Having the text of the Collective Agreement for work staff

from the deleted Ministry of Commerce and Tourism (Convention Code

)

number 9009612), which was signed dated March 17, 1998, of

a part, by the representatives of the Administration, in representation

of the same, and of another, by the union sections of CC. OO., UGT,

CSI-CSIF and CGT, representing the affected labor collective to which

is accompanied by favorable report issued by the Ministries of Economy

and Finance and Public Administrations (Executive Committee of the

Inter-Ministerial Commission on Remuneration), in compliance with schedule

in Law 41/1994, of December 30, of General Budget of the

State for 1995 extended for 1996 by Royal Decree-Law 12/1995,

of December 28, and in accordance with the provisions of the article

90, paragraphs 2 and 3 of the Royal Legislative Decree 1/1995, of 24 March,

by which the recast text of the Law of the Statute of the

is approved

Workers and Royal Decree 1040/1981 of 22 May on registration

and repository of Work Collective Conventions,

This Work General Address agrees:

First. -Order the enrollment of the cited Collective Agreement in the

corresponding Register for this management center, with notification to the

Negotiating Commission with the warning to the force itself

compliance with Law 41/1994, of December 30, of General Budgets

of the State for 1995 carried over for 1996 by the Royal Decree-Law

12/1995, of December 28, in the implementation of that Collective Agreement.

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

Madrid, June 8, 1998. -Director General, Soledad Cordova

Garrido.

COLLECTIVE AGREEMENT FOR WORK STAFF

SOURCED FROM DELETED MINISTRY OF COMMERCE

AND TOURISM

CHAPTER 1

Extension

Article 1. Scope of application.

1. This Convention regulates and establishes the rules for which

the working conditions of workers who provide their

services in any of the Ministry's Units and Centers

Economy and Finance, and are from the suppressed Ministry of Commerce

and Tourism. Henceforth, all references to the Ministry

of Economy and Finance and/or the Department, will be understood as referring to

to the scope of this Collective Agreement.

2. Excluded from the scope of this Convention:

a) The staff taken in to the Collective Agreements of Graphic Arts

and the Economy and Finance.

b) Workers attached to self-employed bodies and other entities

public of the Ministry of Economy and Finance with a Convention

Own collective or those that are included in the Collective Agreements

of these organisms.

c) The rest of the staff of the Ministry of Economy and Finance.

Article 2. Personal scope.

1. It is understood by labour staff for the purposes of this Convention,

to fixed template workers, discontinuous fixed, interim, casual,

fixed duration, or any other accepted contractual figure

by current labor legislation.

2. Excluded from the scope of this Convention:

a) Staff whose service relationship with the Department is

derive from an administrative contract, for the realization of specific jobs

or specific or, as long as they subsist, those of temporary collaboration.

b) Professionals whose relationship with the Ministry of Economy

and Hacienda is derived from a minute or budget for realization

of a particular work or service, without having such professionals,

expressly, the character of eventual, interim or fixed labor personnel of the

Department.

c) Staff whose relationship is expressly formalized outside of

Convention to contain functions other than those mentioned in the contract

in this Collective Agreement.

(d) The work staff employed abroad.

Article 3. Territorial scope.

This Convention will be applicable to all Units and Centers

of work of the Department referred to in Article 1, except those

that are located abroad.

Article 4. Temporary scope.

This Convention will take effect on the day following your publication

in the "Official State Gazette". Its duration will extend to 31

December 1996. Its economic effects are rolled back to January 1

of 1996.

Article 5. Conditions for denunciation of the Convention.

1. If no mean complaint is expressed, it shall be automatically understood

extended this Convention by both parties, for all intents and purposes, up to

on December 31, 1997.

2. The text of this Collective Convention, except classification

professional, remuneration, additional and transitional provisions

and the Annexes shall be extended for full periods of one year from the year onwards

of the signature. If a complaint is made by any of the parties, it shall be constituted

the Negotiating Commission within the maximum period of two months.

Proposals for modifications that affect the classification

professional, remuneration and additional and transitional provisions,

as well as the annexes, they will be discussed in the Negotiating Commission constituted

within a maximum of forty-five days from the request

of negotiation.

CHAPTER 2

Organization of the job

Article 6. Organization.

1. In accordance with current legislation, the organisation of work is

exclusive faculty of the Administration and its practical application

corresponds to the heads of the heads of the various organic units

of the administrative areas affected by this Convention, without

prejudice to rights and powers of hearing and information

recognized workers and their representatives according to the

current order.

2. It is considered to be the center of work, for all the effects, the province.

CHAPTER 3

Joint Commission on Surveillance, Study and Interpretation

Article 7. Composition and functions.

1. In order to interpret and implement the agreement of this Convention

Collective, within fifteen days of publication in the " Bulletin

State Officer " of this Convention shall be a CPVEI, whose

social part will be composed of six members, being designated the

representation of workers by the signatory trade union organizations

of this Convention and by an equal number of representatives of the

Administration. The Secretary-General shall assume the chairmanship of the said Commission.

Department technician or in his/her absence the Subdirector general of

Human Resource Management or person in whom the delegate, who will be

who will call, chair, and moderate the meetings.

