Having regard to the text of the Fourth General Collective Convention of Ferralla (Convention Code No. 9912395), which was signed dated May 8, 2009, by the National Association of Ferralla Industries (ANIFER) in representation of the companies in the sector, and of the other by the State Federation of Metal, Construction and Purposes of UGT (MCA-UGT), the Federation of Industry of CC.OO. (F. Industria-CC.OO.) and the Federation of Construction, Wood and Aends of CC.OO. (FECOMA-CC.OO.) on behalf of the employees of the same, and in accordance with the provisions of Article 90 (2) and (3) of the Royal Decree of Law 1/1995 of 24 March, approving the recast of the Law on the Statute of the European the Workers and in Royal Decree 1040/1981, of 22 May, on the registration and deposit of Collective Labour Conventions, this Directorate General of Work resolves:

First. -Order the registration of the aforementioned collective agreement in the corresponding Register of this Steering Center, with notification to the Negotiating Commission.

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

Madrid, July 17, 2009. -Director General of Labor, José Luis Villar Rodríguez.

FERRALLA GENERAL CONVENTION 2009-2011

CHAPTER I

Scopes, validity, and collective bargaining structure

Article 1. Scopes.

1. Territorial scope. -This collective agreement of work will be applicable in the entire field of the Spanish State.

2. Functional and Personal Scope. -This collective bargaining agreement obliges all companies involved in the elaboration, processing, marketing and/or placement of corrugated steel and electroboldice, as well as all the workers who, regardless of their professional status, provide their services to undertakings within the scope of their application.

3. Temporary Scope. The duration of this Convention shall be 3 years from 1 January 2009 to 31 December 2011, entering into force on the 1st of the month following the date of its signature.

Notwithstanding the foregoing, and, in avoidance of the regulatory vacuum that would otherwise occur, once its initial term, or that of any of its extensions, has been terminated, it will continue to govern, in its entirety, its normative content, until it is replaced by another.

Article 2. Signatory Parties.

They are parties to this convention, of a part, Metal, Construction and Aends, State Federation of the General Union of Workers (MCA-UGT), Federation of Industry of Workers ' Commissions (F. Industria-CC.OO.), Federation of Construction, Wood and the Aends of Workers ' Commissions (Fecoma-CC.OO.), as a labor representation, and on the other hand, the National Association of Ferralla Industrialists (ANIFER), as a business representative.

Both parties recognize each other's legitimacy to negotiate the present agreement.

Article 3. Complaint and Extension.

It is understood to be extended for successive periods of one year, unless one of the signatory parties denounces it to the other, at least two months before its expiration or any of its extensions.

The party making the complaint shall accompany a specific proposal on the points and content of the requested review. Copies of this communication and the proposal will be sent to the Directorate-General for Work for the purpose of registration.

Article 4. Linking to the Totality.

The conditions that are agreed upon, whatever their nature and content, constitute an indivisible unitary set, being accepted by the parties who subscribe to it that the obligations that they reciprocate have a the equivalent of the rights they acquire, considering all of this as a whole and on an annual basis, without therefore being able to be interpreted or applied in an isolated manner and independently of the other.

In the event that the Competent Jurisdiction, in use of its powers, annuls or invalidates any of the covenants contained in this Convention, the negotiating parties shall consider whether it is valid on its own. approved, or if a new and full or partial renegotiation of the same is necessary.

If such an assumption is made, the signatory parties to this Convention undertake to meet within 30 days of the determination of the relevant resolution, in order to resolve the problem raised.

If within 90 days, as of the date of the finality of the resolution in question, the signatory parties do not reach an agreement, they undertake to set a schedule of meetings for the negotiation of the Convention in their whole.

Article 5. Joint Committee. Composition, functions, procedure.

A Joint Joint Committee for the interpretation of this Convention, chaired by the person who the Commission, from among its components at the time, is appointed by unanimity, is hereby established.

They shall be members of the same four representatives for each of the intervening, social and business parties, appointed in the manner that the respective organizations decide and preferably from among the component members. the Negotiating Commission of this Convention.

The Secretary will be a vocal member of the Commission.

The agreements of the Commission to be valid will require the presence, directly or by representation of at least three members of each of the business and social parties and will always be adopted by the absolute majority of the all the components of the Commission. The agreements to be adopted by the Joint Committee shall have the same effectiveness as the agreed standard.

Functions and procedure of the paritary interpretation committee:

1. Its functions will be as follows:

a) Interpretation of any and all clauses of this Convention.

b) At the request of one of the parties, to mediate and/or to attempt to reconcile in their case, and after agreement of the parties and at the request of the parties, to arbitrate in so many matters and conflicts, all of them of a collective nature, they can to be taken into account in the application of this Convention.

c) Monitoring and monitoring compliance with the agreement.

d) Updating the salaries set out in the Annex.

e) How many other functions tend to the greatest practical effectiveness of the Convention or come established in its text.

2. As a procedure which will be prior to and mandatory for any judicial action to be promoted, the signatory parties to the present Convention are obliged to inform the Joint Commission of any doubts, discrepancies and collective conflicts of general character, may be considered in relation to the interpretation and application of the same, provided that they fall within their competence in accordance with the provisions of the previous paragraph, in order to resolve the problem raised by their intervention or, if this is not possible, give an opinion on the matter. Such a procedure shall be deemed to have been completed if the time limit laid down in paragraph 4 of this Article has elapsed without a judgment or opinion being delivered.

3. Where a party wishes to use one of the cases referred to in paragraphs (a) and (b) of paragraph 1 of this Article, it shall make it to the members of the Joint Commission of Interpretation, through the organizations which have signed the Agreement, with a period of notice of 15 days, sufficient documentation to contain at least:

a) Exposure to the problem or conflict.

b) Argument.

c) Solution proposal.

4. The Joint Joint Committee shall, upon receipt of the proposal or, where appropriate, complete the relevant information, have a period of not more than 20 working days to resolve the issue or, if this is not possible, to issue the Timely opinion. After that time limit, the competent court shall be open, without any resolution or opinion.

5. 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 5 working days.

6. In any case, the resolutions of the Joint Commission of Interpretation shall take the written and reasoned form.

Article 6. Accession to the ASEC.

In compliance with the provisions of Article 3.3 of the Agreement on Extractive Conflicts of Labour Conflict (ASEC) and 4.2.b) of its Rules of Procedure, which develops it and, on the basis of Article 91 of the recast Text of The Law of the Workers ' Statute, the signatories of this Convention agree to join in their entirety and without any conditioning to such an agreement and to their regulations, which will bind to the totality of the job centers of the the sector and all the workers of the same.

Article 7. More beneficial conditions.

The most beneficial conditions agreed upon or agreed upon by companies in a personal or collective capacity that are enjoying or have recognized workers at the entry into force of this Convention shall be respected.

Likewise, and given the characteristics of the Sector, the most beneficial conditions established in the agreements of origin (provincial and/or sectoral) will be respected to those workers who for their inclusion in the present The General Convention of the Ferralla, had more favorable conditions than the here agreed.

In order to homogenize the most beneficial conditions, established in the agreements of origin, existing at the entry into force of this Sectoral Convention, these will be maintained in their own terms without being able to be the subject of negotiation in another field and provided that they are in accordance with the matters reserved for the Sectoral Convention. And this is without prejudice to the revisions of the economic concepts to which there is, in these cases, the percentage increases that will be agreed in the sector's sector of the Ferralla.

CHAPTER II

Employment and recruitment

Article 8. General Criteria.

The parties to this agreement consider the maintenance of employment and the creation of new jobs as a priority objective, and are committed to promoting, within the framework of negotiated frameworks, the necessary for the achievement of this objective in all the companies of the sector of the Ferralla.

Article 9. Sectoral Commission for Monitoring Employment and Recruitment.

To meet the objectives of the previous article, the constitution of a Sectoral Commission for Employment and Recruitment Monitoring is agreed.

This Commission shall be composed of 8 members, appointed four by each of the parties, trade unions and business, in the manner decided by the respective organisations which are signatories to this Convention.

With the frequency to be established, and at least once a year, the Commission will analyse the evolution of employment, recruitment and subcontracting in the sector, with the power to agree on the appropriate measures to promote the improvement of the quality and quantity of employment.

Article 10. Labor Contract.

A) General Regulation: Form of Contract.

1. The contract of employment shall be concluded between the undertaking and the worker in writing, with delivery to the latter of a copy, before incorporation into the work, in accordance with any of the models approved by a normative provision, which must necessarily be registered with the Employment Office.

The general content of the terms agreed upon and the professional group or category in which the worker is placed, and in any case the minimum content of the contract, shall be recorded in all employment contracts.

The minimum content of the contract is considered to be the subject of the contract: the complete identification of the contracting parties, the geographical location and the name, if any, of the work centre to which the contract is attached. worker, the registered office of the registered office of the undertaking, the group, level or professional category, craft, trade or job in which the worker is assigned, the total annual remuneration initially agreed and the literal expression of the Applicable Collective Agreement.

2. A basic copy of the contracts to be formalised in writing shall be given to the representation of the employees.

This copy shall contain all the details of the contract, except for the number of DNI, domicile, civil stage and any other that may affect the personal privacy of the person concerned.

Likewise, the extensions of such contracts, as well as the complaints of such contracts, will be notified.

B) Hiring Modes.

The income to the work may be made in accordance with any of the forms of employment governed by the Staff Regulations, supplementary provisions and the present General Convention.

C) Fixed Template Contract.

This contract is the one that has a business owner and worker for the company's work supply for an indefinite period. This will be the normal mode of recruitment to be carried out by employers and workers in all permanent job centres.

D) Work Fixed Work Contract.

It is the contract that is intended to carry out a particular work or service, identifying itself, for the purposes of the provisions of art. 15.1.a) of the T. R. of the Law of the Workers ' Statute, such as jobs or tasks with their own substance within the normal activity of the company, the following activities of the sector:

1. Manufacture and supply of ferralla to a given work.

2. That order or manufacture for the supply to a sufficiently identified work, and that by its volume suppose a transcendent alteration with respect to the rhythm or normal programs of production.

This contract will be used only when the duration of the work exceeds the maximum set in the contracts listed in section e).

The duration of the contract and the termination of the worker will be adjusted to some of these assumptions:

1. As a general rule, the contract is for a single work, irrespective of its duration and shall end when the work of the trade and category of the worker in that work ends.

The workers ' cessation must be made when the gradual implementation of the corresponding labour units makes the number of the contract workers unnecessary, and the latter must be reduced in accordance with the actual decrease in the volume of work performed.

The cessation of "fixed work" workers by the completion of the work of their trade and category shall be communicated in writing to the worker at a time of 15 calendar days.

2. However, the fixed staff may provide services to the same undertaking, and in different centres of work in the same province provided that there is an express agreement for each of the successive work centres, during a maximum period of three consecutive years without losing that condition and accrual of the compensatory concepts corresponding to their displacements.

In this case, the company must notify the worker in writing before the end of the maximum period of three years set out in the preceding paragraph; the maximum period of three years, if it has not been Written communication of the eesc, the worker shall acquire the condition of fixed template. As regards the notice of the cessation, the third subparagraph of paragraph 1 shall be as agreed.

This assumption cannot be applied in cases of labor conflict cessation.

Income to work-which may be carried out in accordance with any of the forms of employment regulated in the recast of the Law on the Workers ' Statute, supplementary provisions and in the present State Convention-will be for a particular job. This is determined by the tasks or functions performed by the worker, the professional category that corresponds to the current classification and the work center where the activity is performed, so that any modification in any of the above factors constitutes a change of job.

In all the cases covered by the above paragraphs, an allowance for a cessation of 4.5% of the annual salary calculated on all wage concepts is established, with a ceiling of 4.5% of the salary. one year's salary, although the duration of the contract is higher than the year.

E) Term Contract of Article 15.1.b) of the Workers ' Statute.

The fixed-term contract provided for in Article 15 (1) (b) of the Staff Regulations may be arranged to cover posts in workplaces which do not have the status of work. In this case, the maximum duration of the contract may be 12 months within a period of 18 months, with the duration of the contract being computed from the time of the cause justifying its conclusion. In such cases, it is considered that the cause justifying the conclusion of the contract is produced, in the cases provided for in the Staff Regulations, when the volume of work is increased, or it is considered necessary to increase the number of people who perform a particular job or provide a service.

In the event that they are issued for a period of less than 12 months, they may be extended by agreement of the parties only once, without the duration of the contract exceeding that maximum limit. The period of 18 months shall be computed from the date of the cause or circumstance justifying its use.

An allowance for a cessation of 4.5% of the calculated annual salary on all salary concepts accrued during the term of the contract is established.

The number of contracts performed under this mode cannot exceed 15% of the total of the company's fixed template. In the event that the needs exceed this percentage, appropriate measures will be put in place to convert these contracts into indefinite ones.

F) Contract for Training.

The training contract will aim to acquire the theoretical and practical training necessary for the proper performance of a skilled trade in the sector, taking into account the following:

Justification of INEM when used with unemployed persons with more than 3 years in unemployment.

Present the certificate of the competent Social Services, when this contract is used for social exclusion.

For foreign workers; to enforce homologated degrees that they have in their home countries recognized in an EU country.

You may be subject to this contract for training in the trades included in current VIII and IX levels.

The training contract may be concluded with workers who have been 16 years of age and under 21, who do not have qualifications required to formalise a contract in practice in the trade or post which is the subject of training or an approved Occupational Vocational Training course of the same speciality and with a number of theoretical hours equivalent or higher than those provided for training.

The type of work to be provided by the training worker will be related to the tasks of the trade or qualified job, including the cleaning and maintenance of tools and tools used in the training. joint work, with due diligence to their professional competence and knowledge.

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

When held for a period of less than the maximum period laid down in the preceding paragraph, it may be extended before termination by agreement between the parties, one or more times, for periods not less than six months, without The cumulative amount of the carry-over, including the carry-over, may exceed the maximum period. The notice of termination of the contract shall be in accordance with the deadlines and form indicated in the Convention.

The maximum duration of the training contract expired, the worker may not be hired under this modality by the same or different company.

For the imparting of the theoretical teaching, it will be adopted as the preferred modality of the accumulation of hours on one day of the week or the necessary one to contemplate an entire week of formation. The teaching schedule must be specified in the contract.

The employer, in the contract of employment, is obliged to designate the person who will act as the guardian of the training worker, who must be the person who, by his or her office or qualified position, develops his or her assisted activity. The employer may take the tutoring of the employer himself, provided that he develops his professional activity in the same work as the trainee.

The minimum remuneration for training hires will be:

For the first year of the contract: 80%.

For successive years: 85%.

Percentages referred to the level IX salary of the tables of the convention, except that it is less than 100% of the SMI, in which case they will receive the Minimum Interprofessional Wage.

This remuneration is understood as a 100% effective working day.

Those conventions which, at the entry into force of this Convention, have a salary salary exceeding the percentages of the first paragraph of this point shall maintain it as a more beneficial condition until it is reached by this.

The extranalarial plus will be earned by the workers in training in the same form and amount as for the workers on an ordinary contract, during the days that the contract lasts.

If the contract is concluded, the contract for the training will not continue in the company, this will give him a certificate of the time worked with reference to the trade object of formation and the use, than to his judgment, has obtained in its practical training.

In addition, the contract worker shall be entitled to an indemnity for a cessation of 4,5% of the annual salary, if the duration of the contract has been equal to or less than 365 days, calculated on the basis of salary accrued during the term of the contract.

G) Contract in Practices.

According to the competencies attributed by the current legislation (art. 11.1 RDL 1/95 of 24 March, approving the text recast of the Staff Regulations of Workers and R.D. 488/1998 of 27 March 1998, the parties to the present Convention agree on the regulation of the contract in question. practices the following:

1. The contract in practice may only be concluded with workers who are in possession of a higher grade or a middle grade degree.

2. Duration of the contract: taking into account the characteristics of the Ferras sector and the practices to be performed by employees, the duration of the contract in practice may not be less than six months and not more than one year.

3. The trial period shall be 15 days for workers in possession of medium-grade securities, and one month for workers in possession of higher-grade degrees.

4. The minimum remuneration for contract workers under this modality shall be 80% of the fixed salary in the Convention for a worker who performs the same or equivalent work.

Article 11 (a) Other Contracting Modes.

Workers who form fixed-term or fixed-term contracts shall be entitled to an indemnity of 4,5% of the annual salary, if the duration of the contract has been equal to or less than 365 days, calculated on the basis of the accrued salary concepts during the term of the contract.

These contracts will always be formalized in writing.

Article 11.b) Subcontracting.

Companies that subcontract with others the execution of works or services, will respond to the workers of the subcontracting companies in the terms established in article 42 of the Workers ' Statute. referred to the limit of liability of that provision to obligations of a wage nature and social security contributions.

Also, liability shall be extended to compensation of a non-wage nature for death or absolute permanent incapacity arising from an accident at work or professional illness agreed upon in the applicable convention.

The main company must establish under its responsibility in the work centres in which they provide service workers of sub-contractors, the appropriate coordination mechanisms in order to prevent risks, information about the same, and in general, how much is related to the health and safety conditions of the workers, as well as sanitary hygiene.

