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Resolution Of 18 May 2010, From The General Directorate Of Labour, Which Is Recorded And Published The Collective Agreement Of The Footwear Industry.

Original Language Title: Resolución de 18 de mayo de 2010, de la Dirección General de Trabajo, por la que se registra y publica el Convenio colectivo de la industria del calzado.

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TEXT

Having regard to the text of the Collective Agreement of the Calzado Industry (Convention Code number 9900805), which was signed, dated March 22, 2010, by the Federation of Spanish Footwear Industries (FICE) and the Association of Companies of Components for the Footwear (AEC), representing companies of the sector and, of another, by the unions FIA-UGT and FITEQA-CCOO, representing the workers, and in accordance with the provisions of Article 90, paragraphs 2 and 3 of the Royal Decree-Law 1/1995 of 24 March on the adoption of the recast text of the Law of the Workers ' Statute and Royal Decree 1040/1981 of 22 May on the registration and deposit of collective labour agreements,

This Work General Address resolves:

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

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

Madrid, May 18, 2010. -Director General of Labor, José Luis Villar Rodríguez.

FOOTWEAR INDUSTRY COLLECTIVE AGREEMENT

CHAPTER I

General provisions

Article 1. Territorial, functional and personal scope.

A) Territorial scope. This Convention is applicable throughout the Spanish State.

B) Functional scope. -The Convention obliges all companies engaged in the manufacture of footwear and the ancillary industries of footwear manufacture.

C) Personal scope.-The Convention will affect people working in the companies included in the functional scope.

Article 2. Vigency and duration. Payment of arrears.

This Convention shall enter into force on 1 March 2010 and its duration shall be until 29 February 2012.

The time limit for payment of arrears, or of salary differences, ends within 10 days of the first normal payment date in the company, following the publication of the agreement, or of its review, in the BOE; the delays with 25 per 100 of the amount due.

Article 3. Personal application and warranty.

A) Nature of the agreed conditions.-The agreed conditions constitute an organic and indivisible whole and for the purposes of their practical application, they will be considered as a whole.

B) All economic and other conditions contained in this Convention as a whole shall be considered to be minimal, so that the present agreements, clauses or situations in companies, entailing a more beneficial condition in relation to the conditions agreed by the staff, they shall remain as an "ad personam" guarantee for those who are enjoying them.

The legal improvements that will be made in the future and affect the working relationships, both economically and socially, will be incorporated into the Convention, provided that this is brought about in economic matters by overcoming global and annually agreed at the Convention level.

Article 4. Reporting and promotion.

The denunciation and promotion of this Convention shall be carried out in accordance with the provisions of Article 89 of the Law on Workers ' Statute and other provisions of general application. The notice period shall be two months prior to the end of the Convention.

Denounced the Convention, the Negotiating Commission must be convened in the first half of February; and until no express agreement is reached, they will lose validity only the mandatory clauses, remaining in force, instead, its normative content.

Article 5. Commission for interpretation and surveillance.

For the interpretation and monitoring of this Convention, as well as the system of professional classification, a Joint Commission shall be established composed of the undersigned organisations.

1. The Joint Commission of Interpretation and Surveillance shall be composed of two vowels from each of the CCOO and UGT Trade Unions and four others from FICE and AEC, from both sides in the deliberative Commission.

If both representations are to be specified, expert persons may be incorporated into the Commission for any approach deriving from the interpretation and application of the Convention.

2. Its scope will be the same as the Convention and may be convened or acted upon at the request of either party, anywhere in the national territory where the conflict is raised, for which the request will be addressed to FICE, which will be obliged to to convene and perform it within a maximum of 15 days.

3. The chosen Commission shall have the following specific functions:

a) Interpretation of the application of all clauses of the Convention.

(b) Arbitration for all the problems or issues arising from the application of the Convention and the professional classification.

c) Monitoring the compliance of the agreed upon.

d) How many other activities tend to be more effective in the Convention.

4. The resolutions or agreements of the Joint Committee shall be binding and binding on the parties, without prejudice to the exercise of the actions which may be used in the area of jurisdiction and labour administration.

5. The Convention Committee may act to deal with specialised matters, such as organisation, professional classification, or the adequacy of generic rules to specific cases.

6. Within the Joint Committee on the Convention, a committee will be set up to monitor the equality plans, the powers and powers of which will be followed by the progress of the agreements on equality plans. companies,

Article 6. Provincial and regional mediation commissions.

1. Mediation commissions from the Joint Commission of Interpretation and Surveillance will be established to understand individual or collective conflicts in the sphere of their territorial area of competence.

Their functions will be those of mediation and reconciliation in individual and collective conflicts that are not attributed to the interpretation function of the Joint Commission of Interpretation and Surveillance of the Convention.

If no agreement is reached, both parties will be able to request an arbitration of law, the award of which will be mandatory for them.

2. These Commissions will be composed of two persons representing the employers and two others by the trade unions, acting and moderating any of the two representations, chosen at the previous meeting.

3. The mediation commissions will be created with provincial scope, except in the province of Alicante that will be created three Comarcales Commissions, one located in Elda, one in Elche and one in Villena.

Article 7. Industrial Observatory.

The organizations that are signatories to this collective agreement, in order to carry out a correct and effective monitoring of development at both the sector and the economic level, agree to the creation of an industrial observatory. permanent in which the signatory parties are present.

The trade union and business representatives of the sector agree to the creation of a joint commission of four persons two for the business representation and two for the trade union, whose mission will be to articulate the Procedure for the development of the above.

This commission will make decisions by consensus.

CHAPTER II

Organization of Systems Work and Deployment

Article 8. Organization of the job.

The practical organization of the work, subject to this Convention and the legislation in force, is the exclusive faculty of the company, which will be responsible for its use in the State. Without merit of the authority that corresponds to the company or its legal representatives, the staff has the right to participate in the company through the organs of representation regulated in this Convention and in the Law, with the rights and limitations that in the above mentioned texts are established

Article 9. System deployment.

1. The initiative for the establishment of systems of production organisation or control, as well as for the incentive of work, corresponds to the undertaking and may refer to its totality, to certain sections or to centres or places of work or to units Working homogeneas that do not break the unit of the productive set.

When the partial implementation of a measured time-work system increases workloads in another section, centre or post, above normal performance, it will be mandatory, in the latter, to be applied. system.

2. In the establishment of systems of organization of work, as well as systems of incentives to measured times, it will be. prescriptive the report of the Committee or Delegate/Delegate of Staff or Trade Union Sections, in accordance with the following:

The company will be able at any time to carry out the corresponding studies for the determination of times, using any of the techniques that exist to the effect. In order to carry out these studies, no prior procedure will be necessary, although the Committee will be informed of the subject matter, without this being obligatory for the company in terms of its application. Once the studies have been completed and if they are to be used for the modification of the working conditions or remuneration of the staff, they will be delivered to the affected/affected one week in advance to the probationary period; if they wish they will ask for the presence and advice of experts or members of the Enterprise or Trade Union Committee, to whom the company will facilitate the entry into it for them to carry out the measurements and checks they deem necessary, with the To compare them with the company study. The new studies will undergo experimentation for a maximum test period of thirteen weeks.

On the last day of the trial period the affected persons, or in their case the Business Committee or the Delegates/Delegates of Personnel, with the advice of their trade union organizations, will have to deliver the report and if not The latter shall be deemed to be positive. Fifteen days before the end of the trial period, the company will recall in writing the completion of the deadline.

In case of compliance, the following day the approved system will take effect.

In the event of the disconformity of the report submitted by the Committee of Enterprise or Delegates/Delegates of Personnel, it shall be dealt with as a collective conflict, in accordance with the procedure referred to in Article 65 et seq. of this Convention.

3. In the application of a system of times, account must be taken, among other factors, of the following:

a) The implementation by the method company.

b) The necessary period of adaptation of the persons affected by the working method.

c) The perfect division into elementary sequences of the jobs to be timed.

d) The regularity in the supply and quality of raw materials, in the quality of the tools and the proper functioning of the machinery.

e) The definition of the level of quality required at work and corresponding to the subsequent demand.

f) The number of hours actually worked per day will necessarily be taken into account.

4. In the implementation of new incentive schemes and during the trial period, the company must guarantee staff at least the incentives which they would have obtained, as a mean, in the previous 90 days of effective legal working time. work, as long as the same amount of effort is developed at work.

This period will be reduced in the time required to ensure that no incentives are used in this calculation to the salary of the previous year's Convention.

During the probationary period, it shall not be possible to punish for not reaching the minimum required, when the causes are alien to the person, and imputable to the system itself.

5. In the centres where some scientific method of measurement of the work is applicable, it will be considered normal activity, which in the different and most common measurement systems, corresponds to the indices of 60, 75 and 100. The optimal activity corresponding to the above systems shall be considered with the indices 80, 100 and 135.

6. Incentive fees may be revised when activities in excess of 140 or their equivalents on other scales are carried out on an ongoing basis, which shall be the minimum review. The difference between the optimum (133 or equivalent) and the minimum revision (140 or equivalent) shall be considered as a margin of guarantee.

Article 10. Determination of activity and quality.

1. The activity shall be calculated by the ratio between the production obtained and the production considered or established as normal.

For the establishment of normal performance in a streamlined system, account shall be taken at least of the coefficient of fatigue, for personal needs, the basis of fatigue, physical effort, lighting, monotony, noise, heat, humidity, concentration, etc.

From such determination, the incentive line shall be a line defined by the following points:

For normal performance, the salary for the professional category.

