Advanced Search

Resolution Of June 22, 2010, Of The General Directorate Of Labour, Which Is Recorded And Published The National Collective Agreement Of The Cycle Of Trade Paper And Graphic Arts.

Original Language Title: Resolución de 22 de junio de 2010, de la Dirección General de Trabajo, por la que se registra y publica el Convenio colectivo nacional del ciclo de comercio del papel y artes gráficas.

Subscribe to a Global-Regulation Premium Membership Today!

Key Benefits:

Subscribe Now for only USD$40 per month.

TEXT

Having regard to the text of the National Collective Agreement of the Trade Cycle of Paper and Graphic Arts (Convention Code No. 9901105), which was signed by the Federation of National Associations on 19 May 2010 de Distribuidores de Ediciones (FANDE), the Spanish confederation of Gremios and Associations of Booksellers (CEGAL), the Association of Paper Stores and Carton and the National Association of Stationery And Writing Objects (ANAPOE) in representation of the companies in the sector and of the other by the trade unions CHTJ-UGT and FECOHT-CCOO in representation of the working group concerned, and in accordance with the provisions of Article 90 (2) and (3) of the Royal Decree of Law 1/1995 of 24 March, approving the recast of the Law on the Staff Regulations of Workers and Royal Decree 1040/1981 of 22 May on the registration and deposit of Collective Labour Conventions,

This Work General Address resolves:

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

Second. Arrange for publication in the Official State Gazette.

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

NATIONAL COLLECTIVE AGREEMENT OF THE PAPER AND GRAPHIC ARTS TRADE CYCLE 2009-2012

CHAPTER I

Preliminary Clauses

The negotiation of this Convention has been inspired by the criterion of achieving the progress of the companies affected by it and the welfare of their workers.

In this regard the Convention underlines:

Harmful to the lower wage sector than the Convention and unfair competition.

The right to a stable and the most fair and honorable remuneration possible.

The agreement between the contracting parties to combat, in all circumstances and through joint action, the flagrant abuses that may arise from the sale of editorial or stationery products by persons and bodies authorized to do so.

The organizations that have signed CELAG, FANDE, Association of Paper Stores and Carton and ANAPOE, as well as State Federation of Trade, Hotels, Tourism and Gaming of UGT (CHTJ-UGT) and State Federation of Commerce, Hotels and Tourism of CC.OO (FECOHT-CC.OO), each in its field of competence, are responsible for the strict observance of the Convention. The governing bodies of such organisations are particularly responsible for preventing by all legal means the infringement of this Convention.

The parties to the Convention undertake not to negotiate and to oppose, where appropriate, the deliberation and achievement of collective agreements of work of a territorial scope equal to or less than that which affect the personal and functional of this Convention, except those of a company, whatever the subject matter of the Convention.

Article 1. Concurrency of Conventions.

The signatories expressly agree that (in accordance with paragraph 2 of Article 83 and Article 84 of the Workers ' Statute) it is their will not to be affected by the provisions of current or future Conventions of the (except for the Company Convention) in no matter. To this end, they declare that if, in spite of what was previously agreed, there is or may be a concurrency between the present National Convention and any other (provincial, autonomous territory or any other area other than Enterprise), the latter shall be expressly annulled for all purposes in all matters.

CHAPTER II

Scope and Reporting

Article 2. Territorial Scope.

This Convention is of mandatory application throughout the territory of the Spanish State.

Article 3. Functional Scope.

This Convention requires in general all undertakings whose main business is the trade in publishing products and desktop material, i.e. wholesalers and retailers of the new and old book; Wholesale and retail stationery, desktop and teaching materials; printing and writing paper retailers and retailers; packaging paper wholesalers and retailers and the like; recovery and recovery paper wholesalers and retailers; and handling; philatelic trade wholesalers and retailers, as well as distribution; import and export of these products; and the retail sale of discs.

It will also force the newly installed companies to be included in the territorial and functional areas.

The business organisations that are signatories to this Convention, the Federation of National Associations of Publishing Distributors (FANDE), the Spanish Confederation of Guild and Bookseller Associations (CEGAL), the Association of Paper and Carton stockists and National Association of Papeleria and Desktop Objects (ANAPOE), represent distributors of publishers, wholesalers and retailers of the new and old book, wholesalers and retailers of printing and writing paper, wholesale and retail paper packaging and the like, as well as distributors, importers and exporters of the above products.

Article 4. Personal Scope.

All workers who serve as an employed person in the companies covered by this Convention remain within the scope of this Convention.

They are excluded from each other:

a) The charges of senior management, high government, or high council.

(b) The technical staff to whom a particular service is entrusted, without continuity in the work or subject to working time, which is therefore not included in the company template.

(c) Persons involved in commercial transactions on behalf of one or more entrepreneurs, provided that they are personally obliged to respond to the good end of the operation, assuming the risk and the risk of the operation.

(d) Self-employed workers, who carry out the work of distribution, with their own vehicle, and subject to a commercial relationship, with the respective companies.

Article 5. Effective.

This Convention shall apply from the date of its publication in the Official Gazette of the State, except for clauses relating to remuneration.

Article 6. Duration and extension.

This Convention runs from 1 January 2009 until 31 December 2012.

Notwithstanding the duration agreed in the preceding paragraph, at the end of the period of validity of the Convention, the Convention shall be deemed to have been extended tacitly from year to year, if it has not been denounced in accordance with the rules developed in this paragraph. same Chapter.

Denounced the present Convention will nevertheless remain its precepts until the entry into force of the one that replaces it.

Article 7. Review-complaint.

They will be legitimized to formulate them the same representations that are to negotiate it, in accordance with article 87.2 of the Workers ' Statute. Such legitimisation, which will not be assumed, will have to be verified by the complainant party at the time of the reporting of the Convention.

Case of one of the parties wishing to review the Convention must communicate it to the other by registered mail with three months ' notice of receipt at least. This communication must be sent to the address of the Joint Interpreter Commission of the Convention, in Madrid, Paseo del Prado n. 16, apartment 108.

The trade union or business representation that formulates the complaint and intends to negotiate a new Collective Agreement to replace the then current one, must accompany, to its written denunciation, proposal of the point or points to negotiate, expressing:

(a) Deadline for the new Convention.

b) Concrete materials to be negotiated.

(c) Annual economic impact of the terms of character or economic impact.

(d) Personal and functional scope as appropriate, of the intended Convention.

e) Draft composition of the Negotiating Commission with the expression of the number of members of each of the representations.

(f) Documentation, in the event of a discrepancy, of gathering the necessary legitimization to negotiate a Convention, required by the legislation in force.

g) If you consider it appropriate, or not, that the negotiations have a President and, if applicable, in terna, of the person indicated for such a function.

In any case, the expenses of the business representation, originated by the negotiation of the new Convention, will be borne by the business associations participating in the negotiation. To this end, and before the start of the negotiations, a fund shall be set up, in the same amount as the expenditure incurred in the previous year, to cover the common costs, such as the fees of the President and the Secretary, etc.

CHAPTER III

Compensation and Absorption

The conditions agreed in this Convention absorb and compensate, up to 70% of the unilateral increases granted by the Company (through voluntary improvements, wages or salaries, bonuses or voluntary benefits) or imperative legal.

In no case can the seniority complement be absorbable or compensable.

In view of the nature of the Convention and the conditions set out here, future legal provisions involving economic variation in all or some of the remuneration concepts will only be effective. If, globally considered in annual computation, they exceed the total level of the year. Otherwise, they will be considered to be absorbed by the agreed improvements.

In cases where it is considered that there is an anomalous application of this article, the Joint Commission will be aware of the case in advance of any administrative or jurisdictional complaints.

CHAPTER IV

Job Organization

The organization of the work subject to this Convention and the legislation in force is the faculty of the Company's Management, understanding, to this effect, that the destination or transfer of the employees, among the different Commercial establishment which radiate in the same place, can be verified by always respecting the hierarchical condition in the employment relationship that the worker enjoys within the company, as well as paying the higher expenses than the transfer could produce you.

Without the authority recognized to the Company in the previous paragraph, the legal representatives of the workers will have the function of advising, guiding and proposing in relation to organization and rationalization of the work, according to the purposes attributed to it.

Article 8. Shipments.

It is understood by moving the change of job from one center to another and that implies for the worker a permanent change of residence to another province.

The move can be performed:

a) At the request of the interested party, formulated in writing.

b) By mutual agreement between company and worker.

c) By decision of the Company Address, in the case of service need.

In point (a), the worker shall not be entitled to any compensation.

The voluntary temporary displacements to new job centres will not involve transfers in the terms provided for in this Article, and in them it will be, as far as remuneration is concerned, to be agreed between the posted worker and the Company.

In the case (b), it will be agreed between both parties.

When the shipment is made for service needs and provided that there are proven technical, organizational or productivity reasons that warrant it, the company management will be able to do so after having requested voluntary provision by staff who meet the appropriate professional and occupational status conditions that the work case requires.

On the occasion of the forced transfer, more than thirty days, the Company shall pay the worker, upon justification by him, all travel expenses for him and his family, as well as that of the persons.

The compensation that the company will take out for housing to the posted worker will be the equivalent or similar to the one that the worker would pay.

When a vacancy is made to cover the category of the shipment in the home working centre, the right worker shall have the right to take such vacancy, provided that it complies with the requirements and requirements of that vacancy.

CHAPTER V

Professional classification

These classifications are merely enunciative and do not imply the obligation to have the places and categories listed, if the needs and volume of the company do not require them. However, as soon as there is an employee in an undertaking who carries out tasks specified in the definition of a particular professional category, at least the remuneration shall be paid in respect of such a category. assigned.

The different tasks assigned to each category or specialties are also enunciative, since all employees will have an obligation to carry out as many works as their superiors within the general tasks of their own of their professional status, without prejudice to their dignity and without jeopardising their future professional development.

Article 9. Classification of personnel according to the function.

The staff referred to in this Convention shall, by reason of their duties, be classified in the areas and categories indicated below:

General Jobs

Director/General.

Titled/a top grade.

Director/Division or Area.

Titled/a middle grade.

Mercantile Business Area

Director/Marketing.

Director/Commercial.

Head of Sales.

Manager/General.

Head/branch office.

Establishment Manager.

Group Head/Group.

Chief of Business Section.

In-charge/to set.

Storefront.

Bookstore/a.

Rotulist.

Product Manager.

Dependent.

Technician/a in foreign trade.

Executive/Account.

Representative.

Reader.

Teleoperator/a.

Box Auxiliary.

Establishment Wizard.

Logistics and Auxiliary Services Area

Director of logistics.

Logistics section chief.

Head/Store.

Head/Transport.

Head of workshop.

Logistics Unit Manager.

Trade Professional 1. ª

A driver/a driver.

Trade Professional 2. ª

Operary/to Logistics.

Mozo/a-packager/a.

Auxiliary services personnel.

Administration area and central services

Director/Administrative.

Head of shopping.

Chief of staff.

Chief Computer Officer.

Chief Financial Officer.

Web Page Administrator.

Systems analysts.

Section manager.

Accounting Officer.

Programmer/a.

Documentalist.

Address Wizard.

Designer/Chart.

Administrative Officer/a.

Administrative/Customer Support.

Web Page Wizard.

Cataloger/a.

IT technician/maintenance.

Administrative Auxiliary/va.

Telephone.

Article 10. Definition of Professional Categories.

General Jobs Jobs

Director/General: It is who, at the immediate orders of the decision-making and organizational bodies of the company and participating in the elaboration of the policy of the company, directs, coordinates and takes responsibility for all the activities of the address of your office.

Entitled to a higher degree: It is who, in possession of a degree of higher degree, recognized as such by the Ministry of Education, exercises in the company, permanently and with direct responsibility, own functions and characteristics of their profession, but without any duties, and provided that the functions they perform are not contained in any of the jobs described in this Convention.