A) Information to be given by the subcontractor company of the Ferralla;

To your workers in writing and before the start of service delivery.

Identity of the core business.

The name and social reason for the main business.

Social address.

NIF of the parent company.

B) Information to the General Treasury of Social Security:

All of the above.

Object and duration of the contract.

Mediated measures to coordinate occupational risk prevention activities.

C) Information to be given by the Ferralla contractor company, in respect of the main company:

Name, social reason, address and tax identification of the contractor and/or subcontractor.

Object and duration of the contract.

Contract execution place.

The number of contract workers in the main enterprise job center.

Measures planned to coordinate occupational risks.

D) Other:

Identify activities that can be subcontracted.

To prime subcontracting to ensure the best conditions of employment and work, stability and security.

Companies in Ferralla that engage in such activity for execution in works may subcontract with another or other execution without the latter being able under any circumstances to subcontract any activity related to the object. of Ferralla's activity, assuming the company's contractor company all the labor and economic responsibilities that could be derived from these acts.

Article 12. Test Period.

1. A trial period may be arranged in writing, which may under no circumstances exceed:

a) Technical Graduates Above: 6 months.

b) Technical without qualifications and qualified administrative staff: 3 months.

c) Administrative Office and Auxiliary Staff: 1 month.

d) Rest of staff: 15 days.

2. During the probationary period, the worker shall have the rights and obligations corresponding to his or her professional category and job which he or she carries out, as if he were a staff member, except those arising from the termination of the employment relationship, which may be produced at the request of any of the parties during its course, without prior notice and without any party being entitled to any compensation, the withdrawal in writing shall be communicated.

3. After the trial period without the withdrawal of the contract, the contract will have full effects, with the time of the services provided for the purposes of seniority.

Article 13. Voluntary Low.

The worker who wishes to cause the company's discharge will inform the company at least eight days in advance, and the company will pay the corresponding settlement on the same day of the cessation; not being able to mediate more than eight days between the date on which he became aware of the cessation and the date of his payment.

The failure of this period of notice will entitle the company to bring in the corresponding settlement of the worker an indemnity equivalent to the amount corresponding to five days of salary or days of skipped notice, if this number were smaller, calculated on the salary concepts of the convention tables.

Article 14. Warning.

At the termination of the employment contract, the company is obliged to notify the worker of the termination, in writing and with fifteen days prior to the date of termination or termination of the contract or to indemnify the worker. The employer, on the occasion of the termination of the contract, when informing the workers of the complaint or, where appropriate, the notice of termination of the contract, must accompany a proposal of the settlement document of the amounts due.

Article 15. Finiquito.

1. The receipt of the employment relationship between the undertaking and the worker must be in accordance with the model set out in Annex III to this Convention.

2. Any communication on the cessation or termination of the cessation shall be accompanied by a proposal for a decision in the abovementioned model. When used as a proposal, it will not be necessary to complete the part that appears after the date and place.

The worker may be assisted by a representative of the workers or, failing that, by a trade union representative of the trade unions that are signatories to the agreement, in the act of signature of the receipt of finiquito. Once the finiquito has been signed, it will take out the liberating effects that are of its own.

CHAPTER III

Professional classification and general rules on the provision of work

Article 16. Professional Classification.

Workers who provide their services in companies falling within the scope of this Convention shall be classified taking into account their knowledge, experience, degree of autonomy, responsibility and initiative, in accordance with the professional activities they develop and with the definitions specified in this classification and professional qualification system.

The classification will be performed, in functional divisions and professional groups, by interpretation and application of objective general criteria and by the most representative basic tasks and functions that the workers develop and workers.

In the case of concurrency in a job of basic tasks corresponding to different professional levels, the classification will be carried out according to the activities of the higher professional level. This classification criterion does not mean that additional tasks, which are essential for skilled positions at lower professional levels, are excluded from the jobs of each professional level.

This new professional classification aims to reach a professional structure directly corresponding to the needs of the companies in the sector, facilitating a better interpretation of the collective in the development of their activities, without prejudice to the dignity, opportunity of promotion and fair remuneration, without any discrimination on grounds of age or sex, or of any other kind.

Article 17. Classification System.

All workers affected by this Convention will be assigned to a particular professional group and a functional division, the conjunction of both will establish the organizational classification of each worker. The performance of the functions carried out by its organizational classification constitutes the primary content of the contractual employment relationship, having to occupy any level of the same, having previously received, from the company, the training appropriate to the new post and respecting the information and adaptation procedures specified in this Convention.

Article 18. Joint Commission for the implementation of the Professional Classification.

Because the introduction of this system of professional classification implies a substantial alteration of the above methods based on professional categories, it is agreed to constitute a Technical Commission that in the course of of this year 2009 and its work must be completed before the end of the term of the convention, where it will be responsible for drawing up the grill of professional groups and levels, as well as the mechanisms of application.

Functional Mobility

Article 19. General concept and principles.

Functional mobility is considered any change of functions and tasks previously entrusted and performed by the worker, within the work centre to which it is attached.

A specific limit to the application of functional mobility is the need for academic or professional qualifications, as well as any other permit, license or qualification required by the law for the exercise of a particular profession or function.

So also, in any case of functional mobility that will affect changes of profession, trade or specialty and even if for its performance it is not mandatory to enable it by permission, license or title, but rather has been acquired through experience, the agreement between the parties will be made mandatory.

In any of the functional mobility scenarios, the addresses of the companies must ensure, prior to the change, the necessary knowledge, skills or recycling, that they facilitate or enable the workers affected by sufficient suitability and fitness for the performance of the new tasks and tasks assigned to them.

The application of functional mobility should be made by safeguarding the general principle of good contractual faith as well as the specific principle of equality and non-discrimination in industrial relations.

Such mobilization will also occur without prejudice to the dignity of workers and without prejudice to their professional and economic rights.

It will not be possible to invoke the causes of the intended dismissal or of the lack of adaptation in the supposed performance of functions other than the usual ones as a consequence of the functional mobility.

Whenever possible, the application of functional mobility will be done in compliance with workers ' willingness to work.

Being the essential functional mobility of the conditions of the provision of the work, for its correct application it becomes necessary at all times the participation of the legal representatives of the workers, in the terms indicated in this Convention.

Article 20. Functional mobility classes.

Functional mobility can be three classes:

1) Vertical functional mobility. It is the one that takes place when the changes of functions and tasks pass the limits of the professional group of belonging of the worker, but not the functional division to which it is attached. Within this mobility class there are two variants:

Rising vertical mobility occurs when the new tasks and functions entrusted to the worker correspond to a higher-level professional group, without altering the functional division of membership.

Top-down vertical mobility occurs when the new tasks and tasks assigned correspond to a lower-level professional group, without altering the functional division of membership.

2) Horizontal functional mobility. It is the one that implies the change of the functional division of the worker's previous membership.

3) Ordinary functional mobility. It is the one that takes place when the changes of functions and tasks occur within the limits of the worker's professional framework; that is, their membership in a given professional group and functional division.

Article 21. Vertical functional mobility.

1) In case of vertical upward functional mobility.

For organizational, technical or productive reasons of a temporary nature, being understood by those not exceeding six months (except in case of replacement by I.T. or surplus) the addresses of the companies will be able to assign to the workers to perform tasks of a higher-level professional group, within the same functional division.

Whenever business addresses find it necessary to make use of the application of this type of functional mobility, the changes will be notified simultaneously to the affected workers and their legal representation.

This notification must include at least:

A justification description of the causes that motivate those changes.

Identification of affected workers.

The estimated duration of the moves.

The specification of the features and requirements of the tasks and functions to be developed, as well as the appropriate training and experience.

In this regard, the addresses of the companies will take into account the opinions and suggestions of the legal representation of the workers regarding the proposed changes.

If the change in the professional group leads to higher remuneration, the affected workers will receive them from the position of destination.

In case the change of position exceeds six months in one year or eight months in two years-unless it is founded on grounds of replacement by I.T. or surplus-the worker may, at his or her own will, continue to carry out these jobs or return to the position previously held. In the first assumption it will automatically ascend.

In any case, whatever the duration of the mobilization and the cause that the gender, will be recognized and valued, for the purposes of professional promotion and in the terms that is agreed, the merit that the occupation of functions and tasks of top-level professional groups.

2) In case of vertical downward functional mobility.

For organizational, technical or productive reasons-justified in the interests of the productive activity-the addresses of the companies may be used for the purpose of carrying out functions or tasks of a lower-level professional group.

The attachment to this type of functions and tasks will be done for the necessary time for your attention which, in any case, will not exceed three months. After this period of time the worker will be reinstated to the post of origin.

Whenever the addresses of companies find it essential to make use of the application of this type of functional mobility, the agreement with the legal representation of the workers will be necessary.

To do this, the business address will notify the intent of the changes simultaneously to the affected workers and their legal representation, in the same terms as provided in the previous section. In any case, the times of stay in positions corresponding to lower level professional groups will always be valued for future needs of this type, ensuring that there is a certain equitable distribution among the different workers when the requirement for this type of mobility arises.

Workers affected by this functional mobility class will receive the remuneration of the post and professional group of origin.

Article 22. Horizontal functional mobility.

For reasons of organisational, technical or productive reasons, the addresses of undertakings may be used to provide workers with the task or tasks of a functional division other than that of prior membership, without variation of the professional group.

Dealing with a substantial modification of the working conditions (Art.41 TRET), provided that the addresses of the companies find and justify the need to make use of the application of this type of functional mobility will be mandatory the agreement with the legal representation of the workers.

To do this, the business address will notify the changes planned simultaneously to the affected workers and their legal representation, in the same terms as in the previous paragraphs (Art. 21.1).

It will also be in this process of negotiation and agreement where the temporary (indefinite or limited) scope of the proposed changes will be fixed and the consequences that this will entail.

The necessary retraining or training and the periods of adaptation to the new functions and tasks will also be established.

In any event, it will be ensured that the remuneration paid by the affected persons is maintained in their previous posts, in the event that they are higher than those of the post of destination. If the remuneration of the place of employment is higher, the workers concerned shall receive them from the new post.

In the event that the change in functional area involves a change in the professional group (vertical mobility), the latter will also govern the rules provided for in this Convention for these cases: Art. 21.1 in case of upward vertical mobility and Art. 21.2. for vertical downward mobility.

Article 23. Ordinary functional mobility.

Even if, in general and in accordance with the provisions of this Agreement, cases of ordinary functional mobility will not be necessary and preceptively agreed with the legal representation of workers-except in the If there is a need for a substantial change in working conditions, it is necessary that such representation should always be promptly informed of the changes, and may intervene in cases deemed necessary to do so.

An exception to this is the possibility of applying ordinary functional mobility in cases where the proposed changes exceed the precept indirectly referred to by Art. 22.1 TRET. when defining the concept of equivalent professional category. This is, where the changes in functions and tasks leading to the application of ordinary functional mobility exceed the concept of equivalence (where the professional competence required for the performance of the functions of a post permits develop the basic functions of the second, after completion, if necessary, of simple processes of training or adaptation). In such cases, the application of ordinary functional mobility shall be subject to the agreement with the legal representation of workers.

Article 24. Geographical Mobility.

Geographical mobility, within the scope of this Convention, affects the following cases:

a) Displacements.

b) Transports.

Article 25. Offset.

The temporary destination of a worker is understood to be a place other than his usual job center.

Companies will be able to move, with the agreement of the Trade Union Representation, their workers up to the maximum limit of one year.

Companies shall freely designate workers to be displaced, where the destination does not require overnight stays, or where this circumstance does not last longer than three months.

In cases where the posting requires overnight stays outside the home and lasts longer than three months, the companies will propose the posting to the workers they deem appropriate to carry out the work and in the This procedure does not cover the posts to be provided, it will be made compulsory among those who meet the conditions of professional suitability to occupy the places, observing the following preferences, in order not to be displaced:

a) Legal representatives of workers.

b) Physical and psychic decreases.

c) pregnant and breastfeeding workers.

Companies wishing to make one of the displacements exceeding three months that require the worker to stay away from their home must be advised to the affected persons at least 5 days in advance.

In any case, the pre-warnings must be in writing.

On displacements exceeding three months that do not allow the worker to stay at home, the companies and the affected will freely agree to the formulas for workers to return to their homes. periodically, which may consist of the grant of one-way trips and return in all or part of the weekends, adapting to working days to facilitate regular visits to their home, concessions of periodic permits, grant of the displacement of their relatives, etc.

In the cases of failure to reach agreement on this matter, the provisions of Article 40.4 of the Workers ' Statute shall be made, with the right to a minimum of 4 working days of stay at their home of origin for each 3 months of posting, without counting as such travel, the costs of which shall be borne by the employer.

By individual agreement, the accumulation of these days may be agreed by adding, even, to annual leave.

In the case of displacement, the right will be generated, in addition to all the economic rewards that you usually receive, to the travel expenses and expenses that you make.

Article 26. Conditions of the Displacements.

If, as a result of an offset, when the worker can return to stay at his residence, he will employ more than 45 minutes in each of the round trips, using the ordinary means of transport, the the excess will be paid to you in proportion to the salary agreement, except that you are currently consuming more than 45 minutes, in which case you will only be paid the difference on this time.

The posted staff will be linked to the day, work schedule and calendar in force at the arrival center. However, in the event that the working day for the centre of origin is less than that of arrival, the excess shall be paid as overtime which shall not be counted for the limit of the number of hours.

The incidents not referred to in the preceding paragraphs which, as a result of the posting, may occur in respect of hours, time and expenses which are harmful to the worker, shall be assumed by the company.

Article 27. Shipments.

A worker's final membership shall be considered as such a worker's final membership of a company other than the one in which he or she was providing services, and which requires change from his habitual residence.

For economic, technical, organizational or productive reasons that justify it, or for hiring related to the business activity, the Company may, with the agreement of the Trade Union Representation, proceed to the transfer of its workers to a work centre other than the same with a definitive nature.

In the case of shipment, the worker shall be prewarned with, at least 30 days in advance, in writing.

The transfer must be communicated to the employees ' representatives at the same time as the worker concerned. The worker concerned shall receive a compensatory allowance equivalent to 35% of his gross annual income in ordinary working hours at the time of the change of centre, 20% of the annual gross contributions at the beginning of the second year, and 20% at the beginning of the year. the 3rd year, always on the initial basis.

In this case, the travel expenses of the worker and his/her family, the expenses of moving furniture and goods and five allowances for each person traveling from the family members and living with the displaced person will be accrued.

CHAPTER IV

Working Time

Article 28. Workday.

1. The maximum annual working day will be for 2009 from 1,738 hours, from 1 January 2010, from 1,734 hours and from 1,730 hours for the year 2011.

2. The distribution of the annual and weekly working hours, as well as the weekly and public holidays will be fixed in the corresponding calendar of work that will be agreed by companies and legal representatives of the workers, before 30 January each year. year.

Article 29. Work Hours.

The company will present in each center the agreed working calendar that must contain the daily work schedule, days, rest days and holidays corresponding to each calendar year.

Article 30. Punctuality.

The staff must be in their regular job at each working centre with the work clothes at the exact start of the day, and will not leave the job before the termination time.

Article 31. Shifts and Relays.

In companies that have established shift work systems, the worker is obliged to remain in his job until the arrival of the relay. The time required during the waiting period not exceeding two hours shall in any event be compensated for at the price of the extraordinary hour, irrespective of the fact that it is not computed as such.

Article 32. Overtime.

The signatory parties, aware of the positive effects on employment which may result from a social solidarity policy, agree by this convention to abolish the realization of overtime common.

Only extraordinary hours can be performed that obey causes of force majeure.

The situations of a structural nature which may require the carrying out of tasks on an extraordinary basis cannot, in any case, lead to an increase in the annual working time agreed upon, compensation for free time at a rate of 1.25 hours of enjoyment for each hour taken.

In this scenario, the following individual limits will be governed: 2 hours per day, 10 hours per month, and 60 hours per year. By agreement between the company and the representation of the workers, the monthly limit may be extended up to 20 hours per month, without exceeding the daily and monthly limits.

Extraordinary hours of force majeure shall not be subject to any ceiling except that of the mandatory daily rest period and shall be compensated with free time equivalent to working time plus an economic remuneration. equivalent to the value of 0.5 hours, according to the convention tables.

The management of the company and the legal representation of the employees shall determine, by common agreement, whether extraordinary hours should be carried out for reasons of force majeure or in situations of a structural nature.

These hours will be reported monthly to the Labor Authority by the company, with the compliance of workers ' representatives.

Article 33. Holidays.

1. The staff affected by this General Convention, regardless of their employment status, shall be entitled to the enjoyment of a period of paid annual leave of 30 calendar days, starting, in any event, their enjoyment, on a working day other than Friday.

2. Holidays shall be enjoyed for calendar years in the period from June to September, both inclusive, at least one of the two fractions. The first year of service delivery in the enterprise will only be entitled to the enjoyment of the proportional share of the time actually worked during that year.

3. The right to vacation is not susceptible to economic compensation. However, the staff who cease during the course of the year shall be entitled to the payment of the salary corresponding to the part of the holiday accrued and not enjoyed, as an integral part of the liquidation due to their absence from the undertaking.