2. The Commission shall draw up its rules of operation and

organization of its sessions and elect a Secretary from among its members.

3. The President may convene the Commission at any time

and, in any case, the Joint Commission will meet on the second Tuesday of

each month, except in the month of August, provided it is presented

by order of the day at party instance and has been communicated to the other

five days in advance, except for justified reasons that

prevent, in which case it will be held on the first possible date within

that same month.

Without prejudice to the above, this Commission may

meet when for reasons of urgency or need be advisable, a

instance of either party, and no longer than five

days from the request of the meeting, after communication to the President,

in any case.

4. In the absence of the Secretary, the members present shall agree

who should replace you in each case.

5. This Commission will remain operational until the

constitution of the Negotiating Commission of the following Convention, which will assume

the functions of the Joint Commission.

6. Of the agreements adopted by the Joint Committee will be lifted

minutes. The adopted interpretation agreements will be part of the

Collective Agreement. Agreements will be binding on both parties

achieved, without prejudice to the right to act as appropriate.

in law and to go in defense of their interests to the jurisdiction

competent. These agreements will be notified to the interested parties within the deadline

of ten days to count from the corresponding date of approval

minutes; this notification shall be provided by the Administration. These

agreements will also be notified to the affected management centres for their

compliance.

In case of no agreement on any of the points brought to the

consideration of the Joint Commission, the question will be submitted to the

mediation by a moderator who, upon request, will be appointed by

the Ministry of Labor and Social Affairs.

7. Functions of the Joint Committee:

7.1 It will be generic functions of the Joint Commission all those

that are attributed to you in this Convention, and any other store

to better application and interpretation of the same.

7.2 These are specific functions of the Joint Commission

following:

7.2.1 Monitoring of compliance with the agreed.

7.2.2 Study of issues or issues presented by the parties,

with reference to this text, in interpretation.

7.2.3 Interpreting and defining, if applicable, the professional categories

both conceptual and economically collected in this Convention, which

come advised by the needs of the work organization

or by the integration of other collectives; as well as being informed,

previously, of the criteria for the adoption of agreements with respect to the

application of Article 35.2.

7.2.4 The social part of CPVEI will participate in the elaboration of

the basis of the call, both of the offer of public employment for the

fixed job staff as well as those calls to be carried out

for the recruitment of eventual staff, and this without prejudice to the

peculiar features that may be present in some of those

calls, and report these bases before the start

of your fulfillment. This function will necessarily be performed using the

designation by the social part of two representatives, who will evacuate the

relevant report as soon as possible, which in no case

shall exceed five working days from the receipt of the said bases.

Equally, in the absence of representation of workers, the party

social of CPVEI shall designate the members to participate in

the staff selection organs, in the number of one or two, according to

are three or five of the members of the aforementioned organs.

7.2.5 Check the monitoring of the scales evaluation and

job staff move requests, prior to

adoption of the resolution that is coming.

7.2.6 Browse and decide application-derived issues

of this Collective Agreement on a proposal from the Administration, of

the social part of CPVEI or the workers themselves included in

the scope of the application.

7.2.7 Being informed on a quarterly basis, with respect to the workforce

fixed, of contract suspensions with job reservation,

exceeds, rejoining and reembedding requests, and

extinctions of contracts that occur, indicating:

a) The name of the worker.

b) Professional category.

c) Subscription Center.

d) Period of duration of each situation, in cases

to proceed.

e) Causes originating therefrom.

7.2.8 Be informed quarterly of the suspensions of the

temporary contracts, and also the extinctions of this type of contract

when in the basic copies delivered to the various Enterprise Committees

or Staff Delegates do not record the end date of the same.

7.2.9 Understand with precept character and prior to any performance

administrative or jurisdictional, in extraordinary session called to the

effect if necessary, of any collective conflict, to which they refer

Articles 151 to 160 of the Labor Procedure Act, owing

issue your report within a maximum of fifteen days from the

receipt of the letter by the President of the Joint Committee.

7.2.10 Negotiate with preceptive character and prior to any

award of add-ons covered by this Convention, as well as the

cesses in those awards, also participating in the review of

the add-ons currently attributed, with objective criteria and

homogeneous.

7.2.11 Rate classification and make reclassification proposals

staff of the staff affected by this Convention in cases that are

required.

8. All references to employee representatives

contained in this Convention, failing these, shall be understood as

made to the social part of CPVEI.

CHAPTER 4

Academic and vocational education studies

Article 8.

1. In accordance with what is prevented by article 23 of the Royal Decree

Legislative 1/1995, March 24, recast text of the Statute of the Statute

of the Workers, and to facilitate their vocational training and promotion,

the staff affected by this Convention shall be entitled to see

facilitated the conduct of studies to obtain academic degrees

or officially recognized professionals, the realization of

courses

vocational training and access to vocational retraining

organized by the Administration itself.

2. Workers who are studying academic, training studies

or professional perfecting will have preference to choose shift

work, if any, and annual leave, as well as adaptation

as much as possible of the ordinary working day for assistance to the

courses, as long as the needs and organization of work are

allow; if denied it will be done by reasoned written communication

to the data subject.

