Having regard to the text of the National Collective Press Convention not daily (Convention Code n 9910555), which was signed dated 27 November 2008, by the ARI and AEPPP business associations on behalf of companies in the sector, and of the other by the trade unions CC.OO and UGT representing workers in the sector, and in accordance with the provisions of Article 90 (2) and (3) of the Royal Decree-Law 1/1995 of 24 March, for which the approves the recast text of the Law on the Workers ' Statute and Royal Decree 1040/1981 of 22 December May, on the registration and deposit of Collective Labour Conventions, this Directorate General of Work, resolves:

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

Second. Arrange for publication in the "Official State Gazette".

Madrid, February 5, 2009. -Director General of Labor, José Luis Villar Rodríguez.

NON-DAILY NATIONAL PRESS COLLECTIVE AGREEMENT

CHAPTER I

Scope and Effective

Article 1. Functional scope.

This Collective Agreement regulates the working relationships in Press Companies not Daily.

For the purposes of applying this Convention, it is understood by non-daily press that all the companies that edit publications of periodic occurrence of general information, current or specialized.

Article 2. Personal scope.

All workers who provide services in the enterprises defined by Article 1 shall be governed by this Convention, whatever the functions they perform.

Excluded expressly excluded:

(a) Senior Directors and Staff.

b) Liberal professionals linked to civil service delivery contracts.

c) Correspondents or collaborators who have a civil contract formalized.

d) The contributors to the part, regardless (of) that they maintain a continuous relationship.

Article 3. Regulatory scope.

All matters which are the subject of the regulation of this Collective Agreement shall replace and repeal those agreed in advance, without prejudice to the consolidated rights.

The conditions set out in this Convention are of the character of improved minimums in lower areas except for the following subjects which will be unchangeable in other areas:

Test Periods.

Professional classification.

Disciplinary regime.

Article 4. Territorial scope.

This Collective Agreement will be mandatory throughout the territory of the Spanish State.

Article 5. Effective.

The validity of this Convention will be from January 1, 2008, whatever its publication in the B.O.E., and will last until 31 December 2011, affecting the agreements in force in this sector at the expiration of the same.

Article 6. Complaint.

The complaint shall be made in writing at least one month before the date of its expiration.

In the event of failure to mediate such denunciation by either party with the minimum advance notice referred to the Convention shall be deemed to be extended on its own terms of year in year. If the deliberations are extended by a period exceeding the duration of the Convention, this period shall be deemed to be provisionally extended until the end of the negotiation of the following Convention, without prejudice to the fact that the new Convention has retroactive effects in the event that the abovementioned negotiations exceed the time limits laid down.

Article 7. Indivisibility.

The agreed conditions constitute an indivisible organic whole and for the purposes of its practical application they will be considered globally.

Article 8. Personal guarantee.

Personal situations that exceed the Convention will be respected, while remaining strictly "ad personam" when, as a whole, they are more beneficial for the worker.

Article 9. Compensation and absorption.

The conditions agreed in this Convention shall be absorbable and shall be offset when the wages actually paid by the worker, taken as a whole and annual calculation, and other conditions which he/she enjoys workers, are more favourable than those laid down in this Convention.

CHAPTER II

Job Organization

Article 10. Organization and address of the job.

The technical and practical organization of the work is the exclusive faculty of the Company.

Workers ' representatives will collaborate with the Company's Directorate to achieve the establishment of how many measures will be taken to maintain and increase productivity.

In the same way, the employees ' representatives will be informed by the Company's Directorate, and they will have to issue a report prior to the execution by the company on the following issues:

Restructuring of templates and total or partial ceases, definitive or temporary of those.

Day reductions, as well as total or partial relocation of facilities.

Business Training Plans for the Company.

Implementation or review of work organization and control systems.

Time studies, establishing premium systems or incentives and job valuation.

Article 11. Vocational training.

Companies will ensure, on an ongoing basis, the updating of knowledge on the part of the staff. Consequently, workers will be entitled to:

a) Adapting your regular working day to attend vocational training courses.

(b) Enjoyed the appropriate leave of training or further training, with the reserve of the job.

In order to exercise any of these rights it will be a prerequisite for the person concerned to justify prior the concurrence of the circumstances conferring the right invoked.

Without prejudice to the individual right of workers, the employees ' representation will be involved in the elaboration and development of the Company's training plans.

Article 12. Continuing training.

The signatory parties assume the full content of the Fourth National Continuing Training Agreement of 1 February 2006 (BOE 27-3-06), stating that it will develop its effects on the functional scope of this Convention.

The Joint Committee is empowered to set up the effect to develop how many initiatives are necessary to implement the agreement.

Article 13. Technological modifications.

You must be informed of any plans for the introduction of new technologies, which can modify the working conditions of the various professions, prior to their introduction, to the workers ' representatives or Union Sections. In the event that a job is affected by technological changes, the Company's management will offer the workers who occupied it, a training course for the time indispensable for their adaptation to the new technologies, which in no case shall be longer than six months. This training will be given in working hours or in default will be compensated with rest.

CHAPTER III

Section First. General Provisions

Article 14. Classification by reason of the permanence at the service of the company. -Depending on the activity that the worker develops in the Company, this may be considered fixed or contracted for indefinite, eventual, interim or temporary.

The contracts agreed without special mode will have an indefinite character in terms of their duration.

They are casual workers due to the circumstances of production contracted to perform an exceptional or sporadic activity, for a period not exceeding three hundred and sixty days. If, at the end of this period, the temporary needs for which he was hired have not been met, the worker shall acquire the condition of a fixed template with effect from the beginning of the first contract.

When a worker has covered the full period of temporary employment, the Company will not be able to hire another new worker to perform the same activity as the previous worker, until after three months.

They will have the consideration of interim workers who enter into the Company expressly to cover absences of a worker with suspended contract and job booking.

If the absent worker does not reintegrate within the corresponding period or the drawback is impossible, the contract with the interim worker will be resolved or the worker will acquire the condition of fixed, at the discretion of the Company.

In any case, if the replaced worker is not rejoined to his post, once the cause of the replacement has been completed, and more than three years have elapsed since the replacement was initiated, the interim will acquire the status of fixed worker.

Article 15. Recruitment and income.

The Company will define through the template the structural positions necessary for its operation.

Each time a vacancy occurs, the Company will cover it under the following conditions:

(a) The Company shall have the obligation to inform the legal representatives of the employees about plans, forecasts and modalities of recruitment.

b) All vacancies will be published, indicating the section and conditions that are required to occupy them.

c) In each section you will have preference to fill a vacancy for the older worker who is subject to any temporary hiring mode.

(d) In all matters relating to new hires, the provisions of Article 8.3.a) of the Workers ' Statute shall apply.

e) Obligation to deliver basic copy of each contract to workers ' legal representatives.

When the Company intends to cover a newly created job or a replacement by promotion or discharge, it must perform an aptitude test among the workers, as regulated in this Article.

If the vacant post is not covered, after completion of the relevant test, the Company shall inform the representation of the employees, at a time of 15 days, of its decision to cover the position by means of the hiring of staff outside the Company.

Article 16. Training contracts.

Training contracts with workers over the age of 16 and under 21 may be involved.

When required by law, the consent or authorization of the worker's parents or legal representatives will be required. Such a contract shall always be written in writing, stating the duration of the contract, the working day, the corresponding or agreed remuneration, the type of training to be carried out, the qualified job to be performed.

