Having regard to the text of the collective agreement on Marroquineria, Cueros Repujados and the like of Madrid, Castilla-La Mancha, La Rioja, Cantabria, Burgos, Soria, Segovia, Avila, Valladolid and Palencia (Convention code No. 9903385), which was signed, dated 8 May 2009, from one party, by the Business Association of Marroquinry Manufacturers, Travel Articles and Industries of the Center Zone (ASEMAVI), representing companies in the sector concerned, and from another, by the trade union organisations FIA-UGT and FITEQA-CC.OO., representing the collective In accordance with Article 90 (2) and (3) of the Royal Decree of Law 1/1995 of 24 March, the recast of the Law on the Staff Regulations of Workers and the Royal Decree of 24 March 1995 was adopted in accordance with the provisions of Article 90 (2) and (3) of the Royal Decree of 24 March 1995. 1040/1981, of 22 May, on the registration and deposit of Collective Labour Conventions,

This Work General Address resolves:

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

Second. -Dispose your publication in the "Official State Bulletin".

Madrid, June 9, 2009. -Director General of Labor, José Luis Villar Rodríguez.

COLLECTIVE AGREEMENT OF MARROQUINERIA, CUEROS REREPUTED AND SIMILAR TO MADRID, CASTILLA-LA MANCHA, LA RIOJA, CANTABRIA, BURGOS, SORIA, SEGOVIA, AVILA, VALLADOLID AND PALENCIA

CHAPTER I

General provisions

Section first. Purpose

character and legislation

Item 1. Object.

This Collective Agreement aims to regulate working conditions and productivity in the companies of Reputable Leather, Leather, Estucheria, Belts, Leagues and Tirants, Correas de Reloj, Garnitionía, Talabarteria and articles of Sport, articles of Travel and Botheria, manufacture of handbags, cordons, complementary objects, albardoneria and whips, as well as improvement of the standard of living and the increase of productivity, people who work in the sector by supplementing and improving the extremes of the conditions established in the Workers 'Statute (hereinafter' the 'E.T.') and any other similar provision currently applicable to the industries in which it is made reference.

Article 2. Character.

The working conditions laid down in it are of a minimum and, in their virtue, are void and shall not have any effect between the parties, the covenants or clauses which, individually or collectively, imply less favorable for people who work.

Article 3. º Legislation.

As not provided for in this Convention, the provisions of the General Law, the E.T. and other implementing provisions shall be in accordance with the provisions of this Convention.

Section 2. Territorial, functional and personal scope.

Article 4. Territorial Scope.

The scope of this Collective Agreement includes the Autonomous Communities of Madrid, Castilla-La Mancha, La Rioja, Cantabria and the provinces of Burgos, Soria, Segovia, Avila, Valladolid and Palencia.

This field of application may be extended upon request by mutual agreement and the representation of workers (hereinafter the "R.T.") of such more representative and representative trade union organizations. Business associations from another territorial area, by means of a request to the Joint Joint Committee governed by Article 77 of this Collective Agreement.

Article 5. Functional Scope.

The articles of this Convention require all undertakings engaged in the activities referred to in Article 1, with the exception of those undertakings which have their own Convention or are covered by other collective agreements. in effect.

Article 6. º Total Obligation.

The affected companies will be in full, except as stated in the following article of this Collective Agreement on the personal scope.

Item 7. Personal Scope.

Comprises the Convention to all the working persons of the companies included in the functional field, as well as the personnel that are henceforth part of the respective templates of those, with the exceptions Referred to in Articles 1 and

of the E.T.

Section 3. Compensation, absorbability and "ad personam" guarantee.

Article 8. º Nature of the agreed conditions.

The agreed conditions form an indivisible organic whole and, for the purposes of their practical application, will be considered globally.

Article 9. Compensation.

The agreed conditions compensate in their entirety to those previously governed by legal imperative, jurisprudential, litigation-administrative, covenant of any kind, individual contract, uses and local customs or by any other cause.

Article 10. Absorbability.

In view of the nature of the Convention, future legal provisions involving economic variation in all or some of the existing remuneration concepts or the creation of new ones will only be effective. If, overall and in addition to those in force before the Convention, they exceed the level of the Convention. Otherwise they will be considered to be absorbed by the improvements agreed in this Convention.

Article 11. "ad personam" warranty.

Personal situations that generally exceed the pact in their content will be respected, strictly maintained "ad personam".

CHAPTER II

Effective, duration, and economic conditions

Section first. Duration and duration

Article 12. Duration and duration.

This Convention shall enter into force on the day of its publication in the B.O.E., except as regards the economic conditions, which shall have effect from 1 January 2009, and its duration shall be two years, i.e. until on 31 December 2010.

Article 13. Complaint.

They will be competent to report the Convention by any of the parties who subscribe to it.

The complaint must be submitted at least three months in advance of the termination of the written agreement to the other party, sending the copy to the competent labour authority.

Section 2. Economic conditions.

Article 14. Salary tables and salary review clause.

I. Wage increase for the year 2009:

Annual CPI forecast 2%, on the revised salary tables for the year 2008. With effect from 1 January of this year.

II. Wage revision clause: The wage tables will be revised in the percentage in which the actual CPI exceeds the expected annual CPI (2%), with effect from 1 January 2009.

III. Wage increase for 2010.

CPI forecast for 2009 revised salary tables, with effect from 1 January 2010.

IV. Wage revision clause: The salary tables will be reviewed in the percentage in which the actual CPI exceeds the expected CPI, with effect from 1 January 2010.

V. Companies which, as users, occupy persons of ETTs, are obliged to ensure that the contract for making available guarantees that they have the same remuneration and conditions for normal business as they do in the undertaking The user corresponds to the people in the template of the same position to occupy.

Article 15. Contribution to Social Security and Taxes.

The contracting parties undertake to include in payroll and, where appropriate, to the contribution of Social Security and payment of taxes that correspond to them, in accordance with the legal regulations, of all the salary concepts that are satisfied in the companies.

Article 16. Wage regime.

Regardless of other concepts, the amount of the base salary Convention by professional categories and with a minimum character is specified in the table of remuneration of this Collective Agreement and will be collected during all the days of the year. Where the minimum inter-professional salary exceeds the base salary Convention, both in annual calculation, the new Minimum Interprofessional Wage shall become the new Base Salary Convention for all purposes, also in annual computation.

Article 17. Night work.

The hours worked during the period from ten to six in the morning, unless the salary has been established on the basis that the work is night by its nature, shall be paid It specifies at least 25% of the ordinary salary. Overtime shall be prohibited at the indicated night time, except in cases and special activities duly justified and expressly authorised by the Ministry of Labour.

Article 18. Work at home.

For the calculation of remuneration rates for work at home, only the Base Salary Convention shall be taken into account.

Article 19. Incentive of the Convention.

It is understood as an incentive to the Convention, the amount in cash that the person will receive in the event that it exceeds the production corresponding to the normal activity. This incentive for the Convention shall be collected, in the amount set out in the tables. Where undertakings do not have an incentive remuneration scheme, they shall satisfy this incentive of the Convention in full.

In those companies where the incentive system is established, it will be at the same time.

In view of the motivation of the agreed incentive, it is the wish of the negotiating parties that their establishment does not imply a decrease in the average normal production prior to the Convention.

Article 20. Advances.

The person and, with their authorization, the R.T., will be entitled to receive, without the day indicated for payment, advances on account of the work already done.

Article 21. Periodic increases for service time.

The periodic retributive increases for the service time in the company will consist, for all the groups of staff, in nine trienes of 3% each one on Salario Base Convention, in force at every moment. The calculation of the seniority of the service period as learning or aspirants shall be carried out taking as a starting point the date of entry into force of the E.T., in the wording approved by Law 8/80, of March 10, that is, March 15, 1980, and shall not involve any additional settlement of past periods.

Article 22. Extraordinary rewards.

Consist of the amount of:

Thirty days of July.

Thirty days of Christmas.

For your calculation the amounts resulting from the basic salary concepts of the Convention in force at each time and age, if any, accrued in each professional category shall be computed.

They must be received before the July 15 and December 20 dates, respectively.

Article 23. Profit participation.

Profit participation is set at 9% over the amounts that are at each time the base salary Convention, extraordinary rewards and corresponding seniority in your case.

Article 24. Absenteeism.

In order to reduce absenteeism in companies, people whose monthly presence is 95%, will receive a plus of 135 euros in the first year of the agreement and 175 euros in the second year of the itself. This plus of presence will be computable in a monthly form and will be paid by the company in the payroll of March of the year following which the right to obtain it has been generated. The plus of presence is not cumulative, neither month-to-month nor year-to-year.

For the computation of 95% of the plus of the presence of this article will not take into account the absences of the company derived from the following circumstances: maternity, paternity, legal strike, breastfeeding, accident of work, trade union hours, absence by risk during pregnancy, and the permissions of Article 54 (a), with the exception of the second degree of consanguinity or affinity in surgical interventions without hospitalization requiring home rest.

The Company and R.T. Management will meet to check and study how the absenteeism index evolves; in the Companies where R.T. does not exist, the Directorate will justify the data to the template as a whole.

Article 25. Overtime.