Director/Division or Area: It is who, at the immediate orders of the Director/General, directs, coordinates and takes responsibility for all the activities of the management of one of the Areas or Divisions in which the company (Administrative, Commercial, Logistics, etc).

Entitled to a medium degree: It is who, in possession of a degree of medium degree, recognized as such by the Ministry of Education, exercises in the company permanently and with direct responsibility, own functions and characteristics of their profession, but without any duties, and provided that the functions they perform are not contained in any of the jobs described in this Convention.

Commercial and Commercial Area

Director/Marketing: Is responsible for the marketing department. Depending on the direction, directs, coordinates, plans, and plans the various marketing actions and policies to be performed in the enterprise.

Director/Commercial: Is responsible for the sales and sales department. Depending on the direction, he directs, coordinates, plans and ideas the various actions and commercial policies to be carried out in the company. The entire sales network is your responsibility.

Head of Sales: It is who, under the supervision of the Commercial Director, is in charge of putting into practice the company's commercial policy and action. You can be in charge of a particular geographical area where you coordinate and direct a series of commercials.

In Charge/General: It is who is at the front of an establishment that relies on branches in different places or who assumes the direction of branches located in the same square.

Head/Branch Office: It is the person who is at the head of a branch exercising, by delegation, the Company's own functions.

Establishment Manager: Person who performs the address and global maintenance of the store or point of sale to the public. Takes full responsibility for the management of the establishment. Directs and controls the other workers at the point of sale and is responsible for the proper functioning of the store in all respects.

Group Chief: Who is at the forefront of several sections in the establishments that have their organization established based on them.

Head of Business Section: The person who is in charge of a section with direct command or supervision of the staff has affected her and with faculties to intervene in the sales and to have the appropriate for the good order of the work, and should also guide its directors or heads on the purchases and assortment of items to be carried out and the dependents on the display of the goods.

In Charge/A of establishment: It is who is at the front of an establishment whose total number of employees is a minimum of three and a maximum of five, performing functions analogous to those of the Establishment Manager.

Storeroom: Person responsible for carrying out, exclusively for the company, functions of exhibition, exhibition and decoration of the products offered for sale in each of the commercial establishments.

Bookseller: Person in possession of a university degree or professional training of a medium or higher degree and/or with sufficient experience in the tasks of the post at the discretion of the company. This person is responsible for making sales with complete product knowledge. She advises, knows and treats the client perfectly. It is responsible for the maintenance and extension of the traffic to the store. He knows exactly the publishers and distributors of the books to be offered and the launch of the regular news. It has a specific management component of the library. In certain cases, and depending on the needs of the company, it could be in charge of a specialised section for the sale of products in a particular bookshop.

Rotulista: It is the one who is dedicated exclusively to making all kinds of labels, posters and similar works for a single company.

Product Manager: Responsible in the marketing department for a particular product range, depending directly on the Marketing Manager. The functions that the Head of Product will perform are the analysis, planning and development of products, linking to the different departments of the company in the practical development of the new product. You will be responsible for launching the product in all aspects related to that launch.

Dependent: Person who, at a point of sale to the public, is responsible for performing sales with real knowledge of the products. It also takes responsibility for the attention, collection and direct information to the public, the replacement of goods, the placement of news, order processing, non-face-to-face sales, the placement of storefronts and other tasks related to the related post. with the sale.

Technical/in foreign trade: Person specialized in the treatment of clients and/or suppliers from outside the national territory. With knowledge of at least one foreign language, it plans, coordinates and acts on import and export activities. It also knows the legal, customs and monetary elements of the original country of the customer and/or supplier with which the company is related.

Executive/Account: Person who manages a client portfolio. It will depend directly on the Chief Commercial Officer or Head of Sales, with which he will coordinate customer care and sales development. Its main responsibility will be to offer customers a personalized attention: monitoring, evaluation and analysis of needs, presentation of offers and budgets, negotiation, control and collection of the accepted sale.

Your geographical area of performance will depend on the business policy and instructions received from your immediate superior.

Representative: It is who, depending on the business address or head of sales and on behalf of the company, is dedicated to carry out, in or out of their establishments, sales, management, visits, promotions, surveys, samples of catalogues and other related commercial and/or public relations systems.

Your geographical area of performance will depend on the business policy and instructions received from your immediate superior.

Reader: It is who, in possession of a university degree, is dedicated to the reading of novelty books and the elaboration of literary criticism by means of reviews, reports, etc. destined to the advice of the clients of the libraries. It has a mixed training function and support to commercial channels for custom sale. It may have knowledge of one or more foreign languages and/or languages recognised in the Spanish State, depending on the tasks entrusted to it.

Teleoperator: Person who performs the basic functions of direct sales and/or conduct of surveys or transmission of information to a current or future client by telephone means. Contacts the customer, transmits the required offer, service or information and deals with the purchase and/or collection of data.

Box Auxiliary: It is the person who performs the collection of the goods by any means of payment, performs the review of the box heels, makes invoices and receipts at the request of the clients and performs other operations similar in relation to the handling of the boxes or sales terminals.

Assistant to the establishment: It is who, at a point of sale to the public, develops the general tasks of auxiliary and support in the shop in the sale of products, replenishment of goods, attention, collection and information to the customer, processing of orders and other tasks related to the sale.

Logistics area and ancillary services:

Director/Logistics: It is responsible for the logistics and transportation department of the company. Depending on the direction, he directs, coordinates, plans and ideas the various logistic actions and policies in the company.

Chief of Logistics Section: It is who, under the dependency of the Area Director, bears the responsibility or direction of one of the sections in which this area may be divided, with direct authority over the employees to their orders.

Head of Warehouse: The person who is at the head of a warehouse, taking charge of the replacement, reception, preservation and brand of goods, the registration of his/her entry and exit, its distribution to the sections or branches. He is also responsible for the fulfillment of the orders, the planning of the sampling and other similar tasks for the development of his functions.

Head of Transport: Person responsible for all internal and external transport traffic that the company may have. It is responsible for coordinating and managing the loads and discharges of carriers, as well as for their organization on the docks, the routes to be followed and the coordination of the fleet of vehicles.

Head of Workshop: It is the operator who, technically trained, is at the head of an auxiliary workshop of the main commercial activity of the company and that with command on the professional professionals and other personnel of the same, has the good order of the work, and must guide the staff on the specific functions of the task of each one and transfer to the company information and advice of the technical particularities that are of interest.

Logistics Unit Manager: Depending on the head of the warehouse or transport unit, he/she shall be the person responsible for ensuring the proper functioning of the unit of the warehouse he/she is assigned, as well as for the persons working in that unit. unit.

Professional profession: It is the person who executes jobs of a trade that normally require learning in any of his or her functions, they will be assigned to the category of officer who will work with initiative and responsibility in the performance of its mission and performance. As an example they perform maintenance, machinery repair, electrical, plumbing, etc. ..

You can also perform your own work on quality control.

The drivers of motor vehicles are included here, which are considered to be professionals of the trade of 1., when they have sufficient knowledge to carry out small repairs of mechanics and 2. in another case.

Delivery/Driver: It is the non-autonomous person who performs the driving functions of motor vehicles, the loading, transfer and delivery of the company's products to the customers or to the points of sale of the company, which carries out the collection of copies and products returned, having the obligation to make the delivery of the products and copies collected by the returns and the amount of the collections made, in the place that the Company determines for each specific case.

You must also perform basic maintenance tasks for vehicles that are assigned to you.

Operario/a de logística: It is who is engaged in concrete and determined works that, without properly constituting a trade, demand some practice in the execution of those.

Among such works, it can be understood as to pack or to fill, with the preparatory operations to have packages and precise elements and with the complementary of distribution and billing, charging or without charging the goods, carry out the internal transport of the goods, placing it in their corresponding places in a logical order as established in the work centre, receiving the goods requested from the suppliers, checking the coincidence between the goods and goods received, order their contents and introduce it into the organizational system of the company for further processing by means of an ordered reception system (manual, mechanical and/or computer). You may use electric lifting machines for your work, provided that you are in possession of the corresponding approved accreditation for the handling of the machinery.

Mozo/a packer/a: It is who carries out the transport of the goods inside or outside the establishment; it carries out the packaging of the articles object of sale or distribution, checking the goods that are packaged or packaged and their coincidence with invoices or albarans, makes the current packages that do not need to be wrapped or packed and the parts or performs any other works that require predominantly physical effort, being able to be entrusted also works of cleaning and basic maintenance of the establishment.

Staff of auxiliary services: It is the personnel who have as functions to perform auxiliary tasks of the main activity of the company such as: the cleaning of the buildings and premises, and of the concierge and the monitoring of the same.

Administration and Central Services Area

Director/Administrative/to: It is who, with or without the company's control, assumes with full powers the direction or supervision of all the administrative functions of the Company, when it has them organized or distributed in multiple sections.

Head of purchases: It is the person who performs permanently, either in the producer centers or in other establishments, the general purchases of the goods that are the object of the commercial activity of the Company.

Chief of Staff: Responsible for the organization and distribution of the jobs the company has. With hierarchical control over all the staff, it is responsible for the selection, internal or external training of the employees, performance evaluation, risk prevention, etc. It can also be responsible for the development of payroll, social insurance and other functions related to industrial relations. It puts into practice the disciplinary and merit-granting authority of the Directorate, and other tasks of the post. Depending on the size of the business, you can have functional control over one or more specific departments.

Head of IT: Responsible for the IT department of the company. The "hardware" is responsible for the correct management, planning, maintenance and operation of all computer equipment, both personal computers and peripherals. Depending on the size of the company, you will be able to direct maintenance technicians. In relation to the "software" it is responsible for the maintenance and planning of the systems or programs that the company uses.

Chief Financial Officer: Responsible for the company's financial, management and accounting departments. It is responsible for the planning, coordination and management of all the company's financial issues (revenue management and analytics, expenses, costs, financing, charges, payments, taxes, etc.).

Web Site Administrator: Person responsible for the overall management, maintenance and design of the company's proprietary web page over the Internet. Depending on the volume of sales and the technical complexity of such a system, you can direct a team of people. Since at the technical level you would have a dependency on the IT department and at the sales level of the sales department, you may depend on one or another hierarchical superior according to the particularities of the company.

Systems Analyst: Person who performs data preparation and control tasks for processing on computer systems. It elaborates standards and/or methodologies for the realization of a process, from its origin to its completion. Performs functional and organic analysis of the application to be developed. Performs analysis and programming tasks under the requirements of the directors or heads of the different areas.

Section Responsible: It is who, at the orders of a Chief, has the responsibility or direction of one of the sections in which the work may be divided, with direct authority over the employees to their orders.

Accounting Officer: It is who, under the responsibility of the Chief or responsible person, is responsible for the accounting of the economic data of the company, for the usual and recognized systems and procedures, and for its use for financial or tax purposes.

Programmer/A: Person who, through training and/or appropriate certification in the field of computer science, has as fundamental tasks the following: elaborates, rehearses and maintains in good state logical supports or programs for computers designed to cover the practical needs of users of computer systems. In addition, it is also included in its tasks, to determine in consultation and under the supervision of the systems analysts and the specialists in the subjects concerned, the objectives pursued in the different programs, the information or other results required, the nature and sources of the data to be entered and ordered, the checks and other necessary checks. It will also have to keep the relevant programmes and documentation up to date to reflect the changes in the data and information that can be recorded and the results that can be obtained, as well as those relating to the to configuration changes.

Documentalist: Person with specific training in biblioteconomics and documentation that is responsible for creating, compiling and managing all the bibliographic information necessary for the sale of books and additional information and/or specific to the customer. Depending on the size of your business, you can coordinate a team of people.

Assistant/Address: It is who, depending directly on a director or analogous category, performs support tasks, administrative or not, for the proper functioning of the area over which its superior is responsible, preparing their meetings, interviews, documentation, or any other function requiring special confidence, etc.