2.1 They will also be entitled to grant permission

paid to attend final exams, releases and other tests

final fitness and evaluation in official centers, as well as to attend

to evidence convened by any authority of the Administrations

Public, during the days of your celebration, up to a maximum of ten days

per year. However, these permissions can be extended whenever it matches

the celebration of the tests with the working day.

2.2 Workers will also be entitled to permits

paid to attend continuing training courses for those who would have

selected, and any others organized by

Public administrations and/or trade union, type-approved and derivative organisations

of the training plans agreed between the Administration and the

Unions, with the only limitation that needs are covered

of the service. Only authorisation to attend these courses may be refused

by written and reasoned communication to the data subject.

2.3 In all previously regulated assumptions, their participation

will be duly justified.

3. The Ministry directly or in concert with the

official or recognized centers, organize professional training courses

for the adaptation of workers to technical modifications

operated in the jobs, as well as conversion courses

professional to ensure worker stability in their employment in

assumptions of transformation or functional modification of the organisms.

In these assumptions the time of attendance at the courses will be considered

as effective work. These courses will be held with frequency

that is recommended based on the assumptions referred to in the first

paragraph of this point.

4. The Training Commission, established between the

and the

Ministry of Economy and Finance and the representation of workers

designated by the Trade Unions present in CPVEI, will be the

in charge of planning and drawing up the calendar, if any, of the

professional retraining and training courses, without prejudice to

those that are agreed in each organization between the Address and the

workers ' representatives, as well as the determination of the

cultural or professional requirements for workers to participate in

on the same.

5. Measures to facilitate the conduct of studies for the

obtaining officially recognized academic or professional qualifications and the

completion of vocational training courses will be the subject of

treatment in training plans to be developed by the organs

competent.

6. In the cases referred to in Article 8.2 and 8.3, the time

of course attendance, attendance at exams, as well as the

time spent on the required offsets and moves,

will consider as effective work.

7. The Administration will take the necessary measures, in the field

of vocational training, in order to ensure that no worker

see your right to professional promotion decreased due to lack of

adaptation to the different jobs that could be chosen.

CHAPTER 5

Provision of vacancies, recruitment and revenue

Article 9. Procedure for the provision of vacancies.

Vacancies that occur in currently busy places

by fixed and newly created staff of this very nature,

will be provided according to the following phases:

(a) Income from voluntary leave.

b) Voluntary transfers.

c) By personnel belonging to the fixed worker templates

discontinuous, in the case of being vacant for the

same professional category.

d) By personnel belonging to the fixed worker templates

with reduced working time, in the case of places in the same category,

except those of the university diploma and higher education that you will have

respond to the degree and specialty in question.

e) By internal promotion, through timely calls

selection test public, among the fixed staff affected by this

Convention.

f) By new income staff by public call for

cover all vacancies and places resulting from the previous phases

described in this vacancy provision procedure.

Article 10. Voluntary mobility: Transports and permutas.

Moves:

1. The voluntary transfers referred to in point (b) of the

previous article, both for the same municipality and for a different one,

shall be made at the request of workers with minimum age of

one year. Obtaining the voluntary move involves the commitment of the

worker not to apply for new transfers for two years, except that

exceptional circumstances of a personal or family type are present that

advise on the transfer, prior to the report of the Joint Committee of the Convention.

2. Voluntary transfers will be governed by the following rules:

(a) By offer of public employment, by means of call for tender

move:

Move contests prior to coverage of the

vacancies in question, publishing in each contest the relationship of

places, by categories, municipalities, and targets, with a minimum of

in advance of ten days. In the reduced number category assumptions

of effective service may be replaced by notification of the contest

individual to all stakeholders in the same category.

The corresponding services of the Administration, in the view of the

instances presented in each contest and category, and previous report

of the affected bodies, they shall draw up in accordance with the scale.

approved the corresponding move proposals, by rigorous order of

score. These proposals, before raising them to their sanction by the

competent body, will be brought to the attention, with all their

background, of two designated social partners, appointed

to the effect by CPVEI, to verify, within the maximum period of ten days

skillful, that they conform to this Convention.

b) In the absence of vacancies approved by the public employment offer

or exhausted the above procedure, on the particular initiative of the

workers, transfer to the Technical General Secretariat may be requested

which will resolve to CPVEI's proposal.

In view of received requests, previous requests

requester and target center source center reports

requested, through the competent bodies on the subject, will be reported

quarterly to the Joint Commission to resolve the files of

move. The scales and procedures set out in the

Article 10.2 of the Convention in the cases of plurality of requests for

a single target.

c) The provision of vacancies shall be made within the same category

professional.

d) The scales for the allocation of seats will be as follows:

1. Personal and family circumstances:

a) By residing the other component of the partner that you are living with

or live in the requested location: 1 point.

b) By having underage descendants who coexist with the

applicant, or by pregnancy of the same or their spouse: 0.5 points.

c) For studying academic studies in official centers that are based

in the requested location, as long as such studies do not exist

where the applicant is destined: 0.5 points.

d) To be in charge of the ascending applicant in the locality that

is requested, without economic resources: 0.5 points.

e) By taking care of the person who coexists with the

interested in physical or mental disabilities, provided they are accredited

the convenience of such a move: 0.5 points.

f) For receiving clinical treatment in healthcare facilities that are located

in the requested location: 0.5 points.

g) For health reasons certified by system bodies

public health: 1 point.