According to the E.T., and complying with the requirements set out therein, the number of overtime may not exceed 80 hours per year; it may be agreed within each company, between the Directorate and the R.T., the value of overtime; in the absence of a pact, the same shall be paid with 75% increase in the salary which would correspond to each ordinary hour or compensate for equivalent time of rest paid increased at least in the percentage above. It shall be reported regularly and at least every three months from those made to the Business Committee or delegates and delegates of staff.

Article 26. Travel and maintenance expenses.

When, by order of the Company, the person is obliged to spend the night or to carry out maintenance costs outside the Company, they will be paid by the company, after justification thereof, and corresponding, except also justified, to those of a three-star hotel.

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

Article 27. Tool wear.

When the company does not provide the tools, the person, upon justification, will receive from the company the reasonable expenses that it has incurred for the purchase of the same.

Article 28. Retirement Award.

The person applying for retirement before the age of 66 and carrying at least fifteen uninterrupted years of service in the company will be entitled for one time to a non-absorbable prize for other voluntary awards, to reason for:

Sixty years: 5.5 months base salary convention.

Sixty-one years: 5 months base salary Convention.

Sixty-two years: 4.5 months base salary Convention.

Sixty-three years: 4 months base salary Convention.

Sixty-four years: 3.5 months base salary Convention.

Sixty-five years: 3 months base salary Convention.

Article 29. Insurance policy.

The company will pay the sum of 5.50 euros per year, at least, to each person of the same, for the subscription of an insurance policy that covers the risk of death or permanent invalidity, whose subscription will be exclusively to account of the person, being indispensable for the payment of the amount previously indicated to duly justify to the company the formalization of the policy.

Article 30. Salary inimplementation clause.

The wage increase agreed in this Convention may not be applied in whole or in part, only in the case of companies whose economic stability may be damaged as a result of such an application. This economic stability will only be considered damaged when the application of the increase can cause irreparable damage to the economy of the Company according to the forecasts.

In order to benefit from such inapplicability, the Company must make the request to the R.T. within 30 days of the publication of the Convention in the B.O.E. If no R.T. exists, the Company will directly formulate the request to the Joint Commission, accompanying in any case the following documentation:

a. Justification for the application and feasibility plan, and measures taken previously to avoid this situation.

b. Documentation showing the cause invoked on the one that will necessarily appear the one presented by the Company to the official agencies (Ministry of Finance, Commercial Registry, etc.), referring to the last three exercises.

c. Alternative salary proposal and possible recovery pact.

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

If no agreement is reached within the Company, the matter shall be raised to the Joint Committee of the Convention or arbitrator appointed by common agreement, which shall be competent to resolve in the final and in its case to fix the alternative salary conditions.

The agreements on inapplicability reached by the R.T. and the Company, those reached by the Joint Commission and the arbitration awards will be unenforceable and executive.

Companies that would have done so for 2 consecutive years or 3 alternate years for a period of 5 years shall not be eligible for this measure, except between Company and staff.

CHAPTER III

Organization of the job

Article 31. Organization of the job.

This particular shall be subject to the provisions of the E.T., without prejudice to the powers recognized to the Joint Commission in this Convention and the provisions of the additional clause of this Collective Agreement.

Article 32. Normal activity.

Normal activity may be required by the company to the entire staff.

Article 33. Agreed performance and incentive.

1. Normal performance, which corresponds to the so-called normal activity, is the minimum required performance, and the company may require it at any time, without the failure to do so or to be interpreted as leaving this right, (a)

provisions of Article 19.

2. To establish incentive, it must be based on the minimum performance required.

3. The normal performance and incentive established by the undertaking, in accordance with the studies and organisation of the work which it carries out, if it is not accepted by the persons, shall be submitted to the Joint Committee for judgment and knowledge, which shall, prior to the reports it considers relevant, the relevant report.

4. The remuneration for the minimum performance payable is determined by the base salary and the age corresponding to each case.

5. Incentives may be: Collective (section, group, etc.), or individual, as determined by the company according to the R.T.

6. When the performance of a job is not easily measurable, as is often the case with certain controls, administrative staff, auxiliary services, the storage of goods and articles, etc., and in general, all staff who (a) a monthly payment shall be made in the case of the establishment of productivity systems in the enterprise, a system of indirect valuation of workloads.

7. Once the incentive system has been established, companies will be able to review it when the amounts of work to optimal activity exceed 50% of those identified as the minimum required performance.

8. Companies may limit, proportionately reduce, even eliminate incentives on an individual basis to those who, due to lack of aptitude, attention, interest, or any other cause of a subjective nature do not obtain due performance, adversely affect the quality of the production, without prejudice to any other measures which may be applied to the case, seeking non-binding report on the business committees or staff delegates, prior to the taking of such decision.

9. The incentives may be suspended in general, by sections prior to information to the R.T., when the purposes pursued by the system are unattainable due to lack or decrease of the work in the company. In such posts, persons shall receive the remuneration corresponding to the basic salary of the Convention, plus any increases which correspond to them, by seniority.

Article 34. Obligations of the Company.

Are Company Obligations:

I. Limit up to a maximum of ten weeks the experimentation of new tariffs or new organizational systems.

II. To obtain, after the end of the probationary period, the reasoned conformity or disagreement of the persons working, which shall be expressed through the Committee of Enterprise, and if it is not constituted, by a commission composed of the following: members:

A. The delegate/s and/or the staff delegates/s.

B. Two qualified persons, one with more than ten years old in the company, the oldest if no one is ten years old, and the other one who will be less than ten years old, chosen from among the staff.

III. The Enterprise Committee or the Commission shall, where appropriate, draw up a report in accordance with the detailed arrangements for the times examined.

IV. In the event of an agreement, the agreement shall apply to the terms expressed therein.

V. In cases of disagreement and within 20 working days, to raise the technical and tariff studies to the Joint Committee of the Convention for the mandatory report, prior to the presentation to the Social Jurisdiction.

VI. In the cases of disagreement provided for in the second paragraph of this Article, the resulting differences shall be settled in accordance with the relevant resolution from the date of implementation of the system.

CHAPTER IV

Professional Classifications

Article 35. Professional classifications.

The professional classification is described in Annex I to this Collective Agreement.

Article 36. Rules on the professional classification.

The rules on professional classification are specified in Annex I to this Convention.

CHAPTER V

Hiring

Article 37. Formalization.

The hiring of all persons according to the various legally established modalities must be done in writing.

The various procurement modalities must be effectively matched to the legally established purpose. Law-fraud contracts shall be deemed to be indefinite for all purposes.

Article 38. Medical recognition.

People aspiring to square must undergo medical recognition.

Companies may subject applicants to the practical and psychotechnical tests they consider appropriate to check their degree of preparedness.

Article 39. Test period.

The income shall be deemed provisional until the probationary period for each group of staff has been met and detailed below:

a) Managing staff and entitled: Six months.

b) Technical staff not entitled: Three months.

c) Administrative staff: Thirty days.

d) Trade personnel: Fifteen days.

e) Unqualified staff: Fourteen days.

Article 40. Concurrent activity.

It is expressly prohibited for persons falling within the scope of this Convention to carry out work or work for their own or other account, complementary to those contained in their contract, if such activities, to belong to any of those included in the functional scope of this Convention, to be in attendance or to cooperate with those who do so.

Article 41. Pluriemployment.

In view of the serious problem of the level of unemployment in the sector, both parties agree to ensure that the jobs of companies falling within the scope of this Collective Agreement are not taken into account. by people who are already simultaneously occupying other jobs in other companies.

Article 42. Ceases and notice periods.

The personnel who wish to cease in the company's service must notify the company at least in advance of the following deadlines:

a) Managing and technical staff entitled: Two months.

b) Non-titled and administrative technical staff: One month.

c) Staff Rest: Fifteen days.

Article 43. Temporary contracts.

In development of the provisions of the Additional Disposition First of Law 12/2001, of July 9, the contract of employment for the promotion of indefinite hiring in the scope of application of this Collective Agreement will be possible to arrange with the persons who at the date of concertation of the new contract were employed in the same undertaking by means of a fixed-term or temporary contract, including training and employment promotion contracts.

In the event that temporary contracts are not renewed, the company will indemnify the person with the amount of eight days of salary for each year of service. The most beneficial conditions recognised by the legislation in force shall be respected.

May also be used to use the procedures for the time specified by the law, provided that it is agreed in writing and with the purpose and characteristics in it, so that the contracts in fraud of The law shall be deemed to be indefinite for all purposes.

Contracts of a fixed duration in any of its modalities, subscribed to in continuation of another already extended or having exhausted its maximum duration, of the same or different modality with respect to the law, shall also be considered in law-fraud. the same cause to cover activities of the same category or equivalent job in the same undertaking, irrespective of the entity that contracts it, the activity of which falls within the functional scope of the Convention.

Article 44. Learning.

1. Apprentices are people over the age of 16 who, at the same time as they work, acquire the knowledge necessary for the performance of a trade in the skin industry, supported by the special and registered contract.

2. During the apprenticeship period, he or the trainee shall practise in each and every machine from which his section is composed, in order to be able to reach the category of officer.

3. By making the quantity and performance of the work performed and the effective teaching of a trade, which is the raison d' être of learning, the practice of individual incentives which require a performance unfit for the physical conditions and professional experience of the apprentice; in a correlative manner, he/she must provide the necessary effort and interest to his/her professional training and access to the higher category.