2. The company will not be able to increase the quality of the work, compared to that existing at the time of the introduction of the incentive system, unless the price per unit of time is increased or the amount of work decreases in relationship to the new level required. For the purposes of this paragraph, the provisions of Article 9 (3) (e) shall be taken into account.

Article 11. Time to stop and wait.

They will have to consider periods of unemployment and wait for those in which the staff must remain inactive for reasons that, being beyond their will, are imputable to the Company, except in the circumstances collected in the Legislation in force as not attributable to either party.

When the time of unemployment and waiting occurs for causes beyond the will of the staff and imputable to the Company, it will be perceived as a premium, the average of what was perceived in the previous month.

Article 12. Review.

The review of times and yields should be performed in the following cases:

a) By reforming industrial or administrative methods or procedures in each case.

b) When it was incurred in a manifest or undoubted manner in calculation or measurement error.

c) When the returns obtained by the staff, they do not reach repeatedly and for causes beyond their will, the considered as normal performance.

(d) When yields are repeatedly exceeded by 140 or their equivalents on other scales.

In these cases the values obtained will first be presented to the affected persons to their legal representatives and to the trade union organizations. In the event of disagreement with the review carried out, the staff may request the procedure provided for in Article 41 of the Staff Regulations (Royal Decree 1/1995 of 24 March). The trial period for these cases will be seven weeks.

Due to this period, it will not be considered a sanction to adjust the perceptions to the yields and always as a result of the resolution that in its day is dictated.

Article 13. Piece of work.

1. In undertakings which are to be used for the purposes of this Convention, the fixing of prices per unit of work shall be carried out by mutual agreement between the parties on the basis of a scientific system set out in the provisions of this Convention. The staff will be assisted by the Delegates and Delegates of Personnel or the Enterprise Committee. If the presence of your legal representatives is not required, the company must inform you of the agreement.

When pricing is seen on new implementation tasks and when no agreement is reached on its price, the urgent intervention of the Mediation Commission will be requested, in order to rule. Once the price has been fixed, differences will be settled, with retroactive effect.

2. Companies that are currently working on the weaning or non-time-controlled methods and wishing to implement measurement systems on time will ensure that all affected persons, in the event of agreement on the implementation of new systems, such as minimum and in terms of 'ad personan guarantee', the average daily of the amounts received in the last six months, provided that they reach the same level of production as they obtained, by the previous system; the said guarantee will be reduced in the same way the proportion in which the level of production is diminished, except that the causes of Decrease is external to the person and imputable to the implanted system itself.

3. The weaning shall be freely agreed and, in any case, the salary of the convention shall be guaranteed.

CHAPTER III

Employment, training and recruitment

Article 14. Professional groups and definitions of posts.

The classifications of the personnel entered in this agreement are merely indicative and do not imply the obligation to have all the places, trades and occupations listed, if the needs and volume of the company do not require it.

The different tasks assigned to each position and level are also enunciative, since each person in the company is obliged to execute as many works and operations as his superiors, within the general task of his/her professional competence, including the cleaning of your machine and work items, all without undermining your personal dignity and professional training.

1. Professional groups. -According to the activity of the company, the staff of the footwear industry are classified into the following professional groups:

Group I. Technical and Management Personnel.

Group II. Administration and commercial personnel.

Group III. -Manufacturing personnel

Group IV. -Multi-service personnel.

2. Definitions of professional groups:

2.1 Management and Technical Personnel. -They are technical and management who, with responsibility for the production, organization, administration or sales, perform works for which they need special knowledge, preparation and experience and perform delegated management functions.

2.2 Administration and commercial personnel. -It is considered administration or commercial personnel to whom, under the technical or managerial direction, the various administrative or commercial works that are entrusted to them are carried out.

2.3 Manufacturing personnel. -It is considered manufacturing personnel to whom, under the corresponding direction, perform the tasks of the production process that are assigned to it.

2.4 Staff of various trades. -It is considered personnel of several trades to whom, with specific dependence in each company, they perform individualized tasks not assigned to a particular professional group.

2.5 Staff in training. -It is the one that, with specific contract of training, acquires the theoretical and practical training necessary for the performance of a job or job.

It is called an aspiring person in training for group 2.

It is called an apprentice/learned person in training for the manufacturing group.

It is called buttons to the person in training for the ordinance post.

3 Job definitions. -It is in full force for the job valuation nomenclator listed in Annex 3 to the footwear agreement, published in the Official Gazette of the State of 29 August 2002.

Article 15 Hiring, subcontracting, and types of contracts.

15.1 Recruitment.-In compliance with the specific obligations laid down in Article 8 of the Workers ' Statute, the contract of employment must be made in writing, with at least the place of the labour supply, the professional level and the salary which, at the very least, will be that of the convention; the legal representation of the workers must be copied.

15.2 Subcontracting. -In the case of subcontracting of industrial activities corresponding to the company's own activity, the company assumes a joint and several liability in relation to the fulfilment of the obligations of the company. pay and social security nature, contracted during the period of validity of the contract. And you should report this situation to your legal representation.

15.3 Special procurement contracts-relief and partial retirement contracts. Taking into account the characteristics of the sector and the possible processes for the renewal of templates which can be produced in companies, the use of the replacement contracts is of interest. To this end, during the term of this agreement, the signatory organizations will favor their use.

The replacement contract is associated with the partial retirement of a person from the company and is therefore a flexible contract modality that combines a number of advantages, both for the companies and for the people affected.

Companies allow them to carry out renewal processes of the templates through the partial replacement of the staff close to the retirement age, by other people, or temporary ones who are already engaged in the companies, or unemployed, or new income. In parallel to the staff close to the retirement age, it allows you to access it in a partial way; and at the same time employment is encouraged.

15.4 Conversion of Contracts.-The conversion of a full-time employment contract into one on a part-time or part-time basis will be voluntary for the staff. However, the company must inform the staff of the existence of vacancies so that applications for voluntary conversion of a full-time employment contract into a fixed or part-time work contract can be made on a voluntary basis. discontinuous.

15.5 Types of Contracts:

A) Indefinite duration.

1. Full-time. -They are the ones who, with written contract or without it and, after the probationary period, become part of the company template for an indefinite period of time.

2. Part-time (art. 12.3 of the ET) (Code 200 /250).-Persons hired for an indefinite period, by contract written in the model established for the purpose, to perform fixed and periodic tasks, within the normal volume of activity of the company, during a number of hours per day, week, month, or year, less than the full time of the same company.

The contract must include the number of regular hours of work contracted and its daily, weekly and annual distribution. In the case of the manufacturing staff, the ordinary annual day may be split in the two campaigns, with the start and end dates being marked.

The ordinary day may be extended by up to 60%, with additional hours, bringing it forward in its beginning (prior written communication with a week in advance) and/or postponing its completion (by simple verbal notice).

3. Discontinuous fixed (art. 15.8 of the ET) (Code 350 /300).-Persons hired for an indefinite period of time, by contract written in the model established for the purpose, to perform fixed tasks within the normal volume of business of the company, but which are not repeated in certain dates, being the production of fashion or seasonal items and on firm order.

3.1 The contract must include the estimated duration of the activity, as well as the estimated working time and its hourly distribution.

3.2 In the case of complete footwear manufacturing companies, the hourly distribution will be, in any case, in daily and weekly full-time days. The appeal will be produced in order of seniority in each section, with a minimum advance of one week to the date of commencement of activity. The section head or intermediate commands may have prior appeal, for organizational reasons.

Each company shall establish and set out in the bulletin board, the distribution in groups or sections of activity of persons with a discontinuous fixed contract; sections which, as enunciative and more common, comprise: cut, sole, mated, mechanical and packaging or storage.

The cessation of the activity period will be notified to each person in writing, one week in advance; and, in the event that, after the notification, the company needs to expand activity beyond that date. equally.

This notification will serve as proof of unemployment to INEM.

Discontinuous fixed-activity cesses will be after the eventual ones in each section.

3.3 In the case of partial footwear manufacturing companies, and in specialised workshops, permanent fixed contracts may also be used in the form of part-time work.

The order of appeal will be, in the absence of a company agreement collected in the contract itself, in order of seniority in each section.

B) For a given duration.

1. Of interinity. -They are the ones that are celebrated to replace another person with right to reserve of the job, causing definitive decrease when the replaced person, whose name will appear in the contract of interinity, as well as the cause of substitution.

2. Possible due to circumstances of production. -They are the ones arranged to meet productive needs, new or extraordinary works superior to the normal ones.

2.1 By addressing the temporary and seasonal characteristics and circumstances in the sector's activity and in accordance with the provisions of Royal Decree 2720/1998, the contracts to be concluded to meet the requirements Market circumstantial, accumulation of tasks or excess orders, may have a maximum duration of seven months, continuous or alternate, within a period of twelve months.

In no case will the same job be covered by any staff for more than seven months in the one-year period.

2.2 This staff at the end of your contract, if you do not become part of the staff, will receive an amount equal to ten per cent of the total of your salary and other accrued emoluments for the duration of the contract. contract.

2.3 When the staff members exceed 50% of the workforce, companies will not have the right to apply the flexibility of the working time of Article 22 of the agreement.

3. For the purposes of Article 15 (1) (a) of the Staff Regulations and Article 2 of Royal Decree 2720/1998, they are identified as work or tasks with their own substance within the normal activity of the workers. companies in the sector, for the purposes of being covered by this contractual mode, the following:

(a) The execution, within a maximum period of one year, of those orders that assume the opening of new international markets and/or a new product line that until then had not been addressed by that company.

