Having regard to the text of the state collective agreement for rice processing industries (convention code No. 99000335011981), for the period 2014-2016, which was signed, dated 20 November 2014, by the business association UNIADE-PYMEV, representing the companies in the sector, and by the trade union organisations CC.OO. and UGT, on behalf of the working group concerned, and in accordance with the provisions of Article 90 (2) and (3) of the Law on the Status of Workers, Recast Text approved by Royal Legislative Decree 1/1995 of 24 March, and in the Royal Decree 713/2010 of 28 May 2010 on the registration and deposit of collective agreements and agreements job,

This Employment General Address resolves:

First.

Order the registration of the aforementioned collective agreement in the corresponding Register of collective agreements and agreements working through electronic means of this Steering Center, with notification to the Negotiating Commission.

Second.

Arrange for publication in the Official State Gazette.

Madrid, January 20, 2015. -Director General of Employment, Xavier Jean Braulio Thibault Aranda.

STATE COLLECTIVE AGREEMENT FOR RICE PROCESSING INDUSTRIES

CHAPTER I

Scope of collective agreement and collective bargaining structure

Article 1. Functional scope.

1.1 This collective agreement affects all companies, Cooperative Societies, and Agricultural Companies, whatever their legal form is dedicated to the processing of the rice and by-products of the same, it will affect the the distribution and marketing activity of the rice and/or by-products of the rice in the business unit assumptions where the main activity of the unit is the production.

Article 2. Territorial scope.

2.1 It will affect all companies whose work centers radiate throughout the territory of the Spanish State, as well as all those that are established in the future.

Article 3. Personal scope.

3.1 This agreement includes all workers who provide their services on behalf of companies that are indicated in the functional field, as well as those who subsequently enter to provide services. Without prejudice to the fact that certain senior management positions are contractually liable to set their conditions, which shall in no case be lower than those laid down in the collective agreement.

3.2 New income staff will, in any case, be entitled to the additional remuneration of the job to which they are assigned.

Article 4. Temporary scope.

4.1 The duration of this agreement shall be from 1 January 2014, ending on 31 December 2016.

4.2 This convention shall enter into force at the time of signature.

4.3 However, the economic effects will be rolled back to 1 January 2014, without prejudice to the most beneficial conditions for workers to be enjoyed in a personal or collective capacity before the end of the year. convention.

4.4 The most beneficial conditions for workers to be enjoyed in a personal or collective capacity prior to this agreement will be respected. The subsequent legal increases in wages at the beginning of January of the current one will be absorbed by the improvements agreed upon in this agreement.

Article 5. Structure of collective bargaining.

5.1 Structure of collective bargaining in the sector. Pursuant to this Convention and in accordance with Article 83.2 of the Staff Regulations, the structure of collective bargaining in the field of the Rice Elaboration Industries is articulated at the following substantive levels: convention:

(a) State Convention of the Industry of Rice Elaboration Industry: Its content regulates the general working conditions to be applied throughout the sector and with the validity that is established in the Convention itself.

b) Agreements and/or Collective Enterprise Agreements: The content to be negotiated in this negotiating unit shall be on the development or adaptation of matters of this State Convention. Likewise, they will be subjects of negotiation by means of agreements and/or collective agreements of companies, of all the other contents the parties agree, as long as they are not regulated in the present State Convention. All this, without prejudice to the provisions of Article 84.2 of the Staff Regulations.

With the stated structure, the signatory parties consider sufficiently covered, within the statutory framework, collective bargaining in the Rice Elaboration Industries sector.

5.2 Concurrency rules. This Convention has a prevalence of application in each and every one of its contents, with respect to other lower-level bargaining units. All this, without prejudice to the provisions of Article 84.2 of the Staff Regulations.

Therefore, given the character of the exclusive rule and in the attention of its singular nature, the matters which are established in this Convention, may not be negotiated in lower bargaining units, either sectorial or undertaking, without prejudice to the provisions of Article 84.2 of the Staff Regulations.

CHAPTER II

Effectiveness, linkage, and reporting

Article 6. Signatory parties and effectiveness.

6.1 This Collective Agreement has general rules and effectiveness, in accordance with the provisions of Title III of the Workers ' Statute, with the signatories being the Association, UNIDADE, and the Trade Unions. (FEAGRA-CCOO AND FITAG-UGT) more representative at the state level.

6.2 As from its entry into force, the matters provided for in this Convention are regulated in full and exclusively in accordance with the terms set out here, and the legislation in force.

Article 7. Binding to the entire.

7.1 The conditions agreed in this Convention, whatever their nature and content, form an organic and indivisible whole and, for the purposes of their practical application, shall be considered as a whole, assuming the parties ' compliance with the whole of the same.

7.2 On the assumption that the competent authority or jurisdiction, in use of the powers that are its own, will not approve or resolve to leave out some of the clauses of this Convention. The signatory parties to this Convention shall meet within 10 working days of the determination of the relevant resolution in order to resolve the problem raised. If within forty-five working days from the date of the finality of the resolution in question, they have not reached an agreement, the signatory parties shall go to the SIMA mediation services and to persist the discrepancies and the Disagreement in the act of the same, may be submitted voluntarily to the arbitration decision through the fifth agreement on the Autonomous Conflict of Conflict whenever there is unanimity among all the undersigned organizations.

Article 8. Complaint and extension.

8.1 Form and reporting conditions of the agreement. This Convention shall be extended for periods of one year, provided that it does not mediate the timely denunciation, within the last month of the end of the temporary validity. The representation making the complaint shall inform the other party, in writing: the legitimation it holds, the areas of the convention and the subjects to be negotiated. The communication must be carried out simultaneously with the act of the complaint. From this communication, a copy, for the purposes of registration, shall be sent to the corresponding labour authority.

8.2 Maximum time for start of trading. Once the Convention has been denounced, within a maximum period of two months of the communication, the special negotiating body shall be set up. The receiving party of the communication must respond to the proposal for negotiation and both parties will establish a timetable or negotiation plan, and it must start within a maximum of fifteen days after the constitution of the commission. negotiation.

8.3 Ultraactivity. The parties expressly agree that the entire content of this Convention shall remain in force and full application, until the signature of a new agreement to replace it is reached.

CHAPTER III

Joint Commission

Article 9. Joint committee.

9.1 Within 15 days of the signing of the agreement, the Joint Commission shall be composed of 10 members, who shall be appointed by half for each of the parties, trade unions and business signatories to this Convention, in the form of they decide on the respective organisations and with the functions specified in this Article.

9.2 With the independence of the individuals who make up the joint committee at any time, being a sectoral agreement, the vote of each party and organization will be weighted by the weight of each signatory organization of the convention, this is the following:

By the business side: UNIADE-PYMEV one hundred percent of the representation.

By the union side: FEAGRA-CCOO fifty-one percent, and FITAG-UGT forty-nine percent.

9.3 Thus, the agreements must have at least the simple majority of each of the two parties. Notwithstanding the foregoing, the agreements of the Joint Commission on interpretation or application shall be adopted in any case by unanimity by means of the relevant decision and shall have the same legal effectiveness and treatment as the present Convention.

9.4 The Commission shall meet as many times as it deems necessary by means of a proposal for a call from each of the parties to the good progress of this Convention and shall determine, where appropriate, its operating rules.

9.5 The Joint Commission will have the following functions:

a) Monitoring and monitoring compliance with this Convention.

(b) The knowledge and resolution of issues arising from the application and interpretation of all the provisions of this Convention.

(c) Those related to this Convention, in matters of resolution of discrepancies arising in the application of the conditions laid down in the collective agreement.

9.6 Questions to the Joint Committee will have to be submitted in writing, and their content will be necessary to enable them to examine and analyse the problem with knowledge of the cause, and should have as its content mandatory minimum:

a) The succinct and concrete exposure of the subject.

b) Reasons and fundamentals you understand assist the proponent.

(c) A specific proposal or request to be made to the Commission.

The consultation paper will accompany how many documents are needed for the best understanding and resolution of the problem.

9.7 The Commission may, by way of extension, collect as much information or documentation as it considers relevant for a better or more complete information of the case, to which it shall give a time limit to the proposer which may not exceed ten business days.

9.8 The Joint Commission, after receipt of the written consultation or, if appropriate, supplemented with the relevant information, shall have a period of not more than one month for, in the event of an agreement, to resolve the issue by issuing the a resolution, except in the cases referred to in point 4 (e), in which a maximum period of seven days shall be available.

9.9 Of the decisions of the Joint Committee, the minutes shall be drawn up, notified in writing to the person requesting his intervention, to the Enterprise Committee and to the undertaking for his/her knowledge, and the Labour Authority shall be sent to the effects of their advertising.

Article 10. Accession to the out-of-court settlement of labour disputes.