Designer/Chart: The person who performs the tasks of conceiving, programming, projecting, and performing visual communications, produced, in general, by industrial means, and intended to transmit specific messages to groups determined. A graphical layout is an object created by that activity.

Administrative Officer: It is who, under the dependence of a superior, but qualified and on his own initiative, performs administrative tasks of various kinds in the company, with a specific knowledge of them. Depending on the department you are working on, you will perform the appropriate tasks.

Customer Care/Administrative: Person who performs the main functions of customer support in a service of order receipt and/or post-sale treatment. Carries out the administrative tasks of the post (orders, complaints, etc) and maintains a direct relationship with the client using telephone, computer or analog means.

Web Page Wizard: Person who, in direct dependency of the web page administrator, takes care of the order fulfillment requested through the web page, handling of the shipments, ways of payment and treatment of the customer claims. You will also have a technical component in the periodic update of product developments and their location in such a system, design improvements, virtual window creation, etc.

Catalog/a: Person who, under the supervision of the documentarian, catalogs by a logical system, all the titles that are part of the book sale offering.

Computer Maintenance Technician: It is who develops the main functions of installation, repair and maintenance of computers, peripherals, networks and other computer tools.

Administrative Auxiliary: Person who, under the dependency of a superior, performs functions of support in administrative tasks of various kinds in the company, with a general knowledge of them. Depending on the department you are working on, you will perform the appropriate tasks.

Phone: Person who serves a telephone exchange by establishing communications with the outside and inside and noting and transmitting how many notices he receives.

You can also perform other functions related to communication services, such as fax, mail, etc.

Article 11. Promotions.

In accordance with the principles laid down in Article 24 of the Workers ' Statute and with independence and the right to hire new workers to be subject to the provisions of the procurement and matching rules promotions will be produced by any of the following systems:

1. By free designation of the company.

2. By contest or opposition or objective assessment.

Free provision of the company will be provided, preferably among the company's staff, for the jobs corresponding to the following categories:

A. The technical staff entitled.

B. First administrative heads, managers of establishments and general managers.

C. The commercial personnel.

D. The workers with management and custody functions of the company.

The company that covers any of the positions provided for the competition and opposition system shall provide its call to which the workers may participate by specifying the valuation rules to be established for the that contest or opposition. Such rules shall contain a system of merit of an objective nature, with reference to, inter alia, the following circumstances: Antiquity, knowledge of the job and professional history, evidence to be carried out and assessment.

The court to judge the access tests will be appointed by the company and chaired by a representative of the company. They will necessarily be part of the court two workers of category equal to the square that is called, designated by the legal representatives of the workers.

All company personnel, will have equal conditions, right of preference to fill existing vacancies in any of the groups and sections that make up the same on equal terms as merit preference.

Likewise, and for the vacancies that occur in the subaltern group of personnel, they will have the preference to be occupied by the operating staff from the company itself, who for reasons of age, illness, accidents or causes has its physical capacity diminished. The company, with the intervention of the legal representatives of the workers, will determine in each case the origin of the vacancies for this system.

Companies will be required to communicate to the business committee or staff delegates the call for competition or opposition to provide the entry and promotion places with at least 20 days in advance of the date when the evidence must be held, giving the same publicity to the company's bulletin boards.

CHAPTER VI

Hiring and employment

Article 12. Equality and non-discrimination.

Companies affected by this Convention shall respect the principle of equal treatment in work for all purposes, not discrimination on grounds of sex, marital status, age, race or ethnicity, religion or belief, disability, sexual orientation, political ideas, affiliation or not a union, etc.

Special attention will be paid to the achievement of equal opportunities for men and women in access to employment, vocational promotion, training, job stability, and equal pay in employment. equal value.

Article 13. Equal rights of casual workers.

Any workers will enjoy the same rights and will have the same obligations as the fixed workers, with the limitations that, due to the modality of the hiring, are legally established.

Article 14. Revenue.

For the entry of the personnel covered by this Convention, there shall be legal provisions in force in the field of placement.

Article 15. Job contracts.

All contracts will be made in writing. In the case of work contracts, the following shall be stated: the professional category of the worker and the centre of work in which he/she shall provide his/her services. The working day shall also be recorded, in accordance with the provisions of this Convention and the time distribution of the work which the Company has drawn up in each case.

Article 15.1 Possible contracts due to circumstances of production.

In accordance with the provisions of Article 15 (b) of the recast of the Staff Regulations and Royal Decree Law 8/1997 of 16 May, both in force, this contract is intended to meet circumstantial requirements of the market, accumulation of tasks or excess of orders, even in the case of the normal activity of the company.

It shall be formalised in writing with sufficient accuracy and clarity of the cause and circumstances that motivate it, registering with INEM. The duration of such contracts may not be less than seven days, not more than 12 months, within a period of 18 months from the time of the initial contract. The same causes and circumstances as for the performance of these contracts, in their maximum duration, may not be used more than twice as long as contracts of this nature.

In the event that the contract is concluded for a period of less than 12 months, it may be extended by agreement of the parties and according to the legislation in force, without the total duration of the contract exceeding that limit maximum.

If at the end of the initial period, there is no prior communication of ten days prior to its completion, the contract shall be deemed to be automatically extended to its maximum duration. If, at the end of its maximum duration, there is no express complaint ten days in advance and services shall continue to be provided, the contract shall be considered for an indefinite period, unless proof to the contrary that the temporary nature of the contract has been established. benefit.

Compensation: At the end of the contract, due to the expiry of the agreed time, the worker shall receive an economic compensation equivalent to twelve days of his salary per year of service, in proportion to the time worked, except for the case of voluntary leave.

Article 15.2 Work Contract or Service.

This mode may be performed when the worker is hired for the performance of a given work or service with its own substance within the activity and whose execution, although limited in time, is initially of uncertain duration. For the purposes set out in the preceding paragraph, they are identified as tasks with their own substantive, inter alia, trade fairs, exhibitions and special sales.

Article 15.3 Partial Time Contract.

It will be in accordance with the Royal Decree Law 15/1998 of 27 November.

Part-time work contracts shall indicate the professional category of the contract worker.

The part-time contract workers, and if, through a number of fixed-term contracts, the legal extensions had been exhausted, in the event that the companies affected by this Convention decide to carry out new full-time hiring, will preferably be eligible to benefit from the latter, provided that they are of the same category. Between workers with a part-time employment contract and those who have full-time employment contracts, the duration of the same or indefinite period, there will be no differences or discrimination, in proportion to their working time. of work, as regards:

Number of extraordinary pages per year.

Provision of vacancies for promotions, provided that the vacancy is of the same category and part time.

Any other right or benefit agreed upon in the Convention or which is applicable by law.

Article 15.4 Training Contract.

The duration of this contract will be two years, being the minimum of six months. The remuneration shall be 85 per 100 and 90 per 100 of the basic salary and supplement to the Convention for the first and second years respectively.

The age for this type of contract will be between sixteen and twenty-one years. The categories of Mozo/a-Empacker/a and Telefonista are exempted from the training contract. In accordance with the provisions of Article 2 (e) of Royal Decree 488/1998, the time spent on theoretical training shall be calculated on a weekly basis to carry out such training, either through the undertaking itself or by others. Educational institutions or institutions.

If the two-year period has elapsed, this contract does not become indefinite, the company will be obliged to indemnify you with 15 days of salary.

Article 15.5 Contract in Practice.

The provisions of Article 11 of the Workers ' Statute will be in place.

The duration of this contract will be at least six months, maximum two years. The remuneration shall be 85 per 100 and 90 per 100 of the basic salary and supplement to the Convention, for the first and second respectively.

Article 15.6 Discontinuous Fijos Contract.

Those workers who have served in the same company, with temporary temporary contracts in certain periods for 3 consecutive years, will become fixed-discontinuous.

The appeal will be made, by written communication and in advance of 15 days regarding the effective incorporation to the job, in order of seniority in the company, within each Professional Area, taking care of the Professional Category to be occupied; fixing the duration certain or estimated, which in any case will be indicative.

The interruption will be performed, by written communication to the worker, prior to it and applying the above criteria in reverse order.

The distribution of the day shall be without prejudice to the provisions of Article 12 of the Staff Regulations as regards the content of the contract.

By agreement between the company and the legal representatives of the workers will be established the distribution of the day throughout the time of appeal, respecting, in any case, the provisions of the present convention, with general character, on the day distribution.

Discontinuous fixed workers, who within a period of activity will have a reduced working time in respect of full-time workers, will be able to carry out additional hours.

In default, the holiday will be enjoyed in the last stretch of the period of occupation of the discontinuous fixed worker.

Discontinuous fixed workers will have priority to incorporate in their work on any new contracts, so that no fixed-term contracts can be concluded as long as there are fixed workers. discontinuous that have not been called.

All discontinuous fixed workers will be guaranteed a minimum occupancy period of 120 days per year.

Article 16. Temporary Work Companies.

Companies affected by this Convention will not be able to have a volume of workers coming from Temporary Work Enterprises (ETT) of more than 10 per 100 from the usual template given the previous year (both fixed and possible).

Only the services of Temporary Work Companies that apply to their workers the State Convention of Temporary Work Companies in force at any time.

The companies will make known to the workers ' representatives the contracts for the making available and the employment contracts of the affected workers, within a maximum period of ten days, in order to enable them to carry out the tasks of protecting the working conditions, training and occupational health of the ETT workers, with the right to present through the representatives of the workers of the user company claims in relation to the conditions of performance of the work activity.

It may not be possible to use temporary work companies for the coverage of a job that has previously been occupied by a contract in the user company through the contractual mode of eventual the production where the maximum period of 12 months has already been exhausted in a period of 18 months, nor shall it be possible to make use of temporary employment undertakings, in the same previous case, when this job had been occupied, whatever their contractual mode, for a period of 9 months for one or more form ETTs continuous or discontinuous.

ETT cannot be used to cover a job, in which an improper dismissal has previously occurred.

ETT workers shall receive the full remuneration set out in this Convention for the job to be carried out.

Article 17. Low voluntary.

The personnel covered by this Convention who intend to voluntarily cease in the service of a company shall communicate it to the Directorate of this Agreement, at least 15 days in advance, to the date on which it is to be left. to provide services. Such notice shall be considered validly effected whatever the form of communication.

Failure by the worker of the obligation to pre-warn with advance notice, shall entitle the Company to discount the settlement of the same the amount of the salary of 1 day for each day of delay or warning.

Article 18. Union control of hiring.

Companies shall notify workers ' representatives of new contracts to be carried out in accordance with Articles 11 and 15.4 of the Staff Regulations.

Article 19. Employment.

As from the publication of this Convention and for workers who are to be temporarily hired by the undertakings, which fall within the scope of this Convention, the maximum period for the period of three years shall be three years. to reach the condition of fixed in the company, regardless of the mode of the contract.

For the duration of this Convention, companies of more than 20 workers are obliged to have a fixed employment level of 80%.

The parties to this Convention and during its term of office shall, through the Joint Committee, carry out a joint examination of the situation of the labour market, with the formulation of proposals aimed at encouraging the creation of jobs and the training of young workers.

CHAPTER VII

Remuneration

The remuneration set out in this Convention shall be understood as a whole day, which may be paid for weeks or months, with the worker entitled to receive, before the day indicated for the payment, advances on account of the work carried out up to 90 per 100 of the remuneration due.

The salaries earned in this Convention are minimum and guaranteed income in cases where the remuneration is composed of salaries and commissions.

The Company's management will be able to establish remuneration systems linked to productivity, after negotiation with the workers ' representatives.

The collection of monthly remuneration will be paid as usual in the Company, or at most on the 5th day of each month.

Article 20. Base Salary.