4. For the purposes of the accrual of holidays, the time actually worked shall be considered to be the situation of temporary temporary incapacity, whatever its cause. However, given that the right to holiday enjoyment expires in the course of the calendar year, the same shall be lost if the worker's maturity continues to be low, even though he will retain the right to perceive the difference that may exist. between the payment of holidays and the provision of temporary incapacity.

5. Once the enjoyment of the statutory holiday period has begun, if the situation of temporary incapacity and maternity/paternity leave is over, the duration of the period shall be counted as days of leave, without prejudice to the right of the worker to perceive the difference that may exist between the remuneration for the holiday and the provision of temporary incapacity.

If the temporary and low maternity/paternity disability occurred after the date of the start date for the individual enjoyment of the holidays and before that date, the worker will maintain the right to enjoy holidays until the course of the calendar year, agreeing a new period of enjoyment after the discharge of the temporary incapacity.

The preceding paragraph will not apply to the collective vacation assumptions of an entire job center.

6. The enjoyment of holidays, as a general rule and unless otherwise agreed, will be uninterrupted. The total period for the enjoyment of holidays may not be divided by more than two, with the legal representatives of the employees having a calendar of three months in advance of their enjoyment.

7. The remuneration of the holiday shall consist of the amount set out in the salary table.

Article 34. Permissions and Licenses.

The worker, upon notice and justification, may be absent from work for the time and under the conditions set out in the attached permit and license table.

The notice shall always be mandatory, except in exceptional cases and unforeseeable situations that do not allow the absence of a warning, in which case they shall be sufficiently accredited.

The permits and licenses regulated in the lower-level Conventions, while overall they are more favorable to the workers than the regulation developed in this Collective Agreement, will be respected in their own terms.

The permits and licenses provided for in this article will also be enjoyed by the couples in fact, presenting the certificate of registration that they have made to any institution entitled to the effect.

PERMISSION AND LICENSE BOX

NO

YES

Reason	Maximum time	Concepts to accrual
		. Base	Pag. Ext.	Com Ant.	Ince (1)	Comp Conv	Comp. Trab	C. No
of parents, grandparents, children, grandchildren, spouse, siblings and in-laws.	Three calendar days, expandable up to five natural days in displacement case greater than 200 Km.	YES	YES	YES	YES	YES		YES	NO	Document that accredits the fact.
parents, in-laws, children, grandchildren, spouse, siblings and grandparents.	Three calendar days, expandable up to five natural days in case of displacement exceeding 200 Km.	YES	YES		YES	YES	YES	YES	YES	Medical Justicizer that accredits the fact
of Nueras, Yernos, Cunates, and Political Grandparents.	Two calendar days, expandable up to four natural days in case of displacement exceeding 200 Km.	YES	YES	YES	YES	YES	YES	NO	Document in which the fact is
disease of nueras, sons, and political grandparents.	Two calendar days, expandable up to four natural days in case of displacement greater than 200 Km.	YES	YES	YES	YES	YES	YES	NO	Health Justicizer that accredits the fact.
Child birth, adoption, or welcome.	Three working days, expandable up to five natural days in case of displacement greater than 200 Km.	YES	YES	YES	YES	YES	YES		NO	Family Book or Courthouse Certificate.
Marriage.	Fifteen calendar days.	YES	YES	YES	YES	YES		NO	NO	Family Book or official certificate.
Change usual address.	A workday.	YES	YES	YES	YES	YES	YES	NO	Document that accredits the fact.
Deber inexcusable.	The indispensable or the one that marks the rule.	YES	YES	YES	YES	YES	YES	NO	Help Justify.
Lactation up to nine months.	1 hour or two ½ hour absence; day reduction in one hour.	YES	YES	YES	YES	YES	YES	YES	Family Book or Adoption Certificate.
(Art. 40 E.T.).	Three business days.	YES	YES	YES	YES	YES	YES	NO
Marriage.	The calendar day.	YES	YES	YES	YES	YES	YES	NO	YES	YES	YES	YES	YES The_table_to_izq"> Document in which the fact is credited.
union or representation functions workers.	The set in the rule.	YES	YES	YES	YES	YES	YES	YES	The one that proceeds.

(1) Average perceived in the previous month.

Article 35. Suspension with reservation of the job.

The suspension will affect, pursuant to Article 45 (1) (d) of the E.T., the following assumptions:

"Maternity, risk during pregnancy of the working woman and adoption or pre-adoption or permanent reception of children under six years."

It shall apply as set out in Article 48 (4) of the E.T. for the suspension by birth, adoption or acceptance, and the provisions of Article 48 (5) of the E.T. for the risk suspensions during pregnancy.

In the latter case, the Company will pay in addition to the provision of Social Security, up to 100% of the worker's regulatory base affected by the suspension.

When the period of suspension coincides with the holiday period set in the work calendar, the enjoyment of all of the two rights will be guaranteed.

Article 36. Reduction of the day for family reasons.

(a) Breastfeeding permit of a child under nine months: Workers and workers shall be entitled to an hour of reduction of their daily working day, which may also be used in a split or cumulative manner for their enjoyment weekly or monthly.

(b) Reduction of day by legal guardian of minors, physical or mental decreases, and for the direct care of a family member in need of special care: Article 37 (5) of the Treaty shall apply. E.T., supplemented by:

A child's legal guardian reduction may be used until the age of eight years is reached.

The kinship relationship required for the care of family members will also be understood to apply to the couples in fact.

The time and determination of the period of enjoyment of the nursing permit and the reduction of the working day shall be the responsibility of the worker or worker who is the applicant, within their ordinary course.

Article 37. Leave of absence for child and family care.

(a) The right to a period of leave of absence of not more than three years to take care of the care of a child, where it is by nature, such as by adoption, or in the case of a welcoming, permanent as well as a preadoptive, may be exercised until the age of eight years. This period of leave shall count as seniority for all purposes, and during that period the worker or worker shall be entitled to the reservation of his job.

(b) The right to a period of leave of absence for care of family members in need of care shall be no longer than three years, and during this period the worker or worker shall be entitled to the reserve of his post of work, computing the age for all effects.

The kinship relationship required for the care of family members will also be understood to apply to the couples in fact.

Article 38. Paid leave.

(a) For the time indispensable for accompanying children under eight years of age to health care.

b) For the time indispensable for the care of children under eight years of age suffering from an infectious disease.

(c) Up to five days a year, or its equivalent in hours of ordinary working hours, for the completion of adoption or reception procedures.

Article 39. Forced Leave.

Enforced leave shall be granted by appointment or election for a public or trade union charge that makes it impossible for work to be assisted, and shall give rise to the right to the preservation of the job and to the calculation of seniority during its term. Reentry will be requested within the month following the end of the public or union charge, this right being lost if this deadline is passed.

It is agreed that the seniority will be computed for all legal effects and expressly for the alleged indemnification by cessation or analogous causes.

Article 40. Voluntary Leave.

1. The worker with at least one seniority in the 1 year Company shall be entitled to be recognised as being on a voluntary basis for a period of not less than 4 months and not more than 5 years. In cases where the worker is subject to a contract of temporary duration, the maximum duration of voluntary leave may in no case exceed that of the duration of the contract. This right may be exercised only once again by the same worker, if applicable, if 4 years have elapsed since the end of the previous leave, except in exceptional cases where the said period may be reduced by mutual agreement.

2. The surplus worker retains only a preferential right to the reentry into the vacancies, of the same or similar category to his or her, which would have been or occurred in the Company, and whenever they request it with, at least, one month before the end of the the excess.

Common Provisions for Excedencies

1. In excess of the time of the contract, the duration of the contract shall not be altered by the situation of the worker's surplus, and in the case of arriving at the end of the contract during the course of the contract, The contract shall be terminated by the end of the period of 15 days, unless otherwise agreed.

Failure to comply with the notice period by the employer shall, exclusively, entail the obligation to compensate the worker economically in the amount of the days of lack of notice, at the time of its liquidation.

2. During the period of leave, the worker may in no case provide services which result in unfair competition in relation to the undertaking. If it did, it would automatically lose its right to re-entry.

CHAPTER V

Economic Perceptions: Concept and Structure

Article 41. Economic Increases.

For the year 2009, all remuneration concepts have been increased by 1% according to the annexed tables. In the event that the actual CPI, over the course of 2009, is greater than 0%, a review will be carried out from 1 January 2009 of all the remuneration concepts in all that the CPI is greater than 0%. The amount of such revision shall be made cash by the undertakings to the employees, in a single payment, within the maximum period of 30 days from the date of such increase. The resulting amount for each level as a result of this deviation will be added to the current salary tables and will serve as the basis for calculating the increase for the year 2010.

In the case of the actual CPI for 2009, between 0% and -0.5%, the tables for the calculation basis of the salary increase for the year 2010 are those that are annexed to this agreement.

In the case of the actual CPI for the year 2009, being less than -0.5%, the annexed tables will be reduced by the percentage of the CPI below the indicated -0.5% for the calculation of the base of 2010 on the basis thus obtained the agreed increase shall be applied for that year 2010.

In the year 2010, the agreed increase, on the final salary tables found according to the previous forecasts, will be of 1.3%, depending on the evolution of the actual CPI throughout 2010, the same criteria will apply For 2009, depending on whether the year 2009 is greater than 0%, it is between 0% and -0,5% or less than -0,5%. With the salary tables thus obtained, the agreed increase will be carried out for 2011.

In 2011, the initial salary increase will be the ipc provided by the government or the European central bank for Spain, or the actual CPI for the year 2010 (the lower of the two) plus 1.3%. In the case of the actual CPI in 2011, it will exceed the expected CPI or the actual CPI of 2010, the smaller of which will have served as a basis for the calculation of the initial retributive increase, will proceed to a review with retroactive effect to January 2011, in all that exceeds that percentage. The amount of such revision shall be made cash by the undertaking to the employees within 30 days of the finding of this deviation from that indicator.

The actual CPI review will serve as a calculation for the wage increases that are agreed in the following year.

Article 42. Economic perceptions. Concept.

1. The economic remuneration of the workers affected by this Convention shall be constituted by salary and non-wage remuneration.

2. Wage remuneration is paid to the economic remuneration of workers in cash or in kind who are paid for the professional provision of employment services. They are wage economic perceptions:

a) Base salary is that part of the remuneration that is fixed exclusively for the unit of time.

(b) Wage supplements or amounts which, where appropriate, are to be added to the base salary on the basis of circumstances other than the unit of time:

Personal, such as seniority.

Of job, such as those derived from shift work, night, exceptionally toxic, painful or dangerous.

Quality or quantity of work, such as premiums, incentives, weaning, activity or assistance, or overtime.

Extraordinary pay, and vacation pay.

3. Non-wage economic perceptions:

(a) Social Security benefits and allowances and their allowances.

(b) Compensation or compensation for expenditure incurred by the worker as a result of his or her work, such as tools and work clothes, as well as the amounts paid in respect of allowances, travel expenses or locomotion, extranalarial plusses.

(c) Severance payments, geographical mobility, suspensions, extinctions, contract or dismissal decisions, and occupational accident and illness.

Article 43. Economic perceptions. Structure.

1. It is agreed to establish the proportions to be kept by some of the concepts in relation to the annual total agreed in the economic perceptions tables of the Convention.

2. The concepts of base salary and extraordinary rewards as defined in the previous article, added, shall not be less than 70% of the total annual total of the tables of the convention for each category or level.

(a) Extrasalarial plusses, together, shall not exceed 7% of the total annual of the tables of the convention for each category or level of remuneration.

(b) Wage plusses, together, shall occupy the remaining percentage which results from applying the two previous criteria on the annual total of the tables of the convention for each category or level of remuneration.

3. In addition to the concepts outlined above, they may exist in the receipt of workers ' salaries, the remaining perceptions referred to in the previous article.

Article 44. Salary Table.

A table of minimum economic perceptions guaranteed for the ordinary working day will be established for each worker, corresponding to their professional category, without any discrimination based on sex, and that is contained in Annex I to this Convention.

Workers who have higher salaries than those listed in Annex I to the entry into force of this agreement will see these wages increased by the same percentage as agreed for 2009.

For years and successive conventions, you will also be applied for increases that are agreed upon on your individual wages.

Article 45. Accrual of the Salary.

1. The basic salary shall be earned during all calendar days for the amounts which, for each category and level, are included in the salary table.

2. The wage contracts of the agreement, shall be earned during the days effectively worked for the amounts that, for each category and level are fixed in the table of economic perceptions.

3. The extranalarial plusses of agreement, shall be written during the days of assistance to the work for the amounts that for category and level figure in the table of economic perceptions.

4. The extraordinary payments shall be payable for calendar days in the following form:

a) June Paga: 1 January to 30 June.

b) Christmas Paga: 1 July to 31 December.

5. The tables of economic perceptions include the corresponding annual salary for each category and level.

Article 46. Payment of the Salary.

1. The monthly payment of remuneration shall be determined on the basis of day wages for all levels excluding any other criteria. Neither the extraordinary payments nor the compensation which may be awarded for the termination of contracts may be paid by pro rata. The remuneration tables which are incorporated as Annex I and Annex I -Bis to this Convention shall form an inseparable part of the Convention and shall have the force of binding on each activity.

2. All perceptions, except those of a maturity of more than one month, shall be paid on a monthly basis, for periods expired and within the first 10 calendar days of the month following that of their accrual, even though the worker shall be entitled to receive fortnightly advances the amount of which shall not exceed 80% of the amounts due.

3. Companies are entitled to pay the remuneration and advances on behalf of the companies by cheque, transfer and other payment method through a bank or financial institution. If the mode of payment is the check the time spent on its collection will be on behalf of the worker.

In the case that the company opts for payment method by bank check, it will be shown in the same as "payroll check", and when paid by transfer it will be reflected in the bank payroll: "registered payroll".

4. The worker shall provide the undertaking, at the time of its entry or incorporation, with its tax identification number (NIF), in accordance with the rules applicable in this respect.

Article 47. Extraordinary Rewards.

1. The worker shall be entitled to two extraordinary bonuses per year, which shall be paid in the months of June and December, before 30 and 20 of each of them, respectively.

By way of exception and by agreement between the legal representation of the employees and the company, it will be possible to opt for the monthly prorateo of these pages.

2. The amount of the extraordinary pagas of June and December is determined in the Wage Table for each level and category, regardless of the amount of the remuneration and the mode of work provided.

3. Such extraordinary payments shall not be payable for the duration of any of the causes of suspension of contracts provided for in Article 45 of the Staff Regulations.

4. The amount of extraordinary payments for staff who, by reason of their permanence, are not entitled to the whole amount, shall be prorated according to the following rules:

(a) The staff who enter or cease in the course of each calendar semester shall pay the wages in proportion to the time spent in the undertaking during the same period.

(b) Staff who cease in the respective semester shall be given the proportional share of the gratification at the time of the liquidation of their assets.

(c) Staff who provide their services on a reduced or part-time basis shall bear the extraordinary payments in proportion to the time actually worked.

Article 48. Plus Assistance or Pay.

A plus of assistance is established for the work whose monthly amount will be the result of multiplying the amount fixed in the salary tables of the Annex of this agreement for each effective day of work or full day of the period for settlement.

Article 48a. Plus output.

When staff who regularly develop their work in workshops have to move to the work, they will receive the amount of EUR 12 per day in terms of output.

Article 49. Plus Extrasalarial.

In compensation for the transport costs that the worker must carry out in order to attend his or her job, an extra-salary is established, the amount of which per day actually worked, and of the same amount for all the groups, Categories or levels are determined in table annexed, and that by their nature indemnification or compensatory nature will not have the consideration of salary.

This plus will not be deducted in those cases of unpaid leave of less than one ordinary working day. And, given its nature, it will have no consideration of salary for its indemnification or compensatory character.

Article 50. Mileage.

1. Where, for the purposes of the undertaking, a worker has to move from the normal or normal working centre to other different places, the undertaking shall provide the appropriate means of transport where there is no other public service. collective, being the latter in charge of the company.

2. If an undertaking and a worker agree to use the vehicle of the latter, the latter must make the relevant authorization in writing, by paying the amount shown in the Salary Table.

The price of the kilometer is the price fixed in Annex II to this agreement.

Article 51. Diets.

1. The diet is an extrasalarial concept, of a compensatory or compensatory nature, and of an irregular nature, which aims at the compensation or compensation of the costs of living and lodging of the worker caused as a result of the displacement situation.

2. The worker will receive complete diet when, as a result of the posting, he cannot stay at his usual residence. It shall always be payable per calendar day.

3. Where the employer arranges and costs the maintenance and accommodation of the posted staff, provided that he fulfils the conditions required and sufficient, no diet shall be satisfied. However, the worker shall have the right to choose between the perception of the diet or the employer to organise and pay for the maintenance and accommodation.

4. An average diet shall be payable where, as a result of the posting, the worker concerned has the need to perform the food outside his habitual residence and is not supplied by the undertaking and can stay at the residence. The average diet will become an effective day worked. No average dieting shall be payable in the case of displacement made on a site less than 10 kilometres from the labour contract or the worker's home.

5. Daily allowances or allowances shall always be paid regardless of the remuneration of the worker and on the same dates as he is; but on a journey of more than one week, he may apply for fortnightly advances on account, and justify, on the above mentioned diets.