The maximum duration of the contract for job training will be two years and a minimum of one.

The salary for this type of contract will be 65% for the first year, and 80% for the second year, for the job for which you have been hired.

The I.T. situation will interrupt the duration of the contract.

Job training can be done either in the company itself, when it has its own training school, or in approved vocational training centres. Time spent on education may not be less than 25% of the working day.

In any case, the guardian must have a training or qualification of two categories higher than the one required to pursue the profession.

The theoretical training must be alternated with the work and cannot be accumulated either at the end of the contract or in the second period of the contract.

Article 17. Contracts in practice.

Those who are in possession of a university degree or vocational training may enter into a practical contract of work to improve their knowledge and bring them into line with the level of studies.

The internship contract will always be formalised in writing and will express the worker's qualifications, working conditions, duration and subject matter of the practices.

The duration of the contract shall not exceed two years or less than six months. At the end of the traineeship contract, the Company shall issue a certificate stating the duration of the contract, characteristics of the practices carried out, as well as the extent to which it has been achieved.

The remuneration of the trainee shall be 85% and 95%, for the first and second year of the salary practices set out in the Collective Agreement for the group and level corresponding to the job performed.

Article 18. Scholarship students.

Students who wish to expand their knowledge in a medium will not be able to exceed five months. They will be carried out in a period of time, with a maximum of five hours per day, excluding night time, weekends, holidays and holidays.

There can never be more than ten percent of the average fixed template.

Scholarship students will need to collect, at least, transportation and meals, in addition to any expenses that their task generates for the benefit of the company.

Article 19. Part-time contracts.

Workers on part-time contracts will enjoy the same rights and conditions as those of full-time workers. The salary will be proportional to the hours worked.

Part-time vacancy coverage will be governed by the same rules as full-time contracts.

Article 20. Test periods.

A probationary period may be entered in writing which, in no case, may exceed six months for the qualified technicians or two months for the other workers, except for the unskilled, in which case the duration of the period maximum of 15 days. During the probationary period, the worker shall have the rights and obligations inherent in his job and professional status. The resolution of the employment relationship may occur at the request of either party in this period. The test period shall be computable for the purpose of seniority.

The test period will be suspended in case of sickness or accident of the worker.

CHAPTER IV

Geographic and functional mobility

Article 21. Transfers, job changes, and permutas.

When, for duly justified economic, technical, organisational or production needs, the companies intend to transfer a worker, a group of workers or the entire workforce, they will be at the same time. the provisions of the Staff Regulations regarding their processing, time limits and conditions.

When the shipment is made at the request of the worker concerned, upon acceptance of the Company, the conditions of the shipment shall be agreed between the parties.

If the transfer is effected by mutual agreement between the Company and the worker, the written conditions between the two parties shall be met, without prejudice to those legally recognized.

Workers belonging to the same company, activity area and professional group with destinations in different locations, national or international, will be able to arrange the permuse of their respective positions, subject to the the Company decides in each case, taking into account the needs of the service, the fitness of both permutants for the new destination and other circumstances that are worthy of appreciation.

Article 22. Functional mobility.

The Company, for organizational or productive needs, may assign workers to perform tasks of different nature to that of their professional activity, only within the group and the area of activity to which they are under Article 83 of this Convention.

Article 23. Higher professional group jobs.

The workers affected by this Convention may carry out work of the immediate higher professional group within their area of activity, either in exceptional cases of permanent need or to replace others. workers in the situation of I.T., holidays, licenses or leave of absence.

The duration of these works may not exceed a period of six months in one year, except in the case of replacement by I.T. with sickness or accident, which may have a duration equal to that of the period of the discharge.

For the duration of this benefit of a higher professional group, the workers who make it will receive the full remuneration of the job they perform, without, in any case, the differences Remuneration to be incurred may be absorbed by application of the Convention or legal provision amending the concept of remuneration.

When the work of a higher professional group is carried out, over a period of time greater than that indicated in the preceding paragraphs, the consolidation of the professional and economic ascent of the worker.

Article 24. Lower professional group jobs.

For needs justified by the Company and after written notification to the union representation, a worker may be assigned to perform functions of a professional group immediately below the one assigned to it, provided that it is within its area of activity, retaining the remuneration corresponding to its professional group and salary level of origin.

Except exceptional cases, in which workers ' representatives must agree, this situation may not be applied for more than one month, in order not to prejudice the professional training of the worker.

In addition, the Company may not reiterate the performance of professional qualification work of less than one worker within a period of less than six months.

If the change of destination of the worker to a lower professional group has its origin at the request of the worker himself, the remuneration corresponding to the work actually carried out shall be assigned to it.

Article 25. Limits and guarantees in functional mobility.

The limits for functional mobility are shaped by professional suitability. It is understood that there is professional suitability when the capacity for the new task is detached from the one performed, or when the worker has the required level of training and experience. In the event of such circumstances, the Company shall provide the training worker with the new post required in the corresponding definitions of the group and professional activity described in Article 83 of this Convention.

Non-regulated training required for the development of any professional activity shall be designed by the Company, which shall inform the workers ' representatives of its training plan.

It will not be possible to invoke, as a cause of objective dismissal, the ineptitude of the supposed performance of functions other than the usual ones, as a consequence of the functional mobility of any kind.

Article 26. Workers with diminished capacity.

To workers who are recognized as a partial permanent disability, caused by accident or illness, common or professional, that prevents them from continuing with the functions they were developing, the Company will guarantee them a Job position compatible with the invalidity that they have declared.

In this situation, workers will receive the full remuneration corresponding to the new job they occupy, without any reduction in the salary as a result of receiving the pension. corresponding to the Social Security.

CHAPTER V

Working day, schedule, overtime, rest and holidays

Article 27. Work schedule.

Annually the work schedule shall be drawn up between the Company and the legal representation of the employees, taking into account the limitations set out in this Collective Agreement, and a copy of the same shall be displayed in a visible place of each working centre before 1 January of each year.

Article 28. Workday.

The working day for all staff affected by this Convention will be 36 hours a week in winter and 35 hours a week on a continuous day from June 1 to September 30, both inclusive.

The ordinary maximum day, will be 9 hours, having to exist at least 12 hours interval between the end of one day and the beginning of the next.

All staff will enjoy within this weekly day of two consecutive rest days which, preferably, will be Saturdays and Sundays.

From the time of the present agreement, the companies will pay 8.20 in the concept of food aid, when the day will be imposed on those producers who have continued it. Likewise, the companies that have established the day will pay their producers the amount of 8.20 per day, in concept of food aid, or, if not, they will grant them a rest to eat for two and a half hours. If the worker, or the workers, give up that rest period, to enjoy a shorter duration at their convenience, they shall not be entitled to receive the food aid.

Without prejudice to the above paragraphs, in order to facilitate the reconciliation of family and work life, in the companies affected by this Convention, it may be agreed between the Directorate and the legal representation of workers a flexibility in the time of entry to work of up to 45 minutes (from 15 minutes before 30 minutes after the time fixed for incorporation into the work), the daily compensation of workers advances or delays of the time of entry into the time of departure and respecting, in any case the times of food.

Likewise, the companies that have established the working day and that the signing of the present Convention its workers already have received the help of food, will be able to agree with the legal representation of their workers the duration of the meal time, in any case, and only for those who have received it, the economic aid fixed by the Convention, or the aid paid in the undertaking concerned.