Remuneration for the period 1 January 2009 to 31 December 2012 shall be as follows:

Year 2009: Current salary tables will be increased by 1.5% (base + plus linear salary). The increase corresponding to the linear plus will be accumulated to the base salary, maintaining that linear plus at its current level.

Year 2010: Actual CPI for 2009 plus 0.2%

Year 2011: Actual CPI for 2010 plus 0.3%.

Year 2012: Actual CPI for 2011 plus 0.4%.

In all cases with the same criterion of accumulation to the base salary, of the increase corresponding to the linear plus, keeping this one in its same amount.

The annual remuneration included in the salary tables annexed to this agreement corresponds to twelve monthly payments, two extraordinary payments and one of benefits.

Article 21. Convention Linear Plug-in.

Consists of the annual gross EUR 360 Convention Plus, which will be payable for working time and which will be considered as an additional periodic maturity wage. Although this accrual is annual, by agreement between the companies and their employees, it may be paid for shorter periods of time.

Article 22. Extraordinary rewards.

Companies will pay their staff an extraordinary amount of gratification equivalent to the total amount of a monthly allowance for Christmas, another equal monthly allowance in July and a third, as a result of the benefits, within the first quarter of the following financial year.

The amount of these bonuses will be collected in proportion to the time worked in the semester corresponding to each of them.

Article 23. Old Age Supplement.

From May 1, 1997, seniority will become due to four-year periods.

From January 1, 2009, the four-year-old will have a value of 16 euros.

The computation of staff age will be regulated by the following rules:

a) The initial date for your determination will be the date of entry into the company.

(b) For the purpose of calculating seniority for the purposes of periodic increases, account shall be taken of all the time of service in the undertaking, being considered as effectively worked on all the months and days in which the worker has received a salary or remuneration, either for services rendered in any of its factories or in commissions, licenses or in temporary low for accidents at work or sickness.

The time of forced leave by appointment for public or union office will also be computable.

On the other hand, the time to remain on a voluntary basis will not be estimated.

(c) The age shall be computed by reason of all the years of service provided within the Company, regardless of the professional group or category in which it is located.

In any case, the provisions of Article 25 (2) of the Workers ' Statute shall apply.

(d) In any case, those who are of category or group change will receive on the base salary of the one to which the four-year periods that correspond to them since their entry into the company, computed the age in the This is the form set out in the above rules, but calculated in full on the new base salary.

e) In the event that a worker ceases to be a company by sanction or by his own will without applying for voluntary leave, if the same company is subsequently re-entered into the same undertaking, the age shall be calculated from the same undertaking. last income, losing all rights and seniority previously acquired.

Article 24. Special cases of remuneration.

Workers with knowledge accredited to their companies in one or more foreign languages, provided that this knowledge is required and agreed with them will receive 10% of their base salary for each language.

Workers holding a diploma issued by the school of bookshops will receive a 10% increase on their base salary, provided they provide their services in library sections.

Special gratification to storefronts. -Staff not included in this category who, however, perform with normal character the function of the ornamentation of storefronts in the establishments, will have a right in concept of special gratification to a plus of 10% of your base salary.

The company will pay a monthly payment for each child's birth. If the two spouses are employed in the sector covered by the Convention, this benefit may only be credited by the person responsible for the family.

Article 24. Bis. Pay per bind.

The worker, when he or she is 60 years old and who has spent twenty years in the Company, will begin to earn the right to the payment of a full amount of a monthly payment, increased with all emoluments. It is also important for the Commission to take the view that it is not a matter for the Commission. Such pay will be collected at the time of your retirement.

Article 25. Nocturnal.

From 22:00 hours until 6:00 p.m., a plus of Nocturnity will be paid, consisting of 25% of the salary Convention, that is, salary base plus plus of the Convention.

Article 26. Departures, trips and diets.

The worker who, for the purposes of the undertaking, has to move outside his habitual residence, shall be entitled to the costs which he has incurred, on presentation of the supporting documents.

In compensation of expenses whose justification is not possible, the worker will be entitled to receive a diet of 8.28 euros or 11.83 euros per day, respectively, according to the displacement either for a half-day or for full time.

All these concepts will be increased to the same terms as set out in Article 20 of this Convention.

To the workers who use their vehicle to carry out works of the company, the company will pay them an amount per kilometer that at every moment the Ministry of Finance considers to be deductible for this concept.

The staff whose principal activity is normally outside the place of residence, provided that they have already been referred to in their remuneration, is excluded from the scheme provided for in the preceding paragraphs. the compensation of travel expenses and is included in the specific conditions agreed upon in their recruitment.

CHAPTER VIII

Work day, schedule and breaks

Article 27. Day.

The maximum annual working day will be 1,772 hours of effective work, as long as it is not modified by future Conventions.

Companies shall grant their workers, each year of this Convention, a full day of paid leave for their own affairs, in accordance with the following rules:

The fixing of such a day will be done by mutual agreement between the company's management and the workers.

It should be done in times of less activity, depending on the specialty to which the Company is dedicated.

In no case this day by year of the Convention, the annual leave period may be accumulated.

Companies, while respecting the number of hours of work per year, will agree through their Staff Delegates or Enterprise Committees the most appropriate schedule for their needs at each time of the year.

When extraordinary work overload occurs in a company, the management of it can set a longer schedule of up to ten hours for workers. This excess of hours will be compensated by reducing the weekly working day in times of less activity. In no case may it exceed the annual calculation established by the collective agreement. If the annual trading day of the collective agreement is counted as overtime.

Both the extension and the reduction of the schedule will be communicated to the workers with 24 hours of notice.

In no case, the exceptional character of this paragraph may engender some kind of permanent, differentiated day in terms of your weekly computation.

Unless agreement between the parties, the compensation in times of rest shall take place within four months of its completion, preferably in full days.

The company will ensure that this prolongation will equally affect all staff to whom you must perform the extraordinary jobs that originate it.

Upon sufficient justification for the existence and importance of the chosen cause, the following are excepted:

(a) Those who regularly study for the purpose of obtaining an officially recognized academic or professional qualification, and during the time required to attend these classes.

(b) Those who have customary family obligations of a personal and unavoidable nature.

Are excluded from the normal day regime:

Keepers or Watchers who are assigned the care of a limited area, with a house within it, provided that they are not required to be kept under constant surveillance, may be extended up to twelve hours a day, with the right to a Four-hour rest, including the one corresponding to the meal, which will be enjoyed each working day and within the hours of its service, determining the form of enjoyment of the same according to the Company.

The hours of overtime of the guards or guards with a room will be paid in proportion to your regular salary.

Article 28. Overtime.

Hours exceeding the annual accounts set out in Article 27 of this Convention shall be considered as overtime.

Extraordinary hours will be voluntary.

The Company's management, at the request of the representatives, of the Company's employees, will communicate to these, monthly, the number of extraordinary hours made during the previous month.

In the event of anomalies in the performance of overtime, the Joint Commission may collect the appropriate information from the company concerned.

The value of the extraordinary hour for the various professional categories of this Convention shall be established by increasing the value of the ordinary hour by 20%. In the event that they are done on Sundays or holidays, they shall be increased by 50% or offset in free time, preferably the latter, by the same percentage.

Article 29. Work on holidays.

When for any reason, legal, conventional or voluntary, work on days that may be of a public holiday, or not a regular work, workers shall be entitled to the enjoyment of the necessary time. for the fulfilment of their religious duties, provided that they have been previously communicated to the Management of the company in sufficient time for the exercise of this right to be compatible with the correct organization of the company services.

When work is carried out on a public holiday of the fourteen annual feasts (12 national and two local), the day will be paid on the 75 per 100 surcharge, or be compensated in free time, preferably the latter, at the same percentage.

Article 29. Bis. I work on Sundays.

When you proceed to work on Sunday, not forming this day part of the usual day, workers will enjoy an uninterrupted day and a half, and in no case will you be able to compensate financially.

Article 30. Holidays.

All workers will enjoy paid holidays annually under the following conditions: They will have a duration of 30 calendar days regardless of the professional category of each worker.

When the worker ceases or enters the course of the year, he/she will be entitled to the proportional share of the holiday due to the time worked.

The annual leave to which the workers affected by this Convention are entitled shall be enjoyed in the period from 15 May to 15 September, except for the mutual individual agreement of the parts.

By way of exception, in the case of companies located in tourist areas or those engaged in the marketing and/or distribution of textbooks, the period of enjoyment, in the case of companies located in tourist areas or those engaged in the marketing and/or distribution of textbooks of the holidays shall be fixed without limitation of dates, by agreement between the company and the worker, guaranteeing 15 days in the period of the holiday mentioned above.

Holidays will be enjoyed by rotating shifts. Holiday shifts will be established in the first half of March each year.

If during the holidays, the worker is hospitalized for fifteen or more days, the vacation will be interrupted, from the first day of the hospitalization.

In the face of a situation of I.T., documented with the corresponding part of the medical discharge, produced before the fixed holidays, and that prevents the enjoyment of these on the programmed dates, the worker will be able to enjoy them in another period, within the calendar year, fixing the new date of common agreement between the employer and the worker. If specific legislation on this matter exists in the future, it will be in the same way.

Article 31. Paid leave.

The company's staff will be entitled to a paid leave in any of the following cases:

a) Fifteen calendar days, in the case of a worker's marriage.

(a) (a) 15 calendar days in the case of the establishment of couples in fact, provided that it is established that the said constitution has been made in compliance with the formal requirements required by the applicable law according to the place of residence.

This license will be enjoyed under the same conditions as the Civil Code for marriages.

Any new variation of this situation must be documented.

b) A natural day in the case of marriage of parents, children or siblings, on the date of celebration of the ceremony.

c) Two days for the birth of a child and for the death, accident or serious illness, hospitalization or surgical intervention without hospitalization that requires home rest, from relatives to the second degree of consanguinity or affinity.

c-bis) Two calendar days in cases of legal adoption of a minor or legal acceptance situation. Two days per usual home move, provided it is performed on a working day basis.

d) For the precise time, and with justification of it, in the face of the need to attend, personally, matters of its own that do not admit delay demonstrating its undoubted necessity.

e) When the worker regularly studies studies to obtain an academic or professional degree, he/she will enjoy the time required to attend the appropriate examinations.

f) For the precise time, and with justification of the same, when for the reason of illness the worker requires the assistance to the medical office in hours coinciding with their working day.

g) For the precise time, and with justification for it, for medical office assistance accompanying children under the age of 14.

(h) Pregnant workers will have the right to be absent from work for the conduct of prenatal examinations and birth preparation techniques, prior notice to the employer and justification of the need for their completion within the of the workday.

In case c), the license may be extended for up to 5 days, taking into account for them the displacements that the worker has to make and the other circumstances that in the case concourse. These officers, the same heads who have granted the licence, may extend it, provided that they are duly requested.

The request for the licences must be made to the employer or person to whom, in the case referred to in paragraph (a) above, and to the head/immediate person of the applicant, if any, in paragraphs (b) and (c) above. indicated. The award shall be made on the spot, without prejudice to any penalties which may be imposed on the worker who claims to be false.

In case a) of the article itself, the resolution must be adopted within 15 days of the request.

In all cases, including extensions, the appropriate justification for the alleged causes may be required.

Article 32. Unpaid leave.

Workers may enjoy a licence without remuneration up to 15 days per year, for periods not less than two days and without the enjoyment of this licence being able to coincide with: principle or end of holiday, bridges, Christmas sales and Kings. Companies will grant this type of licence whenever there is justified cause and the organisation of the work permits. Both the worker's request and the non-concession by the Company must be made in writing and on the basis of the appropriate justification.

Article 33. Reduction of day by legal guardian or care of family members.

In accordance with the provisions of Article 37.5 of the recast of the Law of the Workers ' Statute and of the Law 39/1999 on the Reconciliation of Work and Family Life, who for reasons of legal guardian have their own direct care of a person under eight years of age or a physical, mental or mental disabled person, who does not carry out a paid activity, shall be entitled to a reduction in the working day, with a proportional reduction in the salary between at least one eighth and a maximum of half the duration of that.