6. The amount of the whole diet and the average diet is the amount fixed in Annex II to this Convention.

Article 52. Job Job Add-on.

These are those wage supplements that the worker must receive on account of the characteristics of the job or the way in which he or she carries out his or her professional activity, which is a different concept of work stream.

They are considered to be additional jobs, among others, those of penosity, toxicity, dangerousness and nocturnity.

These supplements are functional in nature, and their perception depends exclusively on the exercise of the professional activity in the assigned position, so as a general rule they will not be consolidated.

Article 53. Work Penbears, Toxic and Dangerous.

1. Workers who have to carry out work which are exceptionally painful, toxic or dangerous, must be paid a 20% increase on their basic salary. If these functions are performed during the middle of the day or in less time, the plus will be 10%.

2. The amounts equal to or greater than the plus fixed in this Article which are established or established by the undertakings shall be respected provided that they have been granted by the concepts of exceptional penalties, toxicity or danger, in which they The payment of the increases laid down in this Article shall not be payable. Nor shall they be obliged to satisfy such increases, those undertakings which are included, in the same or higher amounts, in the salary of the job qualification.

3. If the conditions of exceptional hardship, toxicity or danger disappear for any reason, the indicated increases shall cease to be paid, not having therefore a consolidable character.

4. In the event of a discrepancy between the parties as to whether a particular work, work or activity should be regarded as exceptionally distressing, toxic or dangerous, it is for the Judicial Authority to resolve the matter.

5. Those provincial collective agreements which, at the entry into force of the present, are recognised as a penious, toxic or dangerous superior, shall maintain it as a more beneficial condition.

Article 54. Night Work.

Staff working between twenty-two hours and six in the morning will receive an extra night work equivalent to 20 percent of the base salary of their category. If the time worked in the night period is less than four hours, the plus will be paid on the time worked effectively. If the night time exceeds four, the supplement for the entire working day shall be paid.

Article 55. Old Age Personal Complement.

1. The first general agreement of the sector agreed to the abolition of the concept of the personal complement of seniority, both in its normative and retributive aspects. This is why the amounts that are being collected by the workers at the time of the entry into force of this Convention are maintained and consolidated.

The same will remain unchanged and for an indefinite period of time as a paid supplement "ad personam", and must be reflected in the official receipts of salary with the denomination of "consolidated seniority", not being susceptible nor of absorption and/or compensation.

Article 56. Quantity or Quality Add-on, Prims and Incentives.

These are those wage supplements that the worker must receive on the basis of a better quality or greater amount of work, whether or not they are linked to a system of pay for income.

They will no longer be perceived when their non-realization is recorded, therefore, not consolidable.

In companies where a production incentive system is implanted or implanted, these add-ons will be settled in conjunction with the salary set per unit of time.

CHAPTER VI

Organization of the job

Article 57. Definition and General Principles.

The aim of the work organisation is to achieve optimum levels of productivity and working conditions and employment in companies, based on the proper management and use of human resources and materials. Double objective that is understood as inseparable and for which consensus is required between the members: management and workers. For this reason, the participation of the workers ' representatives is essential at all times, in accordance with the mechanisms that are determined in this Convention. Participation that takes place in functions of control, advice, guidance, proposal and approval of the measures and actions to be taken in this respect.

The organization of the work will extend, among others, to the following subjects:

Determination of the normal activity requirement.

Award of the necessary elements (machines, tasks and specific functions) so that the worker or worker can achieve at least the requirement referred to in the previous point.

Fixing the qualifying quality indices throughout the work process involved.

Establishment and/or modification of methods, rates, staff distribution, as well as functions and technical variations of machines and materials.

Adaptation of workloads, yields and tariffs to conditions that result from the application of the establishment and/or changes of operational methods, manufacturing processes, change of matter, machinery or any other technical condition of the process in question.

Fixing clear formulas for obtaining the remuneration calculations that correspond to each and every worker affected.

Adoption of the necessary measures to ensure that the whole process of work is carried out under optimum working conditions, so as to enable workers to carry out the tasks of their business in a few good physical and mental conditions.

Article 58. Implementation, Modification, or Replacement of the Work Organization Systems.

The systems of organization of work, as well as their modifications and substitutions, must be negotiated with the representation of the workers through Joint Commissions, according to the criteria, mechanisms and procedures which are determined in this Convention.

In order to be able to properly develop the processes of negotiation and decision-making, provided that a system of organization of work or the modifications of the already implemented are intended to be implemented, they are substantial, Information memory that the management of the company must deliver to the Representation of the workers must contain at least and in addition to what is included in other paragraphs of this Convention, the following information:

Work rationalization measures:

Determining the work method.

Establishment of the working time, making express constancy of the studies of times carried out, as well as of the supplements granted by the different concepts and of the times previously in force.

Formula of remuneration of the premium and incentives and, where applicable, performance fixing.

Work Method:

Detailed description of the position or groups of jobs, machines, devices, tools, etc.

Material and withdrawal of work done, attention to machines and tools; normal process interruptions and any other circumstances affecting you.

Conditions to be met by semi-finished raw materials used in the work and production processes.

Required skills of the operatives.

Elementary Rates.

Analysis, assessment and classification of tasks for each position or groups of jobs.

Impact on productivity and employment.

Measures to adapt workers to jobs, training, etc.

Guarantees that the entire production process will be developed in appropriate working conditions, occupational health and the environment.

Article 59. Adaptation Period.

In any modification of the working conditions that occurs, and which affects the manner of provision of the same, the management of the company must grant a reasonable period of adaptation to the new conditions.

This period shall be fixed, in each case and by mutual agreement, in the precept negotiating process between the parties, taking into account the importance of the changes operated and the particular conditions of the workers and Workers affected. In all cases, if the modification affects the system of remuneration, by quantity or quality of work, a minimum period of 3 months shall be established, during which the average of the supplements shall be paid to the person concerned. the quantity or quality of work that it would have received in the 6 months prior to the modification, unless the application of the new system would result in higher amounts, in which case these would apply.

Article 60. Performance Required.

Normal activity or normal performance will be the only required.

Article 61. Work on Special Conditions.

1. In the case of works carried out in the open, the Directorate of the Enterprise may suspend the work as a result of inclement weather, communicating such a standstill, as well as the resumption of the work, the representatives of the employees.

2. 70 per cent of the hours worked for interruption of the activity, due to causes of force majeure, atmospheric accidents or inclement weather, shall be recovered at the rate of one hour per day in the following working days, after communication to the workers concerned and their legal representatives in the workplace. The time not worked by the above causes will not be the result of the worker's remuneration.

CHAPTER VII

Multiple Provisions

Article 62. Compensation for Death, Permanent Invalidity and Non-Invalidant Permanent Injuries.

1. Workers falling within the scope of this Convention shall be entitled to compensation, for contingencies and for the consequences, which are indicated; to this end, undertakings are obliged to subscribe to the corresponding insurance policy, the coverage of which will cover all risks indemnified, which are:

	Euros
Ramo:
Death by accident of work, or occupational disease	31,819
Non-work accident death	15,910
Permanent Invalidity for all work and Great Invalidity, resulting from work accident or occupational disease	19.090
Total Permanent Invalidity for the profession, derived from work accident or occupational disease	19.091
Total Permanent Invalidity for the usual non-work accident-derived profession	12.728
and non-invalidating injuries, mutilations, and deformations	9.546

These amounts should be maintained during the year 2009 in the current quantities and will be increased by € 2,000 per year during 2010 and the other in 2011.

2. The existence of the event causing the compensation must be recognised or declared in administrative decision or a firm judgment, but the fact that the cause of the compensation has occurred, for the purposes of the amount of compensation and insurance contract to protect them on the date of natural death on the date of the manifest of the occupational disease and on the date of the accident at work or the non-work accident.

3. Unless expressly designated by the insured person, in the case of death the compensation shall be paid to the widow of the deceased or, failing that, to the deceased.

4. The payment of the premium shall be for the Company. In the case of cessation of work, for any cause, the worker may continue to benefit from the provision provided for, for which the part of the amount of the premium corresponding to the time between the date of the cessation and the end of the period shall be paid. the policy, excluding the contingency of an accident at work; in this case, the insurance institution must request the corresponding document to prove it.

5. The allowances provided for in point 1 of this Article shall be considered to be taken into account for any other amounts which may be recognised as a result of civil liability provided that they do not result from criminal convictions imposed on the employer, and must be deducted from them in any event, taking into account the civil nature of the employer, and both parties recognise him. Nor shall such allowances serve as a basis for the imposition of the benefit surcharge due to a lack of safety and health measures at work.

6. The policies subscribed to under the previous agreement shall not lose their effectiveness as long as they are in force, for the concepts and amounts respectively provided for.

7. Percentages of allowances for permanent non-invalidating disabilities, according to Annex V.

In the event that the company does not have insurance against the contingencies mentioned in this article and the concrete facts are produced, the company will respond directly.

Article 63. Early Retirement.

1. Early retirement at age 64 as a measure of employment promotion. -This will be in line with the provisions of Royal Decree 1194/1985 of 17 July 1985 or provision of legislation to replace it in the future, and the provisions of Article 4 of the Law 10/1994 of 19 May and Royal Legislative Decree 1/1195 of 24 March.

2. Compulsory retirement.-As a policy for the promotion of employment for the recruitment of new workers and for the needs of the labour market in the sector, irrespective of the expected early voluntary retirement provision, retirement provision is established. forthe age of 65 years of workers who have covered the statutory period of absence in order to obtain it and fulfil the other requirements laid down by the legislation on social security. This measure will be accompanied, in each company, by the holding of employment, the transformation of temporary contracts into indefinite contracts or the hiring of new workers.

Article 64. Perceptions in IT.

In the case of accidents at work, companies will complement up to one hundred percent of the remuneration, from day one.

Adjunct for temporary disability due to common illness or non-work accident:

(A) Workers who are in a situation of temporary incapacity arising from a common illness or non-work accident and for the duration of that situation shall receive a supplement up to 100% of the regulatory basis from the tenth sixth day of the day of the decline, provided that the rate of absenteeism defined in paragraph B) of this article is equal to or less than 2.5%, taking the index of the month itself.

B) The absence of work due to temporary incapacity due to a common illness or non-work accident shall be understood as absenteeism and shall be the result of the following formula:

absenteeism =	Hours of absence from IT arising from common illness or non-work accident period considered	x 100
	theoretical hours of the period considered by number of staff workers

The resulting absenteeism index will be published month-to-month in the bulletin boards of each company and given copies to the Legal Representatives of the Workers for their control.

Case of no Legal Representatives, such indices shall be provided to the trade unions which are signatories to this Convention.

Failure to comply with any of these requirements will not free companies from the payment of the temporary disability supplement to this Article, even if their index is greater than 2%.

CHAPTER VIII

Safety and health care

Article 65. General Conditions.

1. Explanatory statement.

The parties to this agreement are aware of the need to carry out an operational policy in the prevention of occupational risks, to take the necessary measures to eliminate the (a) the risk and accident in enterprises, the promotion of information to workers, the training of workers and their representatives.

The integration of prevention at all hierarchical levels of the company implies the attribution to all of them and the assumption by them of the obligation to include the prevention of risks in any activity they perform or order, and in the decisions they make in all areas and productive processes.

Therefore, we understand the need for the improvement and adaptation of the LPRL and the regulations that extend it to the specific circumstances of the companies covered by this agreement.

2. Joint Committee on Safety and Health at Work.

The Joint Committee on Safety and Health at the State level will be composed of four representatives of the trade union organisations (Federation of Industry of the CC.OO, FECOMA-CC.OO. and MCA-UGT) and four of the business representation (ANIFER) signatories to this Convention.

Operating rules will be established through the corresponding regulation to be made at the first meeting after the signing of this agreement. They will be able to perform the following functions:

You will be responsible for developing, monitoring compliance, and interpreting the contents of this chapter, and may dictate the necessary standards.

Propose the carrying out of studies, analysis and diagnosis of the working conditions, damage to health, and implementation of preventive activity and management in the sector.

Proposals for action to bring actions to address the shortcomings and problems identified.

Specific training plans for workers.

Criteria for risk assessment, prevention planning, prevention organization, health surveillance, training and information systems.

Proposals, develop and manage the application of economic aid to public or private institutions and foundations to develop action plans.

Mediate companies in the field of safety and health at work.

A) In the face of the approach by some of the parties of a procedure of Collective Conflict that has relation to the subject matter of the Convention and prior to the beginning of an administrative or judicial procedure, it will be reported in any detail to that committee on the circumstances which are present and the latter shall issue an opinion proposing, where appropriate, the various possibilities which may be considered in order to avoid conflict.

(B) During the period of one month, the Commission may obtain from the parties any type of documentation, analysis, studies, etc., which it considers appropriate in order to assess with due objectivity the circumstances which congran.

C) Once the parties have been notified of the opinion with the conclusions which it considers appropriate for the settlement of the dispute and if they are not appropriate to the application of the dispute, the proposal is left to the of the collective conflict in accordance with current legislation on the subject.

For the best development of the intended activities the parties may designate the advisors they deem necessary.

3. Preventive organization.

Every work centre will be equipped with preventive activity planning, as well as staff of the company itself with sufficient training, to implement the requirements of the plan as well as to make effective the integration of the company with the services to prevent it from being dowry. The legal representatives of the workers will be involved in the preparation, monitoring and evaluation of the results achieved.

In the field of risk prevention, the company will take into account existing legislation in such a way as to show:

a) That the prevention of occupational risks has been integrated into the general management system of the company, both in the whole of its activities and in all the hierarchical levels of the company.

b) That the hazards and risks posed by workers in the workplace have been identified and assessed, both in relation to work equipment and the workplace environment.

(c) That the design and use of the equipment and workplaces are safe, in accordance with the principles of preventive action laid down in Article 15 of the LPRL.

d) That appropriate management and maintenance of work equipment have been planned to ensure that security is not degraded.

e) That appropriate measures have been envisaged to eliminate hazards and minimise risks, in order to achieve the objectives set by labour law.

f) That the structure, dedication of personnel, means of the prevention organs and the economic means are adequate and sufficient for the preventive activity.

g) That emergency and health surveillance measures, as provided for in Articles 20 and 22 of the LPRL, have been integrated into preventive activity.

h) The conditions, organization, working methods and health status of workers are regularly monitored.

i) That training, information, consultation and adequate participation of staff, in the field of health and safety, have been planned and planned.

j) That the necessary measures are planned to ensure the coordination of business activities in the workplace.

In any case, the planning must record all the safety and health incidents that occur in the life of the company, as well as the periodic controls of the working conditions and the activity of the workers, safety and health measures, and the results of evaluations or audits of the management system for the prevention of occupational risks.

All approved preventive activities should incorporate the deadline for carrying out the preventive activity and the provisional risk control measures. Where the period in which such planning is to be carried out covers more than one year, the provisional actions to be implemented in the period shall be indicated within the annual programming period.

Any job at risk of exposure to chemical or physical agents, such as heat, dust, toxic, noise, loads, etc., should be assessed having previously been informed to the prevention delegates to provide them with their presence.

4. Rights and obligations of workers in the field of occupational risk prevention.

The worker, in the provision of his services, shall be entitled to effective protection in accordance with the current regulations on the prevention of occupational risks.

The worker will be obliged to observe in his work the laws, regulations and to determine the company in terms of prevention of occupational risks.

The worker will be obliged to follow and comply with the guidelines arising from the training and information received from the company. In a general manner, the worker must comply with the obligations laid down in Article 29 of Law 31/95 on the Prevention of Occupational Risks.

5. Health surveillance.

Regardless of what is established in those legal provisions related to the protection of specific risks or activities of particular danger, companies will be obliged to carry out the following medical examinations:

1. Annual periodical surveys for surveillance in the change of mental or health conditions caused or not by the work. If any illness is noticed, the Medical Service itself or concerted within the Prevention Service will inform the person concerned and will be directed to the consequences and the best way of treatment. It is recognised as mandatory sectoral medical protocols which are edited by the Ministry of Health and Consumer Affairs.

2. Every worker will have a medical history which will be made to him when the first medical examination is carried out and which will have a secret character. When the employment relationship is complete, the Prevention Service will give you a copy of the working history at the worker's request.

3. Such measures for the supervision and control of the health of workers shall be carried out in compliance with the right to privacy and the dignity of the person of the worker and the confidentiality of all information relating to his or her state of residence. health. Such data may not be used for discriminatory purposes or to the detriment of the worker.

4. The prior reports of the representatives of the employees in relation to the voluntary or compulsory nature of the periodic medical examinations shall include the obligation to carry out their performance on the basis of the one in which they were detected. any change in mental or health conditions which may constitute a serious and foreseeable threat to the health of the worker or to his or her colleagues.

5. In the absence of representation, and taking into account the eminently preventive facet of the legal and contractual provisions in force, the trade unions which are signatories to this Convention consider such recognition to be compulsory. where the circumstances referred to in the preceding paragraph are given, having this paragraph the value of the report prior to the effects set out in point 4. of Article 22 of Law 31/95 of 8 November.

6. The medical examinations will be considered as working time, in the case of being workers in shifts the medical examinations must be planned in order to coincide with the turn of tomorrow. By way of exception, other situations other than those previously regulated will be organised with the prevention delegates.

