Week holiday: 30.23.

Plus location year 2010: 33.57.