Key Benefits:
Having regard to the text of the State Collective Convention for Advertising Companies (Convention Code No. 9904225), which was signed on 24 November 2009, on the one hand, by the AGEP, AECP, AEPE, AEAP, and the business associations and FNEP, on behalf of the companies in the Sector, and of the other, by the trade union organisations FSC-CC.OO and FES-UGT, representing the employees of the sector, and in accordance with the provisions of Article 90 (2) and (3) of the Royal Decree Legislative resolution of 24 March 1995 approving the recast of the Law on the Statute of the European the Workers, and in Royal Decree 1040/1981, of 22 May, on the registration and deposit of Collective Labour Conventions,
This Work General Address resolves:
First. Order the registration of the aforementioned collective agreement in the corresponding Register of this Management Center, with notification to the Negotiating Commission.
Second. Arrange for publication in the "Official State Gazette".
Madrid, February 15, 2010. -Director General of Labor, José Luis Villar Rodríguez.
NATIONAL COLLECTIVE AGREEMENT FOR ADVERTISING COMPANIES
CHAPTER I
General provisions
Article 1. Territorial and functional scope.
This Collective Agreement establishes the basic rules and regulates the minimum working conditions in companies that develop one or more of the activities that are defined as advertising in Article 2 of the Law 34/1988, of 11 November (RCL 1988\2279), General of Advertising, published in the "Official State Gazette" of the 15th day.
The territorial scope of this Convention is State, therefore being enforced throughout the national territory and affecting both the companies referred to in the previous paragraph and the workers of the the same.
Article 2. Personal scope.
The Convention shall apply to all workers of undertakings referred to in Article 1 on the day of their entry into force, with the exception or exclusion of:
A) Those who have limited their activity to the performance of the function of Counsellor or member of the organs of representation in the companies that review the legal form of society, provided that their activity in the company does not behave other functions than those inherent in such a range.
B) Persons who perform duties of senior management or senior government, whose contractual relations shall be in accordance with the legal provisions governing special relations in accordance with the provisions of the Staff Regulations.
C) People who are entrusted with some work without continuity in the function, or subject to working time, unless their situation is on a labour contract.
D) Advertising agents who work exclusively for the commission.
Article 3. Regulatory scope.
All the matters which are the subject of the regulation of this Collective Convention replace and repeal those agreed in previous Conventions and their correlating to the Employment Ordinance for the advertising companies (RCL 1975\541 and ApNDL 11444).
The conditions set out in this Convention have the character of improved minimums in lower areas, except for the following subjects, which will be unchangeable in other areas:
Test Periods.
Hiring Modes.
Sorting the salary.
Maximum day.
Professional groups.
Classification of staff.
Disciplinary regime.
Professional training continues.
Professional promotion.
Mediation and arbitration.
Delimitation of overtime.
Permissions, licenses, and excess.
Article 4. Duration and duration.
This Convention shall enter into force on the day of its publication in the Official Gazette of the State. However, its economic effects will be rolled back to 1 January 2008. Its implementation will affect the staff with effective employment links in the company since 1 January 2008, or entered after this date. The validity of the Collective Agreement shall expire on 31 December 2011.
Article 5. Extension and withdrawal.
This Collective Agreement shall be automatically extended on an annual basis if it is not denounced during the two months preceding the date of its termination by any of the parties to the agreement or any another body with sufficient representativeness of the workers or employers, to whom the legislation recognises such capacity. In the event that the aforementioned complaint is not produced, the automatic extension of the Convention will entail a salary increase for the incoming year, applicable on the base salary specified in tables, coincident with the CPI of the year previous.
Article 6. Indivisibility.
The agreed conditions constitute an indivisible organic whole and, for the purposes of its practical application, will be considered globally.
Article 7. More beneficial conditions.
The situations which, on a global basis, exceed the Convention will be respected, strictly maintained "ad personam".
CHAPTER II
Job Organization
Article 8. General rules.
The organization of the work in the advertising companies corresponds to its Directorate which, in each case, will dictate the relevant rules subject to the legislation in force and after hearing the legal representatives of the workers.
Article 9. Promotion and vocational training.
The systems of division and mechanization of work that are adopted in the company will not be able to impair the professional training to which the staff has both the right to realize and the duty to complete and to perfect, by means of the daily practice and studies leading to this end.
Consequently, workers will be entitled to:
a) Enjoyed the necessary permissions to attend exams.
b) Choose a working shift, if such is the scheme established in the undertaking, where studies are carried out on a regular basis to obtain an academic or professional degree, preferably on those who are not in the workplace. situation.
c) Adapting your regular working day for assistance to vocational training courses.
(d) Enjoyed the appropriate leave of training or professional improvement with the reservation of the job.
In order to exercise any of these rights it will be necessary for the person concerned to justify, in advance, the concurrency to the circumstances conferred by the invoked right.
Article 10. Provision of the job.
The worker will be obliged to know and perform all the necessary works for the correct execution of the tasks entrusted to him, and this at the level of the professional category that he has, including the management of the tools, tools and materials that are necessary for the execution of the work.
Article 11. Use of tools, tools, vehicles and work items.
If the worker finds difficulties or obstacles to the performance of the work, faults or defects in the material, in the tools or tools, he will be obliged to immediately account to his superiors.
The worker will take care of the machines, tools, equipment, vehicles and tools that will be entrusted to them, keep them in perfect state of conservation and must report the damage, damage or damage that occurs in the in order to address the deficiencies that occur.
Article 12. Job compliance.
The following general character provisions are set:
A) Any worker has an obligation to be in his or her job center, willing to start his/her activities, at an established time, not being able to leave it without permission before the departure time.
B) All faults to work must be justified as soon as possible.
C) The absence of work must be communicated as soon as possible to the work centre of which the worker is dependent, without prejudice to the subsequent justification of the worker. In order to leave the job during the working day, the worker shall require prior authorization from the superior of the person who is dependent, or of the authorized command, except in situations of illness or accident, which shall be subject to the provisions of the the legislation in force.
(D) Workers shall be required to fill in the work parts required by their superiors on a daily basis.
Article 13. Place of the job run.
All workers are required to go to their usual local work place on a daily basis, which will be considered as a centre or place of work, depending on whether the worker concerned performs his or her duties on the site or receives instructions for running them on the outside.
By mutual agreement between the company's management and the affected workers, the working day can be started in a different place.
Article 14. Technological modifications.
In the event that a job position is affected by technological changes, the company's management will offer the workers who occupy it, if appropriate, a course of conversion or improvement in charge of the (a) official or competent body, which is intended to achieve its full adaptation to the new technologies required by the job. During the course of the said course, and up to a maximum of three months, the contract shall be subject to the provisions of Article 52.b) of the Staff Regulations.
If the time limit referred to in the preceding paragraph persists, the worker's non-adaptation to the job will continue, the contract will be terminated for objective reasons. However, the employer may, on a voluntary basis, and if the company's structural circumstances so permit, provide the worker with a new job which is more in line with his or her knowledge, on the basis of a communication to the Committee of company or Staff Delegates.
CHAPTER III
Classification
Article 15. Professional classification of staff.
The workers to whom this Convention refers shall be classified according to the groups listed below, and taking into account the functions they perform:
1. Directors.
2. Heads.
3. Technical staff.
4. Administrative staff.
5. Staff of trades and non-qualified staff.
6. Direct advertising staff.
The classification of the preceding staff is merely indicative, not limited, and in no way presupposes the obligation to have the places specified when the organization of work and the needs of the company so require.
Article 16. Definition and functions of the various professional categories.
Group I. Directors. This professional group includes those jobs which are acting independently within the framework of the guidelines and the overall objectives. They make decisions whose impact can affect a functional area and/or business outcomes. They plan and manage the work of qualified teams and are responsible for driving relationships at the highest level with both the internal and external client/provider.
Director General: It is the person, whether or not provided with powers, that under the direct or immediate dependence of the Board of Directors or Management of the company and with knowledge of the operative mechanics of the same, has the the responsibility of several departments, being responsible for printing the unit, distributing and directing the work, ordering it properly and implementing its initiative for the proper functioning of the departments.
Chief Financial Officer: It is the person who, under the direct or immediate reliance of the Board of Directors, the Management Board or a Director, has responsibility in the financial accounting area.
Managing Director: This is the person who, under the direct and immediate dependency of the Board of Directors, the Management Board or a Director, has the responsibility in the administrative field.
Sales/Customer Services Director or Account Group: The person who, under the responsibility of the Directorate General, is responsible for the promotion of new clients or services, either on his own initiative or following the business expansion plan.
Executive Creative Director: He is the person under whose responsibility all kinds of campaigns are created and projects, being able to hold one or more creative ones.
Media Manager/Strategic Media Planning: You are the person who is responsible for the development of the media planning of the various campaigns that are entrusted to you, and you can be in charge of one or more of them. collaborators.
Account Manager: This is the person who takes responsibility and conducts relationships with the company's clients, and can be responsible for one or more account teams.
Marketing Director: This is the person whose task is to make decisions in everything that affects, or may affect, the marketing of the company's products and/or services.
Quality Director: You are the most responsible for the company's Quality policy as it relates to its execution. In the context of tasks entrusted, all those related to the quality system established in the company will be framed
Director of IT: It is the person responsible for the management and execution of computer projects, the creation of systems of support programs, management and coordination for the choice of computer equipment. They will verify the functional and organic analysis of complex applications to obtain the mechanized solution of the same, documents to obtain, design, definition of the files to be treated, application to point of application, creation of test games enumeration of any abnormalities that may occur and the definition of your treatment
Director of Traffic: This is the person who takes charge of the technical direction, in continuous contact with the different tasks of the company as well as with the suppliers
Director of Audiovisual/Graphic Production: He is responsible for the performance of advertising campaigns for audiovisual/graphic media. It controls the expenses that audiovisual/graphic production entails, and monitors the efficiency in the work of its subordinates. Maintains a close collaboration with the account team, as well as with the creatives, to reflect in the audiovisual/graphic product what the client wants. Assists in the campaigns of the campaigns in case the media is audiovisual.
Director of Human Resources: It is the person responsible for optimizing the human resources of the company, through the knowledge of the human potential of the same general and individually considered, that allows to establish policies promotion and training, and optimum use of the staff.