2. Seniority in Administration:

a) For full month of age: 0.05 points.

3. In case of equality according to the above criteria, it will be in

tells the following:

Time to attach to the Unit or Center from where it is requested

the move.

Older.

The alleged merits will have to be documented before

of the final award of posts.

e) For the coverage of vacancies for the IYIIConvention,

the requirements of the vacant and equal places must be met

conditions will apply this scale.

f) Once the voluntary transfer is obtained, only the waiver may be waived

to the same within ten days of notification or publication,

for overcome causes that justify this end and once examined

by CPVEI.

g) The time of incorporation to the new destination will be one month for

the one that involves moving to a different location, and three business days for the

same locality. In the event that the exceptional move occurs,

not having been met for two years, the data subject will only have available

of seven business days for incorporation into the new destination if this is

in different locality, and one business day in the same locality.

h) Voluntary transfer, in no case will entitle you to receive

compensation of no kind.

i) Moving the personnel subject to the process of functionalization is

will run without following this procedure only need to be counted

with favorable reports, both from the center where it is intended as

the one to be requested, as well as the report of the Joint Commission, in

agreement with the provisions of paragraph B) of this Article.

j) Requests made by workers affected by

restructuring or suppressing Units and reducing their workforce

will take precedence over the rest of the requests.

Permutas:

Permutas may be requested between workers provided they have

with a one-year service age, which places to permute

be of the same category and trade and both workers are missing

more than five years to reach the statutory retirement age, or

three years to be able to retire voluntarily (in which case you should

prove to be extreme), no new permuse or shipment may be requested

until three years after the previous concession.

Permuse will not drive recognition of days to title

staff.

Permutas will not be entitled to compensation. The addition

of the permutants to the new targets will occur immediately

and concurrent, not giving place to permit or license days for

such addition, except those involving province changes

or island, where three working days will be available to be incorporated.

It is up to the Technical General Secretariat to authorize permutas

to be requested, after report from the Joint Commission and the centres

affected.

Article 11. Selection system for the provision of vacancies.

1. Vacant places, once the re-additions are made by

excess and the shipments provided for in the previous items, are

provide, first, by discontinuous fixed workers from the same

professional category, except that this category could not be covered by

staff on the labour market, in which case the workers who hold the job

currently that category will have preference to the

present article only if they have the discontinuous fixed nature.

will apply the same system for fixed workers with reduced working time,

or special.

The coverage of vacancies by discontinuous fixed workers and with

reduction of working time, shall be carried out by telegraphic communication to the

address on record with acknowledgement of receipt to workers

meeting these conditions in your hiring, indicating the vacancies

existing so that within three working days of request,

telegraphic route, up to a maximum of three places, to the General Secretariat

Technique. The award will be made on the basis of age and load criteria

family members, from what will be realized to the representation of the workers.

2. Vacancies not covered by the above procedures are

will cover through a public and objective selection system, reported

for the principles of equality, merit and capacity.

3. In no case may the promotion be produced by the mere

course of time.

4. For all calls, both fixed and temporary staff,

will proceed to reservations for disabled people according to the

regulated in the additional nineteenth provision of Law 30/1984,

and other application rules.

5. The representatives of the workers shall appoint the members

who, for their part, have to participate in the selection bodies of the

staff, in number one or two, depending on three or five of the composition

of these organs.

Article 12. Internal promotion shift.

All of the places not covered by income reentry,

move contest and by fixed staff discontinuous or with reduction

of day, internal promotion restricted shift will be called in

which will be considered:

a) Fixed workers of the same or

may participate in it

lower level to the square called, with a minimum of one year old

recognized in the Department, provided they have the required qualifications

for that category.

b) Fixed workers who have a professional category of

a certain level and take two years of effective services in the

performance of the same, can be accessed in internal promotion to categories

of the same professional group for which a degree is required

immediately greater than its current category, although that is not

owns. Also, with four years remaining in the same category

professional, in this shift, categories of different groups can be accessed

professional for which title is required immediately higher than expected

for your current category.

Top-titled and middle-degree places are excepted

university when you need an academic degree for exercise

position professional or when they belong to functional areas where

this forecast is not appropriate.

c) Merit of applicants according to the following scale of

score, which by rule of three will be reduced from 0 to 10:

Economics-level scoring: Only levels will be scored

equal to or less than that of the called square, such that it is identical to

level corresponds to 10 points and will be subtracting 1 point at each level

immediately below.

Academic qualification score:

Titled top: 2.50 points.

University Diploma or equivalent: 2.25 points.

BUP or equivalent: 2.00 points.

EGB or equivalent: 1.75 points.

Primary studies: 1.50 points.

Only score the maximum degree presented in each case.

Punctuation by courses held in official centers: The courses

performed in official centers in matters related to the position to which

will be scored up to 0.50 points for each, provided they are

of different content, with a maximum of 2 points, according to the following

bare:

Courses of less than fifteen hours: 0.10 points.