(b) The execution, within a maximum period of six months, of those articles involving a technological or product innovation, within the usual business of the undertaking.

c) The execution, within a maximum period of three months, of those works which, by way of exception, understood by those who are not habitual within the regular productive activity of the company, must be taken care of a particular season or time.

4. The training contract shall aim at the acquisition of the theoretical and practical training necessary for the proper performance of a qualified job or job and shall be governed by the following rules:

(a) It may be held with persons over 16 years of age and under 21 who do not have the required qualification to formalise a contract in practice.

(b) The duration of the contract may not be less than six months or exceed two years.

c) The remuneration of the learned/learned, and for the 100% effective working day, will be, during the first year of the contract, 75% of the salary of the level 2 of the manufacturing group, and for the rest of the term of the contract, 90 percent of the indicated salary.

(d) Time spent on theoretical training should be alternated with those of effective work, or concentrated in full periods, without the overall time corresponding to the training being less than 15% of the maximum working day provided for in this Convention.

When learning has not completed the educational cycles included in the compulsory education, the theoretical training will have an immediate objective to complete this education. The effective work will be related to the tasks of the occupational level or craft object of learning. The requirement of theoretical training shall be deemed to be fulfilled where the apprenticeship is accredited, by means of certification by the competent public administration, which has carried out an occupational vocational training course appropriate to the trade or post of the object of the learning.

e) Theoretical training may be taught:

In the company's professional training center.

In training centers created by companies, by business or union organizations or by these organizations in a joint way.

In public training centers or private centers accredited by the labor or educational administration.

Distance learning centres accredited by educational or labour administrations.

C) Contract for replacement and partial retirement. -It is understood by a person relieved that he/she has a reduction in his/her working day and his/her salary between a minimum of 25% and a maximum of 75%, or 85% for cases where the person concerned is engaged on a full-time basis by means of an indefinite contract, provided that he fulfils the general conditions laid down in Article 166.2.c of the General Law on Social Security for the purposes of the right to a contributory social security pension.

The relieved person will be given a part-time contract for the new agreed working day which may be at least 15% and which may be concentrated in a specific time period of the year. This contract and its remuneration shall be compatible with the pension which the Social Security recognises in the form of partial retirement, the employment relationship being extinguished when total retirement occurs.

In order to be able to perform this contract with such staff who have not yet reached retirement age, the company must simultaneously hold a replacement contract with another person in unemployment or have a contract duration in the same company (reliever).

The person who relists the company will be able to make an indefinite or duration contract equal to the time that the replaced person is missing in order to reach the total retirement age. With regard to the working day, except as provided for in the second subparagraph of Article 12 (6) of the Staff Regulations, the contract of relief may be completed on a full-time or part-time basis. In any case the duration of the day shall be at least equal to the reduction of the day agreed with the person replaced or relieved. The work schedule of the reliever may be completed by the replacement or concurrent.

The reliever's job may be the same as the replacement or a similar one.

5. Other fixed-term contracts. -In other cases, the provisions of the existing legislation will be in place.

In all fixed-term contracts, and unless otherwise indicated, their completion will bring an indemnity equivalent to one day of contract salary per month worked.

Article 16. Test periods.

Any new entry staff will be submitted, provided it is agreed in writing, to a trial period, the duration of which will be:

a) Address and Technical Personnel: four months.

b) Technical staff not entitled: two months.

(c) Administration Personnel (officials.1 and 2. ª): 30 days.

d) Auxiliary of Administration, Office of the Office and not qualified: fourteen days.

When the same function has been performed before in the enterprise, there will be no test period

Article 17. Notice period.

The personnel who want to cause low in the company service must give the following prewarnings:

a) Address and Technical Personnel: one month.

b) Management Staff: 10 days.

c) Staff Rest: seven days.

Non-compliance with the obligation to pre-notify you in advance will entitle the company to discount the settlement, an amount equal to the amount of your daily wage, for each day of delay in the notice.

Having advised against this in advance, the company will be obliged to liquidate at the end of this period the fixed concepts that can be calculated at the moment. The rest of this will be at the usual time of payment.

The failure to comply with this obligation is attributable to the company, with the amount of a daily wage for each day of delay in the liquidation, with the limit of the duration of the own notice period. No such obligation shall be given, and no such obligation shall arise if the person has failed to notify it in advance.

Article 18. Work at home.

It is a work-home contract, in which the provision of the work activity is carried out at the place of residence or at the place freely chosen by the person and without supervision of the company.

The contract will be formalized in writing with the visa of the Employment Office, where a copy will be deposited, including the place where the work is performed, in order to be able to demand the necessary hygiene and safety measures to be determined.

People who work at home have the right to work the same number of days as people of equivalent professional status within the company, with the same normal performance as this. determined in the company.

Article 19. Salary of home work.

Persons working at home, for the time agreed in this Convention, will receive the salary set in the same for normal performance, plus 10% of the same salary as general expenses (light, tools, etc.).

It will not hurt the salary of the staff the lack of non-imputable work; in this case it will only fail to perceive the 10% that is fixed in concept of expenses during the days that lack of work.

Expenses for several, will be paid by the company, upon justification.

Article 20. Mobility and functional multipurpose.

1. Mobility. -In the event that a qualified person normally carries out several tasks of different professional levels and cannot be measured, the maximum level will be applied to it; and in the case of remuneration for incentives, the corresponding to the most incentive job position in the section.

2. -All persons, in case of need, may be destined for higher level jobs, with the salary corresponding to their new level, reintegrating to their old post when the cause of their change ceases.

This change cannot be longer than four months uninterrupted, with the time to return your old position and level.

When higher-level jobs are performed for four consecutive months, the salary of that top level will be respected, automatically filling the vacancy.

Notwithstanding the above paragraphs, in the event that a person holds senior positions for twelve alternate months, he/she will consolidate the salary of that level from this point of time, without necessarily creating a job at this level.

The three preceding paragraphs apply to cases of disease substitution, accident of work, permits, in which case the substitution shall comprise as long as the circumstances that have motivated it.

3. Adaptation practices.-When higher level position learning practices are performed, the adaptation periods shall be:

One month for level II

Two months for level III

Three months for IV and V levels

at which end you will receive the salary level of the position whose functions you perform.

4. Functional polyvalence of groups or sections. -When for organizational or production reasons people in a group or section perform tasks from different levels, the equalization will be performed by virtue of the functions that are prevalent.

Article 21. Promotions.

1. Companies are obliged to give due publicity, for the knowledge of their staff, of the call for vacancies occurring at the various levels.

2. Persons who, enjoying the trust of the undertaking, exercise a qualified trade and complete their theoretical knowledge after examination of the aptitude of the court appointed by the Court of Justice, shall have access to the vacancies of Intermediate Command or Section Headquarters. the undertaking, to which the practical knowledge of the workshop and technology equivalent to those required for obtaining the title of official of the Master's or Industrial Office, as appropriate, shall be accredited. That examination shall be exempt from that examination which is in possession of that title.

CHAPTER IV

Working Conditions

Article 22. Day.

The annual day will be 1,800 hours of effective work.

The computation of the day will be carried out by natural years.

Article 23. Day flexibility

1. Companies for the sake of production reasons, and meeting the needs of the accumulation of work, will be able to relax the day in a weekly period for 120 hours per year, respecting the number of annual working hours agreed and in their Weekly distribution will be able to exceed 40 hours of work in periods of accumulation with the limit of 9 hours daily from Monday to Friday and 45 hours a week.

2. The company will be obliged to communicate with eight days in advance, at least, the start date of the period to be made more flexible, both in the case of increase and reduction, agreeing with the representatives of the workers during those days. eight days the compensation dates.

The company of mutual agreement with the legal representatives of the workers and if the needs so require will be able to agree a greater number of hours to be more flexible.

In any case, the minimum rest between day and day of twelve hours will be respected.

In companies or sections where full 24-hour shifts are worked, you obviously cannot make the day more flexible.

3. The accumulation of working hours shall be compensated for in the periods of least work, carried out on full days of rest or fraction, excluding for this compensation the periods which coincide with the employment regulations and low ILT or accident and holidays in the company calendar.

In the case of a given duration contract to whom the posting of hours of the ordinary day may affect you, the accumulated hours will be compensated with rest.

In the case of discontinuous fixed contracts, the relaxed hours will be accumulated in full days to be applied, at the end of the calendar season, thus extending the duration of the season, for the purposes of Social security contributions.

4. Each accumulated hour shall be compensated by an hour of rest.

The posting of hours of the ordinary working day, will not produce any displacement in the wage settlement corresponding to the fixed concepts, except in the incentives of company on the production carried out that logically will be adapted to the oscillations of this one.

Article 24. Continuous day.

In the day that is agreed in this agreement and for the continuous day, the rest by snack, it will be 25 minutes, so that effective work must be carried out 40 hours a week from which you will not be able to discount the cited times of rest.

It will be possible to request the implementation of the continuous day, when it is expressed by a vote of 60% of the company's staff. If the company does not agree to the request made, it may be referred to the competent court in accordance with Article 41 of the Statute (Royal Decree 1/1995 of 24 March).

Article 25. Exceptions to the day.

In the cases of staff whose action starts or closes the work of others, the time may be extended for the time strictly necessary, without prejudice to the payment of this time with the charges of the hours extraordinary.

Article 26. Night time.

1. The hours worked during the period from 10 p.m. to six in the morning, unless the salary has been established on the basis that the work is night by its very nature, shall be considered as work night.