10.1 The parties agree to expressly submit to all of the stipulations contained in the existing text of the Agreement on the Autonomous Settlement of Labor Conflicts.

CHAPTER IV

Organization of the job

Article 11. Organization of the job.

11.1 The organization of the work corresponds to the management of the company. Where such a right entails a substantial modification of the working conditions, it shall be as provided for in Article 41 of the Staff Regulations.

11.2 The work organization will be extended to the following issues:

(a) The distribution of personnel, as provided for in this Convention.

b) The professionalization of workers and workers.

c) The adequacy and valuation of jobs.

d) streamlining, simplifying and improving processes and working methods:

The requirement for normal activity.

Award of the necessary items, (machine or specific tasks) so that the worker can reach the level of activity referred to in the previous point.

Fixing the permissible waste and quality indices throughout the manufacturing process in question. This should be taken into account in determining the amount of work and activity to normal performance.

The monitoring, attention and cleaning of the machinery entrusted, taking into account, in any case, the determination of the amount of work and activity to normal performance.

The adaptation of workloads, performance and tariffs to new conditions that result from the change of a given operative method, manufacturing process, change of matter, machinery or any other condition the technical process of the process concerned.

The fixing of clear and simple formulas for obtaining the remuneration calculations that correspond to each of the workers concerned, in a way and in a way that, whatever the professional group of the same and the The job they occupy, they can easily understand them.

e) Ensuring the efficiency of the organization and the higher productivity of workers.

f) Compliance with the Labor Risk Prevention Act and the regulations that develop it.

g) Coassist productivity and efficiency and production cycles.

h) The internal promotion.

i) The promotion of equal treatment and opportunities between women and men.

j) Promoting respectful policies with the reconciliation of family life.

11.3 All without prejudice to the right of information, participation and consultation established by the current working regulations.

Article 12. General principle of equality and non-discrimination and reconciliation of family and work life.

12.1 This Convention is based on non-discrimination on grounds of sex, race, religion, political and/or trade union ideology, as well as any other contained in the laws as a fundamental right of the citizen and/or In the case of a worker, except in the case of positive discrimination directed especially at women, it is thus proclaimed as the guiding principles of equality and the reconciliation of work and family life for all workers, as well as special attention to victims of gender-based violence.

12.2 The principles that inspire your application are:

a) Velar so that both women and men enjoy equal opportunities in terms of employment, training, promotion and the development of their work.

b) To ensure that women workers are equated with men in all wage aspects, so that equal pay for women is equal to equal work.

(c) Job offers shall be drawn up in such a way that they do not contain any indication that they are intended solely for persons of one sex or another.

d) Selection procedures involving promotion will respect the principle of equal opportunities.

(e) In the field of procurement, it shall be promoted that, on equal merit and capacity, access to the least-represented gender in the professional categories concerned is viewed positively.

f) In the field of training, the principle of equal opportunities in access to training actions will be promoted

g) Provide effective and personalized protection for victims of gender-based violence, in line with the possibilities that the legislation offers.

12.3 The signatories to this Convention shall ensure equal opportunities for men and women, as well as non-discrimination on matters of race, religion or any other condition, in accordance with the National legislation, case law and Community directives. Special attention will be paid to the compliances of these precepts in:

a) access to employment.

b) stability in employment.

c) equal pay in jobs of equal value.

d) vocational training and promotion.

e) work environment free of sexual and moral harassment.

12.4 To compensate for gender inequalities that discriminate against women in the workplace, positive actions will be developed in access to employment, stability in recruitment, training and diversification. professional, professional and remuneration promotion.

CHAPTER V

Hiring, trial period, and contractual modes

Article 13. Form of contract.

13.1 The contracts will be formalized in writing in the terms set out in the current Recast Text of the Workers ' Statute Act and its implementing rules.

Article 14. Revenue and procurement.

14.1 The recruitment of workers will be in accordance with the general legal rules on employment, committing the Company to the use of the various forms of employment according to the purpose of each of the contracts.

14.2 On the assumption that any rule of character and general application, state, regional or local, will require some special requirement for the tasks of handling, preparation or service of food, it will be a condition (a) the obligation to comply with the obligations laid down by the undertakings in such a way as to enable them to provide appropriate and appropriate training for this purpose.

14.3 Also, in the event of suffering any pathology that involves infectious or contagion risk of the food, due to the type of work that develops in the Companies, the employee will have to put it in knowledge of the Service Prevention.

Article 15. Modalities of procurement.

15.1 By the characteristics of the service in the Company, workers will be classified into:

Fixed: Both full-time and part-time, or discontinuous.

Temporary: Also full or partial day.

15.2 Within temporary relationships, the following contracts may be formalized: by specific work and service, possible, interim, in training and in practice.

15.3 In addition, any other type of employment contract may be concluded, the modality of which is included in the current labour law. The various modalities of procurement shall be effectively consistent with the legal purpose in coherence with conventional development.

Article 16. Contract of work or service determined.

16.1 It shall be a contract of work or service determined by a worker for the performance of a given work or service, with autonomy and self-sufficiency within the normal business of the undertaking and whose execution, although limited in time, are in principle of uncertain duration.

Article 17. Eventual contract due to circumstances of production.

17.1 It is considered an eventual contract that is designed to meet circumstantial requirements of the market or accumulation of tasks or orders, and should be recorded in the contract, with sufficient precision and clarity the cause or circumstance that justifies it.

17.2 In accordance with Article 15.1.b) of the Workers ' Statute, the maximum period within which any contract may be concluded due to the circumstances of the production shall be nine months in a period of 12 months.

17.3 In case of a lower term, it may be extended by agreement of the parties, for one time, and without the total duration of the contract exceeding that maximum limit.

Article 18. Part-time contract.

18.1 The contract of employment shall be deemed to be part-time when the provision of services has been agreed for a number of hours per day, week, month or year of the maximum annual working day set out in the contract. Article 31 of this Collective Agreement.

18.2 In any case, the legal regime determined in Article 12 of the Workers ' Statute shall apply, with the following condition:

In part-time contracts, the maximum percentage of voluntary supplementary hours shall not exceed 25% of the ordinary hours.

Article 19. Training contracts.

19.1 Contracts in subscribed practices shall have a remuneration of 75% of the category that was the subject of procurement, with their maximum trial period being two months.

Article 20. Promotion of the recruitment of workers and workers with disabilities.

20.1 The Company, in attention to the difficulties existing for the social integration of people with diminished capacity, and understanding that the ideal way to achieve this integration is through the insertion of the (a) persons on the labour market, assuming the desirability of hiring workers and workers whose capacity is diminished, or alternatively through special employment centres.

Article 21. Discontinuous fixed hiring.

21.1 The company has an obligation to update the ranks of workers fixed-discontinuous in the first fifteen days of each year, and once updated to expose them in the bulletin board from January 15 to 31 eliminating those who have been discharged for any cause, except for sickness, accident and suspension of contract.

21.2 Fixed-worker escalations-discontinuous by category/specialty. It is understood by specialty as the plant of production or destination (mill, vaporized plant, packaging, cooked dishes, storage, treatment of by-products, treatment of ashes, etc.)

21.3 All personnel who have worked twenty-four months, even if they are interrupted, regardless of the hiring mode, will automatically move to the scale of discontinuous fixups.

21.4 The fixed-discontinuous workers will be called to work by strict order of seniority in their category/specialty will also cease in the work according to the order of the least to the oldest in the same.

A notice is established by the two-day company for the calls to work of the discontinuous working fixed workers, which as specified, must be done in a rigorous order of seniority within each Category/speciality scale and for a minimum period of 15 working days.

The hard worker discontinuous who shows his high in Social Security in another company or who is high in the Special Regime of Autonomos, will have no obligation to go to work for a maximum of two calls, or one year (that which is more favourable to the worker), as long as their situation of high social security persists in the other company or in the Special Regime of Autonomos, however, it will retain all its rights to successive calls.

Instead, if you are given a low level of social security in the company where you are working, or if you leave the Special Regime of Autonomy, the worker must inform the company and its legal representatives of its availability, although you will only recover all your rights to be called from the next call made by the company.

21.5 For the assumption that a scale is complete working and it is necessary to hire more staff, the company will not be able to hire new income workers, as long as there are discontinuous fixed category/craft without work. In this case, the company will be obliged to call the oldest worker of any category/specialty that stands. This worker will receive the appropriate remuneration according to the category/specialty that he/she will occupy, but without giving up his/her, which he/she will occupy when in his/her origin he corresponds.

21.6 If a worker voluntarily decides to change the category/specialty, in addition to the obligation to notify the business committee or workers ' representatives, he will move to the new one and take the last place of the same.