Courses of fifteen to twenty-five hours of duration: 0.20 points.

Twenty-five-to-forty-hour courses: 0.40 points.

More than forty-hour courses: 0.50 points.

Scoring according to the professional group of the called square:

For the same or immediately lower category: 3 points.

To hold category two levels below the called square:

2 points.

For flaunting category of more than two levels below the square

called: 1 point.

By age: 0.50 points for each full year of age

recognized, up to ten years, and 1 point for every three full years that

exceed ten, old.

The internal promotion system will normally be performed by contest

or concurso-opposition.

The score obtained in the merit contest phase of

internal promotion will not be exclusive.

In the internal promotion system performed by concurrent opposition,

the score in the contest phase may not be greater than 45 per

100 of the achievable in the opposition phase.

The score obtained in the merit contest phase in shift

internal promotion, will accumulate to those that have exceeded the minimum

required in the opposition phase, to find the definitive relationship of

approved.

Article 13. Modification of the nature of the contracts.

The Administration will inform workers ' representatives

of any modification of the legal nature of the contracts.

In no case will you be able to formalize a fijeza contract to any

worker who has not submitted, by overcoming them, to selective testing

corresponding to the professional category concerned, without prejudice to

following:

compliance with the firm judgments of the competent jurisdiction.

Article 14. New income.

It will be indispensable requirements for income:

a) Poseer the Spanish nationality or a Member State of the

European Union, as provided for in the legislation in force.

b) Having sufficient aptitude for the job object of the

call, as specified.

c) Having the minimum age of eighteen years or meeting them within the

deadline indicated in the call.

d) Poseer the titration specific to those levels in which it is

require and meet other requirements than for specialty performance

are required in this Convention, as well as those required in the

corresponding call.

e) Statement of not receiving any remuneration from the

public budgets, in accordance with current regulations and no

being separated by disciplinary case from the Administrations

Public, nor is it disabled for the performance of public functions.

f) Overcome selective tests for the category

professional in question for the formalization of any contract

figeza.

Article 15. Test period.

1. New income staff will be submitted to a period of

test in which temporary incapacity time will not be computed,

and whose duration will be two months for graduates and graduates

college, and one month for other workers, except for the

not qualified, which will be fifteen calendar days.

2. This test period will be automatically left

formalized admission, being computed to the worker this period to all

the effects.

3. During this period, both the Administration and the worker

will be able to end the employment relationship, without any of the parties having

therefore the right to compensation. The worker will have the rights

and obligations corresponding to your job category and the job position

that you perform, as if it were a template. End of relationships

Labour regulated in this article will be reported to the Joint Commission.

4. The pact that establishes a test period will be null when

the worker has already performed the same functions before,

under any hiring mode, within the scope

of this Convention.

Article 16. Mobility for service needs.

Functional Mobility:

Functional mobility in the Ministry, provided it does not involve a

substantial modification of working conditions, will not have the

consideration of geographic mobility, even if you assume Unit change

administrative and without other limitations than those required by qualifications

academics and by membership of the professional group, in compliance

with the provisions of Article 39 of the Workers ' Statute, Real

Decree 1/1995. As far as territorial scope is concerned, it shall not exceed

in no case from the area of the municipality. Your award will be faculty

exclusive to the Administration, according to the needs of the service,

whose reasoned decision will be communicated simultaneously to the

representatives of the workers and the interested party.

Geographic Mobility:

The mobility of a worker to a municipality other than that in

that typically provides your services may occur per shipment

forced, by decision duly motivated and as set forth in

Article 40 of the Workers ' Statute.

Article 17. Shipments with a forced character.

For technical, organizational or productive reasons, the Administration

you can order workers to be moved that involves changing

residence, in accordance with the provisions of Article 40 of the

Legislative Decree 1/1995, March 24, recast of the Statute

of the Workers, and concordant provisions, realizing

previously to workers ' representatives and, failing that, to the

social part of CPVEI.

Compensation is established for forced removal involving

change of municipality for the worker, in accordance with Article 40

of Royal Legislative Decree 1/1995, of March 24, recast text of the

Workers ' Statute, equivalent to three monthly salary allowances

-cominomimo and the costs of transport of relatives and beings, with

the limit of the amounts set in Royal Decree 236/1988, of 4

march, and development provisions.

Forced workers will have preference

to fill the vacancies in your category that occur in the locality

source. In this scenario, the Administration will be required to report

to the worker of such a circumstantiarealpresentation of the workers.

CHAPTER 6

Day and Time

Article 18. Working day.

1. The annual working day will be one thousand seven hundred

eleven hours.

2. The weekly working day will be thirty-seven and a half hours of work

cash.

3. The hours of work that exceed the agreed workday of

thirty-seven and a half hours, or those exceeding one thousand seven hundred and eleven

hours in their annual distribution, they will have the consideration of hours

extraordinary.

4. Each management center, according to their needs and previous

report to workers ' representatives, you can set up days

weekly longer than the agreed duration of the breaks

legally established daily and weekly, such that, within the

a month's time count, the excess of hours worked in some

of the weeks are offset in the other weeks with days of permission,

understanding for such an effect the months of thirty days.

Article 19. Schedule.