It will have the same right to care for the direct care of a family member, until the second degree of consanguinity or affinity, that for reasons of age, accident or illness cannot be used by himself, and that he does not perform paid activity.

Article 34. Reduction of day by gender violence.

The person who is the victim of legally recognized gender violence will be entitled to a reduction in the day. The reduction will be uninterrupted or continuous, with the worker being able to choose the reduction, with the proportional decrease of the salary.

CHAPTER IX

Contract Suspension

Two classes of leave are recognized, voluntary and forced, but none of them will be entitled to pay as long as the surplus is not rejoined to the Active Service.

Article 35. Voluntary leave.

The worker at least one year old in the company has the right to be recognized as being on a voluntary basis for a period of not less than four months and no longer than five years. This right may only be exercised by the same worker again if four years have elapsed since the end of the previous leave.

To no effect will the time that workers remain in this situation be computed.

The company will provide precept voluntary leave, no longer than one year, when serious, duly justified grounds for family order, completion of studies, etc.

The right to return to the company will be lost if it is not requested by the person concerned at least one month before the expiry of the period granted.

Article 36. Forced leave.

It will result in a situation of forced excess of any of the following causes:

a) Nomination for a charge to be made by Decree, by designation or for elective office.

b) Illness.

c) By union charge.

In the cases referred to in subparagraph (a), the excess shall be prolonged for the duration of the charge which determines it, and shall grant the right to occupy the same place as it did before and to be counted on the time of surplus for passive purposes. Workers who are in this situation must apply for re-entry in the month following their termination of office.

The patients will be considered to be in a situation of forced leave after the 18 months or two years in the case of extension for health care of the Social Security until their declaration of permanent partial incapacity or total permanent incapacity for the usual profession without such a situation posing any burden on the company.

The workers who are elected to carry out positions in the representation and government bodies of their respective trade unions, who demand full dedication, will be able to apply for leave, with the company being required to granting for the duration of the abovementioned situations.

Once the excess is granted, it will be extended by the duration of the charge that determines it.

The request for reinstatement must be made within one month from the date of termination of the leave. If the worker does not apply for re-entry in the indicated term, it will cause the company to be permanently low.

In companies or workplaces with a workforce of less than 50 workers, those affected by the term of their leave shall cover the first vacancy of their professional group in their membership template, except for pact to the contrary.

Reinstatement will be mandatory for the company when the excess requested for this reason is for a maximum period of one year and with express knowledge by the company of the duration of the same in the case of it was for a year or for a lower period.

Article 37. Leave for family care.

Workers shall be entitled to a period of leave of absence 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, either permanent as a preadoptive, even if they are provisional, from the date of birth or, where appropriate, from the judicial or administrative decision.

They will also be entitled to a period of leave of absence, lasting no more than two years, workers to care for the care of a relative until the second degree of consanguinity or affinity, which for reasons of age, accident, disease or disability cannot be used by itself, and does not carry out paid activity.

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

When a new deceased person is entitled to a new period of leave, the start of the period shall end to the one who, where appropriate, has been enjoying himself.

The period in which the worker remains in a situation of leave in accordance with the provisions of this Article shall be computable for the purposes of seniority and the worker shall be entitled to attend vocational training courses, whose participation must be convened by the employer, in particular on the occasion of his/her reinstatement. During the first year you will be entitled to the reservation of your job. After that period, the reserve shall be referred to a post of the same professional group or equivalent category.

However, when the worker is part of a family that has officially recognized the status of a large family, the reserve of his or her job will be extended to a maximum of 15 months in the case of a family. a large category, and up to a maximum of 18 months if it is a special category.

Article 38. Reentry.

Surplus workers will be entitled to re-entry with preference over any other workers outside the company.

Without prejudice to the above, the company may grant the right to re-entry.

If the new hiring does not correspond to the category itself, but to the lower one within the same professional area, the surplus will be able to choose to occupy this place with the salary to it assigned or not to re-enter and to preserve its Preferential right to return to a position in its category.

CHAPTER X

Security and Health

In order to pay due attention to the important issues related to safety and health at work, the following responsible for these matters will be established in the companies:

1. Companies from 1 to 30 workers, a prevention delegate with the requirements and powers laid down in the legislation in force.

2. Companies of 31 to 50 workers, a Safety and Health Committee consisting of a representative of the company, a technician belonging to the staff of the same and two prevention delegates, chosen by the latter among the staff delegates or Business Committee.

3. In companies with a census of 51 to 100 workers, the prevention delegates will be three.

4. Companies with more than 100 workers will be governed in this area by the legislation in force.

For the proper development of their duties, the prevention delegates shall have in addition to the credit schedule they enjoy under Article 68 of the Workers ' Statute, an additional 5-hour credit. monthly for the performance of their duties. However, it shall be considered as effective working time corresponding to the functions set out in Articles 36.2 and 37.1 of the Law.

In all cases the functions and powers of the Safety and Health Committees shall be those specified in the Law 31/1995 of 8 November of the Prevention of Occupational Risks.

Article 39. Maternity/Fatherhood.

Protecting Family Life

I. Risk during pregnancy.

In the case of risk for pregnancy, in the terms provided for in Article 26 of the Law 31/1995 on the Prevention of Occupational Risks, the suspension of the contract will end on the day the suspension of the contract is initiated. maternity, in accordance with the provisions of the laws, or the inability of the worker to return to her previous post or to another compatible with her state.

II. Maternity.

Maternity workers will be able to join the holidays to the maternity leave period, or to the successive breastfeeding accumulation period in case of making use of this right, even if it is outside the calendar year.

Workers may, before the start of the maternity leave period, apply for unpaid leave for a period of not less than one month and not more than three months. This request will be made 15 days in advance of the date of enjoyment.

III. Suspension of the maternity or adoption contract.

A. In the course of delivery, the suspension will last for sixteen weeks uninterrupted, extended in the case of multiple birth in two weeks more for each child from the second. The period of suspension shall be distributed to the person concerned, provided that six weeks are immediately after delivery. In the event of the death of the mother, regardless of whether or not she is carrying out any work, the other parent may make use of the whole or, where appropriate, the remaining part of the suspension period, computed from the date of delivery, and without that the party which the mother had been able to enjoy before the birth was neglected. In the case of the child's death, the period of suspension shall not be reduced unless, after the end of the six-week compulsory rest period, the mother is required to return to her job.

However, and without prejudice to the six weeks immediately following the mandatory rest period for the mother, in the event that both parents work, the mother, at the beginning of the rest period, maternity, may choose to have the other parent enjoy a certain and uninterrupted part of the post-birth rest period either simultaneously or in succession with that of the mother. The other parent may continue to make use of the period of maternity leave initially transferred, although at the time provided for the return of the mother to work, the mother is in a situation of temporary incapacity.

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

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

In cases of preterm birth with a lack of weight and those other in which the neonate requires, for some clinical condition, hospitalization after delivery, for a period of more than seven days, the period of suspension is will extend in as many days as the born is hospitalized, with a maximum of thirteen additional weeks, and in the terms in which it is regulated.

In the case of adoption and acceptance, in accordance with Article 45.1 (d) of the E.T., the suspension shall be for an uninterrupted period of sixteen weeks, which may be extended in the case of multiple adoption or acceptance in two weeks for each child from the second. Such suspension shall produce its effects, at the choice of the worker, either on the basis of the judgment in the court for which the adoption is constituted or on the basis of the administrative or judicial decision of a provisional or final acceptance, without No case of the same minor may be entitled to several periods of suspension.

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

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

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

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

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

Workers shall benefit from any improvement in working conditions to which they may have been entitled during the suspension of the contract in the cases referred to in paragraphs (A) and (B) of this Article, as provided for in the following paragraph on the suspension of the paternity work contract.

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

C. In the case referred to in Article 45 (1) (n) of the Treaty on the victims of gender-based violence, the period of suspension shall be of an initial duration which shall not exceed six months, except in the case of proceedings for judicial protection. (a) the effectiveness of the victim's right of protection requires the continuity of the suspension; in this case, the judge may extend the suspension for periods of three months, with a maximum of eighteen months.

IV. Suspension of the paternity work contract.

In the case of child birth, adoption, the worker shall be entitled to the suspension of the contract for thirteen uninterrupted days, extendable in the case of delivery, adoption or multiple acceptance in two more days by each child from the second. This suspension is independent of the shared enjoyment of the maternity rest periods covered by point A of this Article.

In the case of delivery, the suspension corresponds exclusively to the other parent. In the case of adoption or acceptance, this right shall be for one of the parents only, at the choice of the persons concerned; however, where the period of rest provided for in point A of this Article is fully enjoyed by one parent, the right to a paternity suspension may only be exercised by the other.

The worker exercising this right may do so during the period from the end of the child's birth permit, provided for in law or conventionally, or from the judicial decision making up the adoption or from the administrative or judicial decision of a reception until the end of the suspension of the contract as referred to in point A of this Article or immediately after the termination of that suspension.

The suspension of the contract referred to in this Article may be enjoyed on a full-time basis or on a part-time basis of a minimum of 50 per 100, subject to agreement between the employer and the worker, and determine regulentarily

V. Breastfeeding.

Workers, who are breastfeeding for a child under the age of nine months, will be entitled to an hour of absence from work, which may be divided into two fractions. The duration of the permit will be increased proportionally in multiple birth cases.

The woman, by her will, will be able to substitute this right for a reduction of her working day in half an hour for the same purpose, or to accumulate it in complete days, according to the agreement reached with the businessman.

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

In cases of births of premature infants or who, for any cause, must remain hospitalized after delivery, the mother or father shall be entitled to leave the job for an hour. They will also have the right to reduce their working hours to a maximum of two hours, with a proportional reduction in salary. For the enjoyment of this permit, it will be in accordance with the provisions of paragraph 6 of the article 37th Royal Legislative Decree 1/1995, of March 24, for which the recast text of the Law of the Workers ' Statute is approved.

Article 40. Special unpaid leave.

Workers will be able to apply for a special unpaid leave of up to two months, once their temporary maternity disability status is completed.

In these cases, female workers must apply in writing before they cause maternal discharge. The Management of the Company will decide on the granting of this permit within the same period.

Article 41. Work accident insurance.

Companies, as long as they do not have more beneficial ones, will be obliged in the course of three months, to count from the date of publication of this Convention, to arrange a Insurance of Accidents of Work and Incapacity Absolute Permanent and Great Invalidity produced in the workplace, for workers affected by this Convention, for an amount of 15,000 euros, according to usual market mode.

At the request of the legal representation of the workers, the companies will provide a copy of the relevant policy.

Article 42. Disease or accident supplement.

In the event of incapacity for work due to illness or accident, duly accredited by the Social Security, the staff included in the care system, the company will complete the compulsory benefits, up to the the total amount of their remuneration, up to the limit of 12 months in the case of common sickness, and eighteen months for the accident at work, even if the worker has been replaced.

If, after the 18 months in the situation of temporary incapacity for work by illness, the worker is declared affected by permanent invalidity, in total or absolute degree, the Company will be obliged to satisfy the the difference resulting from the compulsory benefits up to 25% of the amount of the remuneration of the last six months.

Article 43. Control of Absenteeism.

The Joint Committee, in order to reduce unjustified absenteeism, will be charged with collecting the necessary information on such incidents as communicated from the companies, and depending on the circumstances of the case. each case, decide on the matter through the appropriate measures.

CHAPTER XI

Multiple Provisions

Article 44. Retirement.

Early Retirement:

As provided for in Royal Decree 1194/85 of 17 July and provisions that develop it, workers who wish to apply for retirement at 64 years of age, will notify this purpose to the company. Where there is agreement between the two parties, the undertaking shall replace those workers with other, unemployment holders or young jobseekers by means of a contract of the same nature.