Article 29. Holidays.

All workers will enjoy twenty-four working days of paid annual leave.

The holidays will preferably be enjoyed between the months of June to September inclusive, with the agreement of the Company and the workers ' delegates.

If for any cause the Company has for the enjoyment of the holiday date other than those agreed in this Convention, it will compensate the affected staff with three more days of vacation.

If the change of holiday enjoyment is made at the request of the worker, the worker will not be entitled to any day of compensation for such change.

You will not be able to start the holiday, on a Sunday, a holiday, or on a day that coincides with the worker's weekly rest.

CHAPTER VI

Article 30. Remuneration.

The remuneration of the staff covered by this Convention shall be made up of the basic salary and the allowances thereof, and correspond to the normal working day laid down in this Convention. Compensation or compensation of a non-wage nature shall not be part of the salary, if any.

Article 31. Salary.

It is understood by salary the gross quantity that, with ordinary and fixed character, the worker perceives for all the concepts. The entire salary must be on the payroll.

The basic salary of the workers covered by this Convention shall be that which, for each professional group and salary level, is set out in the corresponding Annex. These remunerations have the character of minimum and full time.

Article 32. Add ad personam.

The ad personam complement that will be consolidated by workers in compensation for the deleted plus of seniority, will increase, during the term of this Convention, in the same percentages in which the salary is increased base.

Article 33. Overtime.

The performance of overtime by the worker is voluntary except in the case of hours of force majeure. Where overtime is necessary for the needs of the service, overtime shall be paid for the amount established for each professional group and salary level in the salary tables annexed.

Prior to the agreement between the Company and the worker concerned the overtime may be compensated, for a rest period of at least 1.25 hours for each extraordinary hour carried out, within the month following the date of its realization and for days or half full days.

Article 34. Plus free disposition.

The staff of Redacción providing services under a free provision will receive, in the form of "Free Disposition Plus", the amounts set out in the salary table annexed.

The acceptance of this plus will be voluntary for the worker. Either party may waive the Free Disposition with the one-month notice.

Article 35. Plus of ownership.

All qualified writers will receive a "Plus of Entitlement" amount of 588.72 euros per year or 49.06 euros per month.

Article 36. Plus distance and transport.

As compensation for travel expenses and means of transport within this locality, as well as from home to work and return centers, an extrasalarial supplement is established, which will be paid to all categories, whatever the duration of their journey, for the following amounts:

Year 2008: EUR 53.70 per month.

Year 2009: EUR 56.40 per month.

Year 2010: € 59.20 per month.

Year 2011: EUR 62.15 per month.

This extranalarial plus will not be paid during the holiday period or in the extraordinary rewards.

Article 37. Material wear.

Those companies that do not provide photographic equipment to their employees, will have to agree with the interested party the payment of a supplement in the concept of material wear and breakages in case of service, the amount of which will be The following is indicated:

Year 2008: € 71.85 per month.

Year 2009: € 75.45 per month.

Year 2010: EUR 79.20 per month.

Year 2011: EUR 83.15 per month.

Otherwise, the Company will cover all repair and replacement expenses for the equipment.

Article 38.

The salary must be satisfied, within the working day, for months.

The delay in the payment of wages, which is attributable to the Company, will entitle the worker to receive compensation equivalent to the interest of the delayed amount, calculating the 10% per year from the date it should have been subscriber.

Article 39. Advances.

The worker shall be entitled to receive advances on account for the work carried out, provided that they are requested once a month and before the 15th day, without being able to exceed that advance of 50% of his monthly salary.

Article 40. Non-discrimination by sex or nationality.

Equal or similar value or liability shall be paid for equal or equal work, regardless of the sex or nationality of the personnel who do so.

Article 41. Salary increases.

The parties agree to a wage increase for each year of the Convention, of the CPI that the government provides for each of these years, revising at December 31 if the actual CPI exceeds the one that served as a reference, drawing up a new wage table on which future increases will be calculated.

Free Disposition and Entitlement pluses will be maintained, for the duration of the convention, for their current amounts.

Article 42. Settlement of salary differences.

For the payment of the salary differences arising from the increase fixed each year in the Convention, or from the revisions that come, the Companies will have a maximum of two months for their credit, to be counted from the date of publication in the B.O.E.

Article 43. Review clause.

In the event that the percentage of the CPI resulting from 31 December of each of the years of validity of this agreement exceeds the government's forecasts, an automatic revision is agreed equal to the difference that produce between the two percentages. This review, if appropriate, shall be paid on 1 January of each year, in a single payment.

The Joint Committee, where appropriate, will make available new salary tables with this data, which will serve as a basis for future agreements.

Article 44. Regulatory rewards.

All staff, as part of the salary, will be paid the statutory bonuses with a maturity of more than one month, which will be effective in the months of March, June and December, at the rate of thirty days of the basic salary, each one of them. The dates of payment of such statutory bonuses shall be the working days prior to 15 March of the following year, 15 June and 15 December.

To staff who cease or enter the Company during the course of the year, you will be paid the rewards prorating their amount in reason of the service time, computing the fraction of the week or month as complete. This same rule applies to casual, interim or contract workers for a given time.

Companies will pay workers extra pay for the concept of marriage and other birth pay for each child born by the amounts listed below:

Year

Bridal Pay - Euros	Birth Pay - Euros
2008	228	303
2009	239	319
	2010	251
		264	351

Article 45. Diets.

When, for reasons of work, the worker has to move out of the province, he will perceive, as a diet, for maintenance and lodging the following amounts:

	Spain - Euros	Foreign - Euros
2008	80.00	160.00
2009	84.00	168.00
	2010	89.00	176.00
2011	93.00	185.00

When the diet fixed for the foreign national does not cover the costs incurred by the worker, the Company shall pay the difference between the stipulated diet and the costs incurred, provided that they have been Three-star classified establishments, or similar, and on the basis of justification thereof.

When for work reasons you need to eat away from home, the Company will pay for food, the amounts detailed below:

Year 2008: 18.50 euros.

Year 2009: EUR 19.50.

Year 2010: 20.50 euros.

Year 2011: 21.50 euros.

Companies will pay workers who use their own vehicle as a means of transport the amount of 0.29, 0.30, 031 and 0.32 euros per kilometre during the years 2008, 2009, 2010 and 2011 respectively, compulsory vehicle at all risk. This amount includes all expenses; however, when the Company makes a vehicle available to the worker and refuses to do so by preferring his own, the amounts fixed in this Article shall be reduced by 40 per 100.

Article 46. Transient incapacity.

During the temporary disability situation and as long as the worker is in such situation, whatever contingencies may arise, the Company will pay the difference between what it perceives in such a situation. situation and one hundred percent of his salary Convention.

Article 47. Special conditions.

The wage increases and their possible economic review provided for in this Convention shall not be necessary or mandatory for those undertakings which demonstrate, objectively and reliably, a deficit situation or losses held in the accounting years 2006 and 2007. The forecasts for the years, 2008 and 2009, 2009 and 2010 and 2010 and 2011 for the second, third and fourth year of the convention, respectively, shall be taken into account.

Companies that allege such circumstances must present to the workers ' representation the precise documentation (balance sheets, results accounts and, where appropriate, report of auditors or sworn auditors) to justify differential pay treatment.