4. The learning will necessarily end by overcoming an aptitude test that proves the necessary sufficiency for the performance of the corresponding category. Such proof may be applied voluntarily for those who have completed the age of 17 years and at least one year of learning in the enterprise.

5. The aptitude test shall be essentially practical and shall be given to a court formed within the undertaking and formed by two representatives of the undertaking, two representatives of the workers and the person whose The category is the first-of-the-oldest official category of the specialty to be examined.

6. After the aptitude test, you will receive the corresponding salary according to your professional category.

7. In any case, he/she will receive at least the minimum inter-professional salary in force at any time.

8. The duration of the apprenticeship will be three years.

Article 45. Contract in practice.

Persons with a working contract shall at least receive a remuneration equal to 75% of the salary set out in the tables for the category for which they are performing the practices.

Article 46. Eventual contract due to circumstances of production.

It is the contract that is designed to meet circumstantial requirements of the market, accumulation of tasks or excess of orders, even in the case of the normal activity of the Company.

Taking into account the temporary characteristics and circumstances of the sector's activity, these contracts may have a maximum duration of 9 months, continuous or discontinuous, within the 12-month period since the contract.

In the event that the contract may be concluded for a period of less than the maximum duration, it may be extended by agreement of the parties, for a single time, without the total duration of the contract exceeding such maximum duration.

Article 47. Indefinite contract on a part-time basis.

The partial-time contract of an indefinite nature is one that is expressly designed to carry out fixed and periodic works within the normal volume of the Company's activity and will be regulated by the provisions of Law 10/1994 and rules that develop it and by what is established in this article:

a) It will have a minimum annual working day of 1,000 hours of effective work. The distribution of these hours will be performed in such a way that at least for 190 days the person in the Company will be assured discharge.

b) In the event that rules are dictated that specifically regulate this matter, it will be up to that regulation.

It will be formalized in writing with an indication of the months in which it may be high or low, based on the historical or foreseeable pace of the Company's activity. The periodic terminations of the contract, within the annual day, will be produced by written notification of Company.

(c) Companies shall establish lists, by sections and posts, of persons affected by this mode of employment, for the purposes of determining the order of appeal of such persons for each section and place of work, which shall be formalised in writing, at least ten days in advance.

In the event that the person who works does not go to the appeal, without a fair cause, their automatic discharge will occur on the lists, the contract being extinguished for all purposes.

From the lists and the written appeal will be transferred to the R.T. in the business bosom.

d) The Company shall communicate in writing the annual conclusion of the season.

In the months that the contract indicates as a return, the Company must notify the person of the date on which it will occur or the non-incorporation if it does not have orders, in order to document the processing of the appropriate procedure.

Article 48. Contract for selected work or service.

It is the one that is designed for the realization of a work or the delivery of a determined service, with autonomy and own substantive within the activity of the Company, and whose execution, although limited in time, is in the principle of uncertain duration.

Article 49. Individual clauses in work contracts.

All clauses of a Labor Contract that go against the agreements of the Collective Agreement of Company or of the sector, or of the general legislation, shall be considered null and void for all purposes.

Article 50. Recruitment of persons with disabilities.

Companies with a workforce of more than 50 shall recruit 2% of persons with disabilities, applying this obligation in accordance with the regulatory criteria.

CHAPTER VI

Day, holidays, permissions

Article 51. Day.

The working day will be an annual count of 1,768 working hours for the years of the present Convention. The most beneficial conditions will be respected and agreed within each Company, by the Directorate and the R.T., the schedules within the limits indicated.

In the cases of technical staff, managers, intermediate managers and operators whose action starts or closes the work of the others, the daily working time may be prolonged, without prejudice to the payment of such time on an extraordinary basis.

Due to market circumstances, accumulation of tasks and/or lack or excess of orders, the companies and the R.T. will be able to agree an irregular distribution of the day throughout the year up to a maximum of 10 and a minimum of 6 hours a day, always respecting the rest between days.

Article 52. Holidays.

All staff, irrespective of their status, who provide their services in undertakings falling within the scope of this Convention, shall enjoy, for a holiday, 30 calendar days uninterrupted, without prejudice to agreements or agreements which may be concluded by undertakings and the R.T. on the particular subject, provided that it takes a year running for the service of the undertaking.

Staff who take less than one year, shall enjoy the days that correspond to them in proportion to the length of stay in the same; the worker or worker who, by decision of the company, has extended his or her period On holiday, not yet taking one year in the same, you will receive the assets corresponding to the holiday period fully enjoyed, by the company.

The holidays will start on Monday as long as it is not festive, and will be paid with the salary corresponding to normal activity increased in the amount obtained from averaging the production incentives accrued during the period. the last 13 weeks (equivalent to three months).

In the event of a vacation time in the company with sick leave, or with the absence of an accident at work, the enjoyment of the same will be postponed, even if the natural year has ended to correspond to the expiration of the right until 30 June of the following year.

When the holiday period coincides with a temporary disability arising from pregnancy, childbirth or natural lactation or with the period of suspension of the work contract provided for in Article 48.4 of the E.T. the right to enjoy the holidays on a date other than that of the temporary incapacity or the enjoyment of the permit which, by application of that provision, was due to him, at the end of the period of suspension, even if the calendar year was terminated which correspond.

Article 53. Excess.

1. Leave of absence for family care. -Persons shall be entitled to a period of leave of absence of not more than three years to take care of the care of each child, whether by nature or by adoption or in the case of a child. A permanent and pre-adoptive reception, from the date of birth or, where appropriate, from the judicial or administrative decision.

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

The excess referred to in this paragraph constitutes an individual right of persons. However, if two or more persons of the same undertaking generate this right by the same deceased person, the undertaking may limit its simultaneous exercise for justified reasons of operation of the undertaking.

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

The period in which you remain in a situation of leave in accordance with the provisions of this Article shall be computable for the purposes of seniority and shall be entitled to assistance with vocational training courses, to whose participation you must be convened by the company, in particular on the occasion of its reinstatement. During the first two years you will be entitled to the reservation of your job. After that period, the reserve shall be referred to a post of the same professional group or equivalent category.

2. Voluntary leave. -Staff with a seniority in the one-year-old company have the right to be granted the possibility of being on a voluntary leave of absence for a period of not less than four months and not longer than five years. This right may only be exercised by the same person again if four years have elapsed since the end of the previous leave.

Article 54. Permissions.

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

(a) Two days in the cases of birth of a child or daughter and in the cases of death, accident, serious illness, hospitalization and surgical intervention without hospitalization requiring the home rest of the spouse or a family member up to the second degree of consanguinity or affinity, and four days in case a shift to effect is necessary.

b) One day per move of the usual address.

c) One day per wedding of a child or parent.

d) One day per wedding of a brother but no remuneration.

e) For the time indispensable for the fulfilment of an inexcusable duty of a public and personal nature under the conditions laid down in point (D) and under the conditions laid down in the E.T.

f) If you are breastfeeding a child under nine months of age, you will be entitled to an hour of absence from work which may be divided into two fractions. This right may be replaced by a reduction of your working day in half an hour, for the same purpose or to accumulate the one-hour leave in full days following the suspension, after a fortnight's notice.

g) Who, for reasons of legal guardian, has at least 8 years of direct care or a person with a physical, mental or sensory disability who does not carry out a paid activity, shall be entitled to a reduction of the day, with the proportional reduction of the salary, between at least one eighth and a maximum of half the duration of the salary.

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

The reduction of the day referred to in this paragraph constitutes an individual right. However, if two or more persons of the same undertaking generate this same right by the same deceased person, the Directorate of the undertaking may limit its simultaneous exercise for justified reasons of operation of the undertaking.

h) Fifteen natural days paid in the case of marriage, with the possibility of extending this licence for up to five days without remuneration.

i) Persons who work shall be entitled to a day of paid leave whose cause is a medical test requiring home rest by prescription on the basis of medical prescription, of the spouse and relatives up to the first degree of consanguinity.

(j) Persons shall be entitled to nine hours paid per year to attend the services of social security medicine, concerted services, and in the event that they do not collect the above and attend a medical service private, this will be the one that does not cover Social Security, provided that they are duly justified.

Persons may use the days of absence from paragraph (a) for the duration of the causative event that causes the permit, provided that it provides 48-hour notice if the event permits.

The provisions of this Article shall apply with the same limits and conditions to the duly accredited couples, in the understanding that this condition is accredited by the presentation of the certificate of the Register of Unions of Fact or, if this does not exist, by the contribution of an affidavit in which the condition of the fact of the fact of the person causing the permit is manifested accompanied by a certificate of coexistence issued by the City Council corresponding.

Article 55. License for studies.

(a) Companies that have to their service persons who carry out studies are required to grant the necessary licenses so that they can attend examinations in the calls of the relevant Centre, on the basis of the persons concerned to have the registration formalised. This is applicable for obtaining the driving licence.

(b) Where the relevant call for examination relates to the obtaining of the professional title of the activity carried out within the undertaking, the persons employed shall be entitled to the corresponding remuneration of the plus plus base salary of convention and age where applicable, during the period of duration of the license.