1. The schedule will be the general set for the

different Administrative Units with the limitations that are provided by

legal provisions.

2. The Administration will be able to set a flexible schedule for those

Administrative units that allow, with the limitations that you foresee

the legal provisions.

3. For the purposes of the time-schedule of the fixed working day, it is

will consider split into two periods: Normal and Night.

The night period will be between the twenty-two and the six

hours of the next day. To the staff doing their work on this schedule

or part of it will be paid with 25 per 100 of the annual salary

as a complement of the Nocturnity, in the appropriate part, except

that he would have been expressly hired to work in that period.

4. You will enjoy a break in the working day for a period of time

of twenty minutes that will have an effective working character.

5. If during the period of validity of this Convention it is

produced some variation in the day and times applicable to officials

of the Ministry and these could exercise any option or variation

of the day or time will involve retributive modifications, the staff

at work, through CPVEI and by reason of such circumstances may

negotiate the working day here regulated and the economic conditions.

Article 20. Special timetables.

1. In the variation of work schedules you will be at your disposal

article 41 of the Royal Legislative Decree 1/1995, of March 24, text

recast of the Workers ' Statute.

2. By reason of the special circumstances of the work, the staff

of the Centers for Inspection of Foreign Trade, will meet the schedules

to be determined by the corresponding Head, previous report of

the job representation of the appropriate center, depending on the operations

to carry out and without in any case the effective ordinary day

exceed nine hours of work per day, with the addition of add-ons

that in their case correspond.

3. In jobs that require continuous presence, such as

surveillance, conservation and maintenance, rotating shifts will be established

among the workers of these tasks, provided that this is necessary. The

hours that, in the preceding assumptions, exceed thirty-seven hours

and a weekly average, will be paid as overtime. To these

workers will apply to them the plus of tournicity set in the

Article 56.4 of this Convention.

4. To all workers who have established rotating shifts

of tomorrow, late, and night work, whether turnicity is continuous

as occasional, they will be applied the turnness plus for months

in which these shifts are set.

5. Who for legal guardian reasons have some minor care.

of six years or some physical or mental decline that does not perform

paid activity, you will be entitled to a decrease in the working day

in an hour, a third, or a half, at the beginning or end of the day,

with the proportional reduction of their remuneration.

6. The cleaners who came developing, by virtue of their

hiring, a weekly lower than ordinary day, will maintain that

day. All of your remuneration will be the percentage that

corresponds to your professional category in full time.

7. In any case, and for the purposes set out in this Article,

will be willing, in the field of limitations, in article 23

of Royal Decree 1561/1995 of 21 September 1995 and other provisions

concordant.

8. Workers covered by this Convention shall be entitled

to a decrease in the one-hour, two-hour workday or

a third day at the beginning or end of the day, with the reduction

proportional to your remuneration, when the needs of the service

allow.

Article 21. Work schedule.

The work calendar will be the one to be fixed each year by the authority

competent in the appropriate scope. However, in compliance

with the needs of the public service provided, each dependency or

Unit may match your work schedule or a character system

cyclical, in order to better address the needs of the general interest,

after negotiation with the representatives of the workers of the field

corresponding.

Article 22. Overtime.

1. The Ministry of Economy and Finance, in the field of the present

Convention, commits to reduce, as far as possible, the

performing overtime, covering, where appropriate, needs

of the service with new hires with legal instruments

current.

2. They will have the consideration of overtime that exceeds

of thirty-seven comma five hours in weekly computation, according to

with the provisions of Article 18 of this Convention.

3. Overtime can be compensated with time of

cumulative rest at a rate of two hours for each one performed, except

in the case of night hours or holidays whose compensation

will be two-and-a-half hours for each extraordinary hour performed, as well

as a three-hour compensation for those made in the period

night of public holidays, or pay in cash to the value that is

sets in the salary table, at the worker's option.

If you opt for compensation for rest periods, in all

assumptions, this should occur within four months

following the realization of overtime, compliance

with the provisions of Article 35 of the Workers ' Statute, Real

Legislative Decree 1/1995 of 24 March.

4. The initiative to work in extraordinary hours corresponds

to the Ministry, in view of the needs of the Administrative Units,

being free of their acceptance by the workers, the

quantitative limits established by existing legislation. The Ministry of

Economy and Finance acquires commitment to reduce to the maximum the

number of overtime hours, limiting them to actual assumptions

exceptional, also enabling the possibility of their compensation

for rest time.

5. The Ministry of Economy and Finance is committed to developing

a control system in performing overtime, to which

effect, will be recorded day by day by delivering copy of monthly summary

at work and job presentation. This summary will be

customized, by management and cumulative annual centers.

6. It prohibits the realization of extraordinary hours in period

night or holiday, except in cases and special activities duly

justified. It is also prohibited to carry out hours

overtime overtime for declared toxic jobs,

painful or dangerous.

CHAPTER 7

Holidays, permissions, and licenses

Article 23. Annual leave.

1. Annual leave, one month or thirty calendar days, is

will be able to enjoy at the worker's request throughout the year at

minimum periods of seven consecutive calendar days, provided that the

corresponding holiday periods are compatible with

service needs.