2. Night work shall not be considered for the purpose of special remuneration by night surveillance personnel who have been specifically engaged to provide services exclusively during the night period. They shall not be considered to be excluded and, as a result, their own work must be paid and that not being specific to the surveillance mission they shall be combined with this.

Not included in the night rating shall be those works normally carried out on the day of day, which must be carried out in the night period as a result of events exceptional catastrophic.

Article 27. Licenses.

Staff, prior notice and justification, may be absent from work, entitled to remuneration, for any of the following reasons:

1. Fifteen calendar days in case of marriage, with the option of extending up to five days of this license, without remuneration.

2. Two days due to the birth of a daughter/or to death, accident or serious illness or hospitalization or surgical intervention without hospitalization that requires home rest, relatives up to the second degree of consanguinity or affinity (fathers, mothers, sons, grandfathers, grandsons, grandsons or brothers).

When you need to make a shift to that effect, the time frame will be five days.

3. One day per transfer from the usual address.

4. By wedding of a son/daughter, one day; in the case of the wedding of a brother/sister will be entitled to a day of absence, but without retribution

5. For the time indispensable, for the fulfilment of an inexcusable duty of a public and personal nature, understood the exercise of active suffrage. Where it is established in a legal or conventional rule for a given period, it shall be subject to what is available as regards the duration of the absence and its economic compensation.

When the performance of the above duty implies the impossibility of the provision of the work due to more than twenty percent of the working hours in a period of three months, the company may pass to the affected person to the situation of forced leave.

In the event that the person for the performance of the duty or the performance of the charge, receives compensation, the amount of the same of the salary to which he is entitled in the company will be deducted.

6. The legal representation shall be granted until the number of days provided for in the legal provisions in force in the matter, with the right to the remuneration to be paid if they have worked. The cause and duration of the licence shall be accredited by the competent body.

7. By breastfeeding of a son/daughter, less than nine months, one hour of absence of work shall be entitled, which may be divided into two fractions. The duration of the permit will be increased proportionally in multiple birth cases.

The parents, by their will, may substitute this right for a reduction of their working day in half an hour for the same purpose or accumulate in full days, following the period of suspension, in the terms that agree with the company; failing that, the cumulation will take place after the period of suspension of the maternity contract. The person who chooses the cumulation must inform the company 15 days in advance of his/her enjoyment.

This permit may be enjoyed interchangeably by the parents, in case both work.

In the case of births of premature sons/daughters or who are to remain hospitalized after delivery, the mother or father shall be entitled to leave the job for one hour. They will also have the right to reduce their working hours to a maximum of two hours, with a proportional reduction in salary. (ET art. 37.4 and 4a).

8. Those who, for reasons of legal guardian, have at least eight years of direct care or a person with a physical, mental or sensory disability, who does not carry out a paid activity, shall be entitled to a reduction in the working day, with the proportional reduction of the salary between at least one eighth and a maximum of half the duration of the salary. It shall have the same right to take care of the direct care of a family member, up to the second degree of consanguinity or affinity, which for reasons of age, accident or illness cannot be used by itself, and which does not carry out retributed

9. The time-frame and the determination of the period of enjoyment of the breastfeeding permit and the reduction of the day will be the person within their ordinary day. The company must notify the company 15 days in advance of the date on which it will return to its ordinary day. (ET art. 37.6).

10. Staff may apply for up to four days of unpaid annual leave, upon reasoned justification, in agreement with the Staff Committee or Delegates/Delegates of Personnel, and provided that it does not hinder the normal pace of work in the same section. To this end, no more than one person can be licensed in companies up to 25 in the workforce, two in companies from 26 to 50, three in companies from 51 to 100, and in companies of more than 100, 2% plus one computer the resulting fraction as unit.

When the purpose of the permit is the completion of adoption or acceptance procedures, they will be entitled to an unpaid leave of up to 15 calendar days. In cases of international formalities, the permit will be up to 30 days. days.

11. Attendance at clinics and doctors ' offices during the working day shall be paid in accordance with the salary of the Convention, provided that they do not have established consultation schedules to assist them outside the working day. It is understood that staff may not make use of this right for a period exceeding 16 hours per year.

There are exceptions to this limitation and, therefore, to the margin, the cases in which the assistance to medical centers is determined by optional prescription, in which the justified hours must be paid to the salary. Likewise, the three annual days in the first sick leave, which will be paid at 50% of the daily wage, are also not included in this limitation. In all of these cases the absences must be duly justified

12. Companies which have to carry out studies, will be required to grant them the necessary licences to enable them to take examinations in the calls of the relevant centre, but on the basis of the interested in having the registration formalised. This is applicable for obtaining the driving licence.

When the corresponding call for examination relates to the obtaining of the professional title of the activity carried out in the undertaking, they shall be entitled to the corresponding remuneration of the Salary of the Convention, and age where applicable, during the duration of the license.

They will lose such a right that they will be suspended in half of the subjects that they have registered as subtracted to these effects in those in which they would not have been submitted to the examination without justified cause. It will also result in the deprivation of these benefits not approving the same subject in two consecutive calls.

The permissions that these concepts use may not be discounted from the corresponding annual leave.

13. Within the concept of affinity, so-called de facto couples shall be integrated in such a way as to enjoy the same rights, when recognised, by appropriate regulation by any competent body.

Article 28. Holidays.

The annual vacation will be thirty calendar days.

The vacation will be paid to the average earned for each person in the last thirteen weeks worked by the company. This calculation shall also be used for the second period of enjoyment, in the event that they are split.

The dates on which the holiday is enjoyed will be negotiated in each locality.

When the holiday period of the company coincides in time with a temporary incapacity, whatever the cause, or with the period of suspension of the contract of employment provided for in Article 48.4 of the Staff Regulations Workers shall have the right to enjoy the holidays on a date other than that of the temporary incapacity or the enjoyment of the permit which, by application of that provision, was due, at the end of the period of suspension, even if the finished the calendar year to which they correspond.

Article 29. Excess.

1. Any person, with a seniority in the company of at least one year, has the right to be recognised as being on a voluntary basis for a period of not less than four months and not longer than five years. This right may only be exercised by the same person if four years have elapsed since the end of the previous leave.

2. They may also apply for their transition to the status of leave of absence in the undertaking by persons carrying out trade-union functions at a provincial or higher level, for the duration of the exercise of their representative office, provided that they are implemented by the LOLS.

3. Forced leave will entitle you to the retention of the post; it will be granted by the appointment or election for a public office that makes it impossible for you to attend the job. The re-entry must be requested within the month following the end of the charge.

4. The person, in a situation of voluntary leave, retains only a preferential right to the reentry in the vacancies of equal or similar category to his.

5. Leave for family care:

You will be entitled to a period of leave of absence of not more than three years in order to care for the care of each child, both when it is by nature, or by adoption, or in the circumstances of the acceptance, both permanent as a preadoptive, from the date of birth or from the judicial or administrative decision.

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

The leave of absence referred to in this paragraph, the period of which may be enjoyed in a split manner, constitutes an individual right of men and women. However, if two or more persons of the same undertaking generate this right by the same deceased person, the undertaking may limit its simultaneous exercise for justified reasons of operation of the undertaking.

Article 30. Protection against gender-based violence.

The worker victim of gender-based violence will be entitled:

1. The reduction of the working day between a maximum of half a day and a minimum of one hour a day with a proportional decrease of the salary; and the flexible schedule, if the company has implemented it.

2. To occupy another job of the same professional group as the company has vacant in any other of its job centers.

3. To the suspension of the contract, by decision of the worker herself, with a maximum initial duration of six months, which may be extended by decision of the judge.

4. The absence of any absences due to the situation arising from gender-based violence, accredited by the social or health services, is not computed as non-attendance.

Consequently, the dismissal for the exercise of any of the above rights will be void.

Article 31. Maternity and paternity contract suspensions.

1. Suspension by birth, reception or adoption. -In the case of delivery, the suspension will last for sixteen weeks uninterrupted, extended by multiple birth two weeks more for each child or daughter from the second. The period of suspension shall be distributed to the person concerned, provided that six weeks are immediately after the birth, and may make use of the other parent for the care of the son/daughter in the event of the death of the mother. However, in the case of the two parents working at the beginning of the maternity leave period, the other parent may choose to enjoy a certain and uninterrupted part of the rest after the period of maternity leave. birth, simultaneously or in succession with that of the mother, unless at the time of their effectiveness the incorporation into the work of the mother poses a risk to her health.

In the case of adoption or acceptance of minors up to six years, the suspension shall be for sixteen weeks uninterrupted, at the choice of the worker, either on the basis of the administrative or judicial decision of the (a) the right of establishment, or the right of the court or tribunal to adopt it. In the event that both parents work, the period of suspension shall be distributed at the option of the persons concerned, in uninterrupted periods, simultaneously or in succession and under Article 48 of the Staff Regulations.

2. Paternity suspension.-In the case of births, adoption or acceptance in accordance with the provisions of Article 45.12 of the Staff Regulations, the worker shall be entitled to the suspension of the contract for 13 days. uninterrupted,

This should prevent the company from exercising the right at the same time as it applies for permission (or suspension if it has chosen to exercise it with the mother). In both cases, and unless otherwise agreed with the company, the suspension will be made immediately following the permit or the shared suspension (art. 48 bis of the ET).

Article 32. Prevention of risks during pregnancy and breast-feeding.