21.7 In case of vacancy in the fixed template of the production categories of the company, this will be covered by the worker with the most seniority in the job-discontinuous ladder of the category in which I produced the low. In the event that there is no worker-discontinuous category of the category in which the discharge occurs, it will be covered by the oldest job-discontinuous worker in the company, from any category/specialty. A vacancy shall be deemed to exist for the purposes of this paragraph if at the time of the termination of the post in the relevant section, the post was effectively occupied 11 months or equivalent days.

Between the social representation and the company will study the incorporation or not of the reference to the economic utility of the position.

21.8 For the promotion and promotion of the administrative staff, the capacity of the administrative staff will be determined as a priority, that is, the set of skills for the occupation of the different jobs. The five-year-old auxiliaries in the companies will automatically move to the category of second administrative officer.

21.9 No specific job position may be occupied, not even rotatatively, by one or more workers of a lower category than the said job for a period exceeding six months, since in this case it is There is a low such post, which should be covered, awarding the category to workers who have been developing such work.

21.10 No person receiving any type of remuneration, whatever his or her source, may enter any job at the company, except for all those workers who receive a pension by accident or disease contracted in the company, unless the incapacity is absolute.

21.11 Workers of older than eighteen years with a pawn category, when they remain in the company for two continuous years, will automatically move to the specialist pawn category.

Article 22. Termination of the temporary contract and voluntary casualties.

22.1 Workers who voluntarily leave, will put it to the Company's knowledge by means of a notice presented in writing at least one month in advance, when the employment relationship has lasted for a period of time more than one year. The absence of the indicated notice shall result in the undertaking to dispose of the non-pre-advised days in the final end.

22.2 Similarly, the Company will prevent the termination of the relationship at the same time, except in the case of dismissal or termination for objective reasons, when the employment relationship has been longer than one year. The absence of the indicated notice will result in the corresponding penalty being paid, together with the corresponding liquidation, one day of salary for each one not prewarned.

22.3 During the trial period both parties will be exempt from issuing notice.

CHAPTER VI

Permission, Exceed, and Reconciliation

Article 23. Paid leave.

The personnel affected by this agreement shall have the right to enjoy, upon communication of the undertaking, in sufficient time to be feasible, the following licenses.

a) With full payment of the actual salary:

Three working days in case of death of spouse, political parents, descendants or siblings and in general up to 2. degree of affinity and consanguinity.

Three working days in case of serious illness or hospitalization of the spouse, parents and children and in general up to 2. degree of affinity and consanguinity. These days may be used flexibly, provided that there is agreement between the worker and the undertaking and within a maximum period of 15 days for use from the date on which the causative event occurred and provided that the event persists.

Three business days in case of spouse or couple in fact and adoption.

Two business days per home move.

The previously exposed sections will be increased in two days in case of complications or a distance greater than 25 km away from the worker's location.

Two days for surgical intervention without hospitalization requiring home rest, from relatives to second degree of consanguinity or affinity.

In accordance with Article 27.2 of this Convention, the worker shall be entitled to the suspension of the contract for 13 uninterrupted days, which may be extended in the course of delivery, adoption or multiple acceptance within two days. more for each child from the second, this suspension is independent of the three working days contained in this article.

The time required for performing prenatal tests and birth preparation techniques to be performed within the working day.

In cases of birth of preterm children or, who for any cause, must remain hospitalized after delivery, the mother or father will be entitled to leave the job for an hour.

Fifteen working days per marriage.

All licenses referred to above, will be applicable to the pairs in fact.

Assistance to the doctor: The worker shall have up to a maximum of fourteen hours a year, duly justified, for assistance to the GP or specialist doctor, for the time indispensable and supporting it by means of the delivery of the official part of the relevant optional. In the event that this type of permit exists in an individual or collective enterprise, the most beneficial conditions for the worker in this type of permit will prevail.

(b) The time required for the fulfilment of an inexcusable public duty, provided that it mediates a timely and prior communication and subsequent justification for the use of time, and does not exceed five days alternate and two consecutive in the course of a month, except out-of-town departures which shall be justified by the authority which I convened. In the event of membership of a popular jury, the time limit set out in this Article shall not apply.

(c) Likewise, it shall be understood as an inexcusable duty of a public nature to appear as a witness before the Courts, duly justified and for the time necessary for such purposes.

Article 24. Unpaid leave.

Unpaid permissions will be considered in the following assumptions:

(a) A worker who applies for this leave for a serious illness or accident of relatives or persons living with the worker and the worker, when the paid leave has been exhausted, for a period of up to 15 days (15) uninterrupted, causing low social security during that period

(b) The other parent may apply for such permission to attend prenatal examinations and birth preparation techniques, given the importance of such examinations, without the right to pay, for which he shall also notify the the company, without in any case being low in Social Security.

Article 25. Excess.

25.1 From a year of seniority in the enterprise or in the scale of discontinuous fixed assets, workers may apply for leave of absence, the duration of which will be from four months to five years. After the end of this period, he will take up the same job and category or scale. This right may only be exercised by the worker only if four years have elapsed since the end of the previous leave.

25.2 The worker may apply for leave of absence for the care of family members, up to 2. degree, for a maximum period of three years, such excess may be enjoyed in a split form.

25.3 The worker may apply for leave to attend to the care of each child, whether by nature or adoption, or in the circumstances of a reception, both permanent and pre-adopted, to be counted from the date of birth or, where appropriate, of the judicial or administrative decision, such leave of absence, for a maximum period of three years, may be enjoyed in a split manner.

25.4 The worker may apply for leave to attend to the care of a family member up to the second degree of consanguinity or affinity for a maximum period of three years, which for reasons of age, accident or illness cannot to be self-employed, and not to carry out paid activity. The enjoyment may be split.

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

25.6 During the first year you will be entitled to the reservation of your job. After that period, the reserve shall be referred to a post of the same professional group or equivalent category.

25.7 Excess care for family members constitutes an individual right of workers, men or women. However, if two or more employees of the same undertaking generate this right by the same deceased person, the employer may limit his or her simultaneous exercise for justified reasons of operation of the undertaking.

25.8 When a new deceased person is entitled to a new period of leave, the beginning of the period will end where he/she is enjoying himself.

Article 26. Reduction of working hours.

26.1 Reduction of the day: Who for reasons of legal guardian have to their direct care some 12 years of age or a physical or mental diminished or sensorial, that does not perform a paid activity, will be entitled to a reduction of the day, with the proportional decrease of the salary between, at least, an eighth and a maximum of half of the duration of that. It shall have the same right to take care of the direct care of a family member, up to the second degree of consanguinity or affinity, which for reasons of age, accident or illness cannot be used by itself, and which does not carry out paid. The time-frame and the determination of the period of the reduction of the day shall correspond to the worker or worker, within his ordinary day, who must prewarn the employer 15 days in advance of the date on which he/she is reintegrate into your ordinary day.

26.2 In the case of births of premature infants or, for any cause, to remain hospitalized after delivery, the mother or father shall have the right to reduce their working day to a maximum of two hours, with the proportional decrease in salary.

The right to the reduction of the day implies that the same will always be done in the usual worker's center of work.

26.3 The reduction of working time for family reasons is an individual right of workers, men and women. However, if two or more employees of the same undertaking generate this right by the same deceased person, the employer may limit his or her simultaneous exercise for justified reasons of operation of the undertaking.

Article 27. Suspension of the maternity and paternity contract.

27.1 In the case of childbirth, adoption or family accommodation, both pre-adopted and permanent or simple, in accordance with the Civil Code or the civil laws of the Autonomous Communities that regulate it, provided that, in the latter case, their duration is not less than one year, workers and workers shall be entitled to the suspension of the maternity contract for a period of 16 weeks, taking into account the following considerations:

(a) In the case of childbirth, the first six weeks shall be compulsory for the mother, and may be entitled from the seventh to opt for the successive or simultaneous enjoyment with the other parent.

b) The option for the enjoyment of the permit in favor of the other parent must be performed by the mother at the beginning of the rest. However, such an option may be revoked by the mother if they overcome facts that make her application unworkable.

(c) In cases of simultaneous or successive enjoyment of rest periods, the sum of the rest periods shall not exceed 16 weeks.

d) The rest period will be extended in the cases of childbirth or adoption or multiple acceptance in 3 more weeks for each child or daughter from the second.

e) In the event of the death of the mother, the other parent shall have the right to enjoy the whole of the permit or, where appropriate, from the one who will be subtracting for the enjoyment of the mother.

f) In the event of the death of the son or daughter, the period of suspension shall not be reduced unless, at the end of the 6 weeks of compulsory rest, the mother requests her return to work.

g) In cases of preterm birth or which, for any cause, the neonate requires hospitalization after the birth for longer than 6 days, the duration of the maternity leave will be extended in as many days as the Neonate should be hospitalized after delivery, with a maximum of 13 additional weeks.