By mutual agreement between the company's management and the employee, early retirement can be agreed, with the following scale taking precedence:

sixty years

9,015 euros

sixty-one years

6,762 euros

sixty-two years

5,109 euros

At sixty-three years

3.486 euros

sixty-four years

1,984 euros

The most beneficial conditions that companies have established will be respected.

Partial Retirement:

Partial retirement shall be made available, in cases where the worker so requests, after agreement with the company, as set out in Art 161.1 and 161.2 of the LGS, Art 12.7 of the E. T, and Additional Disposition.

Mandatory Retirement:

In order to facilitate access to employment for other workers, compulsory retirement is established at the age of 65, provided that the worker concerned, when he or she meets that age, has the right to access a Social Security pension. in accordance with the minimum requirements laid down by the legislation in force at any time, i.e. 65 years of age and 15 years of age.

Otherwise, forced retirement will be delayed until the time you complete the requirements to access these benefits in the terms outlined above.

According to the legal provisions, the objective of facilitating access to the employment of other workers must be achieved through the improvement of employment stability, the transformation of temporary contracts into indefinite or (a) any other person who is directed to promote quality in employment; such objectives shall be understood to be fulfilled provided that the undertaking simultaneously proceeds to the indefinite hiring of another employee or to the conversion or conversion into indefinite of a temporary contract of any kind, or, preferably, to the processing of a part-time contract on a full-time contract within the company's workforce.

Article 45. Uniformity.

The workers, who are covered by this Convention, shall be required, on the part of the undertaking, of uniforms or other garments, in the form of working materials, of the known and typical for the realization of the different and different activities that the use has been advising.

The provisions of such garments must be made at the beginning of the employment relationship between the companies and the worker in the number of two uniforms, which will be replenished in successive annuities in a convenient manner, or at least in half of the same.

Article 46. Discount on purchases.

Workers will be able to make purchases at their company, for direct personal use or first-degree family members, with a 15% discount on the sale price to the public.

CHAPTER XII

Training

The parties to this Convention undertake to encourage and stimulate the sectoral training action developed by educational and cultural public authorities, as well as to establish appropriate counselling partnerships for (a) and shall treat with the competent public bodies the necessary aid for the effective development of such aid.

In the company where there are several work shifts, the worker who is studying will have the right to choose, by mutual agreement with the company, the one that best suits their school hours.

In terms of Continuing Vocational Training, the legislation will be in force at any time. The parties to this Convention express their willingness to carry out joint actions in their development, when they agree on each case.

With reference to the individual training permit regime, the criteria to be developed by the Sectoral Trade Commission will be met.

CHAPTER XIII

neglect clause

The salary commitments contained in this Convention shall not apply to undertakings which show losses in real terms in the outcome of the last financial year, in which case the maintenance of the same level of remuneration as they were applied in the year in which the losses are incurred.

In this sense, sufficient justification will be given to the contribution of the documentation submitted by the aforementioned companies to the official bodies (Ministry of Finance or Commercial Registry). It shall also be accompanied by a report from the Enterprise Committee or Staff Delegate.

The Joint Commission shall meet within a maximum of 15 days, from the receipt of the Company's request, and shall deliver its agreement or resolution within a maximum period of 15 days from its meeting.

Against the judgment delivered by the Joint Committee, the parties may appeal to the competent bodies.

The neglect of the salary obligations of the Convention will necessarily have to be done year by year and during the term of the Convention.

If at the end of the year the Company that had received the discount had benefits, it will apply on the salary level that it will have to maintain the increases that for the second year are established in the remuneration.

CHAPTER XIV

Disciplinary regime

Article 47. Awards.

Companies may establish, on a proposal from workers ' representatives, a system of special rewards to reward acts and works of an extraordinary nature and carried out in singular circumstances and which reveal in their author a deep professional love.

Such awards may consist of bonuses, cash amounts, holiday extension, etc., and will be entitled to the granting of points or preferences to the category promotion effects.

The granting of the above rewards will be made public in the company's bulletin boards as an honorable mention and all of them will be entered in the respective workers ' files.

Article 48. Fouls.

The actions or omissions punishable by the workers in the companies will be classified, according to their index and circumstance, that they are in mild, serious and very serious.

Article 48.1 Mild Fhighs.

1. The unaccountable neglect, error, or delay in the execution of any job.

2. From one to three faults of punctuality in the attendance at work during the period of one month, less than thirty minutes, provided that these delays are not derived by the special function of the worker serious prejudices for the job that the company is entrusted to you, in which case it will be qualified as a serious fault.

3. Do not take the appropriate leave in due time when the appropriate discharge is absent when the work is missing for justified reasons, unless it is proved impossible to have done so.

4. Abandonment without justified causes of work, even if for a short time.

5. Small neglects in the preservation of the material.

6. Do not attend to the public with due diligence and correction.

7. Do not communicate your home changes to the company.

8. Discussions with coworkers within the company's dependencies, provided they are not in the presence of the public.

9. Missing a day to work without proper authorization or lack of justification.

Article 48.2 High High.

1. More than three punctuality in attendance at work, not justified, committed in the period of one month.

2. Missing two days of work for the period of one month without justified cause. When such misconduct is caused to the public, it shall be regarded as very serious.

3. Surrender to games or distractions, whatever they are, being of service.

4. The simulation of illness or accident.

5. Mere disobedience to his superiors in act of service. If the disobedience implies a manifest breach for the work or of it is derived material damage to the company, it may be considered as a very serious fault.

6. Simulate the presence of another worker, signing or signing for him.

7. Important neglect in the conservation of the genera or articles of the establishment.

8. Lack of respect or consideration for the public.

9. Nuisance discussions with coworkers in the presence of the public.

10. To perform without the appropriate permission special works during the day as well as to employ for own tools or materials of the company.

11. Drunkenness, outside of the act of service, wearing the company's uniform.

12. The recidivism in more than 5 minor faults even if they are of different nature within a trimester and having mediated sanction other than that of verbal admonition.

Article 48.3 Very severe high.

1. More than 10 unjustifiable work attendance fouls over a 6 month or 20 period during the year.

2. Fraud, disloyalty or breach of trust in the efforts entrusted, as well as in dealing with colleagues or any other person in the service of the company in relation to work with it, or to conduct trade or industry negotiations by own account or by another person without the express authorisation of the company.

3. Make it disappear, disable or cause serious damage to materials, tools, tools, machinery, appliances, installations, buildings, articles and documents of the company.

4. Theft, theft or embezzlement committed within or outside the company.

5. Drunkenness or use of drugs during or out of service, provided this second case is common.

6. Violate the secret of the correspondence or documents reserved for the company.

7. Reveal to the company foreign elements required reserve data.

8. Engage in activities that the company would have declared incompatible and rules of the Interior Regime.

9. Ill-treatment of word or deed, abuse of authority or a serious lack of respect and consideration for the bosses or their family members, as well as the companions and subordinates.

10. The usual profanity.

11. The lack of grooming provided that the worker has been repeatedly called to the attention of the worker, or of such a kind that he produces justified complaint from the colleagues who perform their work in the same place as that.

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

13. Frequently originate rines and pendences with co-workers.

14. The recidivism in a serious fault, even if it is of a different nature, provided that it is committed within a period of 6 months of the first.

15. All conduct, in the field of work, which seriously undermines respect for privacy and dignity through verbal or physical offence, of a sexual nature. If the aforementioned conduct is carried out in a hierarchical position, it will constitute an aggravating circumstance of that position.

Article 49. Penalties.

The maximum penalties that may be imposed on those who incur faults shall be as follows:

For minor faults:

Verbal admonition.

Written admonition

Suspension of employment and salary up to two days.

For severe faults:

Suspension of employment and salary from three to seven days.

For very serious faults:

Suspension of employment and salary from twenty to sixty days.

Disable for a period of no more than five years for category promotion, except for promotions that occur automatically by age.

Forced service from service to different locality.

Dismissal with loss of all rights in the company.

The sanctions that can be imposed on the work order are without prejudice to the fact that they are guilty of passing the blame to the courts when the misconduct can constitute a crime. It may also be taken into account by the governmental authority without proceeding.

Rules of Procedure. It is up to the Directorate of the Company, with the knowledge of the workers ' representatives, to discipline its workers in a disciplinary manner, in any case observing the provisions in force.

Fouls will be prescribed in accordance with the Workers ' Statute.

CHAPTER XV

Trade union rights

Article 50. Union rights.

Companies recognize legally constituted trade unions and respect the right of all workers to be freely stated.

Companies will admit that workers affiliated with a union can collect fees and distribute union information outside of the effective working hours without disturbing the normal business activity. They may also hold assemblies outside of working hours.

Article 51. Union activity.

In workplaces with a workforce of more than 25 workers, the legally constituted and duly established trade unions will be able to insert communications into the bulletin boards that may be of interest to the members. the Union and the workers of the centre, giving prior knowledge of the same to the Directorate.

In companies or, where appropriate, in the workplace that occupy more than 100 workers, a Trade Union Section may be established, whose Trade Union Delegate must be a member of the Enterprise Committee and will have The following functions are recognized:

a) Raising fees and distributing union information outside of business hours and without disrupting the normal business activity.

b) Represent and defend the interests of the Union to whom it represents and its affiliates in the workplace and serve as an instrument of communication between Union or Central and the Directorate.

(c) May attend meetings of the Committee of the Working Party and Committee on Safety and Hygiene at Work, if any, with a voice and without a vote.

d) You have access to the same information and documentation that the company must make available to the Business Committee, respecting the same guarantees and rights recognized by the Law to the members of the Business Committee as to such information and documentation, and being obliged to keep professional secrecy in all matters for which the Directorate expressly points out the reserved character.

e) Will be informed and heard by the Company's Management in the treatment of those problems of a collective nature that affect the workers in general of their work center, and particularly those affiliated to the Union working at such a center.

(f) Information shall be given to workers ' representatives, on any modification that the company experiences, arising from change of ownership, merger, absorption or segregation.

The Trade Union Delegate will have his duties in place for the performance of the union functions that are his own, adjusting, in any case, his conduct to the current legal regulations.

In workplaces with a workforce of more than 200 workers, the legally constituted and duly established Trade Unions or Central Unions will have the right to, whenever materially feasible, by the Directorate of Labor or Enterprise Center is provided to the Trade Union Delegate to use a local office so that it can exercise its specific trade union functions.

It is legally understood to be those Trade Unions or Central Unions which are registered in the Office of the Deposit of Statutes and are duly accredited.

Unions or Central Unions that credit a parent of more than 10% of the work-centre template shall be properly understood.

Article 52. Assembly of Workers.

The workers of an Enterprise or Work Centre have the right to meet in Assembly which may be convened by the Staff Delegates, the Business Committee or the Work Centre, by a number of workers not less than to 33% of the template.

The Assembly shall be chaired in any case by the Committee of Enterprise or by the Delegates of Personnel, jointly, who will be responsible for their normal development, as well as the presence in the assembly of non-personnel personnel. the Company. Only matters which have previously been included in the Order of the Day may be dealt with therein.

The Presidency shall communicate the call and the names of persons not belonging to the Company who will attend the Assembly and shall agree with this Assembly with the necessary measures to avoid disturbances in normal activity. work.

When all the template cannot be met simultaneously without prejudice or alteration in the normal production development, the various partial meetings to be held shall be considered as a single and dated on the day of the first.

Article 53. Trade union hours.

In companies or workplaces in which the legal representation of workers corresponds to the Business Committee, by application of the current labour law, the members of the company may give up all or part of the credit of hours corresponding to the benefit of another or other members of the Committee.

In order for all of the above to take effect, the transfer of hours must be notified to the company in the month preceding its use, in writing signed by transferor and transferee, with the expression of the Union of belonging, number of Ceded hours, month to which correspond and activity motivating the cession.