2. Workers who on the given date for the enjoyment of

holidays would not have completed the effective year in the template, they will have

right to a number of vacation days in proportion to the

corresponding to the annual count until December 31. In the case

of the contract being terminated prior to the date

indicated, in the settlement to be deducted the part

proportional as appropriate.

3. When a worker stops providing services at the Ministry

before you have enjoyed your holidays, you will receive cash on the

retribution for the days that you were entitled to. Except in this case, holidays

may not be replaced by the payment of equivalent wages.

4. When there is a holiday shift regime, workers

with family responsibilities have a preference to yours

match the school holiday periods.

5. When the needs of the service force one or more

workers to enjoy their vacation in a period other than the one requested,

in the following exercise these workers will have preference for

enjoy them in the period they choose.

6. The Administration will regulate the application procedure for the

grant of the holiday, previously heard the social part of CPVEI.

Article 24. Licenses and permits.

1. Staff who have met at least one year of services

effective, you will be able to apply for unpaid licenses for a period of one day to three

months. These licenses will be granted as long as the

service needs, and must be ordered at least one month from

in advance, except for duly justified cases of force majeure. The

requests shall be resolved, as appropriate, within the minimum time limit of

the ten days prior to the start of the license; in case of denial

will be motivated.

The cumulative duration of these licenses may not exceed three

months within two years.

Fixed-term contract workers, and with

at least one year of continuously delivered services, they can

enjoy this type of license with the condition that your enjoyment does not

matches the last month of the contract duration.

2. The worker, regardless of the period worked, prior to

proper justification will be entitled to paid leave for time

and the following reasons:

a) Fifteen calendar days in case of marriage.

b) Two business days in child birth cases, or in the case

of custody or child adoption less than nine months, and those of

death or serious illness from a relative to the second degree of

consanguinity or affinity. If these assumptions occur in a different locale

of the worker's address, the license term will be raised to four days

skillful. These causes will be justified after the assumptions

that are contemplated. In case of death of spouse or children, the

worker will be able to additionally request an unpaid leave, from

a duration not exceeding one month, regardless of other assumptions

of unpaid licenses.

c) One business day per usual home move.

d) For the time indispensable for the fulfillment of a duty

inexcusable public and personal. On the assumption that the

worker receives pay or compensation for duty compliance

or charge performance, the amount of the same salary will be deducted

to what I had a right.

e) Workers, breastfeeding a child under nine months of age,

including adoption or welcome, will be entitled to an hour of absence

at work, at the beginning or at the end of the workday. This right

may also be exercised by the worker as long as it is not used

for the mother at the same time.

f) Up to six days each calendar year or the first fortnight of the

next year, and in any case proportionally to service time

borrowed, for particular issues not included in the above points.

Such days may not in any case accumulate to annual leave

paid. The staff may distribute these days at their convenience,

prior to authorization of the corresponding Personnel Unit and respecting

always the needs of the service.

g) On 24 and 31 December, leaving the requirements of the

service, without prejudice to the replacement of the enjoyment of these days by others

within the rest of the year.

h) Workers will be able to attend medical consultation during the

work schedule duly justifying this end with the accrediting

of the corresponding health service. Such consultation, if any, does not

will exempt the onboarding worker from their job once

finished.

i) Pregnant workers will have the right to be absent from the

job position, entitled to remuneration, for the realization of

prenatal tests and birth preparation techniques, warning you

previously and justifying the need for their realization within the day

of work.

CHAPTER 8

Suspension and Extinction of the Work Contract

Article 25. Suspension with reservation of the job.

Without prejudice to Articles 45 and 48 of the Royal Decree

Legislative 1/1995, March 24, recast text of the Statute of the Statute

of the Workers, the workers will be entitled to the suspension

of your contract with your job reservation, and count

age, in the following cases:

1. Maternity of the working woman, with a maximum duration

of sixteen weeks, distributed to the interested party, in the form

prescribed in article 48 of the recast text of the Statute of the Statute of

the Workers. This suspension will be extended to eighteen weeks

in case of multiple birth. In case of death of the mother, the father

you can suspend the work contract for the following six weeks

at the birth of the child.

2. At the beginning of the maternity leave period, the mother may

opt out because the parent enjoys up to the last four weeks of

suspend uninterruptedly and at the end of the quote period, in the

conditions laid down by that Act.

3. In the assumption of adoption, or administrative resolution of reception,

if the adopted child is less than nine months, the suspension will have a

maximum duration of sixteen weeks, counted from resolution

corresponding to which the adoption is constituted. If the adopted child

or received less than five years and greater than nine months, suspension

will have a maximum duration of six weeks. In the event that the parent

and the mother will work, only one of them will be able to exercise this right.

4. Compliance with mandatory or voluntary military service, or

surrogate social service, with obligation to return to work in

a maximum of two months from the end of the service.

5. Period of practice in official centre to access any

Body or Scale of Public Administration officials, as well as

the legal or conventionally established test period required

to consolidate a workforce plaza into any Administration

Public; also during attendance at specialization courses in

matters of the Department's prior authorization.

6. Deprivation of freedom of the worker as long as there is no statement

damning and firm, including both detention and imprisonment

provisional.