In this sense, the companies of less than twenty-five workers, and depending on the economic costs involved, will replace the report of auditors or sworn auditors with the necessary documentation. within the above paragraph to demonstrate, in the event, the situation of losses.

Workers ' legal representatives are obliged to try to keep the information received and the data to which they have access as a result of the provisions set out in the preceding paragraphs. (i) observing, therefore, in respect of all this, professional secrecy.

CHAPTER VII

Permissions, licenses, surplus and retirements

Article 48. Permissions.

The worker, advising in advance and subsequently justifying the reasons, shall be entitled to leave or paid leave, in the following cases and for the duration indicated:

Sixteen calendar days in case of marriage.

Five days in case of death or serious illness of parents, children and relatives to second degree of consanguinity or affinity.

For the time indispensable for the fulfillment of an inexcusable public and personal duty.

Three days per year in case of usual home move.

Four calendar days in case of child birth, even if it occurs outside the worker's residence.

Three days a year for your own affairs, prior to communication 48 hours in advance.

On 24 and 31 December.

In all the provisions of this Article, the provisions of Article 37 of the Workers ' Statute shall be subject to the provisions of Article 37 of the Staff Regulations.

Article 49. I.T. for maternity. Paternity leave.

In the case of delivery, the decrease will last for sixteen uninterrupted weeks extendable for multiple births up to eighteen weeks. The period of leave shall be enjoyed at the option of the person concerned, provided that at least six weeks are immediately after the birth, and may make use of the father for the care of the child. However, in the event that the mother and father work at the beginning of the rest period, they may choose to opt for the rest period.

In case of adoption or acceptance, if it is less than six years, the suspension will last for sixteen weeks counted from the judicial or administrative resolution that constitutes adoption or acceptance. If the adopted child is older than six years, the provisions of Article 48 of the Workers ' Statute and other current regulations shall be provided.

The paternity leave is equivalent in all to the maternity leave, for which the art will apply. 48 of the Staff Regulations and other legislation in force.

Article 50. Painful or dangerous work for pregnancy.

The pregnant or breastfeeding woman, in the case of developing a job declared by the relevant physician, as painful or dangerous for her health, that of her fetus or baby will be in accordance with the legislation in force, especially in the field of Occupational Risk Prevention and Health at work.

They will be given preference to occupy, only for the duration of that state, the first vacancy that occurs in a position without such a risk.

In the same terms of duration and provisionality, upon request and whenever there is a possibility for the Company, you will be able to change your job, maintaining your category and salary.

In case of failure to perform this permuse, the Company will designate the person to cover the position of the pregnant woman, who, due to the nature of the situation, will return to her previous position, when the lien cause low in the job for that reason.

Article 51. Legal guardian.

A worker who has a direct care of less than eight years or a disabled, physical, mental or sensory person who does not carry out any other paid activity shall be entitled to a reduction in his ordinary working day of the less than one-eighth and a maximum of half the duration of that, with the proportional decrease of the salary.

Article 52. Licenses.

Workers who have an seniority in the Company of one year may apply, and their authorization will be discretionary on the part of the Company, in case of justified need without salary for a period not exceeding two months.

These licenses may not be requested more than once in the course of the year, or repeated for two consecutive years.

The licenses regulated in this Article may also be paid, for which the worker must recover the hours used in the license within an equitable distribution, which does not represent an abnormal increase or excessive daily working day.

Article 53. Maternity/paternity leave.

Workers shall be entitled to a period of leave of no more than three years, in order to care for the care of each child, whether by nature or by adoption, from the date of birth. Successive children shall be entitled to a period of leave of absence, which shall, where appropriate, bring to an end the period of their enjoyment.

During the first year of leave the worker will be entitled to the automatic incorporation of his or her job. After that period the reserve shall be referred to a post of the same professional group.

The period in which the worker remains in this situation of excess shall be computable for the purposes of seniority.

In any case, you will be at every moment in the current legislation.

Article 54. Forced leave.

Enforced leave will entitle you to the retention of the job, automatic re-entry, and the computation of seniority during its lifetime.

They will have to be considered to be in excess of the designation or election for public office and the exercise of union functions at provincial or higher level, which makes it impossible for them to fulfill their working hours, while they are still in the the exercise of the charges.

The reinstatement of the worker must be carried out within the maximum period of 30 days, from the end of the situation giving rise to the surplus.

Article 55. Voluntary leave.

Companies shall grant to their workforce staff who, at least, have an age of one year of service in the Company, the transition to the status of voluntary leave for a period of not less than four months, or Five years higher.

Your concession will be made mandatory by the Company, unless it is used to work in another activity identical or similar to that of the Company of origin. It shall be granted if it has not elapsed four years, at least, from the enjoyment by the previous worker.

During the enjoyment of the excess, even if it has been requested and granted for a period of more than two years, after two years, the worker may give up the remainder of the surplus, with the obligation to notify one month of in advance, your desire to return to active work.

The time of voluntary leave will not be computed to any effect as seniority.

The reentry request must be made within the period of leave and the surplus worker will retain only a preferential right to be reintegrated into the vacancies remaining vacant.

In the event that any worker in a situation of leave does not apply for re-entry under the above mentioned conditions, it will be understood that it causes a voluntary low. After the time of leave, it shall be the responsibility of the Company to extend it for the same period at the worker's request.

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

By ceasing the legal causes of suspension of the contract of work with job reserve the worker will be entitled to automatic reinstatement to his previous job with the same category as he had.

Article 57. Voluntary cessation.

When the worker causes low voluntary service to the Company, the company is obliged to pay the company the same day of the cessation in its employment relationship.

For their part, workers must notify the Company of their decision to cease, complying with the following notice periods: Technical Staff Titled, one month; other workers, 15 days.

Failure to comply with the notice period will lead to the deduction of one day's salary for each delay in the notice.

Article 58. Retirement.

Retirement at age 64.-The effects of retirement at age 64 will be in accordance with the legislation in force. The signatories agree to make it easier to retire at 64 years of age and the simultaneous recruitment of unemployed enterprises registered in the Employment Offices, equal to the number of early retirement pensions. produce, in accordance with the provisions of the legislation in force.

Partial retirement. -Companies will have to admit all applications on Partial Retirement for the maximum percentage of retirement that their workers make. This situation will generate a Relay Contract that can be of indefinite duration and full time. The worker who has applied for Partial Retirement, after agreement with the Company, may concentrate his/her day in a single period, which may be split in two. The uncollected aspects will be in the current legislation.

Forced retirement. -From the time of the present agreement, the companies may impose the compulsory retirement on any worker who meets or has reached the age of 65 years, provided that the following conditions are met: requirements:

1. That the undertaking directs the worker to a document stating the requirement for compliance with the obligation to retire within one month from the date of notification.

2. That the Company contracts a fixed worker in unemployment, and the retired worker's position is not amortized.

3. The worker must meet all the conditions required by the legislation in force in order to be able to access the retirement situation. Otherwise, the retirement shall take effect at the time of completion of those requirements.

Retirement pay.-Everyone who retires will receive a so-called "retirement pay" from the Company, which will be paid for one time and will consist of the total monthly salary of your salary, including all concepts.

CHAPTER VIII

union Rights. Multiple

Article 59. Union powers and guarantees.