Group II. Headquarters. It encompasses those jobs that act independently within the specific objectives and guidelines established by the Directorate. It follows instructions and/or procedures already established. Your decisions have, above all, an impact on the day-to-day of the area or functional areas under your responsibility. You can be responsible for monitoring people or teams.
The external and/or internal client orientation is key, interacting with the different levels of the client organization. Contributes to defining objectives and policies for your work area.
Account Supervisor: This is the person who is responsible for monitoring the advertising campaigns that are entrusted to you and who may be in charge of one or more executives.
Traffic Monitor: You will have the task of controlling the quality of the technical productions as well as the distribution of these to the different departments, on the planned dates. He will report, in any case, the result of his work to the Director of Traffic.
Chief Planning Officer: You are the person in charge of monitoring and setting the media strategies to be used in the campaigns of one or more of the agency's clients.
Head of Media Purchase: It is the person who, with extensive knowledge of one or more advertising media, has a mission to manage and monitor media purchases of different advertising campaigns.
Head of Administration: Is the person acting on the orders of the Director, Manager or Administrative Director, if any, and has direct responsibility for more than two services or areas of work.
Chief of Staff Is the person who, under the supervision of the HR director, if any, is at the head of all the staff of a company, dictates the appropriate rules for the perfect organization, distribution of the work and selection of staff, whose oversight is appropriate to them.
Head of Customer Service: He is in charge of overseeing and establishing the company's marketing and public relations strategies, as well as the structure of customer service and overall image corporate corporate
Strategic Planner (planner): The person who is responsible for developing the communication strategy, contributing effectiveness to the agency's communication, through the integration of consumer knowledge.
Creative Director: It is the person who, taking charge of one or more creative teams, is responsible for the development of the creative work, and must report to the Executive Director, or the Director General, in his absence, the results of their management.
Director of Senior Art is the person who, under the dependency of the Creative Direction, is responsible for the creation and development of the graphic or image part of the different campaigns that are entrusted to him, being able to have his position one or more contributors.
Senior Editor/Copy: This is the person who, by himself or by following the guidelines sent to him by his superior, has the task of creating and orienting campaigns and announcements, writing the text of the same and being able to have one or more multiple contributors.
External Advertising Manager: You are the person who directs, monitors and organizes storage operations, material expedition, mounting and fixing of the various advertising media.
Database Manager: It is the person who alone or in conjunction with others, treats personal data on behalf of the controller.
Group III. Technicians. Following established procedures and standards, they have operational autonomy over their own work. They make decisions of a simple nature that affect their own work or that of the team in charge. They have specialized knowledge of conceptual complexity and experience in the management of tools related to their profession. They comply with the rules, procedures and tasks entrusted to them.
Junior Art Director: It is the person who, by itself or at the orders of a superior, is in charge of the graphic or image portion of the ads or campaigns assigned to him.
Junior Editor/Copy: It is the person who, by itself or following the guidelines that marks his superior, has the mission of creating and orienting campaigns and ads, drafting the text of them.
Media Scheduler: Is the person who sets the media strategy to be used in campaigns based on the intended objectives and based on their profitability, coverage, and budget of the client.
Media Buyer: It is the person who has the mission to manage the purchases of one or more media from the various campaigns of the agency.
Senior Account Executive: It is the person who, with extensive knowledge of the profession and under the orders of the Account Manager or Supervisor, is in continuous contact with the client and the various departments of the company.
Junior Account Executive: This is the person who is responsible for performing the specific tasks of the account area, always under the direct orders of a Supervisor.
Drawing-Monter: It is the person who, with the necessary knowledge, performs all kinds of illustrations, drawings and labels in sketches and originals.
IT technician: It is the responsibility of analyzing and projecting the solutions that serve as the basis for the elaboration of programs destined to data processing teams and that it is linked to the company on a regular basis, specific employment relationship.
Promoter: Is the person who performs the commercial promotion of new clients and the services or media of the company, under the orders of the Directorate or the Commercial Director, if any.
Producer: It is the person responsible for drawing up budgets, monitoring their compliance by suppliers, arranging interviews with domestic and foreign companies and everything related to the preparation of work and their compliance, under the orders of the Production Director.
Production Assistant: Is the person who is responsible for performing the specific tasks of the production area, always under the direct orders of the Production Manager.
Programmer on line: It is the person who has a deep understanding of the techniques and resources that he manages, focused mainly on the programming languages existing in the computers he uses, as well as the facilities This helps to provide the software for the implementation of programs, and to study the complex processes defined by the analysts, making programming language that is indicated to you. It also sets up test games, makes the programmes to the point and completes the technical files for them.
Computer Officer: It is the person who under the supervision of a superior performs work within the computer area, with or without employees under his or her responsibility.
Head of Study: He is the person responsible for the distribution and supervision of the study's work. You have one or more workers in your position.
Technician Artifact: It is the person who performs the final art work. Reports to the Head of Study.
Group IV. Administrative. They act in accordance with the procedures laid down for simple tasks and with direct supervision in their implementation. They make decisions of a simple nature that affect their own work and follow established regulations and procedures. It has specialized knowledge of conceptual complexity and complies with the procedures and tasks assigned to it by a superior.
Address Assistant: Person acting on the orders of a Director/is, who is responsible for document and report processing, travel preparation, maintains contact with clients and suppliers and performs special tasks responsibility and trust.
Administrative Officer: He is the person acting on the orders of a superior and who has a given service to his office, which he exercises with initiative and responsibility, with or without employees to his orders, carrying out works that require appropriate calculation, study, preparation or conditions.
Administrative Auxiliary: This is the person who, under the instructions of a superior, performs auxiliary-character jobs, including those of Telefonist-receptionist.
Group V. Staff of trades and unskilled. Performs routine tasks that require direct monitoring. Applies very specific processes for each task. Makes decisions of a simple nature that affect your own work and follow established regulations and procedures. He has knowledge about a trade or task with relative conceptual complexity. Complies with the procedures and tasks defined by the Organization.
First Foreign Advertising Officer: It is the person who, with responsibility and under the supervision of an Encharged, if the complexity of the job requires it, performs the assembly, disassembly and preservation of the different supports advertising, as well as setting up posters in your case, having to drive the company's vehicle.
Trades Officer: It is the person who, with responsibility and under the supervision of a superior, if the complexity of the job requires it, performs the own works of his trade or specialty.
Second Foreign Advertising Officer: It is the person who, with responsibility and under the supervision of the Encharged or First Officer, if the complexity of the work requires it, performs the assembly, disassembly and preservation of the different advertising media, as well as the fixing of posters in your case.
Trades Auxiliary: It is the person who has basic knowledge of his trade and, under the supervision of a superior, performs elementary work of his office.
Subaltern: It is the person responsible for carrying out tasks for whose performance only the contribution of a physical effort or attention is required, being able to develop its function inside or outside the center of work, as well as other secondary jobs ordered by your superiors.
Cleaning staff: They are the people who deal with the cleaning and cleaning of the company's offices and dependencies.
Group VI. Direct advertising staff.
Supervisor: It is the person who, with workers in charge, has the responsibility to organize for proper execution, the mailing work of "mailing" in its different stages.
Recording Chief: You are the person responsible for organizing, distributing, and controlling the operation of the recording jobs that are developed in your area of competence.
Machine Officer: It is the person who has the responsibility, as well as the appropriate training, for the handling of some or some of the machines that are used in the different stages of the mailing process, under the monitoring of the production manager.
Manipulator: This is the person who performs manipulation work within the different stages of the mailing process, under the supervision of the production manager.
Team Manager: This is the person who, in addition to performing the vendor function, is in more direct contact with the dealer group that performs a particular campaign, helping and solving small doubts that may arise in the course of the same.
Distributor: This is the person who, under the responsibility of the team leader, performs the task of embedding or distributing propaganda or advertising claims, according to a predetermined plan in advance.
Head of Warehouse: This is the person who, with responsibility, directs, monitors and organizes the storage operations and material expeditions of the different campaigns and may be responsible for storing or moving them.
Store: It is the person who, having basic knowledge of his trade and under the supervision of the Chief of Store or a superior, performs elementary work of his office.
Carrier: In charge of driving the vehicles of the company between whose functions are to execute all kinds of repairs that do not require elements of workshop, to assist in the tasks of loading and unloading of material and to watch for the security of the load.
Machine Helper: It will be the person who, under the instructions of the Machine Officer, performs auxiliary work in handling some or some of the machines used in the different stages of the machine process. mailing.
Teleoperator: Is the person in charge of performing Telemarketing operation tasks, attending or managing calls either individually or in a coordinated group with other people
Recorder: This is the person who performs the handling of the Recording machines and, where appropriate, collects data for later processing
Manipulator Assistant: Person charged with performing tasks in the doctored department for which only a physical or attention effort is required, as well as other secondary jobs that are entrusted by their superiors
CHAPTER IV
Hiring and testing
Article 17. Recruitment.
The company will announce to its employees, by public notice on the bulletin board, fifteen days in advance, at least, the jobs it will cover for replacement or new creation, as well as the conditions required for their performance.
1. Where the undertaking carries out aptitude tests, both for the new staff and in the case of promotion, it shall be the appropriate Court of which a member of the business committee or a staff delegate shall necessarily be a party.
2. They shall be entitled, on an equal basis, to those who have enjoyed the highest seniority in the undertaking in the case of fixed workers, and who have performed or performed functions in the undertaking in the event of an interim or interim contract. determined time.
3. Promotion of personnel. -Promotion may occur in any of the following ways:
a) Because there is variation in the job's own functions in such a way as to modify the previously assigned qualification.
b) For coverage of vacancies that may come from new or lower positions.
c) For years of service in the company and of permanence in each category, until the first official.
Article 18. Test period.
Test periods, provided they are agreed in writing, will have the following duration:
Directors, Head and Technical Staff: Six months.
Administrative staff: Two months.
Trades and unskilled staff: One month.
The test period will be computable for age effects.
Article 19. Training contracts.
The training contracts will be governed, as not provided for by this Collective Agreement, as stipulated in the Staff Regulations and corresponding labor regulations.
Practice Contract:
It is an imperative condition for the concert of this type of hiring that the worker is in possession of university degrees or professional training of a medium or higher degree, or officially recognized titles as equivalent, which they provide for the professional year, in the four years immediately following the completion of the corresponding studies, or in the following six years in the case of a worker with disabilities, and in accordance with the following rules.