27.2 independently of the enjoyment of the maternity rest periods regulated in the previous article, in the cases of birth of a child or daughter, adoption or acceptance, workers and workers may enjoy a suspension of the paternity work contract, regardless of sex, taking into account the following considerations:

(a) In the course of delivery, the benefit shall be exclusively for the other parent.

(b) In the case of adoption or acceptance, the benefit shall correspond to one of the parents only, at the choice of the persons concerned. However, where the period of maternity leave is fully enjoyed by one parent, the benefit of the paternity suspension shall be recognised in full in favour of the other parent.

(c) In the event of a shared enjoyment of the maternity contract suspension, the condition of the beneficiary of the paternity suspension is compatible with that of maternity.

The length of the period of rest for the enjoyment of the paternity leave will be 13 calendar days uninterrupted, extended in two more days in the case of childbirth, adoption or multiple reception for each child from the second.

27.3 In the case of international adoption, where the prior movement of the parents to the country of origin of the adoptee is necessary, the period of suspension, provided for in each case in this paragraph, may be be initiated for up to four weeks before the judicial decision establishing the adoption or administrative or judicial decision of the host country.

This permit may also be enjoyed in cases of international acceptance, whether preadopted or permanent or simple, provided that the latter is at least one year.

27.4 The paternity leave may be enjoyed within 16 weeks of the maternity leave.

27.5 The period in which the worker and worker is in maternity, paternity, or adoption, shall be computable for the purposes of seniority and career and professional development, having the right to the assistance to training courses.

Article 28. Protection for pregnant and at-risk women during breast-feeding and breast-feeding.

28.1 If, after carrying out the risk assessment by the Company and the Committee on Safety and Health, there are jobs that may have a negative impact on the health of the worker during pregnancy, or of the fetus, The company must take the necessary measures to avoid the exposure of the worker to that risk. Where adaptation is not possible, or in spite of such adaptation, the working conditions may have a negative impact on the health of the pregnant working woman or the foetus, the latter must have a job or function different and compatible with their status.

28.2 If the change of position is not technically or objectively possible, or cannot reasonably be required for justified reasons, it may be possible to declare the worker concerned to the status of suspension. of the contract for risk during pregnancy, as referred to in Article 45.1 (d) of the Staff Regulations, for the period necessary for the protection of their safety or health and for the duration of the failure to return to their position above or another position that is compatible with your status.

28.3 In addition, if the working conditions could have a negative impact on the health of the woman or child and the company could not take the necessary measures to avoid exposure to such a risk (adaptation/change of (a) the worker shall be entitled to a suspension of the contract during the period of natural lactation until the infant reaches the age of nine months and is certified by the medical services of the Mutua with which the undertaking has In the case of the Commission, the Commission has taken into account the National of Health who assists the worker or her child.

The situation of suspension of the contract for risk during natural lactation will end before the age of nine months if natural breastfeeding is suspended (due to the change to artificial).

28.4 Lactation. In the case of child birth, adoption or acceptance in accordance with Article 45.1 (d) of the Workers ' Statute, for the nursing of the child until the child is nine months old, the worker shall have the right to an hour of absence from the work, which may be divided into two fractions. The duration of the permit will be increased proportionally in multiple birth cases.

However, you may substitute this right for a reduction of your working day in half an hour for the same purpose or accumulate in full days with the limit of 14 working days. This permit may be enjoyed by either the mother or the father in case both work.

Article 29. Protection for victims of gender-based violence and the prevention of harassment on grounds of sex.

29.1 Women victims of gender-based violence will be entitled to the reduction of the working day, with a proportional reduction in their salary, or the rearrangement of their working time, through the adaptation of their time, or suspension of the employment relationship with a job reserve, or to be able to apply for the termination of the contract of employment.

29.2 The period of suspension of the contract of employment for this reason may not exceed an initial maximum duration of 6 months without prejudice to further extension by the Judge for periods of 3 months, with a maximum of 18 months months.

29.3 The necessary steps will be taken to ensure that, if it is appropriate to ensure greater compensation for the victim of gender-based violence, it can be transferred from the workplace.

29.4 The company will sign contracts of interinity to replace female victims of gender-based violence who have suspended their employment contract or exercised their right to geographical mobility or change of center of work. When rejoining occurs, it will be performed under the same conditions at the time of the suspension of the work contract.

29.5 Women victims of gender-based violence who will opt for the suspension of their employment contract, if it is out of time, when the term is reached, will expire the employment relationship even though it is suspended for this reason.

29.6 Absences or faults of punctuality to work motivated by the physical or psychological situation arising from gender-based violence will be considered justified when the social services of care are determined or health services, as appropriate.

29.7 Both the decision to suspend or terminate the contract of employment, as well as to request the mobility or transfer of the work centre, and the justification of the absences, must be communicated to the company by the worker to the as soon as possible in accordance with their situation.

29.8 For the purposes of accrediting the situation of a victim of gender-based violence, the protection order in favour of the victim or the report of the Prosecutor's Office shall be necessary indicating the existence of indications that the applicant is a victim of gender-based violence, until the protection order is issued.

29.9 For the prevention of sexual harassment on grounds of sex, an action protocol shall be drawn up which shall include at least the following principles:

a) The Company's commitment to prevent and not tolerate sexual harassment and harassment on the basis of sex.

b) Instruction to all personnel of their duty to respect the dignity of persons and their right to privacy, as well as equal treatment between women and men.

(c) The reserved treatment of allegations of facts that may constitute sexual harassment or harassment on the basis of sex, without prejudice to the provisions of disciplinary rules.

d) The identification of persons responsible for addressing those who make a complaint or complaint.

Article 30. Permissions for the training.

30.1 The negotiators consider that training as a basic element for the professional and personal development of human resources.

30.2 The basic principles that inspire this policy are:

Training is not an end but a means of professional development to achieve the best professional adaptation, and the most optimal use of the resources that allow us to increase the employability of the employee and in this way increase the competitiveness of the company.

Training is not conceived as an isolated action but as a permanent and ongoing process that must be driven by a continuous training system.

Training should cover all aspects of the working life of workers, both income training, as well as professional improvement in the learning of new techniques and/or skills, as well as training. to recycle to allow for the greatest and fastest adaptation of employees to the care requirements.

30.3 The representation of workers in the company's training plans will be reported annually. As well as its modifications.

In this sense, the company's management will meet with the representation of the workers in order to provide ideas, suggestions or initiatives that can be considered in the elaboration of this plan. In addition, the representation of workers will follow the development of training actions and all those tasks that the National Training Agreement continues in force at each moment, as well as the signature of the application of grant for training actions.

In the assumption that the social representation will be rejected, the causes that justify the same must be argued in a reasoned manner.

30.4 Workers with at least one year's seniority in the company are entitled to a paid leave of 20 hours per year of vocational training for employment, linked to the activity of the company, which can be accumulated for periods of time. of up to five years. If this cumulation is to be made on account of subsequent years, after accreditation of the course, they may be enjoyed, and in the event that the worker will voluntarily leave the company before the end of the five years, the company will deduct from its liquidation the hours enjoyed and not accrued.

The right will in any case be understood when the worker is able to carry out the training actions aimed at obtaining vocational training for employment within the framework of a training plan developed by business initiative or committed to negotiation.

It shall not be possible to understand in the right referred to in this paragraph the training which the undertaking must have to carry out in accordance with other laws.

30.5 Workers who regularly study for the purpose of obtaining an academic or professional qualification may apply for the adjustment of the work shift, which will be attended by the company whenever possible, as well as the adaptation of the ordinary working day for assistance to courses of regulated training.

30.6 To the award of a reduction in working hours for the performance of official studies related to the professional career of the worker.

30.7 To the necessary training for their adaptation to the modifications operated in the job. The same shall be borne by the undertaking, without prejudice to the possibility of obtaining the appropriations for training to this end. The time spent on training shall in any case be considered as effective working time.

30.8 To the necessary permits to attend exams when regularly curse studies for the achievement of official academic or professional titles, taking into account that these permits will only be paid those for qualifying examinations. As well as the access tests to the elderly. Workers will enjoy this permit on the natural day of the examination, if they provide their services in daytime. If the worker or worker has night shift, the permit shall be enjoyed the night before the examination.

CHAPTER VII

Working Time

Article 31. Workday.

31.1 During the duration of this Convention, the working day will be forty hours per week in annual computation of 1,784 hours, with the completion of the 24 and 31 December days as days of rest.

31.2 Previous agreement between the Business Committee and the Management Board may not work on Saturdays by recovering these hours.

31.3 The management staff will enjoy the agreement of the Business Committee with the Management, of intensive working time, in the summer months, from 15 June to 15 September, with the schedule of eight to fifteen hours Monday-Friday retrievable.

Article 32. Holidays.