The powers and guarantees of the legal representatives of the workers within the companies will be those recognized in the Workers ' Statute and in the Organic Law on Freedom of Association. However, the credit of monthly paid hours for each of the members of the Staff Committee or Delegates shall be at least twenty-five in each working centre. In addition, the various members of the Enterprise Committee, and in their case the Staff Delegates, may accumulate them in one or more of their components.

Article 60. European committees.

In application of Council Directive 94/95 EC of 22 September 1994 on the establishment of a European Works Council, the members of the Negotiating Commission and the European Committee would enjoy the same protection as those of the other representatives of the workers, not suffering any discrimination as a result of the legitimate exercise of their activity.

Members have the right to participate in meetings, not only of the European Works Council, but also in any other activity related to the exercise of their function, by receiving the salary corresponding to the period of absence necessary for the performance of their activity.

Article 61. Interagency committees.

Companies affected by this Convention which have two or more work centres in the same province or in any other area of the Spanish territory, may constitute the Intercenters Committee, with a maximum of 13 members, which will be designated among the components of the various Center Committees.

In the constitution of the Inter-Centers Committee, the proportionality of the trade unions will be preserved, according to the results of the elections, considered overall. These Intercentre Committees shall hold at least one semi-annual meeting with the Company's Directorate, in which:

(a) Be informed of the evolution of the economic sector to which it belongs, on the evolution of the business and the situation of production and investments, and the likely evolution of employment in the Company, on the accounting situation, and in general on any project or business action that may substantially affect the interests of workers.

b) They shall be informed in advance of their financial year and where they relate to one or more work centres, on the restructurings of staff, total or partial closures, on the vocational training plans of the Company, processes of merger, absorption or modification of the legal status of the Company and on any modification in the business activity.

(c) The Intercenters Committee may make proposals to the Company's Directorate, which it shall consider or discuss in conjunction with the Enterprise Committees.

The Intercentre Committees shall have at least the same powers as the Centre Committees established in Art. 64 of the Staff Regulations, but with respect to the whole of the centres, as well as to the negotiation collective.

Article 62. Assembly of workers.

Workers in a company or workplace have the right to meet in assembly, for which they will have 5 hours a year within the working day. It may be convened by the Staff Delegates, the Business Committee, legally constituted trade union sections, or one third of the Company's employees.

Article 63. Trade union hours.

The credit of hours previously recognized may be used for the attendance of training courses or other similar union activities, organized by the representative trade unions, prior to appropriate call for and subsequent justification for assistance to be issued by the trade unions.

Article 64. Right to be indicated.

Companies will respect the right of all workers to be freely stated; they will not be able to make the employment of a worker subject to the condition that they do not take hold or give up their union membership, and also not to dismiss a worker. worker or harm you in any other way because of your membership or union activity.

Article 65. Union sections and meetings.

Workers affiliated to a Union may, at the scope of the Company or work centre:

(a) To constitute Trade Union Sections, in accordance with the provisions of the Statutes of the Union.

b) Hold meetings, after notification to the employer, collect fees and distribute union information, outside of the time of work, and without disturbing the normal activity of the Company.

c) Receive the information sent to you by your Union.

Article 66. Trade union sections.

The trade union sections of the most representative trade unions and of those who are represented on the Enterprise Committee or have 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 workers in general, the Company shall make available to it boards of notices which must be placed inside of the work centre and the place where adequate access to the worker is ensured.

(b) To collective bargaining in the procedures laid down in the specific legislation.

Article 67. Top-level charges.

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

(a) The enjoyment of the unpaid leave necessary for the development of the trade union functions of his or her capacity, which may be established, by agreement, limitations to the enjoyment of the same according to the needs of the production process.

(b) To assistance and access to work centres to participate in the activities of their trade union or the workers ' group, after communication to the employer and without the exercise of that right being able to disrupt the normal development of the production process.

Article 68. Commission of collective agreements.

Trade union representatives who participate in the collective bargaining commissions, maintaining their relationship as an active worker in any company, will be entitled to the granting of paid leave. necessary for the proper exercise of their work as negotiators, provided that the Company is affected by the negotiation.

Article 69. Union delegates.

Trade unions that have the status of majority at national and regional level will be able to constitute trade union sections and will be represented to all the effects by trade union delegates elected by and among their affiliates in the Company and work center.

Article 70. Number of union delegates.

The number of Trade Union Delegates for each Trade Union Section that has obtained 10% of the votes in the election to the Enterprise Committee, will be determined according to the following scale:

250 to 750 workers: 1.

From 751 to 2,000 workers: 2.

From 2,001 to 5,000 workers: 3.

From 5.001 onwards: 4.

Trade union sections of trade unions that have not obtained 10% of the votes will be represented by a single Trade Union Delegate.

Article 71. Duties and rights of trade union delegates.

The role of union delegates is to present and defend the interests of the union to whom it represents.

They will be able to attend the meetings of the Committee on Health and the Joint Committee on Interpretation, with a voice and without a vote.

They shall have access to the same information and documentation as the Company makes available to the Committee of Enterprise, in accordance with the provisions of the Law, being obliged to keep professional secrecy in matters where legally applicable. If they are not part of the Business Committee, they shall have the same guarantees as recognised in the Act to the members of the Business Committee.

To be heard by the Company prior to the adoption of measures of a collective nature that affect the workers in general and the members of their trade union in particular, and especially in the dismissals and sanctions of these

Article 72. Union premises.

The trade union sections of the most representative trade unions and those with representation in the Enterprise Committees shall be entitled to the use of an appropriate premises in which they may carry out their activities, in Companies or Work Centres with more than 250 employees. The Company shall provide the means necessary to perform its duties.

Article 73. Union dues.

At the request of the workers affiliated to the Central Trade Unions holding the representation referred to in this paragraph, the Company will be deducted from the monthly payroll of the workers, the amount of the union fee corresponding. The worker interested in carrying out such an operation shall forward to the Management of the Company a letter in which the discount order, the central or union to which it belongs, the amount of the quota, and the number of the number of the of the current account or savings bank account to which the corresponding amount must be transferred. The Company's Management will provide a copy of the transfer to the union representation in the Company, if any.

Article 74. Anti-union practices.

Regarding the assumptions of practices that, in the opinion of some of the parties, may qualify as anti-union members, the provisions of Articles 12, 13, 14 and 15 of the Organic Law on Freedom of Association will be included.

Article 75. Writing staff.

The editorial staff may not be required to carry out informative work in which they issue opinions contrary to their convictions; they may not be obliged to carry out inaccurate or incomplete information or to sign those in which they are prevented from expressing their opinion on the subject in question, when they deteriorate the objectivity of the information.

CHAPTER IX

Faults and Sanctions Awards

Article 76. Fouls.

The actions or omissions punishable by the workers, as well as the failure or failure of the duties of any kind imposed by the laws in force and the present, are considered to be lacking. collective agreement. According to their nature and circumstance the faults will be qualified in light, serious or very serious.

Minor Faults:

(a) Those that are the product of negligence, carelessness, errors or delays in the performance of any service do not cause significant disturbance in it and whenever it is unintentionally deliberate.