1. The assessment of the risks referred to in Article 16 of Law 31/1995 shall include the determination of the nature, degree and duration of the exposure of workers in a situation of pregnancy or recent birth to agents, procedures or working conditions which may have a negative impact on the health of workers or the unborn child, in any activity likely to present a specific risk. If the results of the assessment reveal a risk to safety and health or a possible impact on the pregnancy or breast-feeding of the workers concerned, the undertaking shall take the necessary measures to avoid exposure to such a risk. risk, through an adaptation of the working conditions or working time of the affected worker. Such measures shall include, where necessary, non-performance of night work or shift work.

2. Where the adaptation of the conditions or working time is not possible or, in spite of such adaptation, the conditions of a job may have a negative impact on the health of the pregnant worker or the foetus, and (a) certify that the doctor who, under the applicable social security scheme, is able to provide the worker with the right to provide the worker with a different job or function and compatible with her state. The company will have to determine, after consultation with the workers ' representatives, the list of jobs that are exempt from risk for these purposes.

The change of position or function will be carried out in accordance with the rules and criteria applied in the functional mobility assumptions and will have effects until the time the worker's health status permits reinstatement to the previous post.

In the event that, even applying the rules mentioned in the preceding paragraph, there is no work or compatible function, the worker may be assigned to a position not corresponding to her group or category. equivalent, although it shall retain the right to the set of remuneration of its place of origin.

3. The provisions of this Article shall also apply during the period of lactation, if the working conditions may have a negative effect on the health of the woman or child and so certify by the doctor who, in the applicable Social Security system, assist the worker in the right way.

4. Pregnant workers will have the right to be absent from work, entitled to their remuneration, for the conduct of prenatal examinations and preparation techniques, prior notice to the company and justification of the need for their work. realization within the working day.

Article 33. Template restructuring.

The business committee must be informed, prior to its execution by the management of the company, on the restructurings of template, total or partial closures, definitive or temporary.

CHAPTER V

Economic Conditions

Article 34. Wages and salary revision.

The annual salary for the provision of the work services during the annual calendar day is the one indicated in the salary table annexed to the various professional groups.

All salary remuneration for the annual working day and the salary benefits arising from your benefit, such as extraordinary pay, holidays, etc., are included in your calculation. exclusion of the personal complement of seniority and incentives for productivity.

1. Salary table for the first year. -This is the result of applying the 0.8% increase to the 2009 salary table.

1.1 First-year wage revision. -As soon as the 2010 CPI is known, the Joint Commission will practice the wage revision for the CPI over 0.8%, with retroactive effect to 1 March 2010.

2. Salary table for the second year. -Practical the salary revision of the first year of validity, the Joint Commission will approve the salary table for the second year, applying the increase of 1.20% to the salary table of the revised 2010.

2.1 Second-year wage revision. -As soon as the 2011 CPI is known, the Joint Commission will practice the wage revision for the actual CPI over 1.20%, with retroactive effect to 1 March 2011.

3. Non-application of the wage regime. The wage increase agreed in this Convention may not be applied in whole or in part, only in the case of companies whose economic stability may be damaged as a result of such application. Only such economic stability shall be considered to be damaged when the application of the increase can cause irreparable damage to the economy of the enterprise as forecast.

To benefit from such inapplicability, the company must make the petition before the workers ' representatives within 30 days of the publication of the Convention in the Official Gazette of the State. In the absence of representation, the company will directly make the request to the Joint Commission, accompanying in any case the following documentation:

a) The justification for the application and the feasibility plan.

(b) Documentation showing the cause invoked between the one that will necessarily appear to be presented by the company to the official bodies (Ministry of Finance, Trade Registry, etc.) referring to the last two exercises.

c) Alternative pay proposal and possible recovery pact.

The parties may reach agreement within 15 days to be notified to the Joint Committee of the Convention.

If no agreement is reached within the company, the question will be raised. to the Joint Committee of the Convention or to the arbitration by common agreement, which shall be competent to settle in the final and in its case to fix the alternative salary conditions.

The agreements on inapplicability reached within the company, those reached by the Joint Commission and the arbitration awards will be unenforceable and enforceable.

Article 35. Extraordinary rewards.

The annual salary fee comprises two extraordinary pay, with the amount of each one being equal to the 30-day salary.

Your payment will be made: One in July and one in December, or prorated in the usual periods of payment.

Article 36. Age.

Disappeared, with effect from 1 March 1997, the personal pay supplement for continuity in the company, referred to as the seniority prize, the rights acquired on 1 March 1997 shall remain as an ad personam guarantee, the amount in which they were received at that date.

In order to compensate for the expectations and rights under way, the additional provision first established a general complement for all staff, who joined the salary.

Article 37. Plus de nocturidad.

The salary supplement for the performance of night work, as determined by Article 25 of this Convention, is set at the equivalent of 25 percent of the salary day of Table 1, for the full night time.

Article 38. Plus maintenance.

Staff doing manufacturing jobs, will be engaged in mechanical or electrical maintenance tasks, will receive for this work, additionally, 10% of the salary corresponding to a V.

level.

Article 39. Normal performance required.

Normal performance, corresponds to the so-called normal activity, and the company may determine and demand it at any time, without it being unconstrued or interpreted as leaving this right.

For valuation purposes, normal performance will be computed daily.

Article 40. Productivity incentives.

1. The remuneration for normal performance corresponds to the salary of the Convention.

2. In order to establish incentives as well as to adapt them to this Convention, companies that already have established them, should be based on normal performance.

3. The incentives may be collective (section, chain, group, etc.) or individual, as determined by the company, giving priority to the establishment of collective incentives where their implementation is susceptible.

4. Undertakings may limit, proportionately reduce and even abolish incentives, on an individual basis, to all persons who, for lack of aptitude or interest and care, objectively demonstrated, are detrimental to production, without prejudice to measures that may be applicable to the case.

5. The incentives may be suspended in general, by sections or individually where the purposes pursued by the system are unattainable due to lack of or reduction in work or to the reform of the facilities, in where the template is to be reported 15 days in advance.

6. In undertakings which have an incentive remuneration established, production exceeding normal performance shall be quantified in hours-premium (hours of production) and each of them shall be paid to the amount resulting from the split of the salary. the annual working day agreed in the Convention (1800 since 1999) or the annual working day of the company, if the annual working day of the company is lower, with the increase of 2%.

7. When the performance of a job is difficult to measure, as is often the case with certain posts (administrative staff, auxiliary services, storage of goods and articles, etc.) and, in general, all staff who receive their remuneration on a monthly basis will be required to carry out a procedure for the indirect valuation of workloads, in the event of the establishment or establishment of a system in the company increase productivity.

The remuneration that such a staff will receive will be proportional to the average perceptions of the direct labour force of the company or section, group, etc., to which it is attached, also this criterion will be applied when a system of incentives is established in one or more sections of the enterprise.

8. The provisions of the legislation in force will not be provided for in this area.

Article 41. Plus lack of incentives.

Companies that do not have systems of incentives or destages, will pay their staff 360 € per year, as a plus of lack of incentives; this plus will have the same increase as the salary (staying at 362.88 euro for the first annuity and 367.23 euros for the second one).

Article 42. Overtime.

They shall be given the consideration of overtime hours of work carried out on the maximum duration of the ordinary working day, fixed in accordance with Article 22 of the Convention; that is to say that they exceed 1,800 annually.

The reference price of the extraordinary hour shall be 25% on the ordinary hour, unless otherwise agreed, respecting the agreements that exist for the signing of the agreement and futures.

Article 43. Salary payment.

When by agreement adopted by simple majority of the template is manifest your desire to perceive your wages or salaries by the all-inclusive formula, the company will do so in accordance with this request.

Wages may be paid in legal tender or by means of a voucher or other similar payment method through credit institutions, prior to reporting to the Business Committee or Delegates/Delegates of staff.

Article 44. Advances.

You will be entitled to ask for advances on account up to the limit of 90 per 100 of the amounts you have earned.

Article 45. Diets and travel.

When, by order of the company, the staff is obliged to stay overnight or to carry out maintenance costs outside his home, the company will be paid such expenses, on the basis of their justification, and corresponding, except the exception also justified, to those of a three star hotel.

The return trip will also be on behalf of the company, in the first or second class, in the judgment of the company.

Article 46. Plus distance and geographic mobility.

Companies that have established their work center more than two kilometers from the population and do not have their own means of transportation for their personnel, will pay each person with their own home address. municipality a plus of EUR 0,024 per kilometre per day.

In all other matters arising from geographical mobility and in particular in the case of transfer of the work centre to more than two km. of the urban centre, the provisions of the Staff Regulations (Royal Decree 1/1995, March 24) so it will be the company who will have to resolve any assumptions with workers ' representatives

Article 47. Workwear.

Companies affected by this Convention are required to provide their staff at least one work item per year, except for those activities where the greatest number is needed.

CHAPTER VI

Social topics

Article 48. Salary supplement by accident at work.

Companies will supplement the benefits of Social Security, up to 100% of the contribution salary to those who are in an IT situation by accident at work, from the second day of absence and up to a four-month maximum period from the day of the discharge.

Article 49. Loyalty clause or extraordinary compensation for termination of the contract of employment.

The staff, with 60 or more years completed, and who carry at least ten uninterrupted years of stay in the company, will be able to unilaterally request the termination of their employment contract with the right, for one time, and cause low, to compensation, according to the following scale:

At age 60: five monthly contribution salary allowances.

At 61 years old: four monthly contribution salary allowances.

At age 62: three and a half of contribution salary.