The worker must deliver to the company photocopy photocopy of the corresponding title or, failing that, certificate of completion of studies that of the right to obtain it.
The legal representatives of the workers may require the justification of the required qualification for the contract to be concluded.
The internship contract may only be performed for the categories defined in the Convention in Groups I, II and III.
The duration of the contract may not be less than six months or exceed two years.
The remuneration of the worker shall be 60 and 75 per 100 of the salary of the Convention corresponding to the professional category of the worker for the first and second years respectively.
The trial period will be one month for mid-grade and two-month degrees for higher-grade graduates. If at the end of the contract of practice continue in the undertaking, a new probationary period cannot be fixed, and the duration of the practices shall be computed for the duration of the practice.
Companies will not be able to contract more than 30 per 100 of the fixed staff of each of the professional groups. If, as a result of the application of that percentage, a unit fraction is reflected, it shall be computed as one more unit.
Contract for training:
The training contract will aim to acquire the theoretical and practical training required for the proper performance of a job or a job requiring a certain level of qualification. It can be celebrated with workers over the age of sixteen and under the age of twenty-one, although the upper age limit will not apply when the contract is reached with a worker with disabilities.
The duration of the contract may not be less than six months or exceed two years, extended to four years when the contract worker is a person with a disability, taking into account the type or degree of disability and the features of the formative process to be performed.
Training contracts may only be made for categories defined in the Convention in Groups III, IV, V, VI and VII, and only for those categories which do not require any medium or higher degree training.
The time spent on theoretical training may not be less than 20 per 100 of the maximum day provided for in this Convention.
Training will be held in official or private institutions accredited by the labour or educational administrations.
The training contract shall be presumed to be of a common or ordinary nature where the employer completely fails to fulfil his or her obligations in the field of theoretical training.
Training must be provided by a person with the required professional qualification, who will have at most three workers.
After the completion of the training contract, the employer shall provide the worker with a certificate stating the duration of the theoretical training and the level of practical training acquired, and may be required to Competent administration prior to the necessary tests, issue the corresponding certificate of professionalism.
The maximum number of contracts that can be performed at each company based on the template will be as follows:
| Template | Training |
|---|---|
|
to 5 workers. | 2 training contracts |
|
6 to 10 workers. | 3 training contracts. |
|
11 to 25 workers. | 4 training contracts |
|
26 to 40 workers. | 5 training contracts |
| 41 to 50 workers. | 6 training contracts |
|
51 to 100 workers. | 7 contracts training |
|
Of more than 100 workers. | 8% of the template. |
The remuneration of the worker shall be 75 and 80 per 100 of the salary of the Convention corresponding to the professional category for which it is being formed, during the first and second years respectively.
CHAPTER V
Workday
Article 20. Workday.
The number of working hours per week will be thirty-nine for all companies affected by this Convention, on a day from Monday to Friday, but during the months of July and August the day is set for the day. Thirty-five hours per week.
In any case, the daily working day must end, from Monday to Thursday, at a maximum of nineteen hours, with a seven-hour intensive day, which will not end later than fifteen hours.
External advertising: The assembly and fixing staff will be on a continuous day throughout the year.
All this without prejudice to the agreements already established or to be established by mutual agreement between company and workers to distribute the weekly day.
Article 21. Overtime.
They will have to consider extraordinary hours those that exceed the ordinary day.
Workers are free to accept or reject the realization of overtime, except those that are structural.
It is considered as extraordinary structural hours as are necessary to meet unforeseen orders, peak periods of production, unforeseen absences, shift changes or other structural circumstances, derived from the nature of the activity, provided that they cannot be replaced by the use of the different forms of procurement provided for in the Law. Its classification as structural shall be maintained without prejudice to the type of contribution to Social Security which may be determined for such hours through the laws of the State General Budget and/or subsequent normative provisions.
The overtime will be as few as the good march of production allows. In any event, they shall be kept within the limits of this Collective Agreement.
In this sense, the companies will take special care of the promotion of employment, restricting to the maximum the performance of overtime in favor of it. In any event, no more than sixty overtime hours may be held in annual computation.
The remuneration of overtime will be performed as follows:
Extraordinary hours may be compensated by time of rest or paid time. In the absence of a pact in this respect, it shall be understood that overtime shall be compensated by rest within four months of its completion.
The remuneration of overtime shall be made by increasing its value by 35 per 100 of the amount corresponding to an ordinary hour, or, if it has chosen to compensate them for time off, enjoying 80 minutes of rest per hour (an extraordinary hour = 80 minutes of rest).
The performance of overtime, as laid down in the Workers ' Statute, will be recorded on a daily basis and will be totaled weekly, giving a copy of the weekly summary to the worker in the relevant part. However, the Company's Directorate shall report monthly to the Business Committee and Staff Delegates on the number of overtime hours.
Article 22. Holidays.
1. The annual paid leave scheme of the staff affected by this Convention shall be 30 calendar days, to be enjoyed between June and September, without prejudice to the arrangements to be made between the undertaking and the workers.
2. For consideration that they have of calendar days, the holiday period may not begin, in any case, on a non-working day.
3. The company will set out the holiday chart on May 1 of each year, according to the workers. If this requirement is not met by the company, the same will start to be enjoyed from the date requested by the employee.
4. On the 25th of January you will have professional and abondable and non-working party consideration. However, its celebration, if it does not coincide on Friday, will be moved to the first working Friday after that date.
5. The winding-up of the holiday shall be effected before its commencement, being paid in the period of the salary concepts obtained by the ordinary ordinary working person in the three months preceding the date of initiation of the holidays, excluding commissions and premiums.
6. The staff entitled to leave on leave during the course of the year will be entitled to the proportion of the holidays according to the number of months worked, and the fraction of the holiday is completed as a whole month. In the event of the death of the worker, the amount of the holidays not enjoyed shall be met by his/her right-holders.
Article 23. Christmas and New Year.
Companies subject to this Convention shall grant to all staff paid leave on 24 and 31 December of each year, without any reduction in the remuneration of workers.
CHAPTER VI
Remuneration
Article 24. Equal rights.
The provision of equal value work should be paid with the same salary without any discrimination.
Article 25. Salary payment.
The salary must be satisfied for months.
The delay in the payment of wages that is attributable to the company will entitle the worker to receive compensation equivalent to the interest of the delayed amount, calculated at 10 per 100 per year.
Article 26. Base salary.
The basic salary of the workers covered by this Convention shall be that which, for each professional category, is set out in the corresponding Annex.
Article 27. Salary supplements.
1. Seniority.-The supplement of seniority referred to in Article 27.1 of the collective agreement for the advertising undertakings in force until the publication of this Convention shall be replaced by an "ad personam" Complement of a salary nature and of a non-absorbable or compensable character, on the basis of the following procedure:
1.1 To the date of entry into force of this Collective Agreement for advertising companies by publication in the B.O.E, the workers affected by this Convention shall maintain and consolidate the amounts in respect of "seniority" concept came in at the time.
1.2 This amount shall be added, where appropriate, to the amount equal to the proportion of seniority which each worker has accrued and not charged to the said date of entry into force of this Convention for the sector, prorating the days of excess that could result for full months
This amount will be the result of applying the following mathematical equation:
|
36 |
1.3 The "ad personam" supplement resulting from the application of the two preceding numbers shall be unchanged, without any modification, and until the time of termination of the contract of the affected worker. This supplement shall consist of the official receipt of salary under the concept of "consolidated seniority"
1.4 To staff who are incorporated into the companies affected by the new Convention after the date of entry into force of the Convention, it will not apply to them as far as they are concerned.
1.5 In the form of compensation for the disappearance of the "seniority supplement", an increase of 7% will be applied on the base salary tables annexed to the new collective agreement of the sector, once updated on the basis of the an increase experienced by the actual CPI corresponding to the exercises in which there was no obligation for the companies to increase the salary. (2004, 2005, 2006, 2007, 2008).
1.6 The application of the percentage referred to in the previous point shall be implemented by applying an annual increase coefficient of 3% for the financial year 2009; 2% for the financial year 2010, and 2% for the financial year 2011. These increases shall be applied on the salary table of the convention for each of the three years of its validity (2009-2011).
2. -For workers who habitually or occasionally carry out the material fixation of posters on billboards or perform the installation or repair of posters, whatever their height or other similar work, a plus penalty at the rate of 54 Euros per month.
The amount corresponding to the penalty plus shall be unchanged for the duration of this Convention.
Such quantities shall not be absorbable or offset by any other improvement to the benefit of the workers concerned and replaces the corresponding danger plants laid down in the Collective Agreements. above.
3. Extraordinary bonuses.-The extraordinary bonuses of June, December and March (benefits) will be paid to all staff at the rate of thirty days of actual salary each.
The amounts received in the form of production premiums in foreign advertising shall not be computed for the purposes of the preceding paragraph.
The credit dates will be the business days prior to March 15, June 15, and December 22.
The March gratification (benefits) in no case will be divisible in mensualities.
The staff who cease or enter the company in the course of the year will be paid the rewards prorating their amount in reason of the service time, computing the fraction of the month as complete. This same rule applies to casual, interim or contract workers for a given time.
Article 28. Salary increases and review clause.
As regards the wage increase, the actual CPI for that year is set for 2009 with a guaranteed minimum of 0.5% on the salary tables annexed to this agreement, with effect from 1 January of that year. For the year 2010 and 2011, the actual CPI increase of the previous year immediately above the salary table of the previous year, with a guaranteed minimum of 0.25%, will apply.
The economic effects of this Convention are rolled back to 1 January 2008, irrespective of the corresponding compensatory amounts for the disappearance of the seniority supplement.
The payment of the amounts resulting from the salary updates, corresponding to 2008, 2009 and 2010, will be made effective in any case before March 31, 2010.
To this effect, and once known the actual CPI of the previous year, the Commission of Surveillance and Interpretation will meet, that will fix the tables applicable for the years 2009, 2010 and 2011, and that they will be referred for publication in the BOE.
Article 29. Special cases of remuneration.
When staff perform work of a higher category than the one assigned to them, they shall receive, during the period of delivery of these services, the remuneration of the category to which they have been assigned.
These top-category jobs will not be longer than three months, which will be ended by the worker accessing the top category.
CHAPTER VII
offsets. Temporary incapacity
Article 30. Displacements.