(b) Up to three faults of punctuality exceeding five minutes, over the course of the month, without justification.

c) Distract in the hours of service in any work other than the same.

d) Absent for short time from your job.

e) The ostensible lack of grooming and personal cleansing.

f) Small neglects in the preservation of material, furniture and animals.

g) Do not communicate home changes to the company.

h) False to work one day without proper authorization or cause.

i) Do not take the appropriate leave in due time, when the work is missing for justified reasons, unless it is proved impossible to have done so.

j) Assistance to work in the state of drunkenness.

k) Ignore the communication of family alterations that affect the withholding of taxes or social charges. If the circumstances reveal special malice in this omission, the fault shall be deemed to be serious.

l) In general, all actions or omissions of characteristics analogous to those previously related.

Severe Faults:

a) The mere disobedience to the orders received, provided that it does not constitute a manifest breach of discipline.

b) More than three punctuality faults over the course of the month.

c) False two days to work for the period of one month without justified cause. Where damages for the service are caused, it shall be deemed to be very serious.

d) The simulation of illness or accident.

e) Simulate the presence of another employee by signing or signing the job entry or exit.

f) Negligence or neglect in work that affects the good running of the service, or the deliberate delay of the actions that are of its own.

g) Perform without the appropriate permission particular jobs during the day, as well as use for own useful or material use of the entity.

h) The lack of proven veracity in verbal or written reports or statements concerning the service.

i) Receiving rewards, not being of the entity, by work of its own function and the exploitation, in its own advantage, of the business of the society.

j) The painful decrease in performance at work.

k) The verbal offenses exercised over any employee of the company.

l) The recklessness in act of service. If there is a risk of accident to the worker or to his or her colleagues, or damage to the facilities may be considered to be very serious.

(l) The recidivism in a minor lack, even if the corresponding infractions are of different nature, provided that they are committed within a month, starting from the first lack of the said graduation.

m) In general, all actions or omissions of similar severity characteristics to those previously related.

Fatal faults:

(a) Fraud, disloyalty or breach of trust in the management and theft or theft, both in the company and the co-workers or any other person within the company's premises or during the course of the service anywhere.

b) More than six punctuality faults over the course of a month, or ten for a quarter or twenty for a semester.

c) Make it disappear, disable, destroy or cause damage to materials, tools, tools, machinery, appliances, installations, buildings, appliances, furniture and documents of the entity.

d) The usual drunkenness or drug addiction, if it has a negative impact on the job.

e) Violate the secret of correspondence or reserved documents of the entity or staff.

f) Causing serious accident by negligence or inexcusable recklessness.

g) The work for other companies of those included in the scope of this agreement, or any other related to the spoken or written press, without express permission of the entity.

h) The continuing and usual lack of grooming and personal cleansing, such as to produce justified complaints from colleagues.

i) Abandon work in positions of responsibility.

(j) The abuse of word or deed, abuse of authority or the serious lack of respect and consideration for the bosses or family members, as well as the companions and subordinates.

k) Sexual or physical offenses of a sexual nature.

L) Moral-psychological harassment, sexual harassment and harassment for gender reasons.

m) The reoffending in serious faults, even if it is of a different nature, provided that it is committed within six months of the first occurrence.

n) In general, all actions or omissions of characteristics analogous to those previously related.

Sanctions:

It is up to the Company to impose sanctions in accordance with the legislation in force.

Of any sanction, except for the verbal admonition, the person concerned shall be transferred in writing, who shall acknowledge receipt or sign the notice of the communication.

For the imposition of very serious faults the company must inform the representation of the workers. In the case of penalties for offences of a sexual nature, the knowledge and participation of the legal representatives of the workers shall always be carried out.

Minor faults will be prescribed at 10 days; the serious ones, at the age of 20 days and the very serious ones at 60 days from the date on which the company became aware of the commission and, in any case, six months after the committed.

For minor faults: Verbal assembly. Admonition in writing. Suspension of employment and salary up to two days in cases (h) and (j).

For serious faults: Suspension of employment and salary up to thirty days.

For very serious faults: Suspension of employment and salary of thirty-one to ninety days. Dismissal.

CHAPTER X

Labor Health

Article 77. Occupational health and danger.

The companies affected by this Convention will comply with the provisions of the current Law 31/1995 on the Prevention of Occupational Risks at Work, as well as the other regulations of special application to the activity. specific to the Company and to the company of its various labor centers, sections or departments.

All Companies shall constitute the Work Health Committee at work in accordance with the provisions contained therein.

Article 78. Dangerousness.

Regardless of what is foreseen in the previous article, the following will be taken into account:

(a) Maximum permissible levels of chemical substances and physical agents, in the working environment, shall be considered to be the threshold limit values which at any time are approved by the legislation in force.

b) Whenever inspections are carried out by the Labour Health Service at the workplace. Their results will be communicated, by the Company's Directorate, to the legal representatives of the workers and to the Employment Health Committee.

Article 79. Prevention of occupational risks.

The employer must ensure the safety and health of workers in all aspects related to work.

The duty of prevention established in the preceding paragraph has the consideration of duty and assumes, as established in Articles 4, 2 and 19 of the Staff Regulations and in this Article, the existence of a the right of workers to effective protection.

In accordance with the provisions of the preceding paragraph, and in the context of its responsibilities, the employer shall take the necessary measures to protect the safety and health of workers, including prevention of occupational, training and information risks with the necessary means.

Article 80. Health surveillance.

The companies affected by this agreement will pay particular attention to the health surveillance of workers. This surveillance shall be carried out in accordance with the provisions of the specific protocols legally established for each job, and which shall be established by the corresponding health authorities (Ministry of Health and Consumer Affairs and Communities). Autonomous), in accordance with Article 37, point 3 of the Prevention Services Regulation.

Article 81. Computer terminals, recording screens, and video screens.

The work of computer terminals, recording screens and video screens, has some characteristics that can lead to stress situations, and other occupational diseases. For this purpose, the workers who provide their services in any of these jobs must have the possibility of a system of organization of work that allows them to be able to interleave their different functions, in order not to stay too long on the screen, thus facilitating the reduction of risk to workers.

However, in this Article, the provisions of R.D. 39/1997 of January 17, R.D. 486/1997 of 14 April 1997 and R.D. 488/1997 of 14 April 1997 will be available.

Workers who do jobs in this type of post will pass a medical review specially designed for the position they perform (Ophthalmology, Traumatology, etc.) to be performed as established in the protocol. appropriate medical care.

Workers who provide services on video terminals or recording screens will be entitled to a break of fifteen minutes, for every two hours of work. This rest may not be accumulated, having the consideration of effective work for the computation of the day, being able to perform during this period other tasks whenever they are within their competence.

Article 82. Workwear.

Any worker who, due to his or her work activity, requires the use of work attire, the Company will be obliged to provide the appropriate garments and accessories to develop its activity every year, once in winter season and another in summer. In any case, the Company must replenish both the garments and the accessories, in the event that the worker wants to wear it for wear.

CHAPTER XI

Professional classification and professional groups

Article 83. Professional classification.

1. General principles.

1.1 A system of professional classification means the legal arrangement whereby, with a technical and organizational basis, the inclusion of workers in a general framework that establishes the different tasks is contemplated. labor.

1.2 For these purposes, it is understood by professional group that it groups professional skills, qualifications and professional activities

1.3 The system of professional classification will be the basis on which the way to carry out functional mobility and its various assumptions will be regulated.

2. Basic aspects of classification.

2.1 The present system of professional classification is essentially based on the criteria laid down in Article 22 of the Staff Regulations for the existence of a professional group: qualifications, skills and professional activities.