At age 63: three monthly contribution salary allowances.

At 64: two monthly contribution salary monthly payments.

At 65 years old: a monthly contribution salary.

Taking into account the eventuality of this compensation, companies are not required to make specific provisions.

Article 50. Quote wages.

Assimilation groups for the minimum and maximum limits of the Social Security regime and for the categories are those listed for each case in Annex I to this convention.

Listing bases for all staff will be in place at any time,

Article 51. Retirement at age 64.

In accordance with Royal Decree-Law 1194/1985 and Law 43/2006, and for the case that the staff with 64 years of age wishes to qualify for retirement with 100% of the rights, the companies affected by this Convention, are obliged to replace each retired person under the Royal Decree-Law mentioned above, by another in a situation of unemployment or young claimant of first employment, by means of a contract of the same nature as the extinguished.

The agreement between the company and the person concerned will be required prior to the birth of that obligation to qualify for the aforementioned. This agreement, if there is to be such an obligation to replace it, must be made in writing.

For the event that there is no agreement between the parties, the mediation of the Joint Commission established in Article 6 of the Convention, which will convene the parties and analyze the circumstances of the case, may be requested. act of their actions.

Article 52. IT add-on during the holiday period.

Staff with a right to vacation, who are in a situation of IT before the dates of collective enjoyment in the company, and continue in that situation during the holiday period, will receive a care supplement, until complete 100% of the regulatory basis by IT, with the company in charge during that holiday period.

Article 53. Different capabilities.

Companies will engage staff whose capacity has decreased by age or other circumstances, before retirement, by directing them to work appropriate to their conditions. You will have a preference for incapacitated/incapacitated for your usual work because of an accident at work or compensation illness suffered at the service of the company.

In order to place disabled people, they will have the preferences set out in their specific regulations and companies of more than fifty fixed persons will have to reserve up to five percent of their workforce.

In a manner compatible with the legal provisions, the companies will provide the places in Group IV, to persons who are unable to continue to carry out their trade with normal performance by disability, illness or advanced age provided that they are not entitled to a subsidy, pension or own means of support.

Coupled staff, you will receive the salary according to the category you perform.

CHAPTER VII

Trade union rights

Article 54. Company and Delegate/Delegate of Personnel committees.

The practical organization of the work is faculty of the company, which without merit of the corresponding authority, grants to the representatives of the workers the following faculties in order to the participation of the personal in the company:

1. Monitoring of employment in the enterprise and information on posts to be covered and decisions based on a rational assessment of skills (job valuation), with the Committee or Delegates/Staff Delegate being legitimated to carry out the appropriate legal complaints. The union, through the Committee of Enterprise, Delegate/Delegate of Personnel or Trade Union Sections, will have knowledge of the contracts of work prior to its signature. Visa of the Committee or Delegates/Delegates of Personnel in the documents that terminate the employment relationship.

2. In the establishment and reviews of systems of organization of work, the Committee of Enterprise or Delegates/Delegates of Personnel shall intervene in the manner provided for in this Convention.

3. The complaints provided for by the changes in employment will be dealt with by the company with mandatory intervention by the Enterprise Committee or Delegates/Delegates of Personnel; the report will also be required for the partial transfer or total of the job center.

4. The disciplinary measures taken by the company must be brought to the attention of the Committee of Enterprise or Delegates/Delegates of Personnel, who will be required to submit a report to the competent labour authority.

5. The Enterprise or Delegates/Delegates Committee shall administer, in collaboration with the Company's management, the social, cultural and recreational funds that may exist in the enterprise.

6. In changes of ownership of the company, the Business Committee or the Delegates/Delegates of Personnel shall be informed in advance and shall issue a report for the Employment Authority.

7. Each season the Business Committee or the Delegates/Delegates of Personnel will be informed by the Management of the company, on the general evolution of the productive sector to which the company belongs, on the evolution of the business and the situation of the production and sales of the company, its investment and production programme and the likely evolution of the company's employment and its accounting situation, as well as its plans for the merger, absorption or modification of its legal status. This information will be absolutely confidential.

The Business Committee or the Delegates/Delegates of Personnel may make proposals to the Company's Directorate, which shall be jointly studied.

8. Working conditions in the field of occupational health shall be those laid down in the current legislation.

9. It also corresponds to the Committees of Enterprise or Delegates/Delegates of Personnel the exercise of all the functions that the legislation entrusts, being able to bring before the competent agencies and courts the claims and actions that they consider appropriate for the best defence of the interests or rights of the staff.

10. It is possible to hold assemblies, in the workplace, outside the working hours, with assistance from the staff of the center and trade unionists and with prior notice to the company of at least one working day for the applicants.

11. According to the fact that in the Collective Agreement of Calzado a reservation of twenty hours was established to the Delegates/Delegates of the Trade Union Sections, it is congruent, within the rules laid down in the Statute (Royal Decree 1/1995, March 24) pactar for the chosen representation (Delegates/Delegates and Committees) a credit of hours according to the following scale:

Up to 250 in template twenty hours.

From 251 to 500 thirty hours.

From 501 to 750 thirty-five hours.

From 751 onwards: forty hours.

These credit hours may be accumulated for periods of three months and transferred in favor of one or more representatives for a period of one year. Companies shall be required to know about possible accumulations and transfers prior to the beginning of the period for which they are carried out.

12. In those enterprises less than 16 in the workforce in which, because of their limited size or the relevance of the post that the delegate/delegate develops, this will have difficulty in making use of the credit of hours granted to him by the Law, he will be able to agree with your company will transfer part of its credit schedule to the delegate/delegate without, at any time, the cession exceeds 50 percent of the hours that for such a concept correspond to it.

13. To run for elections in the company, they will not be required more than three months old, while the current circumstances of eventuality in companies persist.

Article 55. Trade union sections.

1. Persons affiliated to a trade union may constitute in the workplace the corresponding Trade Union Section.

2. The Trade Union Section shall represent the trade union interests of its affiliates/affiliates with the Company's management.

3. The trade union sections of the work centres may appoint a representative from their membership which will serve as a means of communication and dialogue with the Directorate. This will have to have the fixed condition in the template of the center in question.

3.1 In the case of the existence of several centers in the same province and the same company, a single representative will be appointed by the Trade Union Sections of each of the unions.

3.2 Delegates/Delegates of the Trade Union Sections who are not members of the Company's Committees shall be entitled to 20 paid hours, in charge of the company, per month, for the performance of their duties, provided that the Section Trade union members comprise at least 20 members, ensuring that their use causes the least damage to production.

4. The trade union sections incorporated under these rules shall have an appropriate notice board for the publication and dissemination of their agreements and communications.

5. In the event that the Trade Union Section will change its representative for any cause, the corresponding union will be obliged to communicate the change to the company.

6. The companies agree to manage the collection of the quotas to the trade unions, by means of the appropriate discount on the respective payroll, provided that such removal is previously authorized by each affiliated person.

7. The companies shall grant leave in case the trade union so requests to incorporate union, regional, provincial or state management posts, provided that this is duly proven, without any specific seniority, with the right to return to their job in the company under the same conditions as on the date of the request for leave, after the end of the union post.

8. The functions of the Trade Union Delegates/Delegates are:

8.1 Represent and defend the interests of the Union to whom they represent and the affiliation in the company, and serve as an instrument of communication between their union headquarters and the Directorate of the respective companies.

8.2 You will be able to attend the meetings of the Business Committee, Labour Health Committees and Joint Committees for Voice and No Vote interpretation.

8.3 They will have access to the same information and documentation that the company must make available to the Committee of Enterprise, according to the rules of the Law, being obliged to keep professional secrecy in the matters in question those that are legally applicable. They will hold the same guarantees and rights as recognized by the Law, Collective Agreements and the Interconfederal Framework Agreement to the members of the Enterprise Committee.

8.4 Will be heard by the company in the treatment of those problems of a collective nature that affect the staff in general and the affiliated persons in particular.

8.5 You will also be informed and heard by the company on the basis of:

About layoffs and penalties that affect people affiliated with the Union.

In terms of restructurings of templates, employment regulations, personnel transfer, when magazine collective or general work center, and especially project or business action that may affect substantially to the interests of the template.

The implementation or review of work organization systems and any possible consequences.

8.6 They will be able to collect quotas for their affiliation, distribute union propaganda and hold meetings with them, all outside of the effective working hours.

8.7 On the subject of meetings, both parties, as regards the procedure, will adjust their conduct to the current legal regulations.

8.8 In those workplaces with a workforce of more than 250 persons, the Company's management will facilitate the use of a local, so that the Delegate/Delegate representative of the union will perform the functions and tasks that as such.

8.9 Delegates/Delegates will have their tasks to perform their own union functions.

8.10 Participation in the Collective Agreements negotiations. To the Delegates/Delegates of Trade Unions or national offices of national relevance, implemented nationally, and to participate in the negotiating commissions of collective agreements, maintaining their engagement as an active staff of some company, they shall be granted paid leave by them in order to facilitate their negotiation and during the course of the negotiation, provided that the undertaking is affected by the negotiation of the agreement.

CHAPTER VIII

Sorting out faults and penalties

Article 56. Minor fouls.

They are minor faults:

1. Missing a day to work without justified cause.

2. Up to three punctuality fouls in a month.

3. Leave the job or service for a short time within the working day, without permission.

4. Small neglect in the performance of work and in the preservation of machines, tools and materials.

5. The non-observance of the regulations and orders of service, as well as the disobedience to the controls; all in light matter.