1. Where, for the purposes of the undertaking, a worker is obliged to move outside his/her centre of work, the costs of locomotion, as well as the corresponding travel allowances, shall be borne by the undertaking, in the amounts reflected in the table below.
Displacement allowances will be established for the year 2009 in the following amounts:
|
with overnight stays (on national territory) | 54 €uros/Day |
| Diet without overnight (on national territory) | 27 €uros/Day |
|
International Diet with Overnight | 92 €uros/Day |
|
International Diet without overnight | 49 €uros/Day |
|
expenses (meals) | 12 €uros |
| Mileage Expenses | 0.19 €uros/Kilometer |
These amounts will be updated during the term of the Convention at the same percentages for wage revision.
When displacements are made by plane, they will be performed in the tourist class.
When, because of the nature of their function, the workers included in Article 15 have to move from their work centre, even if they are within the same locality, preventing them from eating at their home, the company, prior to appropriate knowledge and justification, shall cover the costs of such displacements, with a minimum of such costs as listed in table above.
2. Prior to the knowledge of the undertakings, if, due to special circumstances, the costs incurred by travel exceed the amount of the allowances, the excess shall be paid by the undertakings, with further justification, by the worker, expenses incurred.
3. If the worker, according to the company, will use his own car he will arrive at a concert with this one for the perception of an amount per kilometer traveled, with a minimum, as figure in table above
4. The amounts and amounts collected in this Article shall be increased by the same percentage as that experienced by the CPI for the corresponding year.
Article 31. Temporary incapacity.
During the temporary incapacity situation, and as long as the worker is in such situation, whatever contingencies may arise, the company will pay the difference between what it perceives in such a situation. and 100 per 100 of the base salary.
CHAPTER VIII
Permissions, licenses, and exceed
Article 32. Permissions and licenses.
The worker, upon notice and with justification, may be absent from work, entitled to remuneration, for any of the reasons and for the following time:
a) Fifteen calendar days in case of marriage.
b) Three days in cases of child birth, serious illness or death of the spouse, or relatives within the second degree of consanguinity or affinity. Where for such reasons the worker needs to make a shift to the effect, the time limit shall be four, which can be extended by one more day if the distance is at least 600 km round trip.
c) Two days for your usual address.
d) One day by marriage of relatives up to the 2nd degree of consanguinity or affinity.
e) For the time indispensable for the fulfillment of an inexcusable duty of public and/or personal character. Where it is established in a legal or conventional rule for a given period, it shall be subject to the provisions of this rule, in respect of the duration of the absence and its economic compensation.
f) To perform union or staff representation functions on the legal or conventionally established terms.
g) When you enjoy the necessary permits to attend exams, as well as a preference to choose shift, if such is the regime established in the company, when curse regularly studies to obtain a degree academic or professional.
h) For the time required for the completion of prenatal tests and birth preparation techniques to be performed within the working day.
i) To go to medical visits of the SS specialist doctor of the worker or relatives up to the 2nd degree of consanguinity or affinity when, it is strictly urgent and indispensable the figure of the companion. The enjoyment of this permit, which must be provided through the health services of the Public Health Service, will in no case exceed 16 hours a year, and must be prewarned with a minimum of 24 hours, with its justification being necessary. later, as well as the impossibility of going to the doctor outside the time of the ordinary working day.
(j) Workers, who are breastfeeding for a child under nine months of age, shall be entitled to one hour of absence from work, which may be divided into two fractions. The woman, by her will, will be able to substitute this right for a reduction of the normal working day in half an hour for the same purpose. This permit may be enjoyed interchangeably by the mother or father when both work.
Article 33. Suspension of the maternity contract.
The worker, in the course of delivery, will be entitled to a suspension of her contract of employment of sixteen weeks uninterrupted, extended to eighteen by multiple birth, or in case of disability of the child or of the adopted child or welcomed. The suspension period shall be distributed as an option to the person concerned, provided that they are at least six weeks immediately after delivery. In the event of the death of the mother, the father may use this right for the care of the son or daughter.
notwithstanding the foregoing, and without prejudice to the six weeks immediately after the compulsory rest period for the mother, when the mother and father work, the mother, at the beginning of the period of maternity leave, may choose to have the other parent enjoy a certain and uninterrupted part of the post-birth rest period either simultaneously or in succession with that of the mother. The other parent may continue to make use of the period of maternity leave initially transferred, although at the time provided for the return of the mother to work, the mother is in a situation of temporary incapacity.
In the case of adoption, if the adopted child is less than nine months, the suspension shall be a maximum of sixteen weeks, counted on 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 Member State to take such action. The suspension will last for a maximum of six weeks if the adopted child is older than nine months and under the age of six, or in the case of minors who are over six years of age with disabilities or because of their circumstances and experiences. In the case of a person or a person from abroad, they have special social and family difficulties duly accredited by the competent social services. In the event that the parent and the parent work, the period of suspension shall be distributed at the option of the persons concerned, who may enjoy it simultaneously or in succession, always with periods uninterrupted and with the limits indicated.
Article 34. Suspension of the contract for Fatherhood
For the exercise of this right, the provisions of the Staff Regulations and other applicable regulations shall be applicable.
Article 35. Leave of absence for child or child care.
The parent or mother shall be entitled to leave without distinction for the care of each child, for a period not exceeding three years, to be counted from the date of birth.
Equal rights will be available in the event of adoption, from the moment of adoption.
The successive children will be entitled to a new period of leave of absence which, if any, will end the one they are enjoying.
Only in the event that two workers of the same company generate this right by the same deceased subject and only for reasons that are justified in its operation, the employer could limit his or her simultaneous exercise.
The period in which the worker or worker remains in surplus, in accordance with the provisions of this Article, shall be entitled to attend vocational training courses, in particular on the occasion of his/her reinstatement. The company must be called upon to participate in the training courses.
During the first year of leave you will be entitled to the job reserve. After that period, the reinstatement shall be an activity of the same professional group.
Article 36. Legal guardian.
A worker who has a direct care of a person of less than eight years or a disabled, physical or mental person, who does not carry out any other paid activity, shall be entitled to a reduction in the working day of at least one day of work. an eighth and a maximum of half the duration of that, with the proportional decrease of the salary.
Article 37. Pairs in fact.
Couples in fact, regardless of the sex of their components, provided that the coexistence is sufficiently accredited (registration in the municipal register of couples in fact, of existence this, or any other an official document stating their status) will generate the same rights as spouses in marriage.
Article 38. Forced leave.
Forced leave to be entitled to job retention
They will have to be considered to be in excess of the designation or election for a public office and for the exercise of union functions at the provincial level, or higher that will make it impossible for them to fulfill their working hours for the duration of their work. the exercise of their positions.
The reinstatement of the worker must be carried out within a maximum of thirty days, from the end of his/her situation and whenever the worker requests re-entry in the course of that period of time.
Article 39. Voluntary leave.
Companies shall grant to their workforce staff who, at least, have a year-old service in the company, the transition to the status of voluntary leave for a period of not less than four months, or more than five years.
The step to the expressed situation may be requested without specification of reasons by the applicant and its concession by the company will be mandatory, unless it is to be used to work in another activity identical or similar to that of the company of origin. It shall be granted if it has not been four years, at least, from the enjoyment by the previous worker.
During the enjoyment of the excess, even if it has been requested and granted for a period of more than two years, after two years, the worker may waive the remainder of the surplus, with the obligation to warn, with one month in advance, your desire to return to active work.
The time of voluntary leave only gives the surplus worker a preferential right to return to the vacancies of equal or similar category to his or her own that would have been or were produced in the company.
The reentry request must be made within the period of leave.
In the event that any worker in a situation of leave does not apply for re-entry under the above conditions, it will be understood as a voluntary low cause.
After the time of leave, it will be possible for the company to extend it for the same period at the worker's request.
Article 40. Contract suspension with reservation to the job.
By ceasing the legal causes of suspension, the worker will be entitled to automatic reinstatement to his reserved job, in all of the following assumptions:
1. In the case of temporary incapacity, the extinction of this situation with a declaration of permanent invalidity in the degrees of total permanent incapacity for the usual profession, absolute for all work or great invalidity, when, to judgment of the organ of qualification, the situation of incapacity of the worker is likely to be subject to review for improvement that allows his reinstatement to the job and the suspension of the employment relationship, with reserve of the for a period of two years from the date of the decision on which the Commission is to be permanent invalidity is declared.
2. In the case of suspension for the exercise of a representative public office or union functions of a provincial or higher level, the worker must be reinstated within the maximum period of 30 calendar days from the cessation of the service, function or function.
Article 41. Cessation of the worker.
When the worker causes low voluntary service in the company's service, he will be forced to settle the same day of the cessation in his employment relationship of the fixed concepts that could be calculated at that time. The rest of them will be at the usual time of payment.
For their part, workers must inform the company of the decision to cease, complying with the following periods of notice:
Directors, Headquarters and technical staff: One month.
Administrative staff: Fifteen days.
Trades and unskilled staff: One week.
CHAPTER IX
Trade union rights
Article 42. Powers and guarantees.
The powers and guarantees of workers ' representatives within the undertakings or persons designated by the trade union organisations which are signatories to this Convention shall be those recognised in the Staff Regulations. Workers. However, the credit of monthly paid hours for each of the members of the Staff Committee or Delegates in each working centre shall be extended beyond the minimum requirements laid down by that rule, in order to enable the representatives of the Trade Union Organisations attendance at meetings which the effect is called by the Joint Committee on Continuing Training for Advertising Enterprises. These assists should be the subject of further accreditation and justification by the Trade Union Organisations themselves. In addition, the various members of the business committee and, where appropriate, staff delegates may accumulate them in one or more of their components.
Article 43. Time credit utilization.
The credit of hours previously recognized may be used for the attendance of training courses or other similar union activities organized by the trade unions representative of the sector, prior to appropriate call for and subsequent justification for assistance to be issued by the trade unions.
Article 44. Free syndication.
Companies will respect the right of all workers to be freely stated; they will not be able to make the employment of a worker subject to the condition that they do not take hold or give up their union membership, and also not to dismiss a worker. worker or harm you in any other way because of your membership or union activity.
Article 45. Rights of affiliated workers.
Workers affiliated to a union may be in the field of the company or workplace:
Constitute trade union sections, in accordance with the provisions of the Union Statutes.
Hold meetings, after notifying the employer, collecting fees and distributing union information, outside of working hours and without disturbing the normal business activity.