32.1 The period of paid annual leave, not to be replaced by economic compensation, 22 working days per year, from Monday to Friday distributed in the period from 1 July to 30 years. September, beginning on the 1st of every month and will be perceived according to the calculation of the actual salary. It is understood by real salary all the remuneration that the worker is receiving for any concept. In any case, the holidays will not start on Saturday or Sunday or public holiday. In no case will they coincide with two holiday shifts for which the previous holiday calendar will be adapted for a maximum of three days ahead or three days from behind the period indicated above (1 July to 30 September) reflecting it in the work schedule.

These will be rotating in successive years and the lists will be placed on the bulletin board on April 1.

32.2 In the event that a working centre, between company and the legal representation of the workers, is agreed, a rotating holiday calendar applicable to the entire workforce during the 12 months of the year, those workers You will be able to enjoy the holidays outside the summer period (from 1 July to 30 September), you will receive a premium of EUR 426,51 for the 22 days or its proportional share.

32.3 Furthermore, if the company agrees with the Legal Representation of the Workers ' holiday enjoyment periods that exceed three months, the premium shall be proportional to that set out in this Article. for the 12-month period. By way of example, if the agreed holidays were distributed within six months, the premium would be EUR 213,25.

32.4 Fijo-discontinuous staff will not be able to cease their activity in the company without having enjoyed the holidays that correspond to them according to the days worked.

32.5 In case of no agreement the content of paragraph 1 of this article will apply.

32.6 When the holiday period laid down in the holiday calendar of the undertaking referred to in the preceding paragraph coincides in time with a temporary incapacity arising from pregnancy, childbirth or natural lactation or with the period of suspension of the contract of employment provided for in Article 48.4 and 48a of this Law, it shall be entitled to enjoy the holidays on a date other than that of the temporary incapacity or the enjoyment of the permit which by application of the precept concerned, at the end of the period of suspension, even if the year is over natural to match.

32.7 In the event that the holiday period coincides with a temporary incapacity for contingencies other than those referred to in the preceding paragraph that makes it impossible for the worker to enjoy them, in whole or in part, during the period Natural year to which they correspond, the worker may do so after the end of his incapacity and provided that no more than 18 months have elapsed from the end of the year in which they originated.

Article 33. Extraordinary hours, cyclical action against unemployment.

33.1 In order to provide the greatest possible collaboration on the part of the companies, in order to solve the problem of unemployment in the possible part, the realization of extraordinary hours will never have a habitual character and, shall be made only where the special circumstances so require, which shall be previously brought to the attention of the business committee or workers ' representatives.

33.2 In case of overtime, the amount will be calculated on the basis of the actual annual salary, divided between the normal hours to be performed in the year and increased by 75 per 100.

33.3 Extra hours may also be compensated for one hour and forty-five minutes per hour for each extraordinary hour worked. This time accumulated by the workers who perform it will have the right to enjoy it in a 50 per 100 to his personal criterion and in the remaining 50 per 100 at the discretion of the company, all within the period of validity of the convention; both parts notify one week in advance of the enjoyment of time.

33.4 It is understood that these extraordinary hours will be made from the maximum working day on working days and will never exceed the maximum ceiling set by the Law. Overtime will be delivered on a quarterly basis to workers ' representatives.

CHAPTER VIII

Remuneration scheme

Article 34. Structure of salary.

34.1 The remuneration of staff within the scope of this Convention shall be the remuneration concepts set out in Annex I, as well as those referred to in Article 36.2.

34.2 The annual salary will be paid out in fifteen pages, twelve of which will correspond to the monthly payments and the remaining three will be paid in the month of July, Christmas and the pay of San Jose on May 1.

34.3 All payments shall be paid by transfer to the bank account which each worker designates for the purpose.

Article 35. Extraordinary rewards.

35.1 The extraordinary bonuses of July and Christmas and the pay of San José, in May, will be paid on the basis of a monthly payment, which will consist of base salary plus the age corresponding to thirty days, plus of the convention and plus transport.

Article 36. Base salary and other salary supplements.

36.1 For all agreement salary concepts, the following increments are agreed:

2014: 0%.

2015: 0.65%.

2016: 1%.

36.2 The salary concepts of the workers affected by this agreement are as follows:

(a) Base salary: In the salary table the remuneration is described for each worker, according to his professional category, and can be expressed in daily or monthly computation.

b) Plus convention: This concept is created on the basis of the recasting and consequent suppression of the old concepts of plus of assistance and social aid. Its size, for all categories is 6.20 euros per day effectively worked, considering these alone effects six working days weekly.

In the event that in any company the sixth day of the week is not worked, the amount of the corresponding plus corresponding to that day will be collected in full.

c) Plus transport: The amount of your amount is fixed at 3,113 euros per day effectively worked, having the same treatment as stated for the plus convention.

(d) Antiquity: In terms of seniority, it is agreed at the will of the parties to declare the inapplicability of the scale laid down in Article 28 of the National Labour Regulations for the Rice Industries, from 1 April 1988, and replace it with the following system:

• Two biennes at 5 per 100.

• A five-year period of 10 per 100.

• A triennium at 5 per 100.

• A four-year term at 5 per 100.

• A triennium at 10 per 100.

• A five-year period of 10 per 100.

These percentages will be calculated on the base salary corresponding to each category in force at any time.

The table resulting from this scale is reflected below:

• At two years old, 5 per 100.

• At four years of age, 10 per 100.

• At nine years of age, 20 per 100.

• At twelve years of age, 25 per 100.

• At sixteen years of age, 30 per 100.

• At nineteen years of age, 40 per 100.

• At twenty-four years of age, 50 per 100.

Considering the years completed from the day following the year reflected in the table above.

e) Plus for "fourth shift": The plus for "fourth shift," to be perceived by all workers who perform such a work system. " This Plus will suffer the same increases set for the corresponding year. Year 2014: Plus fourth shift: 74.79 euros/weekly.

f) Pluses and benefits from toxic, painful, and nocturnal jobs.

f.1) Night works will be increased, at least 30 per 100 on the base salary.

f.2) In the toxic and painful works Iran increased, at least 25 per 100 on the base salary, which will be proportional to the working day.

f.3) In the work of cleaning of mechanical dryers, silos of reception of paddy rice, hoists of elevators, payuserasy ash treatment, they shall be entitled to those who carry out such work to enjoy twelve minutes rest for each hour of work, in a place isolated from dust and noise.

g) Incentives. Salary supplement may be established in terms of quantity and/or quality of work, in the field of enterprise.

The implementation or modification of a scheme of incentives under no circumstances may mean that, in the same way, there is a loss in the remuneration of the worker, by this concept and in the same job.

Any claims that may arise in connection with the fees of these supplements must be made to the legal representation of the workers. If the complaint is not addressed within the undertaking, the competent authority may consider the appropriate complaint to be appropriate, without prejudice to the application of the fee for the complaint. The compensation provided for in the adaptation period shall be ensured, which shall be established at the level of the undertaking or the provincial convention where appropriate.

If during the adaptation period the affected worker or workers obtain higher than normal performance, they shall be remunerated in accordance with the rates that in anticipation of such an event would be established.

If in that period of adaptation the worker does not achieve the normal performance, it will be paid back as it would have achieved.

If any of the workers paid at premium or incentive did not give the agreed performance, for cause only attributable to the company, despite applying the necessary technique, activity and due diligence, they will be entitled to the the salary that would have been foreseen. If the reasons for the decrease in performance were accidental or not extended to the whole day, the worker should be compensated only for the time that the decrease lasts. To accredit this right, it will be imperative to have stayed in the workplace.

Article 36a. Fertilizer in kind.

Companies will give each worker ten kilograms of rice for particular consumption in each quarter of the year.

Article 37. Diets and displacements.

37.1 To workers who, for the purposes of the company, have to make trips or trips to populations other than those where they radiating their work centre, the company will pay them the travel expenses, accommodation and maintenance, apart from an economic compensation of EUR 8,50 per day, case of overnight stays, as a result of inconvenience and inconvenience.

37.2 If the work is carried out in such a way that the worker has to perform the midday meal out of the usual work, he will receive EUR 4.26 plus the expenses of displacement and maintenance.

CHAPTER IX

Prevention of work risks

Article 38. Inspiring principles of occupational risk prevention

38.1 The prevention of occupational risks is one of the issues on which the negotiating parties have shown greater concern, so this matter must be dealt with as a matter of priority.

38.2 General Principles. In accordance with the provisions of Law 31/1995 on the Prevention of Occupational Risks, workers and workers have the right to effective protection in the field of safety and health at work. This right implies the existence of a correlative duty of the company in the protection of workers and workers in their service in the face of occupational risks.

38.3 In compliance with the duty of protection, the company must guarantee the safety and health of the workers and workers in all aspects related to the work. Similarly, the company is obliged to ensure the practical and appropriate training in these matters for all workers.