(c) Such rights shall be lost by those who are suspended in the middle of the subjects from which they are registered, considering that they are the result of such effects on those in which they have not been submitted for examination without cause justified. It will also result in the deprivation of these benefits not being approved by the same subject in two consecutive calls.

d) The permissions that the people who work for these concepts use cannot be discounted from the annual leave that corresponds to them.

Article 56. Suspension of the job contract with reservation of position.

1. In the course of delivery, the suspension will last for 16 weeks uninterrupted, extended by multiple birth for two more weeks for each child or daughter from the second. The period of suspension shall be distributed to the person concerned, provided that six weeks are immediately after delivery. In the event of the death of the mother, whether or not she is performing any work, the other parent may make use of the whole or, where appropriate, the remaining part of the period of suspension, counting from the date of delivery, and without the fact that the part that the mother had been able to enjoy before the birth was neglected. In the case of the death of the son or daughter, the period of suspension shall not be reduced, unless, once the six weeks of compulsory rest have been completed, the mother shall request to return to her place of work.

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

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

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

In cases of preterm birth, in cases due to lack of weight and in those cases where the neonate requires some clinical condition, hospitalization after delivery, for a period of more than seven days, the period The suspension will be extended in as many days as the neonate is in the hospital, with a maximum of thirteen additional weeks, and in the terms in which it is regulated.

In the adoption and reception scenarios, the suspension will last for sixteen weeks uninterrupted, extended in the event of adoption or multiple reception in two weeks for each child from the second. Such suspension shall produce its effects, at the choice of the person who works, either on the basis of the judgment on which the adoption is made, or on the basis of the administrative or judicial decision of a provisional or final acceptance, without in any case the same minor being entitled to several periods of suspension.

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

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

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

The periods referred to in this paragraph may be enjoyed on a full-time or part-time basis, subject to agreement between the parties.

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

Working people will benefit from any improvement in working conditions that could have been accessed during the suspension of the contract in the assumptions referred to in this section.

2. Suspension of the paternity work contract.-In the case of child or daughter birth, adoption or reception, the worker shall be entitled to the suspension of the contract for 13 uninterrupted days, which may be extended in the case of delivery, multiple adoption or reception in two more days for each child or daughter, starting from the second. This suspension is independent of the shared enjoyment of maternity rest periods.

In the case of delivery, the suspension corresponds exclusively to the other parent. In the case of adoption or acceptance, this right shall be for one of the parents only, at the choice of the persons concerned; however, where the period of rest (is fully enjoyed by one of the parents, the right of the Paternity suspension may be exercised on the other hand only.

The person exercising this right may do so during the period from the termination of the birth permit by child or daughter, provided for in law or conventionally or from the judicial decision by which he or she is constitutes the adoption or from the administrative or judicial decision of the host, until the end of the suspension of the regulated contract in the E.T., or immediately after the termination of such suspension.

The suspension of the contract referred to in this Article may be enjoyed on a full-time or part-time basis of a minimum of 50%, subject to agreement between the parties.

The person must report it in advance.

CHAPTER VII

Fouls and Sanctions

Article 57. Minor fouls.

They are minor faults:

1. Missing a day to work without justified cause.

2. Up to three punctuality fouls in a month.

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

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

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

6. The lack of respect in the light of the minor to the subordinates, companions or companions, command and public staff, as well as the discussion with them.

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

8. Do not communicate to the Company the changes of address or data necessary for the Social Security and Enterprise Medicine.

Article 58. Serious fouls.

Serious faults:

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

2. The lack of two days to work during the one month period, without cause for justification.

3. The hindering, malicious omission and distortion of data, issues and facts that may affect Social Security and Enterprise Medicine.

4. Failure to comply with the general rules and those of this Collective Agreement, in the field of Safety and Hygiene at Work.

5. It will be very serious when it has consequences for people, machines, materials, installations or buildings.

6. Disobedience to command staff on work issues.

7. The voluntary decrease and low quality of work.

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

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

10. The active or passive impersonation of the personality.

11. Drunkenness or non-habitual drug addiction during work.

Article 59. Very serious fouls.

Very serious faults:

1. Repeated failure within the one month period, as long as those have been sanctioned.

2. The lack of six-day work during the four-month period, without any justification.

3. More than 12 punctuality faults over a period of six months or 25 over a period of one year.

4. Falsehood, disloyalty, fraud, breach of trust, illicit competition with the Company, and theft or theft, both co-workers and colleagues, as well as the Company or third parties, during its dependence, or during the performance of work or services on behalf of the Company.

5. The removal, inuse, damage or malicious modification in the first materials, products, tools, tools, machines, appliances, installations, buildings, articles and documents of the Company.

6. The indiscipline or disobedience to the orders of the command staff, as well as the induction to it, when special magazine gravity.

7. Direct or indirect participation in the commission of crime, qualified as such in the Penal Code.

8. The falsehood in the circumstances of accidents at work, the simulation of diseases and the malicious prolongation, feigned in its healing.

9. Habitual drunkenness or drug addiction during work.

10. The abandonment of work involving serious economic injury to the Company.

11. The voluntary and continuous decrease in performance.

12. The commission of immoral acts in the premises and premises of the Company inside or outside the working day.

13. The related in the E.T., considered as just causes of dismissal.

14. To serve another competitor not being authorized; to disclose secrets of must reserve, falsify or misrepresent data or documents, the serious and public offense to the Company, managers or colleagues of work.

15. The abuse of authority by the leadership. The person who suffers it will make it known to the Company's Directorate, within a period not exceeding 15 calendar days, to instruct the appropriate file. The file must be completed within one month of the date of notification of the interested party.

16. Infringements of this Collective Agreement by undertakings shall be punishable by the competent labour authority.

17. Sexual harassment. The person who suffers it shall immediately inform him of the address of the company or of the R.T. The opening of the contradictory file shall take place on the basis of the complaint lodged.

The assessment of the faults and the corresponding penalties imposed by the Company's Directorate shall always be subject to the competent social jurisdiction.

Article 60. Penalties.

The maximum penalties that can be imposed are as follows:

For minor lack:

Verbal admonition.

Admonishment in writing.

Suspension of employment and pay for one day.

For severe missing:

Suspension of employment and salary of two to fifteen days.

Disabling for promotion for a period of up to one year.

For very bad:

Suspension of employment and salary from fifteen to sixty days.

Disabling for a period up to five years.

Firing.

Article 61. Prescription.

As established in the E. T, minor faults will be prescribed at ten days; the serious ones at twenty days, and the very serious ones at sixty days from the date on which the Company became aware of its commission and, in any case, the six months of the mission.

CHAPTER VIII

Safety and Health at Work

Article 62. Safety and health at work.

1. The R.T. shall perform in the field of safety and health at work those functions for which Articles 19, 62 and 64 of the E.T. are entitled to them.

2. An annual medical examination shall be carried out for the persons who provide their services to the undertakings affected by this Collective Agreement, which shall be carried out by the medical services of the undertaking, the National Institute for Safety and Hygiene the Work or the Mutual Insurance of Occupational and Occupational Diseases of Social Security. The medical examinations carried out must be specific, in accordance with all the circumstances affecting the job.

3. Those persons who, due to their personal characteristics, due to their conditions of greater exposure to risks or due to other circumstances have greater vulnerability to it, will be monitored in a specific way given their particular situation.

The company must guarantee the delivery to individuals individually, the results of the aforementioned medical examinations.

4. Change of mutual consent: The Directorate of the Company shall notify the Prevention Delegates in writing, by examination within the Social Security Committee, at a meeting called for at least 15 days in advance, and shall justify such a meeting. representation of the change in IT management, when it occurs.

Article 63. Workwear.

Without prejudice to personal protective clothing, companies shall provide, annually, an appropriate garment to their work class.

Article 64. Accidents at work and occupational diseases.

In cases of temporary incapacity arising from accidents at work and occupational disease, the difference between the corresponding economic benefit and 100% of the salary shall be paid to the undertaking.

Article 65. Common sickness and non-work accident.

In cases of temporary incapacity resulting from a common illness or non-work accident which would be less than 21 days in the absence of work, the companies will pay a supplement to the Social Security payments in the cases in question. The following shall apply in the following circumstances and amounts:

When the actual hours worked in the previous month to the bottom, computed individually, assume the theoretical hours of the same month:

98% will be paid a supplement of up to 100% of the actual salary.

97.5% will be paid a supplement of up to 90% of the actual salary.

97% will be paid a supplement of up to 80% of the actual salary.

96.5% will be paid a supplement of up to 70% of the actual salary.

For the purposes of this article, it is considered real hours those employed by the R.T. in the exercise of its representation, those of legal strike, vacations and maternity and breastfeeding.

In cases of temporary incapacity resulting from a common illness or non-work accident which would result in a reduction of 21 days or more, the companies will pay a supplement to the Social Security payments which will reach 100% of the real wage. This supplement will be paid from the first day of the discharge to the day of discharge.

Article 66. Protection of maternity.

1. The assessment of the risks referred to in Article 16 of Law 31/95 of 8 November shall include the determination of the nature, degree and duration of the exposure of female workers in pregnancy or recent birth. agents, procedures or working conditions which may have a negative impact on the health of workers or the unborn child, in any activity likely to present a specific risk. If the results of the assessment reveal a risk to safety and health or a possible impact on the pregnancy or breast-feeding of the workers concerned, the undertaking shall take the necessary measures to avoid exposure to such a risk. risk, through an adaptation of the working conditions or working time of the affected worker. Such measures shall include, where necessary, non-performance of night work or shift work.