Receive information from your union.
Article 46. Rights to the union's elective office.
Those who hold elective positions at the provincial, regional or state level, in the most representative trade union organizations will be entitled:
The enjoyment of the unpaid leave necessary for the development of the union functions of his office, being able to establish, by agreement limitations to the enjoyment of the same according to the needs of the production process.
To assistance and access to the work centres to participate in activities of their trade union or the workers ' group, prior to communication to the employer and without the possibility of interrupting the exercise of that right. the normal development of the production process.
Article 47. Representation in collective bargaining.
Trade union representatives who participate in the collective bargaining commissions, maintaining their links as an active worker in any company, will be entitled to the granting of paid leave. necessary for the proper exercise of their work as negotiators, provided that the company is affected by the negotiation.
Article 48. Right of trade union sections.
Trade union sections of the most representative trade unions and those with representation in the Enterprise Committees or with Staff Delegates shall have the following rights:
In order to facilitate the dissemination of those notices that may be of interest to the union members and to the workers in general, the company will make available notice boards to be placed within the the workplace and the place where adequate access to the worker is ensured.
To collective bargaining in the procedures laid down in the specific legislation.
Article 49. Trade union sections.
In companies or, where appropriate, in the workplace that occupy more than 250 workers, whatever the class of their contract, the trade union sections that may be constituted by the workers affiliated to unions with presence in the business committees shall be represented, for all purposes, by union delegates elected by and among their members in the company or in the workplace.
Article 50. Union delegates.
The number of union delegates per union section of the trade unions that have obtained 10 per 100 of the votes in the election to the business committee will be determined on the basis of the following scale.
50 to 250, one.
250 to 750, two.
From 751 to 2,000, three.
From 2,001 to 5,000, four.
From 5,001 onwards, five.
Trade union sections of those unions that have not won 10 per 100 of the votes will be represented by a single union delegate.
Article 51. Duties of the trade union delegates.
The roles of the union delegates will be as follows:
1. Represent and defend the interests of the union to whom it represents.
2. They may attend the meetings of the Business Committee, the Committee on Health and Safety at Work and the Joint Committee on Interpretation, with a voice and without a vote.
3. They shall have access to the same information and documentation as the company makes available to the Business Committee, in accordance with the rules or through the Law, being obliged to keep professional secrecy in the areas in which it is legally applicable. If they are not part of the Business Committee, they shall have the same guarantees as recognised in the Act to the members of the Business Committee.
4. To be heard by the company prior to the adoption of measures of a collective nature that affect the workers in general and the members of their trade union in particular and, in particular, in the dismissals and penalties of the latter.
Article 52. Local union use.
The trade union sections of the most representative trade unions and those with representation in the business committees shall be entitled to the use of an appropriate premises in which they can carry out their activities in those trade unions. companies or job centres with more than 250 employees.
Article 53. Union quota.
At the request of the employees affiliated to the central or trade unions representing the representation referred to in this paragraph, the companies will discount the amount of the union quota on the monthly workers ' payroll corresponding. The worker concerned in carrying out such an operation shall forward to the management of the undertaking a letter, in which the order for the discount, the central or union to which he belongs, the amount of the quota, and the number of the Savings bank current account or book, to which the corresponding amount must be transferred.
The Company's Management will submit a copy of the transfer to the union representation in the company, if any.
Article 54. Anti-union practices.
Regarding the assumptions of practices that, in the opinion of some of the parties, may be qualified as anti-union, the provisions of the Organic Law on Freedom of Association will be available.
Article 55. Sexual harassment and harassment on grounds of sex.
It is considered sexual harassment of all types of verbal and/or physical assaults suffered by any worker or worker, regardless of their position or position of work in the company, within the same or in the performance of the some service, when such attacks come from the employer himself, from any person in whom this delegate or from the worker, being or not, outside the company, is performing some kind of service in the same and that, clearly intentional sexual character, agrees with the dignity and intimacy of the person, considering constitutive of such insinuations or attitudes that associate the improvement of the working conditions or the stability in the employment for any worker or worker, with the approval or refusal of favors of sexual type.
Likewise, any behavior performed according to the sex of a person, with the purpose or effect of attacking his or her dignity and creating an intimidating, degrading or intimidating environment, is considered to be harassment on the basis of sex. offensive.
The company will ensure the prompt and confidentiality in the correction of such attitudes, considering both sexual harassment and harassment on the basis of sex as a very serious lack within its breast, the right being reserved, part of the person concerned, to go to the road for criminal protection.
CHAPTER X
Health and safety
Article 56. Prevention of occupational risks.
Workers falling within the scope of this Convention are entitled to the provision of their services in the various workplaces and establishments of the companies in the sector to be adapted to the measures and rules which, with mandatory character, establishes Law 31/1995 of 8 November, Prevention of Occupational Risks and the various Regulations, which develop it.
As a general consideration of occupational health and risk prevention, it is stipulated that:
(a) Companies shall carry out the prevention of occupational risks by taking as many measures as are necessary for the protection of the safety and health of workers.
(b) In any case, the approaches, actions and measures that will be implemented in relation to this matter, without conditioning the activity, will be directed to the promotion of the improvement of the working conditions to raise the level of protection of the health and safety of workers.
(c) Workers and their representatives shall enjoy the rights of participation and consultation that are recognized in Chapter V of the Law on the Prevention of Occupational Risks.
(d) Where the modification of the facilities, work equipment and, in general, of the working conditions, involves changes in the risk of jobs, the risk assessment shall be updated, putting it to the attention of the workers concerned and/or their representatives.
e) In the terms laid down in the current regulations, companies shall ensure that workers at their service are regularly monitored for their health in the light of the risks inherent in the work, surveillance which only may be carried out when the worker gives his consent. The review should be carried out by health personnel with technical competence, training and accredited capacity. Particular attention shall be paid to the specific recognition of women in the case of maternity. The results of the medical review will be communicated to the affected workers. Access to medical information of a personal nature shall be limited to medical staff and health authorities who carry out surveillance of the health of workers, without being able to provide the employer or other persons without express consent of the worker. Notwithstanding the foregoing, the employer and persons or bodies with responsibility for prevention shall be informed of the findings arising from the examinations carried out in relation to the suitability of the worker for the performance of the job or with the need to introduce or improve protection and prevention measures so that they can properly carry out their preventive functions.
f) Where the assessment to be carried out reveals the existence of a risk to safety and health or a possible impact on the pregnancy or breastfeeding of female workers, the employer must take the necessary measures. referred to in Article 26 of the Law on the Prevention of Occupational Risks.
(g) For the assessment of jobs exposed to special risks, the methods or criteria set out in the Guidelines of the National Institute for Safety and Health at Work shall be taken into account.
(h) Workers have the right to be informed and to receive appropriate training on the specific risks affecting their post or function and the protective and preventive measures applicable to them. risks.
ArtIculo 57. Committee on Safety and Health at Work.
In follow-up to the Spanish Strategy on Safety and Health at Work, and fundamentally of objective 3 of this Strategy, the Committee on Safety and Health is created to strengthen the role of the social partners and the involvement of employers and employees in improving safety and health at work.
The composition of the Commission will be eight representatives, four appointed by the business representation; and four more appointed by the trade union representation, two to FES-UGT and two others to FSC-CCOO.
The Commission will have the following tasks:
(a) Improving the conditions of safety and health at work, as well as the prevention of occupational risks in the sector.
b) The promotion of research, study, development and promotion of actions aimed at improving the prevention of occupational risks and health and safety at work.
(c) To promote the vocational training and qualification of workers, professionals and employers in the sector in the field of occupational risk prevention, including the development of programmes aimed at adaptation of these professionals, employers and workers to industrial, business and technological changes that may entail occupational risks.
(d) Cooperation with all types of entities and organisations pursuing similar tasks and objectives.
e) Improving the conditions of safety and health at work, as well as the prevention of occupational risks in the sector.
Article 58. Maternity protection
The risk assessment shall include the determination of the nature, degree and duration of the exposure of women 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 employer 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, the non-performance of night work or shift work.
Where the adaptation of working conditions or working time is not possible in spite of their adaptation, the conditions of a job may have a negative impact on the health of the pregnant worker or the foetus, and the doctor certifies that the worker, in the social security system, is able to provide the worker with a different job or function and is compatible with his or her state. The employer shall determine, after consultation with the representatives of the employees, the relationship between the positions and the risk-free jobs.
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.
CHAPTER XI
Disciplinary regime
Section 1
Article 59. Fouls.
The failure to comply with the worker's employment obligations is considered to be a fault of his or her voluntary commission or negligent conduct. The faults will be graduated according to their voluntariness, importance and transcendence for the normal activity of the company in mild, serious and very serious. Workers may be punished by the management of the company in accordance with the graduation of the faults set out below.
They are considered:
Article 60. Minor fouls
1. Three punctuality faults of more than fifteen minutes at the entry and/or exit of the job, without due justification, in the period of one month.
2. Missing a day to work within a month, without any justified cause.
3. To be absent from work without cause to justify it or to have permission from the immediate superior, provided that it does not exceed one hour and does not seriously affect the service. In the absence of such a decision, the Commission shall, in accordance with Article 1 (2) of Regulation (EEC) No 1237/2, provide for the possibility of an accident involving a person who is responsible for the accident at the time of his or her work. the following sections of this chapter.
4. Mere disobedience to the superiors in any matter that is proper to the functions of the job.
5. Occasional drunkenness, as well as sporadic consumption of narcotic substances
6. Failure to notify the company of sick leave, changes in the family unit for the purposes of the IRPF, or changes in the worker's domicile where, in the latter case, consequences may be caused which may affect the normal development of his or her work. Communication made outside the legal period, or in any case, which is unjustifiably exceeded, is considered to be defective for a period of 10 days since it could be made.
7. Reckless neglect or neglect in the preservation of the work material, provided it does not cause serious harm to the company.
8. Ostensible lack of grooming and personal cleansing
9. Verbal or physical offenses of a sexual nature exercised over any worker of the company
10. Discussions that have an impact on the good performance of services; Behaviour or attitudes of contempt for the personal and/or professional dignity of colleagues, and that of clients, suppliers and the general public.
11. Failure to comply with the obligations laid down in Article 29 of Law 31/1995 of 8 November 1995 on the Prevention of Occupational Risks and the provisions of this Convention relating to the obligations of workers in the field of safety and occupational health, provided that their non-compliance does not pose a serious risk to their co-workers or third parties.