In no case may the hours used in one month be transferred to the following, either individually or collectively.

Trade union delegates, staff delegates and members of the Enterprise Committee whose remuneration is partly fixed by sales commissions, shall be charged from the time of their choice and during the use of the hours the amount corresponding to the average commission obtained during the days actually worked for the month in question. If the number of days worked in the month for accumulation of hours were not significant, it shall be taken as a reference for the calculation of the last month worked without significant incidence of the trade union hours.

CHAPTER XVI

Mixed Committee

Article 54. Constitution and functions.

A Joint Joint Committee set up by representatives of the Convention's signatories and trade unions will be set up. The Joint Committee will have its registered office in Madrid, in Barquillo Street 11, 4. º right, but they will be able to meet in any place prior to agreement between the two parties.

The functions of the Joint Commission will be as follows:

a) Authentic interpretation of the Convention.

b) Valuation of jobs of the same.

(c) Optional conciliation on collective problems regardless of the mandatory reconciliation to the SMAC or other competent bodies.

d) How many other activities tend to the practical effectiveness of the Convention. Opinions of the Joint Committee shall be adopted by joint agreement between the two representations.

Article 55. Procedure.

1. The Joint Committee shall consist of:

Six vowels for each party that may vary from one meeting to another. The parties may be accompanied by a maximum of four advisers for each of them, and for each meeting, they shall elect a moderator from among its members.

Two secretaries, one for each, will take note of the treaty and will act jointly at least on the agreements adopted.

2. The Joint Committee shall meet:

a) When both parties agree. (Extraordinary Meeting).

b) Once every two months on an ordinary basis. (Ordinary Meeting).

3. The Joint Committee shall be convened by the Secretariat of the Joint Committee. The call will be made in writing, with the place, date and time of the meeting, as well as the Order of the Day. It will be sent to members seven days in advance.

4. In the first call, the Joint Committee shall be considered validly constituted when the 2/3 of all the members of each of the two representations are present.

In the second Call, which will occur half an hour later, the assistance of half of each of the two representations will suffice.

5. The agreements shall be adopted jointly between the two representations and shall not be effective until the approval of the minutes in which they are recorded.

If an agreement is not reached, both parties, if they agree jointly, may submit to arbitration, conciliation or mediation to the SMAC or other competent body to which the reports referred to them will be forwarded. parties consider appropriate, together with the minutes of the meeting. The decision of the said bodies shall be binding, except in the case where both parties reach a subsequent or simultaneous agreement, in which case it shall prevail over that agreement, which shall be null and void.

Relapse resolution, will produce reconciliatory compromise before the SMAC or other body (with or without mediation) or agreement inter partes this will be fulfilled in its own terms and will not be able to be ignored its compliance nor to exercise, by none of the two parties, any conflicting action, of lockout of strike tendent to their non-observance, modification or annulment.

6. When both parties consider it appropriate and so agree, restricted Work Commissions will be created to deal with specific and predetermined topics. These Commissions will draw up the papers which will then be submitted to the Joint Committee and will not be binding, but will be of a rather consultative nature.

7. The Secretariat shall have its registered office in the Joint Committee, and its functions shall be as follows:

Call the parties 7 days in advance.

Give input and distribute to the members of the Commission the queries received.

Take a record of the approved minutes and release certifications from their agreements.

When other tasks are entrusted to you by agreement of the Joint Commission for its best operation.

Article 56. Consultations with the Joint Committee.

Those companies that do not adhere to any of the Convention's signatory associations that wish to make consultations or need the intervention of the Joint Commission, must, at the same time as they formulate their consultation or request the Intervention by the Commission, to send the amount of EUR 150, per consultation, to help pay for the costs incurred.

All enquiries made by workers and companies must necessarily be dealt with in the same way, by means of the organisations that are signatories to the Convention.

CHAPTER XVII

Interconfederal Agreement on Extracualsof Labor Conflict Solution

First. -Ratify in full and without conditioning the Agreement on the Extrachauative Solution of Labor Conflicts, as well as its Implementing Regulation, linking, consequently, to the totality of the workers and employers included in the territorial and functional scope defined in this Agreement.

Second. -The parties agree, accordingly, to hold fully the mediation and arbitration bodies established by the Interconfederal Mediation and Arbitration Service.

For all purposes, the interventions provided for in Articles 5 and 8 of the ASEC shall reside in the Joint Committee established under Article 20 of the Agreement for the Replacement of the Trade Ordinance.

Third.-The functional and territorial scope of this ASEC Ratification Agreement is determined by Articles 2 and 4 of the Agreement for the Replacement of the Trade Ordinance.

In companies which have work centres in more than one Autonomous Community, the representations of the workers and the company may request, by common agreement and in writing, the Joint Committee referred to above, the provisions of this Agreement apply to it, by adhering to it as a general rule or by applying its application to a particular case of those referred to in the ASEC.

Fourth. -This Agreement will enter into force on the date of your signature. Its validity is subject to the Agreement on Extractive Solutions of Labor Conflicts (ASEC).

Fifth. This Agreement shall be transmitted to the labour authority for the purposes of its deposit, registration and publication in accordance with the provisions of Article 90 of the recast of the Law on the Statute of the Workers.

Sixth. The effective implementation of the procedures established in the ASEC will take place in accordance with the provisions of the final disposition of the ASEC itself and in the date and form that the trade union organizations will concretize. Signatory to this Agreement.

CHAPTER XVIII

Equal opportunities for men and women

First, the principle of equality is laid down and the prohibition of gender discrimination in the field of work is regulated; and also, in the spirit of facilitating compliance with the obligation to draw up and the implementation of the equality plans in the enterprises, providing safe rules and criteria in the service of the negotiating parties in the field of the enterprise for the negotiation and agreement of the corresponding plan of equality.

The Equality Commission of the National Collective Convention of the Paper and Graphic Arts Trade Cycle will evaluate and propose equality measures, assuming the functions of the same in the field.

1. Principle of equal treatment and opportunities.

Women and men are equal in dignity, as well as in rights and duties.

The principle of equal treatment between women and men implies the exclusion of all discrimination, whether direct or indirect, by reason of sex or gender; and in particular, those arising from maternity, the assumption of obligations family and marital status.

By means of the regulation contained in this chapter, the right of equal treatment and opportunities, between women and men, in the field of companies in the sector of the Paper and the Trade Cycle of Paper and Graphic Arts in particular through the elimination of discrimination against women, whatever their circumstance or condition; in accordance with the provisions of the LO 3/2007, of March 22, for the effective equality of women and men.

2. Prohibition of discrimination on grounds of gender.

A. Access to employment. No one can be discriminated against on grounds of sex or gender in access to work. Job vacancies must, in any case, be made to both men and women; and they may not, directly or indirectly, exclude any worker or worker on account of gender. The selection tests performed by the companies may not make any difference or advantage related to the gender of the candidates and candidates. The recruitment of workers and workers may not be determined in the light of the gender condition of the worker or worker, except in the case of the establishment of positive action measures in favour of the represented infra-sex be established at the company level.

B. Professional classification. The system of professional classification established by this Agreement is based on common criteria for workers of both sexes and has been established by excluding discrimination on grounds of sex.

C. Professional promotion. In the regulation contained in this Agreement on professional promotion and promotion, it is sought, through the introduction of positive action measures, to overcome the deficit of the presence of women in the most professional categories and groups qualified.

D. Vocational training. The training actions of companies to their workers will tend to overcome the situation of professional postponement suffered by women in the field of work. For this purpose, quotas, reserves or other advantages may be established in favour of workers of the represented infra sex, in the field to which those activities of vocational training are intended.

E. Retribution. For the same work or for a work to which the same value is attributed, discrimination shall be eliminated, either directly or indirectly, by reason of sex, in all the elements and conditions of the remuneration, in the fixing of the remuneration levels, (a) wage tables and determination of any economic items, shall ensure in particular the application of this principle of equal pay on grounds of gender, in particular by monitoring the exclusion of indirect discrimination.

F. Other working conditions. In determining the other working conditions, including those relating to the termination of the contract of employment, the sex or gender of the worker or worker concerned shall not be taken into account; unless it has been established as a express measure of positive action, in order to facilitate the recruitment or maintenance of the employment of workers whose gender is represented, and provided that it is reasonable and proportionate.

G. Protection against discriminatory harassment on grounds of sex and sexual harassment. The situation in which unwanted behaviour, related to the sex of a person, with the purpose or effect of attacking the dignity of a person, is not tolerated in the companies of the sector of the Business Cycle of Paper and Arts. the person and to create an intimidating, hostile, degrading, humiliating or offensive environment. The situation in which any verbal, non-verbal or non-verbal behaviour of a sexual nature occurs, with the purpose or effect of attacking the dignity of a person, in particular when creating an environment, shall not be tolerated. intimidating, hostile, degrading, humiliating or offensive.

Within the Equality Commission the parties will negotiate a protocol of moral, sexual harassment and harassment on grounds of sex.

The Equality Commission will specifically assume and exercise the powers of the Joint Committee of the National Collective Convention on the Trade in Paper and Graphic Arts on matters relating to equality between women and men in the field of work.

The Equality Commission will monitor the implementation of the equality measures provided for in this Agreement, as well as the equality measures and equality plans in enterprises

Within the Equality Commission, new measures on equal treatment and opportunities for women and men may be proposed for inclusion by the Negotiating Commission, where appropriate, in the Collective Agreement. Paper and Graphic Arts Trading Cycle national.

The Sectoral Equality Commission of the National Collective Agreement of the Paper and Graphic Arts Trade Cycle will seek from the Government, the promotion measures to promote the voluntary adoption of equality plans, especially addressed to small and medium-sized enterprises under the National Collective Agreement on the Trade in Paper and Graphic Arts Cycle; provided for in Article 49 of the Law for Effective Equality between Women and Men.

3. Equality plans in Paper and Graphic Arts Trading Cycle companies:

1) In Paper and Graphic Arts Business Cycle companies with more than 250 employees, they will have to develop and implement an Equality Plan.

2) The negotiation of the Equality Plan in each company will be carried out in an Equality Commission that will be constituted as a matter of course, thus designating the company's management half of its components, and corresponding the the designation of the other half to the trade union representatives present in the company, with the proportionality of the trade unions, according to the overall results considered.

3) If during the negotiation of the Equality Plan the situation of blockade occurs within the Equality Commission of the company, any of the parties present in it may urge a mediation process before the Joint Commission of the National Collective Convention of the Trade in Paper and Graphic Arts, which in the framework of the Agreement on Extractive Conflicts of Conflicts (ASEC) will constitute to this effect a mediation organ within the Service Interconffederal Mediation and Arbitration (SIMA). If the mediation concerned fails to unblock the situation, the dispute would be settled by an arbitration award under the obligation of the SIMA, constituting this precept prior and binding arbitration commitment for the parties.

4) In the event that workers are not represented in the company, the company will draw up the Equality Plan and, in any case, forward a copy of it to the Joint Commission of the National Collective Convention of the Paper and Graphic Arts Commerce for knowledge of their content and monitoring of their application. To this end, the Commission may collect information from the undertaking on the assessment of the implementation of the measures provided for in the Equality Plan.

5) The Equality Plan to be formalised in writing shall include the entire enterprise, without prejudice to the establishment of appropriate special actions in respect of certain workplaces.

6) First of all, the Equality Commission in the company will make a diagnosis of the situation in each of its workplaces and as a whole.

7) The Equality Commission in the company will then set the concrete objectives of equality to be achieved. The strategies and practices to be adopted for the achievement of the objectives of equality laid down will also be established; through measures of access to employment, professional classification, promotion and training, remuneration, and work and prevention of discriminatory harassment on grounds of sex and sexual harassment. In this sense, the measures, which may be of positive action, will aim to achieve equal treatment and equal opportunities for women and men and to eliminate discrimination based on sex.