2. Where the adaptation of the conditions or working time is not possible, or in spite of such adaptation, the conditions of a job may have a negative effect on the health of the pregnant worker or the foetus, and certify the medical services of the National Institute of Social Security or Mutual Insurance, depending on the entity with which the undertaking has concerted the coverage of the occupational risks, with the medical report of the Social Security assist the worker, the worker must have a different job or function, and compatible with your state. The company shall determine, after consulting the R.T., the ratio of the risk-free jobs to these effects.

3. If such a change of position is not technically or objectively possible or cannot reasonably be required for justified reasons, the worker concerned may be declared to be affected by the risk of suspension of contract for the duration of the pregnancy, referred to in Article (d) of the E.T. for the time necessary for the protection of their safety or health, and as long as the impossibility of rejoining their previous post or another post compatible with their condition persists.

4. The provisions of this Article shall also apply during the period of lactation if the working conditions are likely to have a negative effect on the health of the son or daughter and so certify by the doctor who, under the scheme of the applicable Social Security, assist the worker in the right way.

5. Pregnant workers shall be entitled to be absent from work entitled to remuneration for the conduct of prenatal examinations and birth preparation techniques, prior notice to the employer and justification of the need for their performance. within the workday.

6. The worker shall receive the economic benefit at risk during pregnancy on the day on which the suspension of the employment contract is initiated and end on the day before the date on which the suspension of the maternity or maternity work contract is initiated. Reincorporation of the woman to her previous job or to another one compatible with her status.

7. The economic benefit shall consist of 100% of the corresponding regulatory base. For such purposes, the regulatory basis shall be equivalent to that established for the provision of I.T., derived from professional contingencies.

CHAPTER IX

Trade union rights

Section first. Representation of workers

Article 67. Union Representation.

1. In companies or, where appropriate, in the work centres occupying more than 250 persons, whatever the kind of contract, the trade union sections which may be constituted by the persons affiliated to the Trade Unions with presence in the Committees of The company shall be represented, for all purposes, by union delegates elected by and among its affiliates in the enterprise.

2. The number of union delegates for each trade union section of the Trade Unions who have obtained 10% of the votes in the election to the Business Committee shall be determined on the following scale:

250 to 750 people: One.

From 751 to 2,000 people: Two.

From 2,001 to 5,000 people: Three.

From 5,001 onwards: Four.

Trade union sections of those Unions that have not obtained 10% of the votes will be represented by a single delegate/union member.

3. Trade union delegates, in the event that they are not part of the Business Committee, shall have the same guarantees as those legally established for the members of the business committees, as well as the following rights:

A. To have access to the same information and documentation as the company makes available to the Business Committee, with the obligation of the trade union delegates to keep professional secrecy in those areas where they are legally applicable.

B. Attend the meetings of the business committees and internal organs of the company in terms of safety and hygiene, with voice but no vote.

C. To be heard previously by the company to adopt measures of a collective nature that affect people in general and affiliation in particular, and especially in the dismissals and penalties of the latter.

4. The R.T. may accumulate in a person the hours for the exercise of its representative activity provided that such accumulation occurs once in the calendar year and in a single one of the representation, with the possibility of replacing it by cause justified. Trade union hours may be accumulated in one or more persons in cases of trade union training courses, with due justification and by communicating it to the company in advance of 15 days.

Article 68. Representation of workers.

Certain aspects of the R.T. are regulated in the company because of the partial or incomplete consideration of the current regulation, both parties being committed to replace in their entirety what is regulated by the legal provisions that are establish in the future on the subject.

1. Companies that occupy between 11 and 50 people, will have staff delegates, and those that occupy more than 50 people, Business Committee.

2. There may be a delegate or delegate of staff in the companies occupying six to ten persons, if the majority of the persons in the company so decide.

3. The companies shall make available to the R.T. a suitable premises in which they can carry out their representative activities.

4. The companies will make available to the R.T. a bulletin board that can be used to fix communications and information of specific job content in the company. The communications and information will always be fixed in the bulletin board with the signatures of the R.T., and must be shown in advance to the company's management.

5. The Directorate of the company must inform the R.T. the application of any type of sanction to any one of the members of the aforementioned representation of the staff. It will also bring to the attention of the R.T. the application of penalties for serious or very serious misconduct to any of the people of the company.

6. The Company's management will inform the R.T. in the company's change of ownership cases.

7. The Directorate of the company will inform the R.T. on the general evolution of the sector, the economic march of the company in the economic exercise and the evolution of the job. The R.T. and the company will also be able to formulate proposals that will have to be studied together.

In terms of work at home or subcontracted to other companies, it must always be carried out in accordance with the regulations in force at any time. Periodically and at least every three months, the R.T. will be informed of the company's own works in charge of domicile or subcontracted, and of the existing forecasts in the field. The information will be clear and reliable.

8. The Directorate of those undertakings affected by this Convention who have applied for State aid within the framework of the plan of aid to the sector and within the scope of that plan shall provide the R.T. with the following information:

1) The production schedule and probable evolution for the following year, breaking down the main products manufactured in the company and differentiating the productions made (article 42 E.T.).

2) Processes of changes in the business status and business relocation carried out or planned, and their industrial, commercial and employment impacts.

3) All public aid received in the previous year under the scheme of aid to the sector.

4) Plans made or planned for the rejuvenation of the templates including replacement, training or internship contracts.

5) bonuses for the promotion of employment as well as plans for training carried out or planned with an indication of the persons to whom they are addressed.

6) Measures taken or envisaged in relation to technological modernisation, organisation of work, etc.

7) In those companies where there is a code of conduct, state the balance of their application, indicating the corrective measures, in the cases of non-compliance.

9. The R.T. shall, within the generic content of its powers, particularly address the monitoring of safety and health conditions at work within the undertaking.

10. The R.T. will be able to request from the company's management authorization to meet with the people who work in the premises of the company, outside of the working hours, to deal with issues that directly affect the working conditions within the company. of the company. The application must be submitted at least 24 hours in advance, and the order of the day and the maximum expected duration must be specified therein.

11. The Company Committees and the Staff Delegates will be required to cooperate with the Company's management, in relation to the performance of their representatives, in order to health, cleanliness, productivity, absenteeism and other issues in the interest of the better development of the employment relationships in the workplace and more effective compliance with the obligations of the people who work, who could be posed by the company.

12. The Union Federations are recognized as R.T.

Article 69. Contracts.

1. The company shall report to the Business Committee or staff delegates on the evolution of the templates. The business and/or staff committee shall be aware of the models of written work contracts used in the undertaking and the documents relating to the termination of the employment relationship.

2. If a law on employment contracts is enacted, it shall be deemed to be included in the text of the Convention; any variation or amendment of such law would also amend the text of the Convention.

Article 70. Trade union aspects.

Companies falling within the scope of this Convention are committed to:

I. Respect the right of all persons who work to be freely given.

II. Do not hold a person's employment on condition that they do not take a hold or give up their affiliation or union activity.

III. Persons affiliated to a Union may, at the company's level:

A. Constitute trade union sections in accordance with the provisions of the Statutes of the Union.

B. Hold meetings, after notification to the Company's Directorate, collect fees and distribute union information, outside of business hours and without disturbing the business's normal activity.

C. Receive the information sent to you by your Union.

IV. The trade union sections of the most representative trade unions and those with representation in the business committees or with staff delegates shall have the following rights:

A. In order to facilitate the dissemination of those notices which may be of interest to the members of the Union and to persons in general, the company shall make available to it a notice board to be placed in the centre of work and instead of where it ensures proper access to the same person.

B. To collective bargaining, in the terms set out in their specific legislation.

C. To the use of a suitable premises where they can develop their activities in those companies or workplaces with more than 250 people.

V. Those who hold elective positions at the provincial, regional or state level, in the most representative trade union organizations will be entitled:

A. The enjoyment of unpaid leave necessary for the development of the trade union functions of his office, with the possibility of establishing, by agreement, limitations to the enjoyment of the same according to the needs of the productive process.

B. On leave of absence, with the right to reserve the place of work and the calculation of seniority for the duration of the exercise of his representative office, he must be reinstated to his post within the month following the date of the cessation.

C. Assistance and access to work centres to participate in the activities of their Union or all persons, subject to prior communication to the company, and without the exercise of that right being able to interrupt the normal development of the production process.

VI. The R.T. who participate in the collective bargaining commissions, maintaining their relationship as an active person in any company, will be entitled to the granting of the paid leave that is necessary for the proper exercise. of their work as negotiators, provided that the company is affected by the negotiation.

Article 71. Union Share.

For the purpose of the companies to neglect the payroll of the persons who work the union fee corresponding to the compliance of Article 11 (2) of the Law on Freedom of Association, the following shall be taken into account: rules:

1. The corresponding Trade Unions will request it in writing to the companies with an indication of the persons who wish to make the discount on the payroll of the Trade Union Fee, indicating at the same time the person specifically designated by the Central to whom will be delivered monthly of the discounted shares by signing the appropriate receipt, or the current account or savings bank account in which the company will enter the corresponding amounts, giving in this Case, copy of the document accrediting of the mentioned income to the union representation in the company if it has been or to the person designated by each Trade Union Central.