12. Any other non-compliance involving a minor infringement, in the terms of the first paragraph of this Article, of the worker's employment duties, as entered in this Convention and in the applicable rules.
Article 61. Serious fouls
1. The recidivism in minor faults, except those of punctuality, within a trimester, having mediated sanctions, and even if they are of different nature
2. More than three faults of punctuality, and less than 11, in the entry and/or exit of the job, without due justification, in the period of one month.
3. Missing two days of work within a period of one month, without justified cause.
4. To be absent from work without reason to justify it or to have permission from the immediate superior, where this would cause serious harm to the company.
5. The drunkenness and/or toxicomania repeated during the work schedule.
6. Disobedience to the superiors in any matter that is proper to the functions of the job that implies the manifest failure of the discipline.
7. The simulation of illness or accident, or simulate the presence of another worker, using his or her token, signature or control card.
8. The continued and usual lack of grooming and cleanliness, such as this, that produces justified complaints from colleagues.
9 Interrupt or disturb the service, without legal justification-and without prejudice to the privileges that the regulations on the prevention of risks give to the delegates of prevention-, carrying out or allowing in the center of Any activity of a particular character and/or foreign to the interest of the company, employing tools or material for own uses.
10. Ill-treatment of word or deed or serious lack of respect or consideration to bosses, peers or subordinates, and in general to anyone who works or is occasionally found in the company.
11. The repeated negligence or reckless neglect in the preservation of the work material, provided it causes serious damage to the company
12. Behaviors or attitudes of serious impairment to the personal and/or professional dignity of colleagues, and to that of clients, suppliers and the general public.
13. The retention, without the authorisation of the competent head, of documents, letters, data, reports, etc., or their application, destination or uses other than those originating.
14. The abuse of authority on the occasion of the work, considering such the commission of an arbitrary fact whenever there is manifest and deliberate infringement of a legal precept and disservice to a lesser one.
15. Any other non-compliance involving a serious infringement, in the terms of the first paragraph of this Article, of the worker's employment duties, as recorded in this Convention and in the applicable rules.
Article 62. Very serious fouls.
1. The reoffending in serious faults, except for punctuality, within a quarter, having mediated sanctions, and even if they are of different nature.
2. More than ten errors of punctuality in the entry and/or departure of the work, without due justification, in the period of one month, or repeated in a period of three months exceeding their number to that of twelve, after warning to the worker; or that the sum of those exceed the hours of one of their work days in a quarter.
3. Unjustifiably miss work for 3 consecutive days or 5 alternate days in a period of six months, or 10 alternate days for one year.
4.-The abandonment of the job without justified cause, when such abandonment caused a very serious injury of consideration to the company or out of direct cause of accident of the co-workers.
5. The inebriation and/or drug addiction repeated during the working hours, which causes serious damage to the image or normal functioning of the company, or affects the work of his companions. It is considered to be serious damage to the treatment in these conditions with the clients, or the handling or display under its effects and to the companions or to any person present, of alcoholic products and/or related to the drug addiction; the irruption in meetings, or general inconvenience to persons who work or are at that time in the undertaking, or intend to communicate with it, and in general any situation arising from the consumption of such products which objectively damages the interests of the company.
6. Indiscipline or disobedience in the work which implies the manifest failure of the discipline, and of it is derived or could result very serious harm to the company or co-workers. As an example, not limited, the loss of an account (client), feeling of lack of control and/or irresponsibility to third parties (clients, suppliers, etc.) is considered to be very serious. colleagues, etc., always as a result of an act of indiscipline or disobedience by the offending worker.
7. Physical assaults on the employer or on persons working in the company or on family members living with them.
8. The continued and voluntary decline in the performance of normal or agreed work.
9. Fraud, disloyalty or breach of trust in the efforts entrusted to them.
10. The theft or theft, both to the other workers and to the company or to any person within the premises of the company or outside the company, during the act of service. This section includes the distortion of data, if it is malicious to achieve any benefit.
11. Sexual harassment, and harassment by reason of sex.
12. Workplace harassment, in such a situation where a person or group of persons engage in extreme psychological violence in a systematic way, for an extended period of time, on another person in the workplace.
13. The infringement of the company's rules, committed for the purpose of concealing, falsifying or masking the true situation and nature of the accounting statements or the risks incurred.
14. To disable, destroy or cause damage to machines, appliances, installations, buildings, equipment and departments of the company, as well as the malicious concealment of own errors and delays produced in the work causing injury to the company, as well as not communicating facts witnessed or known that cause or could cause serious harm to the interests of the same; the breach or violation of the secret of the correspondence or secret of must reserve.
15. Failure to comply with the obligations laid down in Article 29 of Law 31/1995 of 8 November 1995 on the Prevention of Occupational Risks and the provisions of this Convention relating to the obligations of workers in the field of safety and occupational health, provided that their non-compliance involves serious and imminent risk to the safety and health of their co-workers or third parties.
16. Any other non-compliance involving a very serious infringement, in the terms of the first paragraph of this Article, of the worker's employment duties, as recorded in this Convention and in the applicable rules, and, in general, listed in Article 54 of the Law of the Workers ' Statute, which have not been listed in the preceding paragraphs.
Section 2. Sanctions
Article 63. Penalties
The penalties that companies may apply, depending on the severity and circumstances of the misconduct, will be as follows:
A) Mild high:
a) Verbal assembly.
b) A written statement.
c) Suspension of employment and pay for one day.
B) Serious high-ups:
a) Suspension of employment and salary of two to ten days.
b) Disabling by a term of not more than one year for promotion to a higher category.
c) Change of work center, with a maximum of six months, and provided that it does not involve change of residence for the worker.
d) Temporary loss of the category up to a maximum of six months.
C) Very severe high:
a) Suspension of employment and salary from eleven days to two months.
(b) A temporary loss of the level to the immediately lower level, even if it entails a change of group, with its economic impact, for a maximum period of one year.
c) Disable for two years or definitely to move up to another top category.
d) Despid.
Article 64. Sanctioning procedure.
It is up to the company to impose sanctions in the terms of the provisions of this Convention. Of any sanction, except for the verbal admonition, the person concerned shall be transferred in writing, who shall acknowledge receipt or sign the notice of the communication, without this being in accordance with the facts.
1. For the purposes of the penalties provided for, account shall be taken of the greatest or lesser degree of responsibility for which the fault is committed, the professional category of the fault and the impact of the event on the other workers and on the undertaking.
2. The power to impose the penalties shall be on the management of the undertaking or on the persons to whom it delegates.
In serious or very serious misconduct the company will transfer to the legal representatives of the workers a copy of the penalty letter handed to the worker, within two days of communication to the interested.
In any event, and prior to the imposition of penalties for serious or very serious misconduct, the companies will communicate their purpose to the workers concerned, in order that if they so wish they can present them in writing, in the Two working days, which I consider to be appropriate. This communication will also be made to staff and/or business committee delegates.
In the case of serious and very serious sanctions imposed on the legal representatives of the workers or the union delegates will be necessary the previous hearing of the remaining members of the representation to the worker, in the same way in the case of workers affiliated to a trade union, the hearing shall be required by the trade union delegates, if any.
Failure to comply with any of the above requirements will cause the penalty to be nullity.
In the case of minor faults, the legal representatives of the workers shall be notified within seven days of the imposition of the penalty.
Article 65. Prescription.
Minor faults will be prescribed at 10 days, serious misconduct at twenty days and very serious in the 60 days from the date on which the company became aware of its commission and, in any case, six months after committed.
Article 66. Non-application of the agreed increment.
In order to achieve the necessary economic stability, the percentages of wage increases agreed will not be necessary and must be applied for those companies that credit, objectively and reliably, situations of deficit or losses held in the accounting years of the previous two years. The forecasts for the year/s of the Convention shall also be taken into account.
Companies wishing to avail themselves of the discount clause for the year 2009 must inform the Joint Commission within one month of the publication of this Collective Agreement in the Official Journal of the European Union. Status ".
In order to be eligible for the discount clause agreed in this article, in the years 2010 and 2011 companies will have to inform the Joint Commission of their intention to do so in the period from 1 to 31 of the month. of the respective year.
The companies that claim these circumstances will have to submit to the Joint Commission the precise documentation (Balances, Results Accounts, company tax return, as well as the measures and forecasts for contribute to the future viability of the company) that justifies a differentiated wage treatment.
In the information to be presented, a study will be included on the incidence of wages in the company's economic march. The feasibility plan, which the company must present, will explicitly include short-term industrial, commercial, economic and financial forecasts and objectives, as well as the means to achieve such objectives.
At the same time, the company will forward written communication to the Staff Delegates or the Business Committee on the same terms, together with any documentation necessary to prove the economic situation that justifies the adoption of such a measure.
Once the communication has been made, the company will open a period of consultation with the workers ' representatives, whose duration will not exceed ten days. After the end of that period, the Joint Committee shall be notified of the agreement adopted in relation to the determination of the new wage conditions.
If there is no agreement between the company and the employees ' representatives, it will be the Joint Commission which, within one month of receipt of the notification in this regard, will have to resolve by a majority. simple of each of the representations-business and trade union-the opportunity or non-applicability of the discount clause or, where appropriate, of the new wage regime applicable to the company.
Companies affected by the above paragraphs will be or will not be subject to review of wages during the current year in accordance with what the Joint Commission will specifically rule.
In any case, the above paragraphs will only be limited to the wage increase, with the companies affected by the content of the rest of the Collective Agreement being forced to do so.
The deadline for communicating to the Joint Commission the business decision to apply for the non-application of the agreed increase has the mandatory character. Your failure to comply will prevent companies from availing themselves of what is set out in this article.
If, in the Commission's view, the documentation sent is not sufficient to be able to rule, it will be directed to the parties requesting extension or clarification of the same. In the event of failure to conduct an agreement, the Joint Committee may decide to establish the increase in application to the undertaking.
Additional disposition first.
The parties to this Convention agree to accede to the Agreement on Extractive Conflicts of Conflict (ASEC) for any contentious issues that may arise as a result of the application of the Convention.
Additional provision second.
The signatory parties assume the full content of the Third National Training Agreement signed on 1 February 2006 (BOE 27 March 2006), or of the one in the future to replace it, stating that it will develop its effects on the functional and territorial scope of this Convention.