38.4 It is up to the company to facilitate compliance with the prevention measures that are adopted in each case, as well as the enforcement of the measures.

Article 39. Safety and health committee.

39.1 Within the framework of this Convention and as a body for participation in the matter, the Committee on Safety and Health shall have a joint composition for each of the parties, the Business Directorate-Enterprise Committee. The Committee shall have the powers and powers laid down in Article 39 of the Law on the Prevention of Occupational Risks.

Article 40. Occupational health.

40.1 Workers are entitled to effective protection in the field of safety and health at work. This right implies the existence of a correlative duty of the employer to protect workers in the face of occupational risks. Workers must cooperate with the employer in order to ensure that the employer can ensure working conditions that are safe and do not entail risks to the safety and health of workers.

40.2 In compliance with the duty of protection, the Company shall ensure the safety and health of the staff at its service in all aspects related to the work and, if necessary, deliver on a prior basis to the workers and workers the protocol of action to avoid occupational risks. Likewise, the Company is obliged to guarantee to the staff, a theoretical and practical training, sufficient and adequate, in preventive matter (art. 19 of the LPRL). The training referred to in this paragraph must be provided, wherever possible, within the working day or, failing that, in other hours, but at the discount of the time spent on it.

40.3 Training will be provided both at the time of recruitment, as well as when changes to their roles occur or new technologies or changes in work equipment are introduced.

40.4 Workers have the right to be informed about all the occupational health issues that affect them.

40.5 Every time the fumigation is carried out in some of the sections of the company it will be obliged to issue, in advance, to the legal representation of the workers, report that must contain, at least, the following information:

-Commercial name of the product.

-Days of fumigation.

-Required hours of ventilation.

-Risk of exposure.

40.6 This report will be performed at least every time a new product is applied, without prejudice to the communication being made each time an application is made.

40.7 Before the start of the factory activity in the section, the non-existence of danger to the health of the worker or worker will be checked with the appropriate means.

Article 41. Health surveillance.

41.1 The Company will guarantee workers the periodic monitoring of their health status based on the risks inherent in the work they perform and the work environment in which it develops.

41.2 This surveillance can only be carried out when the worker and worker give their consent. This voluntary nature will only be exempted after the workers 'and workers' representatives have been informed, the cases in which the conduct of the surveys is essential to assess the effects of the conditions of the work on the health of workers.

41.3 Measures to monitor and control the health of personnel shall be carried out in accordance with the right to privacy and/or the dignity of the person and the confidentiality of all information related to his or her status health.

41.4 Reviews will preferably be performed at work hours when they coincide with their usual shift and, when it comes to mandatory revisions, the time spent on them will be computed as effectively worked.

41.5 Staff shall be informed in a manner, in writing, and confidentially of the results of the health examinations to which they have been subjected, and may not be used for discriminatory purposes or for the purposes of worker or worker.

41.6 Workers are entitled to effective safety and health protection at work. Staff will be entitled to reviews that the Prevention Service plans.

41.7 The employer shall provide his/her workers with adequate personal protective equipment for the performance of their duties to facilitate their effective use when, by the nature of the work carried out, they are necessary. The worker and worker must correctly use the means and protective equipment provided by the employer, in accordance with the instructions received from the employer; in this regard they shall be entitled to:

(a) Regulatory footwear, as well as safety gloves determined by the safety standards for the workplace in question.

b) Working clothes every six months, one summer and one winter, before 1 May and 1 November respectively. Winter clothing must cover the minimum conditions to protect the worker or worker from the cold.

c) The company will deliver the PPE (Individual Protection Equipment) necessary for the development of the tasks entrusted, according to the risk assessment of the job. The worker undertakes to use them in those areas where the risk assessment has established that they are necessary and to take care of their correct use and conservation, informing the company when its replacement is necessary.

41.8 The company will have to consult the employees, and allow their participation, in the framework of all the issues that affect safety and health at work and it is up to each worker to ensure, according to their (a) to ensure that the measures taken by the Member State concerned are not limited to those of the Member State of the European Union and that they are not subject to the conditions laid down in Article 1 (1) of Directive (EC) and omissions at work, in accordance with their training and the employer's instructions.

41.9 The Prevention Delegates are the representatives of the workers with specific functions in the field of risk prevention at work, whose competences are regulated in Chapter V of the Law of PRL.

The employer shall provide the Prevention Delegates with the means and training in preventive matters that are necessary for the exercise of their duties.

41.10 In compliance with the duty of protection, the employer must ensure that each worker receives sufficient and adequate theoretical and practical training in preventive matters, both at the time of his recruitment, whatever the mode or duration of the mode, such as when changes are made to the functions that new technologies perform or are introduced or changes to the work teams.

Training should be focused specifically on the job or role of each worker, adapting to the evolution of risks and the emergence of new ones and repeating periodically, if necessary.

41.11 The training referred to in the previous paragraph must be provided, wherever possible, within the working day or, failing that, in other hours, but at the discount of the time spent on it.

Article 42. Emergency measures.

42.1 According to article 20 of the Law 31/1995, of the Prevention of Occupational Risks, the Company, taking into account the size and the activity of the same, as well as the presence of the people attended, must analyze the possible emergency situations and take the necessary measures in the field of first aid, fire fighting and the evacuation of patients and workers, by designating the staff responsible for implementing this measure and periodically checking, where appropriate, its proper functioning. The staff must have the necessary training, be sufficient in number and have the appropriate material, depending on the circumstances outlined above.

42.2 In any case, the Company must ensure compliance with the current regulations that, on emergency measures, establish the corresponding Autonomous Administration.

CHAPTER X

Social enhancements

Article 43. Complement of occupational disease, accident of work and common contingency.

43.1 Any worker who becomes a temporary disability due to a common illness, the company will pay him from the sixth day of discharge a supplement up to 100 per 100 of his real salary. It is understood by real salary all the remuneration that the worker is receiving for any concept.

43.2 In cases of accident or hospitalization, the company will pay you from the first day a supplement up to 100 per 100 of your real salary. The 100 or 100 on maternity leave shall also be paid.

Article 44. Retirement.

44.1 By voluntary retirement of a fixed worker, the company will pay the person concerned the following amounts:

Retirement five years in advance at the legal age in force at any time: EUR 4,459.63.

Retirement four years in advance at the legal age in force at every moment: EUR 4,013.67.

Retirement three years in advance at the legal age in force at any time: EUR 3,567.72.

Retirement two years in advance at the legal age in force at any time: 3.121.74 euros.

Retirement one year in advance at the legal age in force at any time: EUR 2,432.60.

44.2 It is possible to make such amounts effective within six months of the date of retirement, in two instalments to 50 per 100.

44.3 If in the course of the term of this agreement the retirement age is reduced by law, the economic compensation referred to above shall be eliminated until the year before that of the retirement age.

Article 45. Insurance policy.

45.1 A Collective Insurance for Life, Accident and Mandatory Illness is created for all companies within the functional scope of this Convention with the following amounts and contingencies:

(a) Compensation for death or permanent invalidity total: EUR 11,553,86.

(b) Absolute invalidity allowance: EUR 16,174,35.

These concepts will suffer from different conventions uploads.

45.2 Policies shall be in force within 30 days of the date of publication of this Collective Agreement.

CHAPTER XI

Disciplinary regime

Article 46. Disciplinary regime.

Workers may be sanctioned by the Company's Management in accordance with the graduation of faults and penalties that are set out in the following articles.

Article 47. Graduation of faults.

All misconduct committed by a worker will be classified by the company's management, taking into account its importance, importance, and intention, in light, serious and very serious.

Article 48. Minor fouls.

The following are considered minor faults:

a) One to three faults of punctuality without justification in the period of a month.

(b) The use of the fixed or mobile telephone for non-professional purposes, in the effective working time or the job or in another that is equally prohibited.

c) Do not notify on a prior basis or, if applicable, within twenty-four hours of the absence, except in case of force majeure, the reason for the absence to work unless it is proved impossible to have done so.

d) Discuss violently with colleagues, customers, suppliers and the public within the workday.

e) Not addressing the public with due diligence and correction.

Article 49. Serious fouls.