7. Protocols shall be established for health surveillance which addresses the various risks to which the workers covered by this Convention have been subjected, from which the representatives of the Member States shall be informed in advance. workers.

6. Work garments and personal protective equipment.

1. All workers will be equipped with complete work clothing in accordance with the weather, complemented with the necessary garments for their calorific or impermeable reinforcement (parcas, vests, caps, chubaskers). The necessary equipment will be delivered to those newly hired workers at the beginning of their activity.

The involuntary deterioration of these garments due to their own work will result in immediate replacement.

In the same way, the work clothes must be consulted before in the health and safety committee or with the prevention delegate, in their absence, in order to advise the company to choose the one that respects the security and health measures, as well as their best adaptation to each post.

2. They will also be given the personal protective equipment in those works that so require. Where there is a discrepancy between worker and business on the use of appropriate personal protective equipment, the problem shall be transferred to the safety and health committee or to the prevention delegate, failing which it shall issue the appropriate report.

In the presence of any physical, chemical or biological contaminant detected in the risk assessment, even if the current environmental limit value is not exceeded, the employer will be obliged to deliver the equipment individual protection to those workers who request it.

7. Training.

Until as long as the provisions on this matter in Articles 64 and following of this Convention do not enter into force, they are defined as appropriate within the scope of this Convention in accordance with Article 19 of the LPRL Theoretical and practical training, for each trade and post, the design and contents of which shall be developed by the Joint Committee on Safety and Health, in addition to those designed by the undertaking itself, in accordance with Article 1 of this Regulation. chapter. In particular they are defined:

Initial training whose duration will be at least 3 hours, which you will need to collect from among others:

Basic concepts about the elementary organization of prevention.

Elementary preventive techniques on generic risks and prevention of these.

First aid and emergency plans.

And specific training for all workers whose duration will be at least 3 hours per year:

Preventative techniques of trade and function.

Media, equipment, and tools.

Interference in activities.

Rights and obligations.

Analysis of the accidents produced in the previous year.

Prevention training will be accredited by the Joint Health and Safety Commission so as to identify the workers who have received it, and not to duplicate it, even if they change business as long as they are both are covered by this Collective Agreement.

Article 66. Prevention delegates.

In compliance with its preventive obligations, the company will provide the prevention and components of the Committee on Safety and Health at Work with an equivalent course at the basic level of 50 hours as planned in the Prevention Services Regulation.

Prevention delegates will have a 1-hour weekly credit added to carry out their inherent activities in the workplace. Such time may be accumulated at the request of the delegates, including for the implementation of training courses in the field of prevention and the environment.

Prevention delegates will have the added powers of environment, which should be provided with information:

Of the anomalous situations that occur related to the environment, including the periodic environmental data that is required for the analysis of such anomalies.

Of the measures that are taken to resolve these failures.

Of the agreements and decisions that the competent authorities adopt with respect to the work center related to these aspects, as well as the effects and measures to be implemented at any time.

Regional, national or community legislative development on the environment.

The representation of workers will be able to propose initiatives aimed at improving the environmental situation.

Specific training programmes will be set up for these subjects which will enable better knowledge of environmental problems.

Business commitment to use environmental management systems, to manage environmental processes, and to ensure sustainable environmental protection.

Article 67. Committee on Safety and Health.

In the workplace where there are more than 50 workers, a Committee on Safety and Health will be set up in the work of two prevention delegates, appointed among the staff delegates and equal number of staff. representatives of the company, whose adopted agreements will be binding.

In the documentation referred to in Article 23 of the LPRL, the decisions of the Committee on Health and Safety with its date, scope of action and time of implementation, as well as the decisions of the Health and Safety Committee, shall be attached. comments that the employees ' representatives consider appropriate.

Security and Health Committee meetings shall be held on a monthly basis and exceptionally in the event of serious events within the 24-hour period at the request of any of the parties that constitute the Security and Health Committee. In the workplace where there is no obligation to constitute a Committee on Safety and Health, regular monthly meetings with the prevention officer shall be scheduled.

The components of the prevention service, as well as the people who regularly perform their work in this field including the medical staff, will not be able to participate as representatives of the company in the meetings of this body, and should attend to them if the parties consider it to be appropriate with a voice but without a vote and in order to advise the Committee technically.

Article 68. Special situations of risk.

Where the change of job referred to in Article 24 of the LPRL is not technically or objectively possible or cannot reasonably be required for justified reasons, the worker may apply for the suspension of his employment contract, with the reserve of the post and apply for the economic benefit of the Social Security. In such cases, the company shall supplement the subsidy up to one hundred per cent of the regulatory base for the duration of that situation.

Also during the breast-feeding period and until the child reaches the age of 9 months, the working day may be reduced in one hour either at the beginning or end of the period without a decrease in the salary, or to accumulate this time with the purpose of extending maternity leave to the termination of the maternity leave.

When a worker is considered to be particularly sensitive to certain risks of his or her job, and there is no equivalent position exempt from exposure to such risks, the worker must be assigned to a post. corresponding to their group or equivalent category, compatible with their state of health, but shall retain at least the right to the set of remuneration of their place of origin.

Article 69. Right to contradictory file.

In the event that a company intends to sanction a worker for the cessation of work based on the assessment of serious and imminent risk, it will proceed to the opening of the contradictory file in which it will be In addition to the person concerned, the members of the legal representation of the workers and the Committee on Safety and Health or the Delegate of Prevention in their case.

Article 70. Sectoral Prevention Agents.

The Joint Committee on Safety and Health at Work will be responsible for developing the Spanish Employment Strategy in the sector following its approval in the National Commission on Safety and Health at Work. The development of this strategy and its implementation in the sector of Ferralla will have to be completed before the six months after the approval of the provisions of the Spanish strategy of health and safety on this matter.

Article 71. State sectoral Joint Body.

1. The Sectoral Joint Body for the Promotion of Safety and Health at Work between the Workers and Companies of Ferralla is an instrument of a state nature, constituted under this Convention which may be integrated into the Commission Health and Safety Sectoral Joint Committee, which regulates Article 65.

2. The scope of action of this body shall be state.

3. The organ is called the "State Joint Body for the Promotion of Safety and Health in the Ferralla Sector".

Article 72. Functions.

The functions of the State Paritary Authority are as follows:

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

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

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

d) Elaboration of an annual memory.

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

f) Tracking the accidents at work and drawing up statistics for serious and fatal accidents.

g) General organisation and control of visits to business centres in the sector. The actions or tasks to be developed should not interfere with:

Prevention services (own or foreign) or,

From other preventive entities that lend support to businesses.

h) Proposals for solutions to reduce accidents.

i) Presentation and project management between the FPRL or other public or private entities.

Article 73. Headquarters.

The headquarters of the Joint Authority for the Promotion of Safety and Health in the Sector of Ferralla will be initially at the headquarters of ANIFER, in Madrid, Calle Dulcinea, 10B, local.

Article 74. Composition.

1. The Joint Body is composed of eight members, four business representatives and four trade union members, and will be chaired by the one who agrees on the body itself.

2. The Joint Body shall be assisted by a Secretary, who shall be elected from among its members.

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

Article 75. Appointments.

1. The members of the Joint Body shall be appointed by the organisations to whom they represent, from one party for business representation from another party, by trade union representation.

2. Its members shall exercise their mandate of representation for a period of four years, and may be re-elected for periods of equal duration.

Article 76. Ceses.

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

a) Compliance with your command.

b) Free revocation by the organization that designated you.

c) By express waiver.

d) By death.

2. In any of the cases of termination provided for in this Article, the member shall be replaced by the business or trade union organisation to whom it is replaced.

Article 77. Meetings.

1. The ordinary meetings of the Joint Body shall be quarterly, and shall be extraordinary when requested by one half plus one of its members or when the President considers it.

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

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

Article 78. Funding.

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

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

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

c) Of the resources that you could obtain for your participation in preventive training and your accreditation.

Article 79. Monitoring of the accidents at work in the Sector and the development of accident statistics.

The Joint Authority will develop activities aimed at studying and monitoring detailed accidents in the Sector, in particular serious and fatal accidents.

Article 80. Organization and control of company visits.

1. In order to obtain sufficient information for the preparation of studies on the development of accidents, to provide an advisory service to small enterprises and to put in place the culture of prevention among the workers and employers, the Joint Authority will organise a generic plan of visits to the sector's work centres. This objective is part of the Spanish Health and Safety Strategy.

2. The visits shall be carried out by the persons designated by the organizations that integrate them, always respecting the principle of paritarism.

3. Prior to the performance of their function, persons designated for business visits, will receive the necessary specific training.

4. For each of the visits the corresponding report will be made.

The reserved character of all information, including persons designated for visits, in respect of any natural or legal person other than the own specific peer-to-peer committee of lower scope, by what they must keep professional. In no case, it may have effects outside the scope of advice of the Joint Authority itself.

Therefore, people who make the visits should be limited to the preparation of the timely report without interfering in the representative and technical functions that are developed in the company.

Article 81. Sector Information.

In order to promote greater involvement of employers and workers in preventive action, the State Authority in the field of safety and health in the sector of Ferralla will develop an information activity in the Following terms:

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

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

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

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

Article 82. Cycles of training of the sector in prevention.

1. The training cycles shall consist of two types of action in the field of occupational risk prevention for the activities of the sector working in construction works:

(a) The first cycle will comprise initial training on the risks of the sector and will contain the basic principles and general concepts on the subject; equally, they will have an attitude of interest for safety and health that encourages students to start second-cycle courses. This initial training provided in the first cycle does not relieve the employer of his obligation to inform the worker of the specific risks at the centre and at the job. This training will be delivered in person.

(b) The second cycle shall transmit specific knowledge and standards in relation to the job or professional family.

Article 83. Coordination and homogenisation of training.

The joint agency must homogenize throughout the national territory the plans and contents of the training that are delivered in the field of safety and health of the sector.

Article 84. First training cycle.

1. The first cycle of training in the prevention of occupational risks in the Sector is the minimum initial training action in the field of occupational risk prevention, the main objective of which is to ensure that workers acquire knowledge necessary to identify both the most frequent occupational risks and the preventive measures to be implemented in order to eliminate or minimise them.

2. The methods and contents of the materials imparted must be similar and homogeneous, the similar objectives and the equivalent results.

3. The training content of the first training cycle shall be:

Formative content of the first training cycle: Initial level:

This formative content, which will last for 8 hours, is schematized as follows:

A) Basic concepts about health and safety.

Work and Health. The occupational risks. Risk factors.

Basic regulatory framework for the prevention of occupational risks. Basic duties and obligations in this field.

B) Elementary preventive techniques on generic risks.

Falls to different levels, handling of loads, collective protection means, personal protective equipment, etc.

Auxiliary media (hung scaffolding, modular, borrrims, etc.).

Work equipment (elevators, small machinery, etc.).

Signaling.

Symbology of products and materials used in construction sites.

C) First aid and emergency measures.

General procedures.

Action Plan.

D) Rights and obligations.

Participation, information, consultation and proposals.

Article 85. Second training cycle.

The second cycle of training in occupational risk prevention in the Sector is set up by job or by trades.

The training contents of this cycle will be carried out in the in-person mode, except for the training of managers and intermediate commands that can be imparted in the mixed mode, in-person/distance, without in this case, the In-person mode, assume less than 25% of the set duration.

Article 86. General provisions on the second training cycle.

The training programmes and specific content for the work of each post or function of those courses are determined below, as a consequence of the provisions of Article 10.2 of Law 32/2006 of 18 October 2006, (a) the construction sector, which may be provided by the companies either directly or through previously approved training centres.

Subsection 2. Formative Content by Job

Article 87. Training content for managerial staff.

1. The commitment in the preventive field of the company responsible is considered essential for the hierarchical structure to have present the safety and health in all the aspects that are raised during the execution of a work, since without its It becomes impossible to get the preventive culture intended within the company. Thus, a preventive training of this figure in the business structure is required.

2. The training content for business managers, whose module will have a minimum duration of 10 hours, is schematic as follows:

A) Integration of prevention into company management.

Product security.

The manual (policy, procedures, plans, etc.).

Integration with different systems (quality and environment). Total management.

Internal Audits.

B) Obligations and Responsibilities.

Functions, obligations, and responsibilities.

C) Organization and scheduling.

Job Risk Prevention Plan.

Risk assessment.

Planning for prevention.

Control systems on existing risks.

Preventative modes.

D) Costs of the accident and profitability of prevention.

The costs of work accidents.

Methods of calculating the cost of accidents.

E) Basic legislation and regulations in prevention.

Introduction to the legal scope.

Basic and development legislation.

Article 88. Training content for the project managers and the execution technicians.

1. With regard to those responsible for the work, in order to impart orders, it is essential that they have the preventive knowledge with great clarity. Its preventive training is unavoidable so that the chain of communication of the work orders, from the preventive point of view, does not suffer in the origin a distortion that negatively influences the successive processes.

2. The training content for prevention workers and technicians, the module of which shall be at least 20 hours long, is schematic as follows:

A) Risk prevention. The five risk blocks in the works.

Analysis of the most common risks and protections in the construction sector.

B) Preventive techniques.

Safety, hygiene, ergonomics, medicine, psychosociology and training.

C) Health and safety studies and plans.

Required Contents.

Work Documents: Incident Book, Required Certificates, Other Documents.

D) Calendars and phases of preventive actions.

Risk detection.

Statistical analysis of accidents, statistical indexes.

Analysis of the most common building protections (networks, railings, auxiliary media, etc.).

Preventive modalities (own prevention service, joint, foreign, designated worker).

E) Organs and participatory figures.

Security Inspections.

Security and Health Coordinator.

Designated worker.

Prevention Delegate.

Investigation of accidents and notifications to the competent authority.

Autonomic administrations.

Competencies, duties and responsibilities of each of the above.

F) Workers ' rights and obligations.

Safety and Health Committee.

The importance of worker training and information.

Fostering awareness about the importance of getting involved in the prevention of occupational risks.

G) Legislation and basic prevention regulations.

Introduction to the legal scope.

Basic and development legislation.

Article 89. Training content for intermediate controls.

1. The communication between the implementing technicians and the workers is, as a general rule, through the intermediate controls. It is therefore very important for them to have sufficient preventive knowledge to enable this transmission of orders to be carried out without forgetting the health and safety aspects to be taken into account in each unit of work to be carried out, and which they have sufficient pedagogical and didactic concepts to enable the clarity of communications.

2. The training content for intermediate controls, the module of which shall have a minimum duration of 20 hours, is schematic as follows:

A) Integration of production prevention.

Risks in the different phases of the work.

Evaluation and treatment. Prevention organization.

B) The five risk blocks. Work orders.

Communication of work orders.

Basic risk detection and assessment.

C) Risk Tipologia. Preventive techniques.

Construction hazards.

Analysis of the most common protections in the construction sector.

D) Health and Safety Plan.

Required contents of the health and safety plan.

Work documents (incident book, required documents, etc.).

E) Serious and hazardous risk areas.

Specific risks (demolitions, excavations, structure, masonry, etc.).

F) Coordination of subcontracts.

Interference between activities.

Planning.

G) First aid and emergency measures.

Basic knowledge, objectives, and functions.

H) Organs and participatory figures.

Security Inspections.

Security and Health Coordinator.

Designated worker.

Prevention Delegate.

Investigation of accidents and notifications to the competent authority.

Autonomic administrations.

Competencies, duties and responsibilities of each of them.

Article 90. Training content for prevention delegates.

1. The training content must be consistent with the mandate of Article 37.2 and the powers of Article 36.2, both of Law 31/1995 of 8 November, of Prevention of Occupational Risks.

2. The training content for prevention delegates, the module of which shall be at least 70 hours long, is schematic as follows:

A) Work and health.

Relationship between work and health.

Basic concepts.

Work and Environment.

Basic concepts of environment.

B) Fundamentals of preventive action.

The conceptual and legal framework for occupational health and safety.

Rights and obligations under the Labor Risk Prevention Act.

Consultation and participation of workers. The prevention delegates.

Risk factors.

Preventive techniques.

C) Organization and management of prevention in the enterprise.

Planning for workplace risk prevention in the enterprise.

Management and organization of prevention.

Institutions and agencies in the field of occupational safety and health.

Responsibilities and penalties.

The intervention capacity of prevention delegates.

D) Specific training based on the activity area.

Introduction to the sector: features, accidents and more frequent risks.

Developing specific topics depending on the area of activity within the construction sector.

Article 91. Formative content for ferrating.

The formative content for ferro-side, whose module will last for 20 hours, is schematic as follows:

A) Defining the jobs.

Ferralla armada en atelier o en obra. Collection.

Armed and mounting in forged, walls, trenches, beams, pillars, stairs, ramps, etc.

B) Specific preventive techniques.

Application of the health and safety plan to the particular task. Risk assessment in case there is no plan.

Collective protections (placement, uses, and obligations and maintenance).

Individual protections (placement, uses, and obligations and maintenance).

C) Auxiliary media, equipment, and tools.

Cutting and bending equipment.

Tools, small material, etc.

D) Verification, identification and monitoring of the workplace and its environment.

Risks and preventive measures required.