2. Each person in writing shall clearly request from his/her company that the discount is made, indicating the Central or Union to which they belong and the amount of the fee and may also revoke this authorization in writing.

3. The companies are mere collection managers and are not entitled to bear any type of claim for high, low, or quota modifications.

Article 72. Email.

To facilitate the rights of information legally recognized by the R.T., and the Trade Union Sections of the most representative unions at the state level and with representation in the company, they will be able to make use of the e-mail to communicate with each other, with the management of the company and to receive information from the union. As a matter of course, the R.T., and the Trade Union Sections, will subscribe to the knowledge of the standards of use of the new technologies that are applicable in each company.

Section 2. Crisis situations

Article 73. Crisis case.

1. In the case of a case of suspension or termination of working relations based on economic or technological reasons, the undertaking shall open a period of 30 calendar days of discussion and consultations with the business committee or delegates of the personnel, to whom it shall provide the information and supporting documentation of the dossier.

2. If the file for the suspension or termination of the working relationship affects more than 30% of the persons in the undertaking, it shall account for the goods of the undertaking, except for those which constitute its normal traffic, to the Staff delegates.

3. If the work relationship suspension file affects a part of the template, the rest of the working people will not be able, as long as this situation lasts, to perform regular overtime.

Article 74. Companies in a position of formally declared employment regulation.

Both sides agree on the need to collaborate in all fields that help companies in a formally declared employment regulation to overcome this situation.

Section 3. Multiple

Article 75. Vocational training.

1. Both parties undertake to work together through the Joint Committee of the Convention to organise vocational training courses, managing grants and support from all types of official and private bodies.

In the workplace, which in accordance with the legislation in force at any time, they will be able to obtain grants and/or aids in their training plans and have more than 50 people in staff, they will constitute a Joint Training Commission, composed of R.T. and the company. Their role will be the information and monitoring of these plans.

This Commission will be responsible for promoting specific programmes that facilitate professional development in line with the objectives of the company and the training interests of the groups that need it most.

2. The training provided on a compulsory basis for the purposes required by the company's proposal, will be carried out within the working hours, and the other training, in the case of individual training, will be carried out on the basis of the agreement. established between business and person who works.

Article 76. Retirement.

1. Early retirement.-Persons with 64 years of age, after written agreement with the company, will be eligible for early retirement as regulated by Royal Decree 1194/1985 of 17 July, in this case the companies included in the field of application of this Collective Agreement to replace the person who retires by another person who is entitled to any of the unemployment benefits or young claimant of the first job, by means of a contract of equal nature to the extinguished.

2. Compulsory retirement.-The persons affected by this Convention are obliged to retire at 65 years of age provided that they have sufficient contributions to access the maximum of the benefits of the security system Social.

Companies assume the obligation to cover the vacancy caused by compulsory retirement through an indefinite contract within the same professional group.

CHAPTER X

Joint Commission

Article 77. Joint committee.

A Joint Commission of the Convention is hereby established as a body for interpretation, arbitration and conciliation as well as for the monitoring of the Collective Agreement. The following functions are:

1. Interpretation of the application and the totality of the clauses of the Collective Agreement.

2. Mediation in all of the problems or issues arising from the interpretation or application of the Convention.

3. Voluntary reconciliation in individual or collective problems. If no agreement is reached within the Commission, a report shall be drawn up in accordance with the procedures laid down in the Agreement on the Settlement of Labour Conflicts of the Autonomous Community to which the conflict or the whether the conflict will affect more than one Autonomous Community.

4. Monitoring compliance with the agreement.

5. Study of the evolution of industrial relations between the parties to the Collective Agreement.

6. How many other activities tend to the most effective practical effectiveness of the Collective Agreement.

7. Those other that are conferred on you by legal provision.

The Joint Commission will work with submission to the following rules:

1) The Commission shall meet at the request of any of the organisations represented at the place designated as its domicile, with the parties agreeing on the day and time at which the meeting is to take place.

2) The seat of the Commission is established at the registered office of the Association of Business in the street José Abascal, 55, 3. of Madrid, irrespective of the fact that the parties, in an extraordinary manner, decide to hold meetings at other previously agreed premises.

3) The Joint Commission will have a joint composition between business and social representation, with its total number of eight people, four representatives representing the business side and two representatives each of the trade unions CC.OO. and UGT that make up the social part, as signatories of the agreed.

4) The representatives of the parties appointed by the parties to the Commission shall be represented by the Commission, with the aim of ensuring that they have belonged to the Negotiating Commission of the Collective Agreement.

5) In the first call, it shall not be possible to act without the presence of all the vowels, either holders or alternates, and on a second call, the following working day, shall act with those who attend, having only the vowels voting present.

6) The agreements and the Joint Committee of the Convention shall be adopted unanimously by the two parties, business and trade unions, represented.

7) Each of the parties represented in the Commission may appoint advisers who will not have a vote, but if they speak.

8) The request for a call from the Commission shall be made by either party on the basis of the existence of requests to the Commission by undertakings or persons in the sector, addressed to any of the organisations which compose it.

Article 78. Jurisdiction of jurisdictions.

The functions and activities of the Joint Commission shall in no case obstruct the free exercise of administrative and legal jurisdictions.

Article 79. Settlement of conflicts out of court.

Both parties adhere to the Labor Conflict Extracualarial Solution Agreement III (ASEC III) signed by the most representative Trade Union and Business Organizations and published in the BOE on January 29, 2005.

In the event that the effects of the labor conflict affect only one Autonomous Community, the parties will refer to the Extrachairy Solution Organizations of existing Labor Conflicts in each Autonomous Community.

CHAPTER XI

Equal treatment between women and men

Article 80. Principle of Equality and protection against discrimination.

Companies are obliged to respect equal treatment between women and men, since this implies the absence of any direct or indirect discrimination on grounds of sex and, in particular, those arising from maternity, taking on family obligations and the civil status, guaranteeing equality in access to employment, training, promotion, working conditions, equal value work, the remuneration of which is either wage or extranalarial directly or indirectly.

Article 81. Equality Plans.

Business equality plans are an ordered set of measures taken after a diagnosis of the situation. They shall set the objectives of equality to be achieved, the strategies and practices to be adopted for their achievement, establish effective systems for monitoring and evaluation of the objectives through the equality committees to be set up in companies of more than 250; in the least template, it will be the commission for the equality of the (peer) convention that will follow up.

1. The subjects to be set out in the plans will be, from access to employment, professional classification, promotion and training, remuneration, working time arrangements to promote, in terms of equality between women and men, the conciliation procedure. work, personal and family, prevention of sexual harassment and harassment on grounds of sex.

2. The equality plans shall include the whole of a company without prejudice to the establishment of appropriate specific actions in respect of each of the work centres.

3. In those of more than 250 persons, the equality plan shall be drawn up with the participation of the R.T. and shall contain at least the subjects set out in the preceding paragraph 1

4. The social partners who are signatories to this Convention and Trade Unions ASEMAVI, FIA-UGT and FITEQA-CC.OO. understand the importance of equality in all workplaces. The law must therefore be applied in the sector as a whole, and companies of more than 100 people are recommended to negotiate equality plans, establishing positive action measures to ensure the correction of discrimination.

The follow-up to the evolution of the agreements on the equality plans of all companies will be carried out by the joint committee of the general agreement that will have the competences.

Article 82. Sexual harassment or because of sex.

Companies should avoid these situations and arbitrate specific procedures for their prevention, to give caution to complaints or complaints that may be made by those who have been the subject of the same. The commission for equality will act immediately. A code of good practice will be developed in companies to incorporate it into the equality plan.

The R. T should contribute to preventing these situations by raising awareness of the people in front of it and by providing information to the Company's Directorate of the behaviors or behaviors of their knowledge and which could lead to it.

They are considered to be discriminatory treatment on grounds of sex, which may be constitutive of serious or very serious misconduct, and may be the cause of disciplinary dismissal:

Harassment: Situation in which unwanted behavior is produced related to the sex of a person for the purpose or effect of attacking the dignity of the person and creating an intimidating, hostile environment, demeaning, humiliating or offensive.

Sexual Harassment: Situation in which any verbal, non-verbal, or unwanted physical behavior of a sexual nature occurs for the purpose or effect of violating the dignity of a particular person when a person is created intimidating, hostile, degrading, humiliating or offensive environment.

In the event of a complaint it must be ensured that the person who is harassed does not lose his/her employment for this reason.

Article 83. Gender-based violence.

Comprehensive protection measures against gender-based violence. -These measures represent a further step in raising awareness and recognition of violence against women as a social problem, the implementation and guarantee of women's These rights are intended to reinforce the commitment to the elimination of violence, acquired by public institutions and social, employer and trade union organizations.

We consider that the collective agreement plays a fundamental role in the dissemination of the measures contained in this Law, guaranteeing the rights related to the working conditions it regulates.

Worker's law victim of violence by crediting the situation:

A reduction in the working day with a proportional decrease in salary.

To make working time more flexible.

To change the job center in the same or other locale.

Work contract suspension by worker decision.

Absences or faults of punctuality are justified (not sanctionable) as long as the physical or psychological situation arising from gender-based violence has been credited.