The Sectoral Joint Committee is empowered, which will be created for the purpose of developing how many initiatives are necessary to implement such an agreement.
Additional provision third. Joint Commission for Interpretation and Surveillance.
Constitution: Both negotiating parties agree to establish a Commission, as an organ of interpretation, monitoring and enforcement of the agreement, to be appointed by each of the parties.
Composition: The Commission will be made up of four representatives of the business organisations and four of the trade union organisations, who among them will elect a secretary.
The Commission may use the permanent or occasional services of advisers in all matters falling within its competence. Such advisers shall be appointed by the component parts of the Commission and shall not exceed one-third of the number of members of each of the parties represented therein.
Structure: The Joint Interpretation and Surveillance Commission will be unique to the entire state.
Functions: These are specific functions of the Joint Interpretation and Surveillance Commission:
• Interpretation of the Convention.
• Monitoring compliance with the agreed.
• The solution of collective conflicts that arise during its validity, without prejudice to the matters reserved for the ASEC.
• All issues that are mutually agreed upon by the parties.
• Assume the legally established competences in the field of Equality and Conciliation in the terms and conditions provided for in the Organic Law on the Effective Equality of Women and Men 3/2003 of 22 March; for its implementation, development, monitoring and monitoring of the equality plans and measures in the Sector Enterprises. The companies affected by this Convention shall apply with the utmost zeal and interest, the provisions of the Law of Equality and Reconciliation of the Family, Personal and Labor Life of the workers.
This organ will intervene preceptively in these matters, leaving to the exception of the freedom of the parties to, exhausted this procedure, to go to the competent jurisdiction.
Procedure for action: Each party shall issue to its respective representations the questions raised in relation to the points raised in the Commission's duties.
Of these issues will be transferred to the other party, agreeing both to meet within 15 days from the date of the last communication. Of the agreements to be adopted at that meeting, which shall be unanimous, the corresponding minutes shall be drawn up, which shall be forwarded to the parties concerned within 10 days.
Addresses:
• The business side for this Commission has its registered office at the headquarters of the National Federation of Advertising Companies, in Gran Vía, 57, ninth, G, 28013 Madrid.
• The social part fixes for this Commission its address simultaneously at the headquarters of the undersigned trade union organisations:
CCOO, at the headquarters of the Federation of Services to the Citizenship of Workers ' Commissions, in the plaza Cristino Martos, 4, sixth floor, 28015 Madrid.
UGT, at the headquarters of the State Federation of Services, on Avenue of America, number 25, 1. º and 7. º, 28002, Madrid.
Additional provision fourth.
Workers who do not have it will be able to apply, within the month following the entry into force of this Convention, the subscription of a life and death insurance policy or invalidity by accident, in the amount of 9,000 euros. Companies shall be required to make such a policy for applicants within three months of the collective request provided that the following requirements are met:
Ask at least 75 per 100 of the staff in the template.
That the application be formulated individually and nominally by each worker, to whom a duly dated and sealed copy will be delivered.
The cost of the premium will be distributed to the parties, with the company accounting for 70 per 100 and the worker 30 per 100 remaining.
That the company does not already have any other similar characteristics insurance.
Additional provision fifth. Wads, premiums and tasks.
The mode of worker-to-work, premium or tasks will be free of offer by the company and voluntary acceptance by the worker. The economic consideration in these working arrangements shall in any event be fixed by common agreement between the undertaking and the worker.
Additional provision sixth.
Auxiliaries, as well as technical applicants over the age of eighteen, belonging to Groups III, IV and V of this Collective Convention, which shall take twenty-five months in that Convention for the entry into force of this Convention category, they will automatically move to the immediate higher.
Additional provision seventh.
Companies will continuously ensure the updating of knowledge on the part of their staff and facilitate workers who are pursuing studies with advertising activity, material support and facilities in the field. work schedule.
Additional disposition octave. Retirement at the age of sixty-four.
For the purposes of retirement at the age of sixty-four years (eliminated legal references already expired) the signatory parties agree to facilitate retirement at the age of sixty-four years and the simultaneous hiring, by of the registered unemployed in the job vacancies, equal to the number of early retirements arising from any of the current contractual arrangements, except for contracts of duration determined by market circumstances, and part-time hiring with a period of time minimum duration, in any case, higher than the year and tending to the expected legal maximum.
ANNEX I-A
Update Tables Pay 2003 to 2008 C.C. Advertising (CPI increases current year to previous year's wages)
| TABLES PUBLISHED IN BOE No. 79 OF 1 APRIL 2004 FOR THE YEAR 2003 | IPC YEAR 2004 | CPI YEAR 2005 | CPI YEAR 2006 | IPC YEAR 2007 | IPC YEAR 2008 | ||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
|
YEAR 2003 | YEAR 2004 | YEAR 2005 |
YEAR 2006 | YEAR 2007 | YEAR 2008 | ||||||||
|
| Annual | Monthly | Annual | Monthly | Annual | Monthly | Annual | Monthly | Annual | Monthly | Annual | ||
|
Level 1 | 1,029.13 | 15.436.95 | 1.062.06 | 15.930.93 | 1.101.36 | 16,520,38 | 1.131, 10 | 16.966.43 | 1.178.60 | 17.679.02 | 1.195.10 | 17.926.52 | |
|
Level 2 | 914.84 | 13722.60 | 944.11 | 14.161.72 | 979.05 | 14.685.71 | 1.005, 48 | 15.082.22 | 1.047.71 | 15.715.67 | 1.06, 38 | 15.935.69 | |
|
Level 3 | 871.72 | 13.075, 80 | 899.62 | 13.494, 23 | 932.90 | 13.993.51 | 958.09 | 14.371, 34 | 998.33 | 14,974,93 | 1,012.31 | 15.184.58 | |
| Level 4 | 866.92 | 13.003.80 | 894.66 | 13,419,92 | 927.76 | 13,916.46 | 952.81 | 14.292.20 | 992.83 | 14.892.48 | 1.006.73 | 15.100.97 | |
|
Level 5 | 863.85 | 12.957.75 | 891.49 | 13.372.40 | 924.48 | 13.867.18 | 949.44 | 14.241.59 | 989.32 | 14,839.74 | 1.003.17 | 15.047.49 | |
| Level 6 | 807.48 | 12.112.20 | 833.32 | 12.499, 79 | 864.15 | 12.962, 28 | 887.48 | 13.312.26 | 924.76 | 13.871, 38 | 937.71 | 14.065.58 | |
|
Level 7 | 801.40 | 12.021.00 | 827.04 | 12.405.67 | 857.65 | 12.864.68 | 880,80 | 13.212.03 | 917.80 | 13.766.93 | 930.64 | 13.959.67 | |
| Level 8 | 741.98 | 11.129.70 | 765.72 | 11.485, 85 | 794.06 | 11.910.83 | 815.49 | 12.232, 42 | 849.75 | 12,746.18 | 861.64 | 12.924.63 | |
|
Level 9 | 724.69 |
10.870.35 | 747.88 | 11.218.20 | 775.55 | 11.633, 27 | 796.49 | 11.947, 37 | 829.94 | 12.449.16 | 841.56 | 12.623, 45 | |
| 721.89 | 10.828.35 | 744,99 | 11.174.86 | 772.56 | 11.588.33 | 793.41 | 11.901.21 | 826.74 | 12.401.06 | 838.31 | 12.574.68 | ||
| Level 11 | 680.66 | 10.209, 90 | 702.44 | 10.536.62 | 728.43 | 10.926, 47 | 748.10 | 11.221.49 | 779.52 | 11.692, 79 | 790.43 | 11.856, 49 | |
| 666.32 | 9,994.80 | 687.64 | 10.314.63 | 713.09 | 10.696.28 | 732.34 | 10.985.07 | 763.10 | 11.446.45 | 773.78 | 11.606.70 | ||
| Level 13 | 573.19 | 8.597.85 | 591.53 | 8.872, 98 | 613.42 | 9.201, 28 | 629.98 | 9.449.72 | 656.44 | 9.846, 60 | 665.63 | 9.984.46 | |
ANNEX I-B
Provisional salary tables C.C. Advertising for 2009, definitive if actual CPI for 2009 is less than 0.5%
Compensation age: 3%.
Pay review: actual CPI 2009, minimum 0.5%.
Previous year total increase: 3.52%.