Knowledge of the workplace environment. Scheduling tasks from a preventive point of view.

Handling of chemicals. Safety Data Tab. Symbology.

E) Interferences between activities.

Concurrent or successive activities.

F) Rights and obligations.

General and specific regulatory framework.

Organization of prevention.

Fostering awareness about the importance of getting involved in the prevention of occupational risks.

Participation, information, consultation and proposals.

Article 92. Training content for the basic level of prevention in construction.

The training content for the basic level of prevention in construction, whose module will have a minimum duration of 60 hours, is schematic as follows:

A) Basic concepts about health and safety.

Work and Health. The occupational risks. Risk factors.

Damage from work. Accidents at work and occupational diseases. Other pathologies derived from work.

Basic regulatory framework for the prevention of occupational risks. Basic duties and obligations in this area.

B) General risks and their prevention.

Risks linked to security conditions.

Risks linked to the environment of work.

The burden of work, fatigue and job dissatisfaction.

Elementary risk control systems. Means of collective protection and personal protective equipment.

Emergency and evacuation plans.

Health control of workers.

C) Specific risks and their prevention in the construction sector.

Different phases of work and their corresponding protections (networks, railings, scaffolding, work platforms, stairs, etc.).

Work implementation. Sanitary facilities, temporary facilities, etc.

D) Basic risk prevention management elements.

Public agencies related to health and safety at work.

Preventive organization of work: basic "routines".

Documentation: collection, processing, and archiving.

Representation of the workers. Rights and obligations (prevention delegates, safety and health committee, designated workers, etc.).

First aid:

General procedures.

Action Plan.

Article 93. Professional Construction Card for the Ferralla sector. Accreditation of training.

1. The Professional Card of Construction for the Industry of the Ferralla is the document issued by the Construction Foundation, with the objective of accrediting, among other data, the specific training received by the worker in the prevention of occupational risks in the activities of the sector of the construction sector.

You may also serve to accredit the category or professional group of the worker and the periods of employment in the various companies with which you are exercising your activity.

2. The Card, which shall be issued in accordance with the procedure laid down in the following Articles, is plasma on a physical medium in accordance with the model defined by the corresponding agreement between the Commission on Safety and Health at the Ferralla and the Construction Work Foundation and, where appropriate, will be linked to a computer system that allows the holder to access their data in a telematic way and obtain certifications of the data.

3. In order to coordinate the corresponding procedures, a Joint Commission will be set up, consisting of the organizations that are signatories to the Collective Agreement of the Ferralla Sector and the Construction Work Foundation.

Article 94. Functions of the Professional Card of Construction in the Sector of the Ferralla.

The Professional Building Card for the Ferralla Sector has the following functions:

(a) Credit the specific training required in the field of risk prevention that enables you to work on a construction site, as provided for in Law 32/2006 on the regulation of subcontracting in the Sector of the Construction.

You can also serve for:

b) Credit the professional category or group that is held and held in the various companies and on the professional experience.

c) Credit the professional training received.

(d) Facilitate the access of its holder to the services that the Health and Safety Commission or the Joint Body may implement.

Article 95. Beneficiaries of the Professional Card.

You can obtain the Professional Construction Card for the Ferralla sector who receives the health and safety training provided for in this Regulation.

Article 96. Card Application.

The Card may be requested by the beneficiary, or by whom it is delegated, to the Committee on Safety and Health, the Joint Body or through the organizations that have signed this agreement. To this end, the trade unions and employers ' organizations, which are signatories to the Convention, may constitute the relevant processing points for the facilitation of applications, which will be included in the Agreement to be concluded between the Commission of Occupational Safety and Health and the Construction Work Foundation.

The Safety and Health Commission will be the channel for applications to the Construction Work Foundation.

Article 97. Documentation for the Request.

1. The application shall be made using the model determined by the Committee on Employment Security and Safety in accordance with the Construction Work Foundation.

2. The application must be accompanied, in addition to a meat-size photograph, a photocopy of the applicant's ID card or residence card and a report on the working life issued by the General Social Security Treasury.

3. The certificate stating that the applicant has received the training provided for in this Convention shall also be provided with original or certified photocopy of the certificate.

Article 98. Processing and resolution of the Card application file.

The application and processing file of the Card will be resolved by the Health and Safety Commission, which will be responsible for its coordination, control and subsequent issue.

In the face of the rejection of the case file, it will be referred to the Commission of the Convention itself within 15 days of its notification.

Article 99. Card expiration and renewal.

The Card is valid for 5 years. After that period, the holder shall be renewed.

The refresh request will be governed by the same procedure as the initial request.

Article 100. Rights of the cardholder.

1. The possession of the Card shall give rise to the rights set out in this Convention.

2. In any event, the holder of the Card shall have the right to access the data contained in his/her file.

3. You shall also be entitled to request the modification, rectification or updating of the data contained in your file, providing, where appropriate, the appropriate supporting documentation.

Article 101. Obligations of the holder of the Card.

The holder of the Professional Construction Card for the Ferralla will be obliged to:

a) Keep the Card in perfect condition.

b) Communicate to the health and safety commission any modifications to the relevant data contained in your file.

c) Communicate to the health and safety commission, where appropriate, the theft or loss of the Card.

Article 102. Approval of training institutions. Requirements.

The entities that intend to provide training in the prevention of occupational risks, regulated in this agreement, will have previously been approved by the FLC in the terms agreed by the health commission and security of this convention with the FLC itself.

Final Provisions

Card requirements.

The Professional Construction Card in Ferralla's activity will be required as of December 31, 2011.

Collaboration and coordination convention with the FLC.

For the implementation, development and management of the provisions of this Chapter and in order to ensure the existence of a single system of accreditation of training in the prevention of occupational risks received by the workers who carry out their activities in the construction works, the appropriate agreement will be established between the Construction Work Foundation and the health and safety commission of this Convention in order to stipulate the terms of collaboration and coordination between the two sectors of activity. Such an agreement will be necessary for the operation of the procedure laid down in this Regulation.

On the basis of Article 14 and 19 of the LPRL, given that the responsibility for the health and safety of workers lies with the company, the costs arising from training in prevention as well as the system of accreditation of the same will be borne by the company.

Extension of the Professional Card scope.

Given the characteristics of the sector, the regulation that is established in this Convention, in the field of training of occupational risks and accreditation of the same, for companies and their workers who carry out their activity in works of construction, it will apply to all the activities that make up the functional scope of the convention, after one year after the entry into force of the convention. The Health and Safety Commission is empowered to lay down the rules necessary to comply with the provisions of this Disposition.

CHAPTER IX

Code of Conduct

Article 103. Concept of Infraction and Disciplinary Faculty.

These are violations, actions and omissions of workers who assume a breach of their labor duties in the terms set forth in this Agreement.

The management of the company may sanction the actions or omissions guilty of the workers who assume job defaults, according to the graduation of the faults and penalties that are established in the articles next.

Article 104. Graduation of the Fhighs.

Any failure committed by the worker will be qualified in attention to its importance, transcendence or intention in light, severe or very serious.

Article 105. Minor Fouls.

The following are considered minor faults:

a) One to three faults of punctuality in the attendance at work without due justification, in the period of one month.

b) Do not notify on a prior basis or, if applicable, within 24 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.

(c) The abandonment of the service or job without a justified cause, even for a short time, if, as a result, the company or its co-workers are affected by any consideration.

d) Small neglect in the conservation and/or maintenance of equipment and work material.

e) Do not care for customers or suppliers with due diligence and correction.

f) Not to communicate to the Company changes of residence or domicile, provided that it may cause any type of conflict or injury to third parties or to the company.

g) False to work one day per month without justified cause.

h) Do not communicate with due punctuality the data experienced in the family that may affect Social Security or have tax effects.

i) Those that assume non-compliance with prescriptions, orders or mandates from a superior in the regular exercise of their duties.

j) Lack of non-justified assistance to courses of theoretical or practical training, within the ordinary working day.

k) Discuss with colleagues or with customers or suppliers within the workday.

Article 106. Serious fouls.

The following are considered as serious faults:

a) More than three unjustifiable faults of punctuality in work attendance committed in the one month period.

b) Lack of 2 to 4 days of work for a period of 30 days without cause to justify it. A single fault shall be sufficient when it is necessary to relieve a partner or when, as a result of the same, the Company has been subject to any consideration.

c) The untruth in the communication of the family data that may affect the Social Security or the Tax Administration.

d) Deliver to games during the working day in a repeated manner and thereby causing injury to the development of work.

e) Disobedience to the orders or mandates of their superiors in the regular exercise of their duties, provided that they are of serious importance to the company.

f) The continued and usual lack of grooming and cleaning, of such a kind, that produces justified complaints from colleagues.

g) Simulate or implant the presence of another to work, signing or signing for it.

h) Neglect or neglect of work that affects the good march of it will also have this consideration if it is a cause of serious accident.

i) Make without the appropriate permission, particular works during the day, as well as the employment, for own uses, of tools, machinery, appliances or vehicles of the company.

j) The recidivism in a slight lack (excluding punctuality) even if it is of different nature, within a quarter and having mediated sanction other than that of verbal admonition.

k) Any attempt against the sexual freedom of workers who manifest in verbal or physical offenses, lack of respect for the privacy and/or dignity of a person.

Article 107. Very Serious fouls.

The following are considered to be very serious:

(a) More than ten non-justified errors of punctuality in work attendance committed over a period of six months, or twenty in one year.

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

c) Fraud, disloyalty or breach of trust in the management and theft or theft, to any person or to the Company, within the premises of the Company or during work elsewhere.

d) The simulation of disease or accident. It shall always be understood that there is a lack of 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 abandonment of the service or job without cause for a short time, if, as a result of the service, the company or its co-workers are seriously affected, the service or the worker is at risk safety or cause of accident.

f) The drunkenness and the state derived from the use of drugs, as long as this implies some alteration in their physical or psychological faculties in the performance of their functions.

g) Violate the secret of correspondence or disclose confidential company data.

(h) The abuse of word or deed, abuse of authority or gross lack of respect and consideration of their bosses or their family members, as well as their colleagues, subordinates, suppliers and clients of the company.

i) The voluntary and continuous decline in the performance of normal or agreed work.

j) Reoffending in serious misconduct, even if it is of a different nature, provided that they are committed within the two-month period and have been subject to sanction.

(k) Disobedience to the orders or mandates of their superiors in any matter of work, if it is a manifest failure of the discipline or of the discipline, is derived from the obvious harm to the company or its co-workers.

They will have the consideration of abuse of authority, the arbitrary acts performed with manifest and deliberate infringement of the legal precepts, and with prejudice to the worker, made by managers, bosses or officers intermediate.

(l) Attacks against the sexual freedom of workers who occur in a position of labour superiority or are engaged in persons who are particularly vulnerable because of their personal or employment situation.

Article 108. Sanctions regime.

It is for the Company in use of the faculty of Management to impose sanctions in the terms stipulated in this Agreement.

The penalty of the faults will require written communication to the worker, stating the date and the facts that motivated it.

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

Imposed the sanction, the temporary compliance of the sanction may be extended to 61 days after the date of its imposition.

Article 109. Penalties.

The maximum penalties that can be imposed on those who incur minor, serious or very serious faults will be the following:

a) For minor faults.

Verbal admonition.

Admonishment in writing.

b) For severe faults.

Admonishment in writing.

Suspension of employment and salary of two to twenty days.

c) For very serious faults.

Admonishment in writing.

Suspension of employment and salary from twenty to sixty days. Dismissal.

Article 110. Prescription.

Depending on your graduation, the faults prescribe the following days:

Mild fouls: 10 days.

Severe Faults: 20 days.

Fatal fouls: 60 days.

The prescription of the faults indicated will begin to count from the date on which the company became aware of its commission and, in any case, within six months of having been committed.

CHAPTER X

Trade union action

Article 111. Union Action.

1. Workers affiliated to a trade union may, in the field of the enterprise or the workplace:

a) Constituting trade union sections in accordance with the provisions of the Union Statute.

b) Hold meetings, after notifying the employer, collecting quotas and distributing union information.

c) Receive the information sent to them by the Union.

2. The Trade Union Sections of the most representative trade unions and trade unions representing the Enterprise Committees shall have the following rights:

(a) The company shall make available to it a notice board to be placed within the Work Centre and in the place where adequate access to the worker is guaranteed.

b) To collective bargaining in the terms set out in their specific legislation.

(c) The use of an appropriate premises in which they can carry out their activities, as referred to in point (a) of paragraph 1 of this Article.

3. Those who hold elective office at the provincial or state level in the trade union organizations will be entitled to:

a) To the enjoyment of unpaid leave for the development of trade union functions.

(b) A compulsory leave of absence from the job, after communication to the employer and the calculation of the seniority during the period of his or her duties, and must be reincorporated into his post within the month following the date of your termination.

c) The elected members of the representative trade unions, both at the provincial and national level, and with due accreditation, will have access to the works and work centers in order to monitor compliance with the legislation. and the agreement in force, after communication to the employer and without hindering the work of the employer.

4. Union representatives who participate in the negotiating commissions of the Collective Agreements, maintaining their relationship as an active worker, will be entitled to the granting of the paid leave that is necessary for the appropriate exercise of his work as a negotiator.

5. A trade union delegate, with a 20-hour credit schedule, may be elected in the terms and rights set out in the LOLS by 100 or more workers.

Article 112. Union Hours.

1. The members of the Staff Committee and Delegates shall have 40 hours and 20 hours per month, respectively, for the performance of their duties.

2. The members of the Business Committee or, where appropriate, the Staff Delegates, may accumulate in one or more of their members the legally established hours of credit. This accumulation will be done quarterly and with complete days, and from it will be realized to the company. The credit of hours, accumulated or not, may be used by each representative for the representation of the interests of the workers of his company or for the trade union action entrusted to him by his respective union.

3. Except where the representative is relieved of his work, he shall, by written request of the company, be required to forewarn and justify, on a weekly basis.

4. Monthly, using your credit hours.

5. Workers ' representatives in the course of their trade union activities shall receive all the remuneration laid down in this Convention and the incentives they have established.

Article 113. Union Share.

It will be discounted in payroll to all those workers who expressly request it, being referred to them according to the determination of the affected trade unions.

CHAPTER XI

Professional training

The negotiating organizations, aware of the need to strengthen continuing training in workers in the sector, agree to incorporate the content of this agreement into the best formula of organizing and to manage continuing training actions to be promoted under the Fourth National Agreement on Continuing Training and, as a development of this Agreement, in its functional field.

Article 114. Continuing Training.

For the purposes of this agreement, training shall be understood to be the set of training actions to be carried out by the undertakings, the workers or their respective organisations, through the arrangements laid down in the In the fourth National Agreement on Continuing Training, which is aimed at both the improvement of professional skills and qualifications and the retraining of employed workers, which will make it possible to make the most competitive Companies with individual worker training.

Article 115. Application scopes.

The scope of this agreement is that of Continuing Training through any of the modalities of training plans, agreed upon in the Fourth National Continuing Training Agreement or agreed upon or established in the future. for new agreements or provisions, which may be used by companies of the Ferralla Sector, identified as those that carry out the elaboration, processing, marketing and placement of corrugated steel and mallazos Electroboldice.

This agreement will apply in the whole of the national territory, in compliance with the principles that inform the unity of the labor market, the freedom of movement and establishment, as well as the concurrency of training actions.

This agreement will have, referred to the Sector of the Ferralla, the same personal scope defined for the national assembly, in article 3 and in the Additional Disposition Second, of the IV National Agreement of Continuing Training and the same Article 4 of the said agreement.

Article 116. Training Plans.

There may be Training Plans for any of the modalities referred to in the first paragraph of the previous Article and shall be drawn up in accordance with the criteria laid down by the Joint Sectoral Training Commission of this agreement.

The promotion of the Grouped Training Plans will be the responsibility of the most representative business and/or trade union organizations in the sector, and in any case the signatory organizations of this agreement and their organizations. member.

Article 117. Criteria for the elaboration of the Training Plans.

To be included in the scope of this Agreement, the Training Plans must be made subject to the following criteria:

a) Priorities in training actions to be developed:

Adjust to the sectoral priority criteria to be established by the Joint Sectoral Training Commission for this Agreement. However, as indicative priorities, the following are indicated:

Incorporating new technologies and adapting to existing operational and regulatory specificities; organizational and business management efficiency; cost reduction, increased productivity; optimization of quality customer service; environmental care; professional conversion and improvement of safety and health at work. These criteria will take into account the protection of groups with greater difficulties in access to continuing training.

b) Orientation of preferably affectable collectives:

Conversion, changes in jobs and retraining.

Improved management.

Specialist training and new technologies.

Coverage of professional deficits in traditional skills in use.

In any case, collectives that are consistent with the guidance in (a).

c) Training centers available:

Those, both companies and external ones, that meet the necessary conditions to be able to impart the formation of each concrete action in accordance with the objectives set out in the Plan.

Training permissions regime:

Through the agreements between companies and workers, the concrete terms of the exercise and the regime of the training permits and the degree of exploitation necessary for the enjoyment of the same can be agreed. they must comply with the provisions of the Fourth National Continuing Training Agreement.