The following are considered as serious faults:

a) Do not use the cap and/or uniform set in the job center repeatedly.

b) Abandonment of service without justified cause, even for a short time. If, as a result of the case, any consideration is given to the undertaking or is causing an accident to his or her co-workers, this fault may be regarded as very serious, as the case may be.

c) More than four non-justified faults of punctuality in work attendance committed in the sixty-day period.

d) One to three days is missing from work for a period of thirty days without cause to justify it. It will be sufficient for a single person to reveal a partner or as a result of the same being caused injury to the company.

e) Do not communicate with the punctuality due to the changes experienced in the family that may affect the Social Security. The falsehood in this data will be considered to be very serious.

f) Deliver to games during the workday.

g) Disobedience to his superiors in any matter of work, including resistance and obstruction of new methods of rationalization of work. If there is a manifest breach of the discipline or of the discipline arising out of the undertaking, it may be considered to be very serious.

h) Simulate the presence of another to the job, signing or signing for it.

i) Neglect or neglect at work that affects the good march of it.

j) The recklessness in the act of work. If there is a risk of accident to the worker, to his or her companions, or danger of damage to the facilities, it may be considered to be very serious.

k) Perform without the appropriate permission particular works during the day, as well as the employment, for own uses, of tools of the company.

l) The recidivism in a minor lack (including punctuality), even if it is of different nature, within a quarter and having mediated sanction other than the verbal admonition.

m) Eating out of zones enabled for this.

n) Non-use of PPE.

o) Smoking in the job center.

Article 50. Very serious fouls.

The following are considered to be very serious:

a) The accumulation and/or reiteration of three serious work faults in six months.

b) Unjustified faults to work for three consecutive days or five alternate days in a period of one month.

c) Fraud, disloyalty in the management and theft or theft, both to your co-workers and to the company or any other person within the company's premises during work in any other place.

d) The simulation of disease or accident. It shall always be understood that there is a lack of paid work of any kind on a self-employed or an employed basis. Any manipulation made to prolong the discharge by accident or disease shall also be included in this paragraph.

e) The continued and usual lack of grooming and cleaning, such as to produce justified complaints from colleagues.

f) Drunkenness, drug use and trafficking, and the status of alcohol consumption or any other stupefying on the working day.

g) Violate the secret of correspondence or reserved documents of the company, or reveal to strangers to the same required reservation data.

h) Realization of activities involving unfair competition to the company.

i) physically agree to a partner, client, provider, and public within the workday.

j) The ill-treatment of words or work, abuse of authority or gross lack of respect and consideration to their bosses or family members, as well as to their colleagues and subordinates.

k) Causing serious accidents by recklessness or negligence.

l) The recidivism in serious misconduct, even if it is of a different nature, provided that they are committed in the period of a quarter and have been sanctioned (except for the punctuality).

Article 51. Sanctions regime.

51.1 It is up to the company to impose sanctions in the terms of the provisions of this convention.

51.2 The sanction of minor, serious and very serious faults will require written communication to the worker, stating the date and the facts that motivated it.

51.3 Imposed of the penalty, compliance with the sanction may be extended up to six months after the date of imposition.

51.4 The company will account for workers ' representatives of any penalty for serious and very serious misconduct.

Article 52. Penalties.

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

a) For minor faults: Amonstation in writing.

b) For serious faults: Amonstation in writing. Suspension of employment and salary of two to twenty days.

c) For very serious faults: Suspension of employment and salary from twenty to sixty days. Dismissal.

52.2 Any penalty imposed on a worker must be communicated to him in writing; a copy of it shall be submitted to the Works Committee or representatives of the workers. Failure to provide assistance to the worker for preventive detention as a result of the imputation of offences or offences, provided that such an imputation is not confirmed by judgment or firm judgment, shall not be regarded as unjustified misconduct for the purposes of exercise the dismissal.

52.3 When a worker is called by the Company to impose a penalty, a member of the business committee or employee representative may be present at the request of the person concerned.

52.4 If a worker with the category of driver is removed from driving, the company will have an obligation to give him a job within the driver, unless the cause of the withdrawal of the licence is due to drunkenness. during the time of such a sanction, then returning to its category and job.

Article 53. Prescription.

Mild fouls: ten days.

Serious faults: twenty days.

Very serious faults: sixty days.

All of them from the date the company became aware of its commission and, in any case, within six months of its being committed.

CHAPTER XII

Professional Classification System

Article 54. The Professional Groups shall be as follows:

a) Technical, Administrative, and Commercial Personnel:

Level I.

Level II.

Level III.

Level IV.

Level V.

b) Production Personnel:

Level I.

Level II.

Level III.

Level IV.

Level V.

Level VI.

Level VII.

Level VIII.

c) Support Staff:

c.1) Maintenance personnel:

Level I.

Level II.

Level III.

c.2) Personal Services General:

Level I.

Level II.

54.1 The levels described in each Professional Group involve a number of competencies and responsibilities, so that the higher levels can develop the functions of the lower levels, always which has the right training, while maintaining the remuneration of its professional level.

54.2 Similarly, the lower level will be able to perform the higher level, provided that it has the appropriate training, perceiving the appropriate remuneration.

54.3 In the factories which do not have employees of all categories by their staff, one must carry out the tasks of several, and will receive the highest remuneration corresponding to this agreement for the work performs.

Article 55. Professional group (a): technical, administrative and commercial personnel.

Level I. -It is the employee who, under the immediate dependence of the management, assumes the command and responsibility of one or more administrative, commercial or technical sections, having to their orders the personnel required by each of the services. You must possess the theoretical and practical knowledge that requires such functions, being entitled or not entitled.

Level II. -It is the employee who is in charge of a given bureaucratic service, within which he exercises initiative and possesses personality, with or without other employees to his orders, and who performs the following functions or other Similar: Cash collection and payment, without signature or book; transfer of books of current accounts, journal, major and correspondence, invoices and calculation of the same, statistics, parts, etc.

Level III. -It is the employee who with initiative and restricted responsibility performs auxiliary functions of statistics and accounting, or assists them.

Level IV. -It is the employee who has the task of managing the telephone exchange for the communication of the different dependencies with each other and with the outside.

Level V.-Employees who without initiative or responsibility are considered as such to be engaged, within the office, to administrative elementary operations and, in general, to the purely mechanical tasks inherent in the work of that office. Only copycat typists are included in this category.

Article 56. Professional group (b): production staff.

Level I. -It is the employee who directly depends on the Head of Technical Section, directs the work of a section, indicating to the staff in charge how to execute them. You must have knowledge of one or more specialties and be responsible for the discipline of your staff.

In certain sections, their functions may be the management, control and distribution of tasks of the staff in charge.

Level II. -It is the specialized employee who, under the immediate dependence of the Directorate, Management or Head of Technical Section, is trained to carry out one or more of the following functions: a rice mill, a parboiled plant, a drying centre, a cooked dish plant or a packaging plant.

To take care of the operation, monitoring and inspection of all machinery, performing operations on point-to-point, adjustment and maintenance that do not require the intervention of the workshop staff.

You must distinguish the botanical varieties of the rice, its quality, condition and conditions, in order to obtain the maximum yield in the different types of production.

You must immediately give a written account of how many incidents or anomalies may arise at the plant in your office and that they cannot be remedied by your own media, either your immediate boss or the appropriate service for your intervention.

You must know the operating and maintenance manuals of the equipment in your office, as well as the operating principles of the entire machinery under your responsibility. You will also need to know all the work procedures, safety standards, hygiene rules, etc. that affect your area. To do this the company will facilitate its training.

You will be responsible for your staff and discipline, as well as the good use of machinery and equipment.

Level III. -It is the employee who with driving licence of the corresponding class and theoretical-practical knowledge of the vehicle, leads the trucks or passenger cars that are entrusted to him. It directs the conditioning of the load with active participation in it, understanding it as mere relief work, placing itself in the box of the vehicle if necessary, without being able to take such tasks exclusively, nor the driving the packages from the place where you are or vice versa. It will also be that employee who with theoretical-practical knowledge of the vehicle, drives and manipulates heavy machines, as long as he devotes at least six months in a year or eight months in two years to the driving of this type of machinery, without necessary possession of the existing meat of trucks.

Level IV. -It is the specialized employee who, at the orders of the Head of Technical Section, Molero or Section Chargé, and with the appropriate practical knowledge, can take responsibility for a line of production of the industry, performing one or more of the following functions:

Mill, parboiled or dried. Replace the mill or replace your absences and work in collaboration with it, controlling the proper functioning of the machinery and its small repairs.

Sterilized. Carry out storage, fumigation and cleaning of rice produced by controlling elevators and conveyors.

Packaging. Control the operation of a complete line or train of packaging or automatic or manual packaging, including tasks of regulation, maintenance and minor repairs of the machinery.

Cooked. Control the operation of machinery, including regulatory, maintenance and minor repairs.

In the absence of the mill, you will be responsible for the staff and your discipline, as well as for the good use of the machinery and equipment and you will need to give written account immediately of how many incidents or anomalies may arise in the plant in charge and which cannot be subsated by its own means, either to its immediate boss or to the corresponding service for its intervention.

Level V. -Is the employee with extensive experience and mastery of forklift handling and practice in loading and unloading operations.

Level VI. -It is the employee who can provide specialized services in any of the sections of the industry, having also very good knowledge of the operation of a particular unit of production or machinery.

You can replace the Molero Assistant/Second-Section Officer in the absence of this, and only in your own functions.