2.2 Professional classification is carried out in areas of activity and professional groups for the interpretation and application of objective general factors and for the tasks and functions developed by the workers. These, depending on the professional activity they develop, will be assigned to a particular area of activity and to a professional group of those established in this chapter, circumstances that will define their position in the organizational and remuneration of the company.

The possession by a worker of one or all of the representative capacities of a given professional group does not necessarily imply his or her attachment to it, but his classification will be determined by the the requirement and the effective exercise of such capacities in the functions corresponding to their job. In any case, the worker's knowledge will be valid and the company will have to take them into account in future promotions.

2.3 The factors that influence the professional classification of workers and therefore indicate the membership of each of these workers to a particular professional group, all according to the criteria determined by the Article 22 of the Staff Regulations are as follows:

2.3.1 Training: Factor for whose assessment the set of knowledge, experience and skill required for the normal performance of a job, referred to a business function or activity, will be taken into account. This factor consists of:

Degree: Consider the minimum and sufficient initial level of theoretical knowledge that a person of average capacity must possess in order to successfully perform the duties of the job.

Specialization: Considers the requirement for specialized or complementary knowledge to basic initial training.

2.3.2 Initiative: Factor for which the degree of follow up to standards or guidelines for the execution of tasks or functions will be taken into account.

2.3.3. Autonomy: Factor for whose assessment the degree of hierarchical dependence on the performance of the tasks or functions that are developed will be taken into account.

2.3.4 Responsibility: Factor for whose assessment the degree of autonomy of action of the incumbent, the level of influence on the results and the relevance of the human resources management will be taken into account, technical and productive.

2.3.5 Command: Factor for which assessment will take into account the degree of supervision and management of functions and tasks, the interrelation capacity, the characteristics of the collective and the number of persons on whom it is exercised command.

2.3.6 Complexity: Factor for which the number and degree of integration of the various factors listed in the task or entrusted position will be taken into account.

3. Areas of activity: The organizational groupings of the company are understood by areas of activity, taking into account both the content of the posts that compose them and the essential objectives that define them. They also define the natural trajectory of a professional career. They are as follows:

3.1. Redaction Area: In this area of activity are those jobs whose mission is the production of paper content or in any other support, including the transmission by electronic means.

3.2. Area of Management: All the posts that have as primary functions internal control tasks of the company and whose main objective is to support the rest of the areas of the company are placed in this area of activity. It groups the secretariat, economic, administrative and human resources management, as well as the marketing of products.

4. Professional groups: The professional groups, and within them the divisions for areas of activity and the tasks or tasks described in them, do not assume the obligation to have provided each and every one of those tasks that are stated here the need and the volume of the company do not require it.

To these same effects, the tasks described as an example in each and every professional group that follow have a purely enunciative, non-limiting character, and should serve as a reference for the assignment of Similar posts arising after a subsequent technological change.

This professional distribution aims to obtain a more reasonable productive structure, all without merit of the dignity, opportunity of promotion and just retribution that corresponds to every worker. The employment and professional activities in force on 30 June 2004 shall be in accordance with the groups laid down in this Collective Agreement.

From the moment when there is a worker in a company who performs the specific functions of the definition of a group and professional activity, there will be, at the very least, remunerated with the remuneration that assigns in this Convention.

In those cases where the membership of a particular group is required and its corresponding work, task or professional activity is not included in this Collective Agreement, it shall be taken to the Joint Committee of the same.

The professional groups are as follows:

Professional Group 1

General criteria: Coordination, planning, organization, management, and control functions at the highest level of the company's various areas of activity.

The functions of the staff belonging to this group are aimed at the realization of the business guidelines oriented to the effective utilization of the human and material resources, assuming the responsibility to reach the planned objectives. Also included are decision making that affect fundamental aspects of the business activity and the performance of management positions in the various areas of activity and departments.

The staff of this professional group is freely appointed by the company valuing its capabilities.

This group includes professional activities analogous to those defined below:

Salary Level 1: Director: Exercise management, organization, coordination, planning, control and supervision of the activities of your publication or management area.

Professional Group 2

General criteria: Functions that require a high degree of autonomy, professional knowledge and responsibilities that are exercised over one or more departments or sections of the company, starting with very broad guidelines and You must account for your management to the Directors of the existing areas of activity or departments.

Functions that involve the integration, coordination, and monitoring of functions performed by a set of workers within its own area of activity.

Functions that consist of the realization of complex and diverse activities, with defined objectives and with high degree of demand in autonomy and responsibility.

Also included are the performance of complex tasks that, involving command responsibility, require high intellectual or human interrelation content.

Training: Higher or medium-grade university degree supplemented with extensive professional experience. Or, failing that, knowledge acquired in the performance of their profession, supplemented with specific training in the job that is equivalent to middle-grade university studies.

This group includes professional activities analogous to those defined below:

Pay Level 2:

Deputy Director: Under the supervision of your area or department manager, you contribute to the realization of your own functions and replace you in your absence.

Section Director (graphic design, fashion, beauty ...): Under the supervision and in coordination with the director and deputy director of the publication, decides the contents of its section, plans the activities of the section and coordinates the work of the persons in charge.

Pay Level 3: Editor-in-Chief: In dependence on the director and deputy director of the publication, he coordinates and supervises the execution of the drafting tasks, performs a literary work of responsibility (titration, review of texts) and serves as a link between contributors, editorial staff and publication.

Salary Level 4: Head of Section (head of reporting, closing, editing, graphic design, documentation, graphic editing, computer science, advertising, marketing, administration ...): Under the supervision of his immediate superior, he organizes and monitors the tasks of the team in charge, if it has, or runs the head office tasks of its section.

Professional Group 3

General Criteria: Functions: Realization of complex tasks that, without involving command, require high intellectual content. You can develop the coordination of collaborators in your functional scope

Training: Higher university degree specific to the performance of your profession or medium-grade well complemented with adequate professional experience.

This group includes professional activities analogous to those defined below:

Pay Level 5:

Editor: Redacta, edit, review and title texts under the supervision and in coordination with your superiors. Elaborates the contents of the publication in the area you are assigned to.

Analyst: You design, as instructed by your department manager, the software and other software resources required for the best development of the company's management and administrative management tasks. Performs the necessary calculations to facilitate the development of the software to the programmer, taking into account the search for programs of dialog structures.

Pay Level 6:

Style/Edit Corrector: Carry out the review of the editorial content of the pages and the style and spelling correction of the texts.

Stylist: Select the materials (clothing, accessories, decoration objects) and plan the necessary infrastructure for performing the graphic productions of the publication.

Documentalist: It is responsible for the reception, classification and archiving of the specific information of the registered department in any type of support, in order to allow its storage, recovery, use and dissemination. Their work includes the maintenance of internal documentary databases and the management of external databases.

Professional Group 4

General Criteria: Functions: Realization and development of tasks that, without involving command, require a high level of compliance with the general guidelines of your department.

Training: A degree of secondary degree or vocational training, or knowledge acquired in the performance of your profession, all complemented by specific training for the job.

This group includes professional activities analogous to those defined below:

Pay Level 7:

Graphic Designer: Else the graphic design of the publication as regards the optimization of the composition of the page, following the criteria marked by the art director and the head of graphic design. Performs the layout from the reception of the material (photos, texts) to the delivery of the pages for production and printing.