A) Constitution:

The Sectoral Joint Commission is constituted by four representatives of the Trade Union Organizations and four of the business representatives who are signatories to this Agreement.

These Organizations will act in the Sectoral Joint Commission through individuals who will hold the representation of those and, on their behalf, exercise the right to vote.

1. Duration and cessation: Members of the Sectoral Joint Committee shall exercise the responsibility for:

a) Free revocation of the organizations that chose them.

b) By resignation or personal decision.

In any of the cases of termination, the replacement of the member of the Sectoral Joint Committee, whose effects within 15 days of the cessation of the cessation will be notified of the new designation, will be immediately made. by the corresponding Organization.

2. Registered Office: The Sectoral Joint Committee shall have its registered office at the headquarters of Anifer: Calle Dulcinea 10B in Madrid, being able to transfer its registered office to any other, with the agreement of the parties being sufficient.

3. Presidency and Permanent Secretariat: The commission will elect a president from among its members. There shall be a permanent secretariat which shall be responsible for the administrative functions of an organ of this nature, the address of which shall be that specified in the preceding paragraph.

The President and the Secretariat will be renewed annually, rotating among all the organizations that have signed this agreement. In particular, the functions of this Secretariat will be as follows:

(a) Call the parties at least seven days in advance.

b) Give input and distribute to the members of the Commission the requests and consultations received.

c) Take the record of approved minutes and free certification of their agreements.

d) How many others are entrusted to them by agreement of the Sectoral Joint Commission, for its best operation.

4. Meetings of the Sectoral Joint Committee: The sectoral Joint Committee shall meet at its registered office, on an ordinary basis, on a call from the President and, on an extraordinary basis, at the request of one of the parts.

For each meeting the Organizations will elect from among its members a moderator.

The Secretary shall draw up the minutes of the adopted agreements.

The meetings of the Sectoral Joint Committee will be carried out by the Permanent Secretariat of the Commission. Calls shall be made by means of certified letters, telefax or any other means by which the sending and receipt of such letters shall be provided, seven days, at least in advance of the meeting.

Meetings that are of an urgent nature may be convened at least forty-eight hours in advance. The call shall include the day, time and place of the meeting, as well as the issues to be addressed.

On the first call, the Sectoral Joint Committee will be validly constituted when the meeting, present or represented, is attended by three quarters of the total members of each of the representations.

On the second call, which will be held automatically half an hour after the first, personal or representation assistance will suffice, half plus one of the members of each of the representations.

Representation may only be conferred on another member of the Sectoral Joint Committee and must be made in writing.

5. Adoption of agreements: The decisions of this Joint Committee will be adopted jointly by both parties (business and trade unions), requiring, in any case, the favourable vote of at least three members of each of the representations. Such agreements shall not be effective until the approval of the minutes in which they are recorded.

B) Functions:

The Sectoral Joint Committee shall have, inter alia, the following functions:

1. Ensure compliance with the provisions of this Agreement, without prejudice to the powers of the Fourth National Continuing Training Agreement.

2. To establish or amend the criteria for continuing sectoral training of enterprises and groups, which concern exclusively the following subjects:

Priorities for continuing training actions to be developed.

Guidance on the workers ' groups, preferably affected by these actions.

Elaboration of a census of the Centers available to impart training, whether they be their own, public, private or associated.

Establishing the criteria for linking training continues the National System of Qualifications, for the purpose of determining the levels of certification of Continuing Training in the Sector.

3. To resolve any discrepancies that may arise with the Legal Representation of Workers in respect of the content of the training plan drawn up by a company, provided that it or the representation of the workers in it so requires.

4. To mediate at the request of either party, trying to resolve any discrepancies that may arise in the granting or denial of Individual Training Permissions.

5. To inform, evaluate and agree on, where appropriate, the proposals for the approval of applications for the Group of Enterprise Training Plans and the accompanying and accompanying measures and to raise them for financing to the Joint Committee. State of Continuing Training.

6. To raise the State Joint Continuing Training Commission, the report of the plans of the companies of more than 100 workers.

7. To develop studies and research on the needs of vocational training in the activities of this agreement.

8. Issue reports to your initiative or in cases where you are prompted.

about the topics of your competition.

9. Implement the agreements of the State Joint Committee on Continuing Training.

10. To stimulate the implementation of sectoral studies for the analysis and definition of the sector's qualification needs as a better way of adapting the offer of vocational training to the reality of enterprises.

11. To promote initiatives for the implementation of sectoral plans of common interest for all businesses concerned.

12. To carry out an annual report on the implementation of this chapter on continuing training in the sector.

13. Dictate how many rules are necessary to ensure the optimal management of vocational training in the sector and, where appropriate, to modify or extend the tasks set out here.

Article 118. Of the Time Employees in Continuing Training.

For workers who attend in-person training actions for business plans, the time required for such action will be within the working day, or deducted from the work day.

Article 119. Conditions and procedure for non-application of the wage regime established in the National Convention of Ferralla.

Companies may apply for non-application of total or partial wage increases when the following assumptions are made:

(a) Where the undertaking is in a legal position to contest creditors or any other procedure which has declared the situation of provisional or final insolvency of the undertaking, provided that there is no such (b) the file for the regulation of employment for these reasons; if it exists, it shall be subject to paragraph (b)

(b) Where the undertaking is in an employment regulation file which affects at least 20% of the workforce, originating from economic reasons, and provided that it has been accepted by the legal representatives of the workers.

(c) When the company accredits, objectively and reliably, any operating loss situations that substantially affect the economic stability of the company in the two preceding accounting years to which it is intended implement this measure.

It will be taken as a reference for the calculation of the above result cited the models of annual accounts of the Accounting General Plan, as well as the Financial Expenditure and Revenue.

(d) Where the undertaking concerned is present in the event of a disaster or a casualty whose repair is a serious financial or cash burden. This does not mean that wage increases may not be applied if they do not, in any case, be suspended temporarily in the payment of such increases. The parties concerned shall negotiate the duration of the suspension. Once the economic recovery is produced, the increases in suspension shall be paid with retroactive effect to the date of the start of the non-application.

Procedure: Companies in which, in their judgment, the circumstances expressed are met, they shall communicate to the legal representatives of the employees in the company their wish to avail themselves of the procedure laid down in this Article, within 30 calendar days from the date of official publication of such increases except in case (d), where the time limit shall start to be counted from the date of the claim.

Similarly, this intention will be communicated to the Joint Commission of the national collective agreement of Ferralla.

When in a company there was no legal representation of the workers, it will act as guarantor, practicing all the actions contained in this article, the Joint Commission of Interpretation of the national collective agreement de Ferralla. At the same time, the company will provide the legal representation of the workers with the following communication:

1.1 Economic documentation that will consist of the Situation Balances and the results of the last two years.

1.2 The statement for corporate tax purposes also referred to the last two years.

1.3 Report of the Censor Jury of Accounts when there is legal obligation.

1.4 Company's Viability Plan.

In the case referred to in paragraph (d), the documentation referred to in points 1.1, 1.2 and 1.3 shall only be required for the previous accounting year. In this case certification of the existing cash balance shall also be required at the date of submission of the claim.

Within the following fourteen calendar days, the parties shall decide on the provenance or provenance in the application of this clause.

The outcome of this negotiation will be communicated to the Joint Commission of the national collective agreement of Ferralla within five days after the agreement or disagreement has been produced and the documentation used, proceeding as follows:

(a) In the case of an agreement, the company and the workers ' representatives shall communicate the percentage of salary increases to be applied, or their non-application.

The competent Commission shall ratify or reject such an agreement.

(b) If there is no agreement, the Joint Interpretation Commission shall examine the data made available to it, collect any additional documentation it deems appropriate and the relevant technical advice. It shall hear the parties, having to decide whether, in the applicant undertaking, the circumstances required in the first paragraph of this clause are met.

The agreements of the Joint Commission of the relevant collective agreement will be taken unanimously.

This procedure will be processed within one month from the moment the parties give the disagreement to the Mixed Commission of Interpretation; disagreement that must be motivated in the corresponding minutes.

The time limits set forth in this clause will be expiration for all purposes.

Workers ' legal representatives are obliged to treat and maintain in the highest reserve the information received and the data to which access has been granted as a result of the provisions set out in the preceding paragraphs, (i) observing, therefore, in respect of all this, professional secrecy.

You will not be able to use this clause for two consecutive years.

Ended the period of neglect of the companies affected are forced to proceed to the immediate updating of the wages of the workers, for this, the different increments will be applied on the starting salaries the time that the application of this clause lasted.

Except for the application of the preceding paragraph, the cause provided for in paragraph (d) of this Article, whose updating procedure is implicitly regulated in that paragraph.

ANNEX I

Defining salary levels

On a provisional basis, until the definition of the professional classification and its corresponding salary levels, it is appropriate to group the categories currently existing at the levels that are related below to the effects of establishing the salary tables of this Convention.

Level I: Top Titled.

Level II: Medium.

Level III: Chief of Staff, Chief Administrative Officer

.

Level IV: Chief administrative officer of 2. Senior, general manager, general manager of work or factory, head of section of scientific organization of work, head of purchasing, computer analyst.

Level V: Administrative officer of 1. 3rd, outline of 1. ª, organizational technician of 1. ª, head or workshop manager, works manager, computer program-encoder.

Level VI: Administrative officer of 2., delineant of 2. ª, organizational technician of 2. ª, analyst of 1. ª, traveler, foreman, trade specialist, team leaders.

Level VII: Store, chauffeur, official ferro-list (*).

Level VIII: Officer 1. of trade, analyst 2. ª, computer operator.

Level IX: Officer 2. of trade, administrative assistant, organization assistant, vendors, computer drill.

Level X: Official of 3. of trade, specialist of 1, assistant of trade, auxiliary of laboratory, watchman, celador, collector, jury.

Level XI: Specialist.

Level XII: Peon, cleaning staff.

(*) The Official Ferrallista Monter is the one who, developing his labors on foot, builds the armor necessary to perform the constructive elements of reinforced concrete, consisting in straightening, measuring, cutting and Bend the corrugated steel bars that will be part of the concrete structures, as well as organize and prepare the pit, the material means necessary to perform such armor in optimal performance and safety conditions.

This professional category will be included in this category of workers who, usually, provide their services on foot by performing some of the most important functions described above. (The salary table in Annex I-Bis corresponds to it.)

Pay tables

For the year 2009 the salary tables for the implementation of this agreement will be the ones listed below. For successive years those tables shall be replaced by those laid down in Article 1. 41 of this convention.

ANNEX II

Mileage value:

For 2009 the price of the kilometer is set at 0. ,2 euros.

For the years 2010, 2011 will increase the value of the kilometer by the same percentage as the salary tables in those years.

Full Diet:

For 2009 the amount of the complete diet is set at 29.09 euros.

For the years 2010, 2011 will increase the value of the diet by the same percentage as the salary tables in those years.

Average diet:

For 2009 the amount of the full average diet is set at 10.28 euros.

For the years 2010, 2011 will increase the value of the diet by the same percentage as the salary tables in those years.

ANNEX III

Job Relationship Finiaway Receipt Model

D. ............................................................................................................... that you have worked in the company ............................................... from ...................... to ........................... with the category of ................................................................. I declare that I have received from this the quantity of ................................ euro, as a total liquidation by my company.

It was thus compensated and liquidated by all the concepts that could be derived from the labor relationship that joined the parties and that is extinguished, expressly stating that nothing else I have to claim, being in agreement on it with the company.

In ..........................., to ...... of ............................ of ...........

The worker,

The worker (1) .......... uses his or her right to be signed by a legal representative of his or her in the company, or in his absence a union representative of the trade unions that are signatories to this agreement.

(1) YES or NO.

This document is valid for 15 calendar days from the date of issue.

Issued by ...................................................................................

Label and Signature

This receipt shall not be valid without the stamp and signature of the relevant business organisation or if it is formalised in photocopy or other means of reproduction.

ANNEX IV

Company ...

Worker

Category

In accordance with the provisions of art. 10.d) of the General Convention of the Ferralla in force, signed with date ..................................... of 2009, in agreement with the company ..............................., the worker agrees to provide his services in the center of work ..............................., from the day ........., of the month ........., of the year .........

And for the record, both parties sign this agreement in., a.de.2009.

the Worker The Company

ANNEX V

Insurance policy: Injuries, mutilations and deformations of a definitive and non-invalidating nature

Percentage of the capital figured head and face in the art. 62 of the Convention

Head and Face

1. Loss of bone substance in the cranial wall, clearly noticeable by clinical examination: 6 to 13.

2. Decrease in visual acuity of an eye in less than 50% provided that the correction does not reach 7-tenths: 6.

3. Decreased visual acuity of an eye by more than 50%: 11.

4. Decreased visual acuity in both eyes in less than 50%, provided that with correction it does not reach in both eyes the 7 tenths: 14.

5. Speech alterations and language disorders, preserving social voice: 4 to 14.

A) Hearing organs:

6. Loss of one ear: 10.

7. Loss of the two ears: 2.

8. Hypoacusia that does not affect a conversational area of one ear, being normal for the other: 7.

9. Hypoacusia affecting the conversational zone of one ear, with the other being normal: 14.

10. Hypoacusia affecting the conversational zone of both ears: 20.

B) Body of smell:

11. Loss of the nose:

1) Dealing with women: 45.

2) Trying to men: 22.

12. Deformation or perforation of the nasal septum: 7.

C) Deformations on the face and head not included in the above headings:

14. Deformations on the face and head that determine an important alteration of the appearance:

1) Treating women: 7 to 14.

2) Treating men: 3 to 14.

15. Deformations in the face that seriously affect facial aesthetics, or prevent any of the functions of the outer organs of the face:

1) Dealing with women: 11 to 45.

2) Trying to men: 7 to 14.

Genital appliance

16. Functional loss of testicles:

1) One: 6.

2) Two: 24.

17. Anatomical loss of testicles:

1) One: 14.

2) Two: 36.

18. Partial loss of the penis, taking into account the extent to which it affects "coeundi" and urination: 12 to 27.

19. Total penis loss: 38.

20. Anatomical or functional loss of the ovaries:

1) One: 16.

2) Two: 38.

21. Deformations of the external genital organs of the woman: 9 to 36.

Glands and viscera

22. Loss of breast in woman:

1) One: 14.

2) Two: 31.

23. Loss of other glands:

1) Salivars: 13.

2) Thyroid: 14.

3) Parathyroids: 14.

4) Pancreatic: 25.

24. Spleen loss: 14.

25. Kidney loss: 24.

Top Members

A) Loss of the fingers:

1) Click:

26. Loss of second phalanx (distal): 13 to 10.

2) Index:

27. Loss of third phalange (distal): 6-5.

28. Loss of second and third phalanx (mean and distal): 10-7.

29. Complete loss: 14-10.

30. Loss of metacarpal: 6-5.

31. Complete loss including metacarpal: 16-13.

3) Medium:

32. Loss of third phalange (distal): 7-5.

33. Loss of 3. and 2. phalange (distal and mean): 11-8.

34. Complete loss: 14-10.

35. Loss of metacarpal: 6-5.

36. Complete loss including metacarpal: 16-13.

4) Override:

37. Loss of third phalange (distal): 5-4.

38. Loss of 3. th and 2. th phalange (distal and mean): 8-6.

39. Complete loss: 10-7.

40. Loss of metacarpal: 4-4.

41. Complete loss including metacarpal: 13-10.

5) Menique:

42. Loss of third phalange (distal): 4-3.

43. Loss of 3. and 2. th phalange (distal and mean): 6-5.

44. Complete loss: 8-6.

45. Loss of metacarpal: 6-6.

46. Complete loss including metacarpal: 10-8.

B) Anylosis:

1) Codo and wrist.

47. Elbow ankylosis in favorable position (angle 80 to 90 °): 17-13.

48. Wrist ankylosis: 16-11.

2) Click:

49. Of the interphalangic joint: 10-5.

50. Of the metacarpophalangeal joint: 14-10.

51. Of the interphalangic and metacarpophalangic articulation: 16-13.

52. Of the carpometacarpiana joint: 18-14.

3) Index:

53. Of the 2nd interphalangic joint (distal): 5-4.

54. From the 1st interphalangic joint: 8-6.

55. Of the metacarpophalangeal joint: 8-6.

56. Of the two associated interphalangical joints: 8-6.

57. Of the metacarpophalangic joints and an associated interphalangica: 11-8.

58. Of the three joints: 14-11.

4) Medium:

59. From the 2nd Inferphalangica (distal) joint: 4-3.

60. From the 1st Interphalangica joint: 5-4.

61. Of the metacarpophalangeal joint: 5-4.

62. Of the two associated interphalangical joints: 7-5.

63. Of the metacarpophalangics joints and an associated interphalangica: 8-6.

64. Of the joints: 11-8.

5) Override and Mence:

65. From the 2nd Interphalangica (distal) joint: 4-3.

66. From the 1st phalangic joint: 5-3.

67. Of the metacarpophalangeal joints: 5-3.

68. Of the interphalangic joints: 7-5.

69. Of the metacarpophalangeal joints and an interphalangica: 8-6.

70. Of the joints: 11-8.

C) Joint Rigid:

1) Shoulder:

71. Limitations of joint mobility of the joint in less than 50%: 6-6.

72. Limitation of joint mobility of the joint by more than 50%: 16-13.

2) Codo:

73. Mobility limitation in less than 50%: 11-8.

74. Limitation of mobility by more than 50%: 14-11.

3) Antebrazo:

75. Limitation of prosupination in less than 50%: 6-3.

76. Limitation of prosupination by more than 50% (both limitations will be measured from the intermediate position): 14-10.