Level VII. -It is the employee with practice in the manual works of the various sections of the industry, being able to handle exceptionally forklift trucks.

You can occasionally replace the Specialized Officer in the absence of this. The old ones are considered to be assimilated to this category: Carrethillero, Manipulator, Styler and Lonja Pesator.

Level VIII. -They are those employees who perform functions for which no specialization is required, nor theoretical-practical knowledge, since their work only requires physical strength and does not require other conditions than the attention and the will to carry out that which is ordered. Workers in this category of age over eighteen years, and when they remain two years old, from their entry into the company, will automatically go to the category of specialist pawn. Former packers and coasters are considered to be assimilated to this category.

Article 57. Professional group (c): support staff.

Level I. -It is the employee who under the immediate orders of his superior executes with full knowledge his team's own works with consequent responsibility for its realization. He directs the employees to their position in the way they perform the works and is responsible for the discipline of the works, as well as the good use of materials and equipment.

It is also the employee who has the exclusive role of the daytime or night surveillance functions, having to perform his duties according to the instructions received from his superiors, taking care of the access to the factory or local. If the vigilante is sworn in, he will hold the denomination in his "Vigilante Jurado" category.

And it is also the worker who according to the instructions received from his superiors, takes care of the accesses of factories or industrial premises, controlling the entrances and exits of the staff and carrying out functions of custody and surveillance.

Level II. -It is the employee who at the orders of his/her immediate superior performs the work of his/her specialization and can replace the first officer in his/her absences.

They will also be in charge of cleaning the company premises.

And also the worker whose mission is to do errands in or out of the office, copy documents with press, collect and deliver correspondence, guide the public in the office, attend small telephone exchanges not to occupy him permanently, as well as other side jobs ordered by his bosses.

Level III. -They are the workers who perform auxiliary tasks to the second and first officers, in order to develop their learning. Within three years of your entry into the Company you will automatically move to the category of second officer.

CHAPTER XIII

Trade union aspects

Article 58. Union rights.

58.1 The right of communication is guaranteed. To this end, the Companies shall enable one or more boards of advertisements for propaganda or communications of a labor or union type, these boards shall be visible and instead designated by the works committee or representatives of the workers.

58.2 The right of workers to meetings will be respected for labor and union issues within the company's premises, outside of the working hours, or in very justified cases, within the working day, taking place to recover that time at the end of the day. The holding of assemblies shall be brought to the attention of the undertaking, at a time of twenty-four hours, unless it is impossible to do so for justified reasons, the order of which must be guaranteed by the workers. A local shall be provided for such meetings and committee meetings.

58.3 The trade union sections will have a local with the appropriate means in workplaces that have more than two hundred workers. These means include computer, telephone, etc.

58.4 The company will be deducted from payroll, or by any other procedure, the union dues to the workers who have authorized it in writing, with the specification of the person or entity receiving them. Workers ' representatives shall have 40 hours per month, which may be accumulated from one representative to another.

58.5 In accordance with the current legislation, Inter-Centres Committees may be established, with agreements between the companies concerned and the trade unions concerned to define the powers and powers of these Committees. Intercentres.

Article 59. Interagency committee.

59.1 Committees inter centres: in those companies with more than 250 employees, the representation of workers in the field of this convention and the most representative trade unions may constitute committees. inter centres. The committee shall be composed of nine members, who shall be elected from among the representatives of the employees of each working centre and in proportion to the representation which each trade union centre has. In those companies with less than 250 workers, the number of members of the committee will be agreed, in any case with a maximum of 7 members.

59.2 A meeting of the year with the inter-centre committee will be guaranteed, in the place the company will set, assuming the cost of the displacements, accommodation and diets in its case. Such time will not count as union credit.

59.3 The inter-centre committees shall be constituted by workers belonging to different works councils and shall use the trade union hours assigned to them as a member of the business committee.

59.4 The inter-institution committee will be given a regulation to be approved by the assembly of representatives of the workers of the affected centres.

59.5 The functions and powers of this Committee will correspond to those matters that affect more than one company's workplace.

Additional disposition first. In order to be able to match the old professional categories to the groups and levels, the required migration will be carried out according to the following table:

CC previous	CC
) Technical Staff, Administrative and Commercial.	a) Technical, Administrative and Commercial Personnel
	1. Chief of Administrative, Commercial, or Technical Section.	Level I.
2. First Administrative or Commercial Officer.	Level II.
3. Second Administrative or Commercial Officer.	Level III.
4. Telephonists.	Level IV.
5. Administrative Auxiliary.	Level V.
b) Production Personnel.	b) Production Personnel.
1. Section Manager.	Level I.
2. First Section Molero/Officer.	Level II.
3. Driver/Machinist.	Level III.
4. Ground Assistant/Second Section Officer.	Level IV.
5. Officer Specialist Mechanical Carretilla.	Level V.
6. Specialized officer.	Level VI.
7. Pawn Specialist.	Level VII.
8. Pawn.	Level VIII.
c) Support Personnel.	c) Support Personnel.
c.1) Maintenance personnel.	c.1) Maintenance personnel
c.1.1) First Officer.	Level I.
c.1.2) second.	Level II.
c.1.3) Third Officer	Level III.
c.2) Personal Other Trades.	c.2) Personal Services General.
c.2.1) Watcher or Juror.	Level I.
c.2.2) Portero or concierge.	Level I.
c.2.3) Cleaning personnel.	Level II.
c.2.4) Ordinance.	Level II.

Additional provision second. Mechanisation and campaigning.

The mechanization or increase of the same does not mean job losses. It is established as the beginning of the campaign on September 1 and will end on August 31.

Additional provision third. Crisis case.

The provisions of the legislation in force will be in place.

In any case, the company will be obliged to communicate it to the Committee of the Company or representatives of the workers, prior to its intention to deal with any crisis file with the labor authority, with specification of the terms in which you are going to raise it.

Additional provision fourth. Change of ownership in companies.

When there is a change of ownership in the company, all workers will have an individual letter signed by the old and new company, in which their acquired rights, seniority, category, are recognized. etc.

Salary table 2014

Categories

Level IV

Level VI

II

Salary - Euros
Technical, Administrative, and Commercial Personnel
Level I	1.053, 18
Level II	III
	961.32
Level	961.32
Level V	914.55
Production
Level I	32.06
Level II	33.10
Level III	31.20
Level IV	30,85
30.85
Level VI
30,48
Level VII	30.25
Level VIII	27.46
Staff
		Level I	914.55
856.71
Maintenance personnel
Level I	33.10
Level II	30,85
Level III	30,48
Plus Convention	6.20 per day worked
Plus Transport	3.11 per day worked
Diets: Complete	8.50
Media	4.26
Plus fourth shift	74 ,79 /weekly
Voluntary
	Five years in advance of the current legal age	4.459, 63
Four years in advance of the current legal age	4.013.67
Three years in advance of the current legal age	3.567.72
The current legal age	3.121.74
year in advance of the current legal age	2.432.60

Pay Table 2015

Categories

Level VI

Salary - Euros
Technical, Administrative, and Commercial Personnel
Level I	1,060.03
Level II	998.98
Level III	967.57
Level IV	967.57
Level V	920,49
Production
Level I	32.26
Level II	33.31
Level III	31.41
Level IV	31.05
31.05
Level VI
30,68
Level VII	30,44
Level VIII	27.64
Staff
		Level I	920,49
Level II	862.28
Maintenance personnel
Level I	33.31
Level II	31.05
Level III	30,68
Plus Convention	6.24 per day worked
Plus Transport	3.13 per day worked
Diets: Complete	8.56
Media	4.29
Plus fourth shift	75 ,27 /weekly
Voluntary
	Five years in advance of the current legal age	4.488, 61
	Four years in advance of the current legal age	4.039.78
Three years in advance of the current legal age	3.590.91
The current legal age	3.142.03
year in advance of the current legal age	2.448.41

Pay table 2016

Categories

Level IV

Level III

Level VI

Salary - Euros
Technical, Administrative, and Commercial Personnel
Level I	1.070, 63
Level II	Level III
	977.25
Level IV	977.25
Level V	929.70
Production
Level I	32.59
Level II	33.65
Level III	31.72
Level IV	31.36
Level V	31.36
30.99
Level VII	30.75
Level VIII	27.91
Staff
		Level I	929.70
Level II	870.90
Maintenance personnel
Level I	33.65
Level II	31.36
Level III	30.99
Plus Convention	6.30 per day worked
Plus Transport	3.16 per day worked
Diets: Complete	8.65
Media	4.33
Plus fourth shift	76 ,03 /weekly
Voluntary
	Five years in advance of the current legal age	4.533.50
Four years in advance of the current legal age	4.080.16
Three years in advance of the current legal age	3.626.82
Two years before the current legal age	3.173.45
year in advance of the current legal age	2.472.90