6. The lack of respect in the light of subjects, subordinate, female, or leadership and the public, as well as the discussion with them.

7. The lack of personal cleanliness, as well as in the company's dependencies, services and tools.

8. Do not communicate to the company the changes of domicile or data necessary for Social Security and company medicine.

Article 57. Serious fouls.

Serious faults:

1. The double commission of slight lack within the period of one month.

2. The lack of two days to work during the one-month period without cause is justified.

3. The hindering, malicious omission and distortion of data, issues and facts that can affect Social Security and company medicine.

4. Failure to comply with the general rules on safety and occupational health.

It will be very serious when it has a consequence on people, machines, materials, installations or buildings.

5. Disobedience to the controls on work issues.

6. The voluntary decrease and low quality of work.

7. The use of time, materials, machines and useful work on issues other than the same.

8. The insults offered against persons or institutions of all kinds.

9. The active or passive impersonation of the personality.

10. Inebriation not usual during work

Article 58. Very serious fouls.

Very serious faults:

1. The unjustifiable impuntuality, at the entrance or exit of the job, on twelve occasions for six months; or in twenty-five for a year, duly warned.

2. Unjustified inattendance at work for six days over the four-month period.

3. Fraud, disloyalty or breach of trust in the efforts entrusted or the appropriation, theft or theft of property owned by the company, colleagues or other persons within the company's premises.

4. The simulation of illness or accident, or the prolongation of the sick or accident discharge, in order to carry out any work for own or other account.

5. The breach or violation of must-reserve secrets causing serious injury to the company.

6. Usual drunkenness or drug addiction, if it has a negative impact on work.

7. The performance of activities involving unfair competition to the company.

8. The voluntary and continuous decrease in performance.

9. Failure to observe maintenance services in the event of a strike.

10. The abuse of authority exercised by those who perform command functions.

11. Sexual harassment.

12. The repeated non-use of the safety and health protection elements, duly advised.

13. The reoffending or reiteration in the commission of serious misconduct, considering as such a situation in which prior to the moment of the commission of the fact, it would have been cause of sanction two or more times for serious faults, still of different nature, over the period of one year.

Article 59. Penalties.

The maximum penalties that can be imposed are as follows:

1. For lack of light: verbal assembly; written warning; suspension of employment and salary for one day.

2. For serious misconduct: Suspension of employment and salary of two to fifteen days; disablement for promotion for a period of up to one year.

3. For a very serious lack: Suspension of employment and salary of fifteen to sixty days; disablement for promotion for a period of up to five years; dismissal.

Article 60. Prescription.

Minor faults will be prescribed at ten days; the serious ones at twenty days, and the very serious ones, at the age of sixty days, from the date on which the company became aware of its commission, and in any case, six months after the committed.

CHAPTER IX

Regulatory coordination

Article 61. Minor pacts.

No negotiations may be initiated to carry out any collective agreements of undertakings affecting the matters agreed upon in this Convention, without giving the Joint Commission a knowledge of its interpretation. In no case shall it be possible to agree on conditions lower than those laid down in this Convention.

Article 62. Jurisdiction of jurisdictions.

The functions and activities of the Commission of the Convention shall in no case obstruct the free exercise of the administrative or legal jurisdictions provided for in the law and other provisions of a legal nature, in the form and with the scope to be determined by such legal texts.

Article 63. Supplementary legislation.

The provisions of this Convention shall be subject to the provisions of the laws in force.

CHAPTER X

Collective Conflicts

Article 64. Procedures for conflict resolution.

1. This agreement regulates the procedures for the settlement of disputes between the company and the staff or their respective representative organisations of the footwear industry.

2. The following are left out of this agreement:

Conflicts that are about Social Security.

Those in which the State, Autonomous Community, Diputations, Councils or agencies dependent on them are party that are prohibited from the transaction or agreement.

Article 65. Collective conflicts.

1. They shall be subject to the voluntary procedures for the settlement of disputes covered by this Chapter, such disputes as disputes affecting a collective of persons, or in which the interpretation, subject of divergence, affects supra-personal or collective interests

2. For the purposes of this Chapter, there shall also be collective conflicts which, although individually promoted, their solution is extensible or generalizable or a group of persons.

Article 66. Voluntary dispute settlement procedure.

The voluntary procedures for conflict resolution are:

1. Interpretation agreed within the Joint Committee.

2. Mediation.

3. Arbitration.

Article 67. Mediation.

1. The mediation procedure shall not be subject to any pre-established procedures, except for the designation of the person to mediate and the formalisation of the agreement which, where appropriate, is reached.

2. The mediation procedure shall be voluntary and shall require agreement by the parties, which shall record the differences, by designating the person concerned, and by pointing out the management or arrangements on which they shall be responsible. A copy shall be forwarded to the Secretariat of the Joint Committee.

3. The designation of the person to be mutually agreed by the parties, preferably from among the persons included in the lists approved by the Joint Committee.

4. Without prejudice to the above paragraphs, either party may refer to the Joint Commission for its good offices to promote mediation. This proposal will be addressed to the parties in conflict by offering mediation.

In the absence of such a request, where there are fundamental reasons for this, the Joint Committee may, by unanimity, agree to address the parties urging them to request the settlement of the dispute through mediation.

5. Proposals for a solution which are offered in mediation to the parties may be freely accepted or rejected by them. In the event of acceptance, the agreement achieved will have the same effectiveness of the agreement in collective agreement

This agreement shall be formalised in writing, and shall be submitted to the competent labour authority for the purposes and within the time limit laid down in Article 90 of the Staff Regulations (Royal Decree 1/1995 of 24 March), where applicable.

Article 68. Arbitration.

1. By means of the arbitration procedure, the parties to the dispute voluntarily agree to entrust a third person and to accept in advance the solution that is dictated by their differences.

2. The agreement of the parties promoting arbitration shall be formalized in writing, shall be referred to as an arbitration undertaking and shall consist of at least the following:

Name of the person or persons designated to arbitrate

Issues that are subject to an arbitration award and time to dictate.

Address of affected parties.

Date and signature of the parties.

3. Copies of the arbitration commitment shall be made to the Secretariat of the Joint Commission, and for the purposes of constancy and publicity, to the competent labour authority.

4. The designation shall be free and the persons appointed shall be impartial. The appointment will be carried out in the same way as the one indicated for the mediation

5. Once the arbitration commitment has been formalised, the parties shall refrain from any other proceedings on the matter or issues subject to arbitration.

6. Where a collective dispute has been submitted to arbitration, the parties shall refrain from striking or lockout for the duration of the arbitral proceedings.

7. The arbitration procedure shall be characterised by the principles of contradiction and equality between the parties. The arbitrators may request reports from specialists in the field, if necessary.

8. The arbitration decision shall be binding immediately and shall give a reasoned decision on each and every issue set out in the arbitration agreement.

9. The persons who shall act shall always act jointly and shall communicate to the parties the decision within the time limit set out in the arbitration undertaking, also notifying the Joint Commission and the competent labour authority.

10. The decision, where appropriate, shall be the subject of deposit, registration and publication in the same way as those provided for in Article 90 of the Staff Regulations (Royal Decree 1/1995 of 24 March)

11. The arbitration decision shall be the same as the effectiveness of the collective agreement.

12. This agreement shall apply to the arbitration procedure referred to in this agreement for mediation.

Article 69. Joint Commission.

For the purposes of this Chapter, the Joint Committee shall have the powers and powers already referred to and in primary form the following:

a) Approve an operating rule.

b) Set the list of people to mediate and arbitrate

c) Encourage the use of these procedures as a means of concertation and a solution to the dialogue of labor disputes.

d) Spread the content of what is here between the company and its staff

e) Analyse the results of these procedures according to the studies and reports prepared by the Secretariat of the Joint Commission.

CHAPTER XI

Equality

Article 70. Equality measures and plans.

1. Companies are obliged to respect equal treatment and opportunities in the field of work and, for this purpose, must take measures to prevent any kind of discrimination between women and men, measures which must be to negotiate, and in their case agree, with the legal representatives of the workers.

2. In the case of undertakings of more than two hundred and fifty, the equality measures referred to in the preceding paragraph shall be applied to the drawing up and implementation of an equality plan, with the scope and content laid down in the Chapter III of the Equality Act, which shall also be the subject of negotiation in the form specified in the labour law.

3. The development and implementation of equality plans will be voluntary for other companies, after consultation with the legal representation of workers.

The equality plans will set the concrete objectives of equality to be achieved, the strategies and practices to be adopted for their achievement, as well as the establishment of effective systems for monitoring and evaluating the objectives. fixed. The equality plans shall set the concrete objectives of equality to be achieved, the strategies and practices to be adopted for their achievement, as well as the establishment of their effective monitoring systems, assessment of the objectives set. Equality plans shall include, inter alia, matters of access to employment, vocational classification, promotion and training, remuneration, the organisation of working time in order to promote, in terms of equality between men and women, the work, personal and family reconciliation, and prevention of sexual harassment and harassment on grounds of sex.

4. Access to trade union representation or, failing that, workers ' own workers, information on the content of equality plans and the achievement of their objectives is guaranteed.

First transient disposition. Vocational Training.

Objectives. -The organizations that are signatories to this Convention consider Vocational Training as a strategic element that makes it possible to reconcile the greater competitiveness of companies with individual training and training. professional and/or personal development. They therefore express their willingness to take advantage of and develop the legal regulations in force in this area. (Royal Decree 395/2007 of 23 March 2007 regulating the subsystem of vocational training for employment and the rules which develop it).