You may not be dismissed for any of the reasons mentioned, and if so, the dismissal shall be null and void with the right to readmission.

Article 84. Commission for interpretation and surveillance.

Within the Joint Committee of the Convention a Commission for Equality shall be set up whose powers and powers shall be:

(a) To ensure the interpretation of the Convention on equality and non-discrimination.

b) To issue pre-conflict resolution report on the items in this chapter.

c) Knowledge and monitoring of equality plans in companies.

Additional clauses:

Additional Clause First. -Settlement of amounts due as a result of the approval of the new Collective Agreement.

The amounts due and not paid for this concept will be recharged 10% after 45 days from the date of the signing of the Collective Agreement by the negotiating parties, starting from the same date (45 days after the date of the signing of the agreement). the signing of the Collective Agreement) the amounts due and unpaid shall also be of interest of 10% per year.

Additional Clause Second. -Once the Collective Agreement is in force, the application and articulation of the Collective Agreement is necessary at the company level. Thus, the pacts and agreements to be established between the companies and their respective R.T. will be respected, taking into account specific situations and being subject to the current legality.

ANNEX I

Professional classification of the Marroquineria sector of Madrid and central zone

Professional Group 1.

Staff titled.

Level 1.

Engineer/a licensed (entitled top).

It is for persons holding positions of responsibility or management to hold the corresponding academic qualification for the unpacking of their duties.

Level 2.

Diplomacy and mid-grade technical staff and technical staff.

It is for people who hold positions of responsibility or management to have the corresponding academic qualification for the performance of their duties.

Professional Group 2.

Staff not entitled with technical qualifications.

This professional group encompasses all the functions of people who plan, organize, coordinate and monitor the execution of heterogeneous tasks, with the responsibilities of ordering the work of a set of collaborators. Also the functions of the personnel who perform the tasks that without involving command, require a high level of complexity and an intellectual content. As well as those tasks that consist of establishing or developing programs or applying techniques according to general instructions. This group is divided into several professional areas:

Level 1.

Charge/General Manager of manufacture.

It is the person to the orders of the technical and or factory management, with the sufficient theoretical-practical knowledge, command and experience in the field of his profession, assumes under his responsibility of direction, monitoring and compliance with how much is related to manufacturing processes, ordering the way jobs are to be developed.

Level 2.

In-charge/section manager or workshop manager.

It is who with sufficient knowledge and under the direct orders of its immediate leadership directs, organizes and controls with responsibility the work of its section as well as of the manufacturing processes ordering the way in which the work must be carried out. In addition, and within it, it must control the making and handling of machines, ensure discipline and safety and hygiene at work and develop the necessary teaching function.

Master cutter (guarnionero, sillero, botero).

It is the fact that having sufficient knowledge makes the necessary cuts to the skins either by the lengthways of the skins or by union to others, in such a way that it fits the product to manufacture without any waste.

Projectionist model-patronist.

You have sufficient knowledge to obtain one or more models that constitute the enterprise catalog.

Group/Team Jefature.

It is who with sufficient knowledge and under the direct orders of the immediate leadership, directs, organizes and controls with responsibility the work of their group/team as well as the manufacturing processes, ordering the form in that the work must be carried out. It must also control the setting up and handling of machines, and develop the necessary teaching function.

In companies with more than 50 people who work will have a minimum limit of 15 and maximum of 45 people per section group.

In companies with fewer than 50 people working the limit will be between a minimum of 5 and a maximum of 25 people per section group.

Professional Group 3.

Administration and merchant personnel.

This group encompasses a number of activities that are not specific to the trade, but are common to all companies in the sector. In general, it is the administrative and commercial activities of any company, such as the drafting of commercial correspondence, the calculation of prices in the light of offers received, receipt and processing of orders, proposals of response, accounting, merchandise review and distribution with record in books or machines to the effect of daily movement, and specialized vendors.

This group will be divided at different levels, which in turn will be divided into different professional areas.

Level 1.

They are functions that usually require initiative and reasoning by the people responsible for their execution, behaving under supervision, the responsibility of them, being able to be helped by other people. The current professional areas are as follows:

Warehouse Jefature.

This person has, under his or her responsibility, all movement of material input and output, as well as the care and surveillance of records books.

Purchasing and Sales Jefature.

It is the person who holds the responsibility for his or her duties and under the orders of the commercial management takes care of the purchase of the raw materials, auxiliary products and other necessary materials, as the sale and distribution of the product produced and by-products and reports on market orientations and trends.

Negotiated head.

It is the person who at the orders of his or her immediate leadership bears the responsibility, control and direction of two or more departments or negotiated, being in charge of orienting and printing unity, distributing and directing the work among the officialdom, auxiliaries and other personnel who depend on him, contributing his initiatives.

Section head.

This person, on the orders of the administrative or commercial management, bears the responsibility, control and direction of two or more departments or negotiated, charged with orienting and printing unity, distributing and directing the working and providing initiatives for its proper functioning.

Level 2.

These are functions that are consistent in the execution of tasks of an administrative or commercial nature, which are carried out under precise instructions but which require adequate professional knowledge and practical skills, responsibility is limited by direct and systematic supervision. The current professional areas are as follows:

Administrative and/or Administrative Officer 1.

Is the person who, with full initiative and responsibility, performs, without employees, such as cash, billing and calculation, statistics, accounting, settlement, and payroll calculation, and social security, computer handling, etc.

Secretary and/or Secretariat.

The person who with full initiative, responsibility and organizational capacity, develops administrative tasks, distribution and classification of correspondence, telephone attention, computer systems management, with or without languages, depending on the address or department command.

Analist-programs.

The person who with the due knowledge is able to analyze, implement and develop computer systems and programs.

Control.

This is the person who performs quality control functions for the finished products and at the same time proceeds to their subsequent individual packaging and labeling.

Travelling.

It is the person who is the order of his immediate head and the exclusive service of the company, whose staff he belongs to, with the necessary knowledge for the mission entrusted, be it in route of route previously indicated, in (a) the market orientation of the market and, where it performs, the acquisition of the necessary raw materials or the sale of the products produced or by-products. functions, carries out the work related to its main task assigned to it.

Level 3.

These are functions that are consistent in the execution of tasks of an administrative or commercial nature, which are performed under precise instructions but do not require adequate professional knowledge and practical skills. responsibility is limited by direct and systematic supervision. The current professional areas are as follows:

Administrative 2.

The person who with restricted initiative and responsibility performs tasks such as accounting aids, file and file organization, computer science, etc.

Microcomputer Technical Personnel.

Person who, with due knowledge, is able to install and maintain computer systems and programs.

Level 4.

They are those functions that are executed under specific instructions, clearly established and with a high degree of dependency, which normally require professional knowledge of elementary character. The current professional areas are as follows:

Telephony reception.

It is the person who has as the main mission the management of the electronic switchboard and other systems for internal and external communication, and can also perform administrative or reception functions that are compatible with their main work.

Warehouse receipt.

It is the person who, under the orders of the warehouse management, receives the goods, distributes them on the shelves, prepares and dispatches orders, making the corresponding notes for their registration in the books, as well as inventory collaboration.

Control Auxiliary.

It is the person who once performed the individual packaging proceeds to the collective packaging and labeling, also performing loading and unloading tasks in that department, as well as collaborating on quality control.

Auxiliary administration.

It is the person who with his own initiative, being responsible for his work, performs elementary, administrative and/or commercial functions and in general, the purely mechanical and inherent to the development of those.

Pattern Auxiliary.

The person who with the basic knowledge in industrial patronage, collaborates and assists the model/employer.

Professional Group 4.

Production personnel.

This group encompasses a number of activities that are specific to the Moroccan industry. It will be divided into different levels and, in turn, in different professional categories.

Level 1.

Functions consisting of operations that are run autonomously, which usually require initiative by the persons who perform them, behaving, under supervision, the responsibility of the persons, developing and developing complete projects as instructed.

First official.

Is the person who executes any of the work of these activities always within the bosom of each company, such as purses purses, wallets, pitilleras, portfolios of documents, suitcases, briefcases, belts, Watch straps, photo frames, gift items, etc., obtained in any kind of skin, plastic products, fabrics or other materials, and that knowing each and every one, to perfection, of the manufacturing processes, is capable of start and finish any piece, even those that for your taste and finesse in your finish and presentation, each in its specialty and in the right time.

Skin cut from 1. th

It is the person who, starting from a pattern, is able to cut with maximum perfection and take advantage of any kind of skin either by mechanical or manual means.

1. Chifler

It is the person who mechanically or manually downgrades with the maximum use and minimum waste all kinds of skins included the exotic ones.

Mounted first on travel items and in document portfolios.

It is the person who perfectly knows the manufacturing processes of these specialties, is able to start and finish with the maximum perfection, any piece, even those that for their quality or the nobility of the Employees materials assume special taste and finesse in their finishing and presentation.

1. Machinists

Are people able to sew with any of the types of machines employed in these industries any piece, in any material, with maximum perfection.

Mounted first in leather, belts.

It is the person who receives the pieces of cut or sewn own of these specialties, is able to mount them and to enlistthem even in those made with the finest skins and the most delicate materials, placing with the greater perfection of the closures, nozzles or other types of fittings.