Photographer: Perform photographs to elaborate the publication's reporting and monitor its correct reveal and delivery to the graphical editor.

Digital Imaging Retangers: Quines perform the necessary retouches or mounts of the previously digitized photographs or images that are received in the Redaction, under the guidelines of the art director, head of design graphic or designers.

Computer Programmer: Develops, according to analyst instructions, the necessary computer commands for programs or other software resources to meet the needs of the department.

Advertisement Promoter: Performs customer engagement tasks for advertising inserts, as well as receipt, tracking and control of materials for publication.

Advertising Coordinator: Book advertising spaces and coordinate your location with the editors.

Administrative Officer: Performs statistical and accounting tasks that require the average calculations, handling and use of complex files and writing correspondence with their own initiative in matters that exceed those of the process.

Professional Group 5

General Criteria: Functions: Tasks consistent with the execution of operations that, even when performed under precise instructions, require adequate professional knowledge and practical skills. Their responsibility is limited by direct and systematic supervision.

Training: Medium-grade knowledge, completed with an experience or professional qualification needed to develop your role.

This group includes professional activities analogous to those defined below:

Pay Level 8:

Section Assistant (drafting, graphic design, computing ...): Perform complementary tasks that are specific to the area or section to which you are assigned.

Scanner: Scan and play back the photos that the graphic design team receives, under the guidelines of designers, design bosses and art directors.

Secretariat/or: Attend the director and intermediate heads to facilitate the organization of their professional tasks, as well as the components of their section or department.

Professional Group 6

General criteria: Functions: Tasks consisting of operations carried out following a precise working method, with a high degree of supervision, requiring professional knowledge of elementary character and a short period of adaptation.

Training: The basic training required is the equivalent of the E.S.O. or Vocational Training of Elementary Degree, professionally complemented with a specific training of medium-grade or professional experience.

This group includes professional activities analogous to those defined below:

Pay Level 9:

Telephone: It serves and internally distributes telephone calls from abroad. Assists in the control of telephone management by computer.

Administrative Auxiliary: This is the person who, according to the guidance of his superiors, performs simple administrative operations: billing tasks, file management ...

Store: Carry out parcel registration and sorting tasks

Distributor: Load, moves, and distributes internal or externally the company's products.

Driver: Provided with the relevant class's circulation permit, it is responsible for driving vehicles to perform tasks related to production and editorial distribution.

Concierge: Performs people and objects receiving tasks in the scope of the job center.

Article 84. Table of equivalences.

For the purpose of facilitating the change of professional categories to the professional groups defined in the previous Article, a table of equivalences has been set up-professional groups-wage levels in the the first transitional provision of this Collective Agreement.

The application of the equivalency table in no case can result in a decrease in the Base Salary of the affected workers.

First transient disposition. Table of equivalences.

1

	Groups	Salary Levels				1	1	Activity
1	Director.
2	2	Subdirector. Director of Art. Fashion Director.	Senior Manager.
	3	Chief Redactor.	Head Department.
	4	Chief Section Editor.	Section Chief.
3	5	Redactor.	Chief Negotiator.	Analyst.
6	Analyst. Style Corrector. Stylist.
4	7	Diagramer. Photographer. Lab Photographer. Digital Image Redress.	Advertising Promoter. Advertising Coordinator. First Administration Officer. Programmer.
5	8	Writing Assistant. Scanner Operator. Secretariat/or Redaction.	Store Loaded. Secretariat/o. Head of Sales (Distribution).
6	9		Auxiliary Administration. computer Operator. Telephone. collector-Pagator. Helper. Store. Repartidor. official Second Manipulator. Driver. Conserje. Portero. Ordinance. Motorist. Saves, Serenes, and Watchers. Mozo. Cleaning Staff.

Additional disposition first. Generic use of the language.

In the text, the male has been used as a generic to encompass the workers and workers, to the effect of not performing too complex a writing, without this being an ignorance of the differentiation of gender.

Additional provision second. Equating marriages and pairs in fact.

The same rights are recognized as for spouses in marriage, for persons who have not been married to each other, living in an affective, stable and lasting union, on the grounds of these extremes by means of certification registration in the corresponding official registration of pairs in fact.

Additional provision third. Victims of gender-based violence.

In everything related to this matter, the Companies will conform to what is available in the law and legislation in force.

Final disposition first. Joint Joint Committee.

For the purposes of this Convention and for differences of application which may arise in matters relating to it, a Joint Committee for the interpretation of this Convention shall be appointed with the powers and laid down in the Staff Regulations. This Commission shall be composed of four members and one adviser for each of the parties. It shall meet at least every two months, except for extraordinary convocation made on a proposal from either party, for the purposes provided for in this Convention. The address of the Commission is provisionally established at the premises of the Association of Information Reviews (A.R.I.), sites in Plaza de Callao, n. º 4-7A.

Assume the legally established competences in the field of Equality and Conciliation in the terms and conditions provided for in the Organic Law on the Effective Equality of Women and Men 3/2003 of 22 March; for its implementation, development, monitoring and monitoring of the equality plans and measures in the Sector Enterprises. The companies affected by this Convention shall apply with the utmost zeal and interest, the provisions of the Law of Equality and Reconciliation of the Family, Personal and Labor Life of the workers.

Develop initiatives conducive to the implementation of the National Employment Agreement in force in each year of this Convention.

It will also assume those other functions and competencies included in the legislation.

Final disposition second. Accession to the settlement agreements for out-of-court disputes.

The parties to this Convention agree to submit to the Interconfederal System of Mediation and Arbitration (Sima), any conflicts that may arise in the area of this Agreement, by adhering to the Agreements on Extrachautive Solution of Conflicts (A.S.E.C.), as well as its implementing regulation.

Third end disposition.

This Convention is concluded between the Central Trade Union Trade Unions and the United States, representing the workers, and the Association of Information Reviews (A.R.I.) and the Spanish Publications Association. Periodicals (A.E.E.P.P.), representing the Press Publishing Companies would not be. Both representations are mutually recognized as the legal capacity required to subscribe to this Convention.

ANNEX I

Monthly Pay Table

Group

Level wage	Base calculation	Salary	Plus of free dypos.	Time extra	Plus transport
1	1	1.722.70	1.757.15	81.48	53.70
			2	1.566.09	1.597.41	74.07	18.43	2
	1.416,68	1.445.01	65.00	16.67	53.70
	4	1.299.55	1,325.54	57.69	15.29	53.70
3	5	1.141.05	1.163, 87	48.26	13.43	53.70
	6	1.083.11	1.104.77		12.75
		1.048.58	1.0669.55	48.26	12.34	53.70
	8	972.48	991.93	32.32	11.45	6
	9	809.53				9.53	53.70

Annual salary table

Group

Level wage	Base calculation	Salary	Plus of free dypos.	Plus transport
1	1	25,840.50	26.357, 31	977.76	590.70
	2	23.491, 35	23.961.18	888.84	590.70
	2	3	21.250, 20	21.675.20	780.00	590.70
	4	19,493.25	19.883, 12	692.28	590.70
3	5	17.115.75	17.458.07	579.12
		6			16.246, 65	16.571.58			590.70
	4	7	15.728.70	16.043.27	579.12	5
5	5	8	14.587.20	14.878.94	387.84	6
	12.142.95	12.385, 81		590.70