CHAPTER XIX

Specific measures to prevent sexual harassment and harassment by reason of sex in the work and protocol of action in the field of companies of the Trade Sector of the National Collective of the Cycle of Commerce Paper and Graphic Arts

1. Introduction.

Companies should promote working conditions that prevent sexual harassment and harassment on the basis of sex and to arbitrate specific procedures for their prevention and to give caution to complaints or complaints that may arise. formulate those who have been the subject of it.

To this end, measures can be established to be negotiated with unitary labour representation and, where appropriate, union representation, such as the elaboration and dissemination of codes of good practice, carrying out information campaigns or training actions.

Both unitary and union representation should contribute to the prevention of sexual harassment and harassment on the basis of sex at work by raising awareness among workers and workers, informing the the company's management of the behaviors or behaviors on which they were aware and which could lead to it.

2. Definition.

Article 7 of Organic Law 3/2007, of March 22 for the effective equality of women and men, defines sexual harassment as any behavior, verbal or physical, of a sexual nature that has the purpose or produces the the effect of undermining the dignity of a person, in particular when creating an intimidating, degrading or offensive environment and harassment on grounds of sex such as any behaviour carried out on the basis of the sex of a person, for the purpose or the effect of attacking their dignity and creating an intimidating, degrading or offensive environment.

3. Adoption of a code of conduct.

Without prejudice to the provisions of this article, as a preventive measure in sexual harassment and sexual harassment situations, it is proposed to adopt paper and graphic arts businesses with the adaptations of the The Commission of the European Communities, in compliance with the Commission's Recommendation of 27 November 1992 on the protection of the environment, is a code of conduct on measures to combat sexual harassment. the dignity of women and men at work, and which works as an Annex I to this chapter.

The purpose of the code of conduct, which must be disseminated within the companies, is to provide them and their staff with practical guidance on the protection of women and men at work, and to establish clear and precise recommendations and procedures to prevent sexual harassment and harassment on grounds of sex.

4. Protocol on the performance of the companies in the Sector of the Paper and Arts and Graphic Arts in the cases of sexual harassment and harassment on the basis of sex.

The principles in which the protocol of action is based are the effectiveness and effectiveness of the procedures, as well as the speed and confidentiality of the procedures.

(a) Informal procedure.-In the light of the fact that in most cases the intention is simply that the undesired conduct should cease, first and as an unofficial procedure, the possibility of following a informal procedure, under which the person concerned clearly explains to the person showing the unwanted behaviour, that such conduct is not well received, offensive or uncomfortable, and that it interferes in his work, in order to to cease in the same. Such unofficial processing may be carried out, if the person concerned so decides and, at his choice, by a representative of the employees in the undertaking, both the unit and, where appropriate, the trade union body, by the immediate superior, or by a person in charge of the company's personnel department. The present procedure may be appropriate for the alleged non-direct, but environmental, workplace harassment, in which what is affected is the work environment, creating an offensive, humiliating, intimidating or hostile work environment.

(b) Formal proceedings. -In cases where, as a result of direct harassment, due to the circumstances of the case, or because the informal procedure has been unsuccessful, the procedure is not appropriate, formal procedure.

1. The formal procedure shall be initiated with the submission of a letter, which shall include the list of incidents, as detailed as possible, drawn up by the person concerned who is the subject of sexual harassment. The person to whom the letter is addressed shall be, at the choice of the person concerned, a person responsible for the department of staff, or a person from the management of the undertaking. Also, if the worker or worker so decides, a copy of the same will be transferred to the unit and union representation in the company.

2. The presentation of the document shall give rise to the immediate opening of an information file, which is intended to ascertain the facts, giving a hearing to all the interveners, including the unitary representations and, where appropriate, union if the person concerned is not opposed, and the necessary steps are taken to clarify the veracity of the events.

3. During the processing of such actions, those involved shall be allowed, if they so wish, to change the position of work, provided that this is possible, until a decision has been taken in this respect.

4. The intervention of all the actuators, including any witnesses and, where appropriate, the unitary or trade union representatives of the staff, must observe the confidential nature of the proceedings, for directly affecting the privacy, dignity and honorability of people. Due respect will be observed both to the person who has filed the complaint and to the person who is the subject of the complaint.

5. The finding of the existence of sexual harassment or by reason of sex shall result in the imposition of the penalties provided for in Article 47 of the National Collective Agreement of the Paper and Graphic Arts Cycle.

6. Where the finding of the facts is not possible, and no disciplinary action is taken, in no case will the complainant be represented, rather the situation will be monitored with particular attention to ensure that the harassment is not produces. In addition, and whenever possible, an organisation of work shall be sought to prevent the continued contact of those affected.

ANNEX I

Code of Conduct on Sexual Harassment and Sexual Harassment for Companies in the Paper and Graphic Arts Cycle Sector

I. The management of the company expresses its concern and commitment to avoid and resolve the alleged sexual harassment and harassment on the basis of sex, and to such effects it expresses its wish that all personnel be treated with dignity, not allowing tolerating sexual harassment and harassment on the basis of sex at work.

II. Sexual harassment means the situation in which any verbal, non-verbal or non-verbal behaviour of a sexual nature occurs for the purpose or effect of attacking the dignity of a person, in particular when creating an environment bullying, hostile, degrading, humiliating or offensive. Sexual harassment is understood to mean any behavior performed according to the sex of a person, with the purpose or effect of attacking his or her dignity and creating an intimidating, degrading or offensive environment.

III. All people have a responsibility to help create a working environment in which dignity is respected. For their part, the persons in charge of each department shall ensure that sexual harassment and harassment on grounds of sex in the sectors under their responsibility do not occur.

IV. All staff have the right to file a complaint if sexual harassment or sexual harassment occurs, which will be treated with seriousness, readiness and confidentiality. They shall contain the description of the incidents and shall be directed, at the choice of the person concerned, to a person responsible for the department of staff or to a person from the management of the undertaking.

V. Article 47.3 of the National Collective Agreement on the Trade in Paper and Graphic Arts provides that it is a very serious, punishable-by-option of the company-with suspension of employment and salary of 20 to 60 days, Disablement for a period not more than five years for promotion of category, except for promotions which are automatically produced by reason of age; Forced transfer of service to different locality and Dismissal with loss of all rights in the company " All conduct, in the employment, which seriously undermines respect for privacy and dignity through verbal or physical offence, sexual character. If the aforementioned conduct is carried out by prevailing in a hierarchical position, it will constitute an aggravating circumstance of that position.

Salary Tables from 1 January 2009 to 31 December 2009 1.5%

Bookstore

Dependent

Foreign Trade Technician

Professional 2.

Web Page Wizard

Linear Plus
Annual

Jobs:

Director General

20.945.75

360.60

Titled Top

20,641.75

360.60

Division or Area Director

19,676.51

360.60

17,594.86

360.60

Area Mercantile:

18,813.83

360.60

Commercial Director

18.813.83

360.60

Manager

17,595.41

360.60

17595.41

360.60

Branch Manager

16.021.93

360.60

Manager

15.281.57

360.60

Group Chief

14.852.85

360,60

Head of Business Section

14,548.68

360,60

Charge

14.548, 68

360.60

14,498.29

360,60

Bookstore

14.395, 88

360.60

Rotulist

13.888.31

360,60

of Product

13,735.20

360.60

13.381, 30

360.60

13.074.48

360.60

Executive

13.074.48

360.60

Representative

13.074.48

360.60

13.074.48

360.60

Teleoperator

12.745, 40

360.60

Auxiliary

12.416.34

360.60

Wizard

12.136.95

360.60

Logistics and Auxiliary Services Area:

Director

18.813.83

360.60

Section Chief

16.021.93

360,60

Store Manager

15.988, 31

360.60

Manager

14.586.94

360.60

Manager

13.178.00

360.60

Logistic Unit Charge

13.132.59

360.60

Professional 1.

13,132.59

360.60

Delivery

12.745.40

360.60

12.697, 60

360.60

Operary

12.251.56

360.60

Mozo-Empacker

12.136.95

360.60

Auxiliary Services Personnel

12.136, 95

360.60

Staff (for hours) (*)

4.92

Administration and Central Services Area:

Director

18.813.83

360.60

Manager

17.595.41

360.60

of Staff

17.595.41

360.60

Chief Informatics

17.595, 41

360.60

Chief Financial Officer

17.595.41

360.60

Page Administrator

17.595.41

360.60

Systems Analyst

17.595, 41

360.60

Manager

15.970.26

360.60

14.751.82

360.60

Programmer

14.751, 82

360.60

Documentalist

14,548.68

360.60

Assistant

14.152.52

360.60

Designer

13.888, 31

360.60

Administrative Officer

13.482.35

360.60

Care Administrative

12.923.44

360.60

12.923.44

360.60

Cataloger

12.923.44

360.60

Informatic Maintenance Technician

12,785,18

360.60

Auxiliary

12.365.55

360.60

Telefonista

12.136.95

360.60

Diet

8.20

-

Day Diet

11.71

-

(*) This calculation is made based on a daily hour entitled to 15 pages and one month's holiday.

The maximum working day will be 1,772 hours a year for 2009.

Salary Tables from 1 January 2010 to 31 December 2010 1%

Head of Merchant Section

Box Auxiliary

16,133.57

Administrative Officer Customer

Maintenance Technician Computer

Linear Plus
Annual

Jobs:

Director General

21.158.81

360.60

Grade Titled

20.851.77

360.60

or Area Director

19.876.88

360.60

17.774.41

360.60

Area Mercantile:

19,005.57

360.60

Commercial Director

19.005.57

360.60

Manager

17.774.97

360.60

17.774.97

360.60

Branch Manager

16.185.76

360.60

Manager

15.438.00

360.60

15,004.98

360,60

14.697.77

360.60

Charged

14.697, 77

360.60

14,646.88

360,60

Bookstore

Bookstore

Table_table_izq" > 14.543, 44

360.60

Rotulist

14.030.80

360.60

Product Manager

13.876.16

360.60

Dependent

13,518.72

360.60

Trade Technician

13.208.83

360.60

Accounts Executive

13.208, 83

360.60

Representative

13.208.83

360.60

13.208.83

360.60

Teleoperator

12.876.46

360.60

12.544.11

360.60

Establishment Wizard

12.261.93

360.60

Area Logistics and Auxiliary Services:

Director of Logistics

19.005.57

360.60

Section Chief

16.185.76

360.60

Chief Store

16.151.80

360.60

Transport Manager

14,736.42

360.60

Manager

13.313.39

360.60

Logistics Unit

13,267.52

360.60

Professional 1.

13.267.52

360.60

deliveryman

12.876.46

360.60

12.828.18

12.828.18

360.60

Logistic Operator

12.377.68

360.60

Mozo-Empacker

12.261.93

360.60

Auxiliary Services

12.261.93

360.60

0,14

Administration and Central Services Area:

19.005.57

19.005.57

360,60

Manager

17.774.97

360.60

Chief of Staff

17.774.97

360.60

of Computing

17.774.97

360.60

Chief Financial Officer

17.774.97

360.60

17.774.97

360.60

Systems

17.774.97

360.60

16.133.57

360.60

Contable

14.902.94

360.60

Programmer

14.902.94

360.60

14,697.77

360.60

Address Assistant

14.297.65

360.60

Designer

14,030.80

360.60

13,620,78

360.60

13.056.28

360.60

Page Wizard

13.056, 28

360.60

13.056.28

360.60

12.916.64

360.60

Administrative Auxiliary

12.492, 82

360.60

12.261.93

360.60

Media Day

12.261.93

8.28

-

Day Diet

11.83

-

(*) This calculation is made based on a daily hour entitled to 15 pages and one month's holiday.

The maximum working day will be 1,772 hours per year by 2010.