4) Muneca:

77. Mobility limitation in less than 50%: 6-3.

78. Limitation of mobility by more than 50% (these limitations will also be determined from the intermediate position): 13-10.

5) Click:

79. Limitation of global mobility by less than 50%: 8-5.

6) Index:

80. Limitation of global mobility by more than 50%: 5-3.

7) Medium, annular, and menique:

81. Limitation of global mobility by more than 50%: 4-3.

Lower Members

A) Loss of toes:

1) First finger:

82. Total loss: 10.

83. Loss of second phalanx: 5.

2) 2. º, 3. º and 4. º:

84. Total loss (each): 4.

85. Partial loss of each: 3.

3) Fifth Finger:

86. Total loss: 4.

87. Partial loss: 3.

B) Anylosis:

1) Knee:

88. In favourable position (extension or bending to 170º, including shortening up to 4 cm): 17.

2) Tibioperonea astragalin Articulation:

89. In favorable position (at right angle or plantar flexion up to 100 °): 14.

3) Tarsus:

90. Of the astragalin joint or of the other half-otarsianas in good functional position: 11.

91. Tripe arthrodesis: 15.

4) Deds:

92. First finger ankylosis:

1) Interphalangic Articulation: 3.

2) Falangic metatarsal articulation: 5.

3) Anquilosis of the two joints: 7.

93. Ankylosis of any of the other fingers: 3.

94. Two-finger ankylosis: 3.

95. Three-finger ankylosis of one foot: 6.

96. Four-finger ankylosis of a foot (in case of ankylosis of the 5 toes, the thumb will be measured to part): 6.

C) Joint Rigid:

1) Knee:

97. Residual bending between 180 and 135th: 11.

98. Residual bending between 135 and 90º: 7.

99. Residual bending greater than 90º: 4.

100. Residual extension between 135 and 180º: 5.

2) Titibioperonea astragalin:

101. Decrease in global mobility by more than 50%: 12.

102. Decrease in global mobility by less than 50%: 6.

3) Deds:

103. First finger joint stiffness: 3.

104. From the first finger and second fingers: 4.

105. 3 toes of one foot: 4.

106. From 4 toes: 5.

107. Of the 5 toes: 7.

Cuts:

108. Two to four centimeters: 8.

109. Four to ten centimeters: 14.

Scars not included in the above headings

110. According to the characteristics of the same and, where applicable, the functional disturbances occurring: 3 to 12.

Insurance policy: Baremos of sequelae arising from accidents resulting from extra-professional life

They will be qualified according to the following scale:

50

loss of an eye or reduction to the binocular half of vision

		% Dcho.	% Izdo.
Total arm or hand loss	60	50
loss of the shoulder movement	30	20
elbow movement loss	20	15
Total thumb and index loss	40	30
Loss total wrist movement	20	15
loss of three fingers of the hand other than the thumb or index	25	20
Loss of thumb and other than hand index	30	25
	35	30
index loss and other than thumb	25
thumb loss, only	22	18
index loss, only	15
10	10	8
Loss of two of these last fingers of the hand	15	12
Partial one-foot amputation, including all fingers	40
deafness of the two ears	40
ear deafness	10
Lower jaw abbling	30
30
Unconsolidated leg or foot fracture	25
Unconsolidated fracture of a kneecap	20
Loss total movement of a hip or knee	20
shortening at least 5 cm from a lower member	15
foot thumb loss	10
5
5

Non-specific invalidations will be compensated in proportion to their severity, compared to that of the cases listed, without regard to the profession of the insured.

The absolute and permanent functional impotence of a member is equivalent to the total loss of the limb.

The total compensation payable for various losses or misuses of members caused by the same accident is calculated by adding the amounts corresponding to each of the same, without the total compensation being exceed the amount secured for the complete invalidity case.

If, before the accident, the insured had bodily defects, the invalidity caused by such an accident could not be classified to a higher degree than would be the case if the victim was a normal person, from the point of view of anatomical integrity.

First transient disposition.

A reduction in one of the wage tables of the agreement will be made by 31 December of 2,010, integrating it into another.

SALARY TABLE I

Ávila, Castellón, Ciudad Real, Jaén, Las Palmas, Lleida, Lugo, Pontevedra, Salamanca, Tenerife

	Base salary	Plus pay or assistance	Plus extra-wage	Total month	Extra pages June/December	Annual salary
I	1,146,17	278.08	74.54	1,498.79	1,498.79	20983.06
LEVEL II	1.082.00	259.57	74.54	1,416.11	1.416, 11	19.825.54
III	945.58	74.54	74.54	1.239.32	1,239.32	17.350, 48
IV	848.66	188.53	74.54	1.111.73	1.111, 73	15.564.22
V	837.15	186.20	74.54	1,097.89	1,097.89	15.370.46
VI	796.82	173.16	74.54	1.044.52	1.044.52	14.623, 28
VII	761.09	161.79	74.54	997.42	997.42	13.963.88
VIII	809.30	177.34	74.54	1.061.18	1.061.18	14.856.52
IX	792.85	172.00	74.54	1.039.39	1.039.39	14.551, 46
	NIVEL X	775.75	166.56	74.54	1.016.85	1.016, 85	14.235.90
XI	767.11	163.69	74.54	1,005,34	1,005,34	14.074.76
XII	750.55	158.38	74.54	983.47	983.47	13.768.58

Pay Table: Official Ferrallist Monter 2009

Caceres

Guipuzcoa

Melilla

Province	Base Salary	Plus or Help	Plus extra-salary	Total month	Extranjune/December pages	Annual salary
Alava	1.279.09	279.90	131.72	1.690.71	1,690, 71	23,669.94
Albacete	1,149.04	239.94	112.92	1.501, 90	1.501.90	21,026.60
Alicante	999.65	216.07	101.69	1,317.41	1.317, 41	18.443.74
935.64		194.54	91.55	1.221, 73	1.221.73	17.104.22
Asturias	1.074, 44	229.03	107.79	1.411.26	1,411.26	19.757.64
Avila	856.43	175.43	82.54	1.114, 40	1.114.40	15.601, 60
Badajoz	901.47	183.69	86.45	1.171.61	1.171.61	16.402.54
	1,057.94	106.00	106.00	1,389.21	1,389.21	19.448, 94
	Barcelona	1.302.08	280,93	132.21	1,715.22	1.715, 22	24.013.08
	1.017.60	102.50	102.50	1.337.93	1.337.93	18.731.02
855.24	183.69	86.45	1.125.38	1.125, 38	15.755.32
Cadiz	1.030.02	101.73	101.73	1.347, 89	1.347.89	18.870.46
Cantabria	984.72	210.39	99.01	1,294,12	1.294, 12	18.117.68
917.01		917.01	93.21	1.208, 30	1.208.30	16.916.20
	1.029, 30	205.64	96.76	1.331.70	1.331.70	18.643.80
40.29		89,49	89,49	89.49	Table_table_der" >1.219, 94	1.219.94	17.079, 16
Córdoba	1.164.26	238.84	112.38	1.515.48	1.515.48	21.216.72
915.33		915.33		195.42	91.96	1.202.71	1.202.71	16.837, 94
	1.1116.43	238.03	112.03	1.466.49	1.466, 49	20.530.86
Granada	1.110.26	232.01	109.18	1.451.45	1.451.45	20.320, 30
Guadalajara	964.49	207.30	97.56	1.269.35	1.269, 35	17.770.90
1.256.89	281.63	132.52	1.671.04	1.671.04	23.394.56
Huelva	1.145, 27	238.03	112.03	1,495,33	1.495, 33	20.934.62
1.046.48		214.94	101.17	101,17	1.362.59	1.362.59	19.076.26
Jaen	964.24	197,48	92.92	1.254.64	1.254.64	17.564.96
A Coruña	902.72	197,19	92.81	1.192.72	1.192, 72	16.698.08
La Rioja	1.106.18	241.75	113.77	1.461, 70	1.461.70	20.463.80
The Palms	906.66	187.21	1.181.97		1.181.97	1,181.97	16,547.58
Leon	1.042.25	213.97	100.70	1.356, 92	1.356.92	18.996, 88
Lleida	960.40	204.74	96.33	1.261.47	1.261.47	17.660.58
Lugo	804.60	173.41	81.61	1,059,62	1,059,62	14.834, 68
	Madrid	974.28	215.72	101.54	1.291.54	1.291.54	18.081.56
Malaga	1.038.64	103.27	103.27	1.361.32	1.361.32	19.058, 48
947.42	195.15	91.84	1.234.41	1.234, 41	17.281.74
Murcia	978.50	209.88	98.76	1.287.14	1.287.14	18.019.96
Navarra	1.221.09	263.05	123.77	1.607.91	1.607.91	22.510, 74
Ourense	857.20	185.53	87.29	1.130.02	1.130.02	15.820.28
Palence	874.17	190.24	89.54	1.153, 95	1.153.95	16.155.30
Pontevedra	860.58	185.36	87.22	1.133.16	1.133, 16	15.864.24
Sta. Cruz Tenerife	815.97	180.57	84.97	1.081.51	1.081.51	15.141.14
Salamanca	800,96	166.10	78.16	1.045, 22	1.045.22	14.633.08
Segovia	922.24	199.97	94.09	1.216.30	1.216, 30	17.028.20
Seville	1.177.59	242.94	114.31	1.534, 84	1.534.84	21,487.76
	Soria	962.93	194.58	91.58	1.249.09	1.249.09	17.487.26
	1,099.33	241.00	113.41	1.453.74	1.453, 74	20.352.36
920,23		190.24	89.54	1,200,01	1,200,01	16.800,14
Toledo	915.07	195.78	92.13	1.202.98	1.202.98	16.841.72
Valencia	932.99	202.99	95.50	1.231.48	1.231, 48	17.240.72
Valladolid	900,17	195.78	92.13	1.188.08	1.188.08	16.633.12
Vizcaya	1.206.55	261.10	122.84	1.590.49	1.590.49	22,266.86
922.58		185.39	87.24	1.195, 21	1.195.21	16.732, 94
Zaragoza	1.212.60	265.24	124.83	1.602.67	1.602.67	22,437.38

SALARY TABLE II 2009

Almeria, Badajoz, Cáceres, Cuenca, Guadalajara, Huesca, León, Ourense, Soria, Tarragona, Zamora, Zaragoza

LEVEL VII

	Base salary	Plus pay or assistance	Plus extra-wage	Total month	Extra pages June/December	Annual salary
I	1.186.09	287.61	79.67	1.553.37	1.553.37	LEVEL II
	1,148.29	275.82	79.67	1,503.78		1.503, 78	21,052.92
	LEVEL III	1,027.37	238.32	79.67	1.345.36	1.345.36	18.835.04
IV	940.09	210.26		79.67	1.230.02	1.230.02	17.220.28
NIVEL V	921.24	205.39	79.67	1,206.30	1.206.30	16.888.20
VI	881.75	193.18	79.67	1.154.60	1.154.60	16.164, 40
825.79	175.99	79.67	1.081.45	1.081, 45	15.140.30
VIII	878.27	192.49	79.67	1.150, 43	1.150.43	16.106.02
IX	857.12	185.92	79.67	1,122,71	1.122, 71	15,717.94
	830.61	177.50	79.67	1.087, 78	1.087.78	15.228.92
XI	820,23	174.20	79.67	1.074.10	1.074.10	15.037.40
XII	804.39	169.30	79.67	1.053.36	1.053, 36	14,747.04

Annex II

Year 2009

Mileage value: 0.22 euros/km.

Full diet: 29.09 euros.

Average diet: 10.28 euros

2009: 0.010.

SALARY TABLE III 2009

Madrid, Palencia, Teruel, Valencia, Albacete, A Coruña, Asturias, Murcia, Segovia, Sevilla, Toledo, Valladolid

	Base salary	Plus pay or assistance	Plus extra-wage	Total month	Extra pages June/December	Annual salary
I	1.370.52	345.00	81.56	1.797.08	1.797.08	25.159, 12
LEVEL II	1,273.77	314.84	81.56	1.670.17	1.670, 17	23.382.38
III	1.097.71	260,17	81.56	1.439.44	1.439.44	20.152, 16
LEVEL IV	1.041, 22	239.76	83.96	1.364.94	1.364, 94	19.109.16
NIVEL V	985.37	221.50	83.96	1.290, 83	1.290.83	18.071.62
VI	942.38	207.92	83.96	1.234.26	1.234, 26	17.279.64
876.01	876.01	186.58	83.96	1.146.55	1.146.55	16.051.70
VIII	922.79	201,73	1.208.48		1,208.48	16.918.72
902.83	902.83	195.38	83.96	1.182, 17	1.182.17	16.550, 38
LEVEL X	870.29	184.84	83.96	1.139.09	1.139.09	15.947.26
868.73	868.73	184.37	83.96	1.137.06	1.137.06	15.918, 84
	NIVEL XII	850.06	178.45	83.96	1.112.47	1.112, 47	15.574.58

SALARY TABLE IV 2009

Alicante, Cantabria, La Rioja, Vizcaya, Baleares, Cádiz and Barcelona

	Base salary	Plus pay or assistance	Plus extra-wage	Total month	Extra pages June/December	Annual salary
I	1.562.07	390.17	88.31	2.040.55	2.040.55	28.567, 70
LEVEL II	1,447.28	355.79	88.31	1.891.38	1.891, 38	26,479.32
III	1.246.61	296.37	88.31	1,631.29	1,631.29	22.838.06
IV	1.167, 14	272.96	88.31	1.528.41	1.528, 41	21.397.74
NIVEL V	1.074.91	245.72	88.31	1.408, 94	1.408.94	19.725.16
VI	985.97	216.53	88.31	1.290.81	1.290, 81	18.071.34
921,26	921,26	195.06	88.31	1.204, 63	1.204.63	16.864.82
VIII	1.002, 39	222.08	88.31	1,312.78	1,312.78	18.378.92
964,18	964,18	209.52	88.31	1.262.01	1.262.01	17.668, 14
	NIVEL X	926.48	197,14	1.211.93		1.211.93	16.967.02
910.98	910.98	910.98	191.96	88.31	1.191.25	1.191.25	16.677.50
	NIVEL XII	897.45	187.62	88.31	1.173.38	1.173, 38	16.427.32

SALARY TABLE V

Burgos, Granada, Malaga, Navarra

LEVEL II

	Base salary	Plus pay or assistance	Plus extra-wage	Total month	Extra pages June/December	Annual salary
I	1.482.96	317.35	94.34	1.894.65	1.894.65	26.525, 10
1.197,85	273.73	94.34	1.565.92	1.565, 92	21.922.88
III	1.126.59	253.61	94.34	1.474.54	1.474.54	20.643.56
IVEL IV	1.081, 22	239.62	94.34	1,415.18	1.415, 18	19.812.52
NIVEL V	1,032.41	94.34	94.34	1.351, 62	1.351.62	18.922.68
VI	991.08	211.84	94.34	1.297.26	1.297, 26	18.161.64
958.57	958.57	201,40	94.34	1.254, 31	1.254.31	17.560.34
VIII	1.024, 26	222.96	94.34	1.341.56	1.341.56	18.781.84
997.65	997.65	214.29	94.34	1.306, 28	1.306.28	18.287, 92
LEVEL X	972.72	206.08	94.34	1.273.14	1.273.14	17.823.96
LEVEL XI	965.41	203.79	94.34	1.263.54	1.263.54	17.689.56
NIVEL XII	955.04	200,43	94.34	1.249.81	1.249, 81	17,497.34

PAY TABLE VI

Alava, Córdoba, Girona, Guipuzcoa, Huelva

	Base salary	Plus pay or assistance	Plus extra-wage	Total month	Extra pages June/December	Annual salary
I	1,625.67	396.89	101.99	2.124.55	2.124.55	29,743, 70
LEVEL II	1.539.98	374.30	101.99	2.016.27	2.016, 27	28.227.78
III	1.355.12	317.92	101.99	1.775.03	1.775.03	24.850, 42
	LEVEL IV	1.286, 27	298.33	101.99	1.686.59	1.686.59	23.612.26
V	1.197,74	270,34	101.99	1.570.07	1.570.07	21.980.98
VI	1.125, 46	249.36	101.99	1.476.81	1.476, 81	20,675,34
LEVEL VII	1,050.73	225.38	101.99	1.378, 10	1.378.10	19.293.40
VIII	1.119.54	244.74	101.99	1.466.27	1.466.27	20.527.78
1.082.80	1,082.80	234.73	101.99	1,419.52	1,419.52	19.873, 28
	NIVEL X	1.039.13	221.52	1.362.64	1.362.64	1.362.64	19076.96
LEVEL XI	1,028.34	101.99	101.99	1.349.42	1.349.42	18.891, 88
	NIVEL XII	1.019.80	216.71	101.99	1.338.50	1.338.50	18.739.00