| YEAR 2009 | |||
|---|---|---|---|
|
| Annual | ||
|
1 | 1.237.11 | 18,556.64 | |
| Level 2 | 1,099.72 | 16,495,83 | |
| 1.047, 89 | 15,718.32 | ||
| Level 4 | 1,042.12 | 15631.77 | |
| 1.038, 43 | 15.576.41 | ||
|
Level 6 | 970.67 | 14.559, 98 | |
| Level 7 |
963.36 | 14.450.35 | |
|
Level 8 | 891.93 |
13.378.93 | |
|
Level 9 | 871.14 | 13.067.17 |
|
|
Level 10 | 867.78 | 13,016,68 | |
| Level 11 | 818.22 | 12.273, 24 | |
|
Level 12 | 800,98 | 12.014.67 | |
|
Level 13 | 689.03 | 10.335.41 | |
ANNEX I-C
Provisional salary tables C.C. Advertising for 2010, definitive if actual CPI for 2009 is less than 0.25%
Compensation age: 2%
Pay review: actual CPI 2009, minimum 0.25%
Previous year total increase: 2.26%
| YEAR 2010 | |||
|---|---|---|---|
|
| Annual | ||
|
1 | 1.265.01 | 18.975.09 | |
| Level 2 | 1,124.52 | 16.867.81 | |
| 1.071.52 | 16.072.77 | ||
| Level 4 | 1,065.62 | 15,984,27 | |
|
Level 5 | 1.061, 84 | 15.927.66 | |
|
Level 6 | 992.55 | 14.888, 31 | |
| Level 7 |
985.08 | 14.776.21 | |
|
Level 8 | 912.04 |
13.680.62 | |
|
Level 9 | 890.79 | 13.361.83 |
|
|
Level 10 | 887.35 | 13.310.20 | |
| Level 11 | 836.67 | 12.550.01 | |
|
Level 12 | 819.04 | 12.285.60 | |
|
Level 13 | 704.56 | 10.568.47 | |
ANNEX I-D
Provisional arrears C. C. Advertising since 1 January 2008, definitive if actual CPI for 2009 is less than 0,5%
Overdue since January 1, 2008
|
| Total |
|---|---|
|
Level 1 | 5.609.26 |
|
2 |
|
| 4.751.30 |
| Level 4 | Level 4 | Level 4 | 4,725.14 |
|
Level 5 |
Level 6 |
4.401.16 |
| Level 7 | |
| Level 7 | 4.368.02 |
|
Level 8 | 4.044.16 |
|
Level 9 | 3.949.92 |
| Level 10 | 3.934.65 |
| Level 11 | 3.709.93 |
| Level 12 | 3.631.77 |
| Level 13 | 3.124.17 |
ANNEX I-E
Travel Allowance for 2009 C.C. Advertising
|
with overnight stays (on national territory) | 54 euros/Day |
| Diet without overnight (on national territory) | 27 Euro/Day |
|
International Diet with Overnight | € 92/ |
|
Diet without overnight | 49 euros/Day |
|
expenses (meals) | 12 euros |
| Kilometer Expenses | EUR 0.19/Kilometer |
ANNEX II
Wage Levels
| category | SALARY LEVEL | |||
|---|---|---|---|---|
|
GROUP I DIRECTORS |
| |||
|
Director General | Level 1 | |||
|
Director Financial | Level 2 | |||
| 2 | ||||
| 2 | ||||
| Level 2 |
Level 2 | |||
|
Creative Director | Level 2 | |||
| 2 | ||||
| 2 | ||||
| Level 2 | Level 2 | |||
| Director of Accounts | Level 2 | Level 2 | Level 2 | |
| Director | Level 2 | |||
| Director Quality | Level 2 | |||
|
Director Computer | Level 2 | |||
|
Manager | Level 2 | |||
|
Director of Audiovisual or Graphic Production | Level 2 | |||
|
Director of Human Resources | Level 2 | |||
| GROUP II. HEADQUARTERS |
| |||
|
Director | Level 3 | |||
|
Level 3 |
| Monitor | ||
| Level 3 | Level 3 3 | |||
|
Audiovisual or Graphic Production Monitor | Level 3 | |||
| of Planning | Level 3 | |||
|
of Buying Media | Level 3 | |||
|
Chief of Administration | Level 3 | |||
| Chief of Staff | Level 3 |
|||
|
Chief Customer Service | Level 3 | |||
|
Planner (Planner) |
Level 3 | |||
|
Art Director | Level 3 | |||
| 3 | ||||
| 3 | ||||
| Level 3 Foreign Advertising Charter_table_body"> Level 3 | ||||
|
Bases Charge | Level 4 | |||
| GROUP III. TECHNICIANS |
| |||
|
Director of Junior Art | Level 4 | |||
| 4 | ||||
| Senior Accounts Executive | Level 4 | |||
| Producer | Level 4 | |||
| Level 5 | ||||
|
| ||||
| Level 5 | Level 5 | |||
| of Study | Level 5 | |||
| Artifact Technician | Level 6 | |||
|
Assistant | Level 6 | |||
| Accounts Executive | Level 7 | |||
| 7 | ||||
| 7 | ||||
| 8 | ||||
| Level 8 | Level 8 | |||
|
of Direct Advertising Recording | Level 8 | |||
| Promoter | Level 9 | |||
| GROUP IV. ADMINISTRATIVE |
| |||
|
Assistant | LEVEL 7 | |||
|
administrative Officer | LEVEL 8 | |||
|
Auxiliary | ||||
|
V TRADES AND UNSKILLED |
| |||
|
Advertising First Officer | Level 7 | |||
|
Level |
8 | |||
| Advertising Second Official | Level 8 | |||
| Subalternate |
| Level 10 | ||
| Level | ||||
| Cleanup | Level 11 | |||
|
direct advertising staff |
| |||
|
| Level 3 |
|||
| Chief of Store | Level 3 | |||
|
of Recording | Level 8 | |||
| Officer | Level 8 | |||
|
of Team | Level 8 | |||
|
|
Level 8 | |||
| Teleoperator | Level 8 | |||
| 9 | ||||
| 9 | Level 9 | Level 9 | Level 9 | |
|
| Level 11 | |||
|
| ||||
| 11 | Level 11 | |||
|
Manipulator Helper | Level 11 |
ANNEX III
Schematic table of individual rights of workers according to Labor Standards
| situation PROTECTED | WORKER RIGHT | MAIN FEATURES | |
|---|---|---|---|
| Maternity. | Length of the permit and the amount of the capability. | 16 weeks of permission or extendable in the multiple delivery scenario in two more weeks for each child from the second. | |
|
| DIsfrute by the parent. | Only by cession of the mother of all or part of the permit, starting in the first 6 weeks May make use of it, in addition, in case of death of the mother, regardless of the employment status of the | |
|
| Prenatal Exams and Delivery Preparation. | Paid to the worker for the company's time indispensable | |
|
| preterm deliveries. | The permission will be computed from the high Hospital of the neonate (not to be taken into account the first 6 weeks) The maternity leave is extended in the case of births premature in which the neonate is born with a lack of weight and in cases where it requires hospitalization after delivery for a period of more than 7 days and up to a maximum of 13 weeks | |
|
| Prelisting requirement for entitlement to receive benefit. | 180 days listed in the preceding 5 years are required birth, adoption or reception for all working mothers. The pre-listing requirements are relaxed. So we have: | |
|
| If there is no previous quote. | Non-contributory subsidy of 100% of IPREM, for the first 6 weeks (42 calendar days | |
|
| Prstation by risk during the pregnancy. | Quantity equivalent to 100% of the worker's Salary Regulatory Base | |
|
| recognition period for retirement or inability | For female applicants for a retirement or permanent disability benefit are recognized for a period of 112 days listed for each delivery of 1 child/to and 14 days more from 2. a child in case of multiple births, except that during this period it would have been listed | |
| Fatherhood. | Duration of the permit and benefit amount. | 13 days uninterrupted, extensible in two more days for each child from the second or 26 if you enjoy part time according to the company. | |
|
| enjoyment by the mother | Not possible. It is an exclusive permission of men, if not enjoyed is lost. | |
|
| Pre-listing requirements for right to charge benefit. | They are required, for all parents, without distinction of age, 180 days listed in 7 years prior to birth, adoption or reception, or 360 days in all working life. |
|
|
| Permission recipients. | Parents employed, self-employed or self-employed, and working parents affiliated with any Special SS Regime | |
|
| Form of permission enjoyment. | The permission may be enjoyed uninterrupted, from the time of birth, adoption, or foster, up to 13 days after the mother's maternity leave ends. | |
| Lact_body. | Prstation for risk during natural lactation. | Quantity equivalent to 100% of the Salary of the Salary the worker | |
|
| Enjoy both parents. | It is a right that you can enjoy interchangeably both parents, provided both work. | |
|
| Accumulation. | You can accumulate in full days on the terms that you set the Collective Bargaining or by agreement with the company, respecting the terms of the company. | |
|
| Absence or reduction of day. | Set 1 hour of job absence that can be split into 2 ½ hour/u fractions, or one reduction in ½ hour of the workday, at the beginning or end of the workday | |
|
| Multiple Partos. |
| |
| of work life with personal and family life. |
Working time adaptation for personal or family reasons. | ||
|
| Vacations. | The mandatory enjoyment of the same during the calendar year, unless the Collective Bargaining recognizes something different or by agreement with the company. Where the period of holiday fixed coincides with a temporary incapacity arising from pregnancy, childbirth or natural lactation, or with the suspension of the contract of maternity or paternity work, it shall be entitled to enjoy them in different period, even if the corresponding calendar year is over. | |
|
| Reduction of day by legal guardian. | For care of children under 8 years old or disabled person who does not perform activity In the case of family care up to 2. a degree of consanguinity or affinity that cannot be used by themselves and does not carry out paid activity, the day with a decrease in the salary between 1/8 and half of the itself. | |
|
| Excessences for child and child care. | You will be entitled to a period of not more than 3 years, during which time you will be entitled to the same job as the first year, considering the first two years as a paid time effects of SS. Cases of temporary accommodation are provided for. | |
|
|
| will be entitled to a period of not more than 2 years, the care of family members who are unable to fend for themselves and do not perform paid activity, up to 2. degree of consanguinity or affinity. -As for cases where the excess is preceded by a reduction in the day, the situation of the previous case will be the case | |
|
| Voluntary Excedance. | Whenever you are at least 1 year old in the enterprise you will be entitled to a period of not less than 4 months or more than 5 years. | |
|
Conditions. | Nullity of the extinction for objective reasons. | The extinguishing decision of the employer of the workers during the suspension of the maternity work contract, risk for pregnancy, adoption or (a) the risk during natural lactation, diseases caused by pregnancy, childbirth or natural lactation, parenthood, that of women who are victims of gender-based violence for the exercise of their rights and that of workers after have been reinstated to work at the end of the maternity, paternity, adoption or | |
|
| Nullity of dismissal. | ||
|
|
|
| Table_table_izq"> It will be null for workers to be fired during the suspension of the work contract for maternity, risk for pregnancy, adoption or welcome. the risk during natural lactation, diseases caused by pregnancy, childbirth or natural lactation, parenthood, that of women victims of gender-based violence for the exercise of their rights and that of workers after having been reintegrated to work at the end of the suspension of the maternity, paternity, adoption or reception contract for the nine months following the one in which the suspension occurred |
|
| DISCIPLINARY DISMISSAL | ||
|
| Judicial Tutor. | The new assumption is included discrepancies in relation to the exercise of the rights of reconciliation of personal, family and life job. | |
|
| Compensation. | It is established that for compensation in the cases The salary to be taken into account will be the one that would have corresponded without considering such a reduction in the day. | |
| Workers ' representatives. | Content of the collective agreements. | Set as a new assumption the "duty to negotiate" measures on equal treatment and opportunities between women and men or if applicable, equality plans | |
|
| Rights. | Included as new assumption, the right to receive, at least annually, data on the proportion of women and men at different levels professionals, information on measures that would have been taken to promote equality between women and men, and in the event of an equality plan, information on the implementation of equality | |
|
| Duties. | It includes as a new assumption the duty to exercise respect and enforcement work the principle of equal treatment and opportunities for women and men, as well as working with the management of the enterprise in establishing and implementing reconciliation measures. |