Training Initiatives:

1. Training of offer. -In order to develop training actions of general interest or in order to meet the specific needs of vocational training, the necessary mechanisms for the subscription of Conventions for the sectoral training.

2. Demand training. -Companies may organise training and training courses for staff from the training credit provided on an annual basis in accordance with the provisions of Royal Decree 395/2007 of 23 March 2007 in order to obtain a adequate professional development and improving the competitiveness of enterprises.

Joint Committee on Training. -In those companies which opt for their training credit by means of the bonus scheme (Order TAS/500/2004 of 13 February, which regulates the financing of training schemes in the European Community)

undertakings, including individual training permits, and which have a staff of 100 or more, shall constitute a Joint Training Commission, the members of which shall be appointed from the legal representation of the workers and the management of the company, and whose duties will be:

To know and report prior to its implementation on the criteria, guidelines and generic contents of the Formative Actions, as well as the budget for this purpose.

Propose to the Directorate programs and/or specific training actions.

Analyze tracking information, assessment of your development, and propose lines of improvement.

Ensure the training interests of the collectives that need it most.

Monitoring and protection of the rights of persons with training contracts and of those who carry out work practices, including training in vocational training centres, practices in firms which the unemployed/unemployed participants in courses with a training module in work centres and the non-working practices carried out by fellow students or students from the latest university courses.

Training for persons with a fixed-term contract. -In application of the provisions of Article 15.7, second paragraph, of the Staff Regulations (Royal Decree 1/1995 of 24 March), in each company employing persons with Contracts of fixed duration, the participation of these in the actions of continuous formation in the company will be realized.

Individual training permits.-Individual training permits may be requested in terms of the terms set out in Royal Decree 395/2007 of 23 March, or rule that may replace or develop it and with the object of to facilitate training recognised by an official qualification to whom it intends to improve their personal and/or professional training, without cost to the company where they provide their services.

By companies, all media will be put in place so that those who request them can access this individual permit mode.

(i) the Joint Committee on Continuing Training for the Calzado sector, composed of four representatives of the Member States, was set up under the agreement agreed in 1997. Employers ' organizations and four representatives from the Trade Union. As laid down in Article 35 of Royal Decree 395/2007 of 23 March 2007 governing the vocational training subsystem for employment, the following tasks shall be assigned:

(a) To intervene in the mediation of the alleged discrepancies referred to in Article 15 (5) of that Royal Decree.

b) Know the vocational training for employment that is carried out in the sector.

c) Set the guiding criteria and general priorities of the sectoral training offer.

d) Participate and collaborate in activities, studies or research of a sectoral nature and make proposals in relation to the National System of Qualifications and Vocational Training and the National Focal Points corresponding to the sector.

e) Develop an annual memory on training in the sector.

(f) Meeting the group of companies in the sector provided for in Article 16.2.

Any other that are attributed to them by the development regulations of the Royal Decree.

Second transient disposition. Occupational health.

The Joint Labour Health Joint Committee will be composed of four representatives of the employers ' organisations and four of the trade unions.

It will be its priority tasks: to develop a study to identify occupational diseases arising from the exercise of work and to apply for recognition by social security; to compile statistics on Professional disaster in the sector, proposing technical-sanitary recommendations for their reduction, etc.

The commission will also move the Negotiating Commission on the proposed insurance agreement to supplement wage perceptions in IT situations and their sectoral cost.

The commission is empowered to constitute, for these purposes, an autonomous, sectoral or inter-sectoral legal entity, by agreement, at least, of the two-thirds of its components.

The parties to this Convention understand and share the objectives proposed in the Spanish Strategy for Safety and Health at Work. They therefore agree that this Commission, which has a joint role between representatives of the employers and trade unions which are signatories to the Convention, will assume the powers set out in Objective 3 of the Strategy. In order to fulfil this task, the Committee on Occupational Health will have the power to define the specific lines of action and the most appropriate programmes to promote safety and health at work in the footwear sector, as well as define the projects to be presented to the Foundation for the Prevention of Occupational Risks.

This joint body will also have the capacity to designate the sectoral prevention agents on behalf of each of the signatory parties, who will be responsible for the visits to the pre-working centres. set on each program.

Additional disposition first. No compensation or absorption.

The personal service supplement (Article 36) and the personal guarantees referred to in Article 13 of this Convention shall not be compensable or absorbable (incentives for staff to be spent-or have passed-to measured time systems).

Additional provision second. Social responsibility.

Companies that subscribe to social responsibility codes will negotiate with the Enterprise Committees in advance.

Additional provision third. Accession to the ASEC.

Both parties adhere to the ASEC IV out-of-court dispute settlement agreement, published in the Official Gazette of the State of 14 March 2009.

In the event that the effects of the labor conflict affect only one Autonomous Community, the parties will refer to the out-of-court settlement of labor disputes in each Autonomous Community.

Final clause.

This Convention has been unanimously signed by both representations, formed by the Business Associations FICE and AEC., with addresses respectively in the streets Núñez de Balboa, number 116, Madrid (28006) and Severo Ochoa, number 42, P. Empresarial de Elche (03203), Alicante, and the FIAUGT Unions with its registered office on the Avenue of America, number 25-2. Madrid plant (28002) and FITEQACCOO with its registered office in the Plaza de Cristino Martos, number 4, 5. Madrid (28015), who at the meeting of the Commission's constitution on 22 March 2010, full capacity was recognized and legitimized to negotiate.

ANNEX 1

Assimilation groups and social security contributions bases

Levels V and IV, Patrons, Mesilla Master, Mechanical Repair Master, Section Subhead, Drivers, and Guarnecers

Categories

Assimilation Group

Quote Bases

Engineers and Licensors

1

(1)

Peritos, Titled Assistants, ATS, Diplomats, Social Graduates, Mercantile Teachers, and Analysts

2

(1)

Administrative and Workshop Chiefs, Department Head, Sector Charge, Chief Section and Negotiate, Purchasing or Sales Chiefs, General Manufacturing Charge

3

(1)

4

(1)

and Second Administrative Officers, Sales and Dependent Officer

5

(1)

, Store, Pesator, or Basculo, Juror, Watcher, Ordinance, Goalkeeper, Nurse, Mozo 18-year-old Warehouse, Buttons, or Recons

6

(1)

Assistants and Telefonists

7

8

(1)

(1)

Level I and Cleaning Employees

10

(1)

-and 17-year-old and 17-year-old and Aspirants

11

(1)

(1) The current in each moment.

ANNEX 2

Wages 1.er year (1-3-10/28-2-11)

Table I. Personal with monthly or daily pay (extra extra)

Table II. Staff with monthly or daily remuneration (all inclusive)

Salary

Salary month

Salary day

Salary month

Salary day

Premium

(Table I)

(Table I)

(Table II)

(Table II)

(Table II)

Group I. Technical Staff Titled:

Engineers and Licensed

24.419, 79

1.744.27

57.46

2.034.98

66.90

22,413.80

2.413.80

52.74

1.867.82

61.41

Social Graduates and A.T.S.,

22,413.80

1.600,99

52.74

1.867.82

61.41

 

Fabrication Charge

22,409.55

1.600,68

52.73

1.867.46

21.819.10

1,558.51

51.34

1.818.26

59.78

Enloaded Sector, Programmer, and Modeler

19.599.72

1.399.98

46.12

1,633.31

53.70

Patron

17.962.39

1.283.03

42.26

1.496, 87

49.21

and Timer loaded

16.663.77

1.190.27

39.21

1,388.65

Section Subhead

14.634.93

1,045.35

34.44

40.10

II. Employees Mercantile:

of Purchasing and Sales

21.704, 43

1.550.32

51.07

1.808, 70

59.46

Purchasing and Traveller Agent

17.693.99

1.263.86

41.63

1.474.50

Sales Officer

17.509.93

1.250.71

41.20

47.97

Dependent

Table_table_der" > 13.119, 16

937.08

30,87

1.093.26

35.94

Administrative Staff:

Chief

20.315.81

1.451.13

47.80

1.692.98

55.66

Chief Negotiator

19.494, 75

1.392.48

45.87

1,624.56

53.41

16.663.77

16,663.77

39.21

39.21

1.388, 65

45.65

 

Officer

15.254.49

1.089.61

35.89

1.271.21

41.79

13.253.00

13.253.00

946.64

31.18

1.104.42

36.31

Group IV. Miscellaneous Trades:

Driver and Mesilla Master

15.148.57

1.082.04

35.64

1.262.38

41.50

and Store List

14.274.27

1.019.59

33.59

1,189.52

39.11

13.951.42

996.53

32.83

1.162.62

38.22

Watcher and Pesator

12.893.04

920,93

30,34

1,074,42

35.32

12.833.49

916.68

30,20

1.069.46

35.16

Employees

12,498.51

892.75

29.41

1.041.54

34.24

Group III. Manufacturing:

Level 5

13.961.23

997.23

32.85

1.163, 44

38.25

7.91

4

13.483, 90

963.14

31.73

1.123.66

36.94

7.64

Level 3

13.006.57

929.04

30,60

1.083.88

35.63

7.37

Level 2

12.811.15

915.08

30,14

1.067, 60

35.10

7.26

Level 1

12.677, 16

905.51

29.83

1,056.43

34.73

7.18

T. in training (and for 100% of day):

Apprentices 2. year

11.530.04

823.57

27.13

31.59

31.59

apprentices 1.er year

9.608.37

686.31

22.61

800,70