Preparing 1. ª

It is the person who once received the cut materials prepares them for later assembly with the maximum perfection, any piece, even those that for their special quality or the nobility of the material employees suppose special taste and finesse in its finishing and presentation.

Level 2.

Functions consistent with the execution of operations that, even when performed under precise instructions, require adequate professional knowledge and practical skills to perform the tasks correctly, and have a notorious experience gained in all fields.

Trades 2. ª

This is the person who runs the same jobs as /the 1st officers with sufficient correction and effectiveness, although without achieving the perfection required of them.

Skin cut from 2. th

They are the people who run the same jobs as the officers of 1. but without the perfection that they require.

Chifler 2. ª

They are the people who run the same jobs as the office-workers of 1. but without the perfection required of them.

Mounted 2. th in travel items and in document portfolios.

They are the people who run the same jobs as the office-workers of 1. but without the perfection required of them.

2. Machinist

They are the people who run the same jobs as the office-workers of 1. but without the perfection required for them.

2. Monters in Moroccan, belts.

People who run the same jobs as the officers of 1. but without the perfection required of them.

Preparing 2.

People who are running the same jobs as the office of 1. but without the perfection required of them.

Level 3.

They are functions consistent in the execution of operations performed following a precise working method, which requires adequate professional knowledge and practical skills without requiring a proven experience acquired in all fields.

.

It is the person who has accomplished and completed learning or specialization, and having acquired an optimal level in execution, has not yet reached the knowledge or practice indispensable to carry out the works required by the officialdom of

.

Level 4.

This level refers to workers ' personnel, who execute operations according to concrete instructions, clearly established, with a high degree of dependency, and do not need concrete training.

Specialist.

Are people who perform auxiliary tasks for which there is no need for a learning period but a period of practice and adaptation. They are capable of carrying out the following works: embossed, cut out of linings, lined, welded, pressed, die-cut, painted and similar for their function to the aforementioned, all of them with the greatest perfection and performance.

Peonage.

A person who operates with concrete instructions, clearly established, with a clear degree of dependency, that preferably requires physical effort or attention, and who does not need specific training to perform tasks such as maintenance, manual loading and unloading and packaging and packaging activities.

Level 5.

Apprenticeships and people hired for third-year training. -Those who, within the meaning of the contract that regulates their employment relationships with the company, are obliged to learn the trade, and the company while using their work, You also need to teach them the skills and knowledge necessary for their complete professional training.

Apprenticeship and/or contracts for the training of 2. º and 1. years. -They are those people who, according to the contract that regulates their industrial relations with the company, are obliged to learn the trade and the company, while using their work, also requires them to teach them the skills and knowledge necessary for their complete professional training.

Professional Group 5.

Warehouse staff.

This group encompasses a number of activities that are not typical of the trade in the Moroccan industry, but which are common to all companies in the sector. In general they are of a manual nature or of surveillance, requiring little or no precision, that are executed according to concrete instructions, clearly established, that require preferably physical effort or attention and that they do not need of formation specifies except for the occasional period of adaptation.

Level 1.

Driving.

It is the person who is in possession of the necessary driving licence, has in charge the handling of the trucks, cars, vans and other vehicles registered in the name of the company. He is responsible for the vehicle at his disposal, while working with him.

Level 2.

Warehouse Auxiliary.

It is the person who, in dependence on his hierarchical superior, performs his own tasks of storage, review, control and preparation of orders and expeditions under a certain supervision.

Surveillance.

It is the person who with elementary knowledge and responsibility will take care of the access to the premises of the company by performing custody and surveillance functions, and telephone attention.

Cleaning staff.

Performs own maintenance and cleaning tasks for the company's facilities.

Ordinance.

A person with a minimum level of qualification develops mail and merchandise distribution tasks within the company and, eventually, facilities surveillance as well as administrative management of character Public authorities and other private entities such as banks or savings banks.

Miscellaneous Service Operary.

A person who operates with concrete instructions, clearly established, with a clear degree of dependency that preferably requires physical effort or attention, and who does not need specific training to perform tasks such as manual maintenance, loading and unloading, and packaging and packaging activities.

ANNEX II

Functional Mobility

Top and bottom jobs category.

1. A person who performs functions of a higher category than those corresponding to the category or professional group which he or she has recognised for a period of more than six months for a year or eight months for two years may claim to the address the appropriate professional classification.

2. Against the refusal of the undertaking and prior report of the works committee or, where appropriate, of the staff delegates, it shall, in advance of the complaint before the competent jurisdiction, be required to bring the matter to the attention of the before the Joint Committee, which will assess and deliver an opinion.

3. Where higher-class functions are performed, but not legally or conventionally applicable, the person who works shall be entitled to the remuneration difference between the assigned category and the function that he actually performs.

4. If, for the purposes of the business activity, the company needs to assign a person to tasks corresponding to a category lower than his own, it may only do so for the necessary time, keeping the remuneration and other rights derived from his professional category and communicating it to the R.T.

promotions.

The promotion is the promotion of a person to a higher professional group or category than before, on a permanent basis.

1. The basic system of promotion is the assessment of personal training and merits, taking as a reference the following circumstances:

Appropriate titration (if any).

Academic assessment (if any).

Knowledge of the job position.

Professional history.

Top professional group function performance.

Successful success of tests to be established.

2. In the absence of an agreement between the company and the persons working, it must be brought to the attention of the matter, prior to any complaint to the administrative or judicial authority, the fact or the discrepancy before the Joint Committee.

3. The Joint Committee is empowered to carry out the tests it deems appropriate to determine the professional competence of the person who works, his suitability and suitability for the post he claims or the origin of his suitability for the function-category assigned to you when you consider the person who works to have been incorrectly classified, finally issuing an opinion.

4. If there is no agreement within the Joint Committee, the person or persons who, at the date of the complaint, are deemed necessary for the decision of the case, shall be appointed only in cases where the persons concerned belong to the the professional group 4., qualified as workers ' personnel, being said binding report for the resolution adopted by the joint committee.

5. Level 4. Specialist staff will automatically move to level 3. º with official category 3 to six years of remaining at level 4. º

ANNEX III

Professional classification of the Madrid and central zone

the Colectivo de marroquineria

Professional Group 1.

Staff titled:

Level 1: Engineering, Bachelor (Upper Titled).

Level 2: Diplomacy, Middle Grade Technical Staff.

Professional Group 2.

Staff not entitled with technical qualification:

Level 1: Enloaded/General Manufacturing.

Level 2: Enloaded/Section or Workshop Head.

Level 3 (A): Modeler, Patron/Projector Drawing.

Master cutter, Guarnitioner, Sillero, Botero.

Group Head/Team companies of more than 50 people.

Level 3 (B): Group Head/Team companies of less than 50 people.

Professional Group 3.

Administration/Mercantile Personnel:

Level 1 (A): Section Headquarters.

Level 1 (B): Negotiating Head.

Purchasing Head.

Sales Head.

Company Store Headquarters of more than 50 people.

Level 1 (C): Store Headquarters of less than 50 people.

Level 2: Crafts 1. To Administration.

Secretary/a.

Travelling.

Analist-Programming.

Control.

Level 3: Official 2. Administration.

Microcomputing technical staff.

Level 4:

A. Storeroom dependent.

B. Administrative Auxiliary.

C. Telephony/Receptionist.

C. Pattern Assistant.

C. Control Auxiliary.

Professional Group 4.

Production personnel.

Level 1: Officer 1.

Skin cut.

Chifler.

Mounting travel items and documents.

Machinist.

Mounted on Marrokinery and Bones.

Ready.

Level 2: Officer 2.

Skin cut.

Chifler.

Mounted.

Travel items and documents.

Machinist.

Mounted on Marrokinery and Bones.

Ready.

Level 3: Crafts 3.

Level 4: Specialist.

Auxiliary.

Level 5: Third-year learning.

Level 6: Learning 2. º and 1. years.

Professional Group 5.

Warehouse staff.

Level 1: Driving vehicles.

Level 2: Store Auxiliary.

Surveillance.

Ordinance.

Cleaning staff.

Level 3: Multiple Service Operary.

ANNEX IV

Pay table with effect from January 1 to December 31, 2009

Table 2009 to 2%

		Monthly Salary		Convention
professional group 1
	titled.
	Level 1	1.408.08		234.68
	Level 2	1.296.90		216.13
professional Group 2
Staff.
	Level 1	1.222.79		203.79
	Level 2	1.037.53
	Level 3 (A)	1,000,45		166.74
	Level 3 (B)	969.55		148.53
PROFESSIONAL GROUP 3
and Business Personnel.
	Level 1 (A)	1.222.79		203.79
	Level 1 (B)	1.037.53		172.93
	Level 1 (C)	844.83		140,80
	Level 2	963.40		160.56
	Level 3				140,80
	Level 4 (A)	787.38		131.23
	Level 4 (B)	778.15		129.68
	Level 4 (C)	759.63		126.89
professional GROUP 4
	Level 1	907.85		151.30
	Level 2	837.43		139.57
	Level 3	778.11		129.68
	Level 4	741.07		123.50
	Level 5	622,18	SMI 624	87.99
	Level 6	622.18	SMI 624	87.99
professional 5
store.
	Level 1			148.27
	Level 2	759.63		126.59
	Level 3	741.07		123.50