7. Provision of services of a temporary nature in bodies

international or international cooperation programs, in the latter

the interest of the Administration will be required to be assumed.

8. Incorporation as eventual staff, by virtue of the established

in Article 10 of Royal Decree 3775/1982, of December 22, to the

Cabinets of Ministers or Secretaries of State. Within the

30 days after the cessation, the affected staff will retain the right

to the resumption of the situation you had before the appointment,

as well as reintegrating into the job previously held.

9. The spouses of public employees who pass on to take office

destinations serving the General Administration of the State on the outside,

that are contract workers of the scope of this Collective Agreement

and to move abroad with the reason for family reunification,

will be able to access the enforced surplus situation.

Article 26. Voluntary leave.

1. Voluntary leave of interest: workers with

a year of service from the Department will be entitled to

the granting of voluntary leave in the interest of a private person

duration not less than one year and not more than 15 years, according to the

next procedure:

The request to effect must be submitted by the worker with a minimum

one month in advance of the start of enjoyment of the surplus.

The agreement adopted by the Administration must be issued in

the deadline of 30 days and will be communicated to the interestsinteresepresentation

labor. The right to apply for this situation may be exercised only by another

time by the same worker if four years have elapsed since

end of previous voluntary leave.

This excess will not be able to be declared at the worker's request when

you are being instructed to discipline or be found

in the situation referred to in point 6 of the preceding article.

2. By application of the rules of incompatibilities: The worker

which, as a result of incompatibilities, must be eligible

for a job, you will be left in a situation of

incompatibility with incompatibility, even if you did not meet the time

minimum required service. It will retain the right indefinitely

preferred to vacancy reentry of equal or similar category to yours that

have or should be produced.

3. For child care less than three years: Workers

shall be entitled to a period of voluntary leave of no more than three

years to care for each child's care, both when they are by

nature as when they are for adoption or welcome, to be counted from

the date of birth. Successive children will be entitled to a new one

period of leave that will end the one who was enjoying himself. When

the parent and parent work, only one of them can exercise this right.

The grant of this surplus will be made upon the request of the petitioner

that it does not perform limited personal care activity of the child.

Workers in this situation will have the right to reserve their position

of work, as well as applying for voluntary leave of interest

special and to participate in the training or training courses that

be referred to in the Ministry's scope, in accordance with the provisions

in this Convention and general application rules for this type of

excess.

Yes before the end of the leave period for care of

minor child would not have requested to check in with fifteen days of

in advance, the worker will switch from office to the situation of surplus

voluntary for particular interest.

4. By family grouping: Voluntary leave may be granted

by family pool, with minimum duration of one year and maximum

of fifteen, to workers whose spouse resides in another province or

island for having obtained and being performing a job position of

final character, as a career or as a work officer, in

any Public Administration, stand-alone body, or managing entity of

Social Security, as well as constitutional or power organs

Judicial, within the national territory.

5. Workers in the situation of voluntary leave which is

rules in this article will not in any case become rights

economic; likewise, periods of this excess shall not be

computables for seniority and promotion purposes, with the only exception

of cases of excess for child care less than three years, in

this period of excess will be computed for computing purposes of

age.

Article 27. Forced leave.

Enforced leave, which will entitle you to the reservation of the position and

to the count of the age during its lifetime, it will be granted by the

designation or choice for public office, or elective union function,

at local or higher scope, as governed by the Statutes

of your organization, which makes it impossible for you to attend work or involve

the perception of remuneration for that charge or function, as well as by

family pool abroad.

Article 28. Reincorporations.

On voluntary leave the worker who requests their

reinstatement will have the right to fill the first vacancy that exists or that

occurs in your category, except for the care provided

child under three years old. If there is no vacancy in its category and

if you are in a lower category, when you credit your

performance, you may choose to be or wait for the one to occur.

In the event that you choose to fill lower category vacancy,

will receive the rewards for this one, keeping the option

to fill the vacancy that occurs in your category.

Request reentry by writing to the General Secretariat

Technical, at least fifteen days before the deadline is completed in

the surplus. Failure to do so will lose the right to re-entry and cause

final low. For the assumptions of the regulated surpluses in the

points2, 3y4delarticle 26 will be regulated in the same, with

the condition of maintaining the notice period for reinstatement.

In case of forced leave, re-entry must be requested

within the month following the cessation of public office or union function

elective, resulting in immediate reinstatement.

The agreement of the Administration must be adopted within the fifteen

business days following receipt of the worker's request, and

will be communicated to CPVEI.

Article 29. Termination of the contract.

1. Work contracts will be extinguished for the reasons outlined.

about it in the Royal Legislative Decree 1/1995, of March 24, text

recast of the Law of the Workers ' Statute, and rules that do so

develop.

2. The absence to work will cause extinction of the labor contract

for a firm conviction for a crime, except those derived from the

commission of guilty crimes.

3. Workers who wish to cease in the service must put it

in the knowledge of Unit or Center personnel services where

are attached, with a notice period of no less than ten days, that

will communicate it to the Department's Technical General Secretariat.

CHAPTER 9

Disciplinary regime

Article 30. Graduation, prescription and cancellation of faults and

sanctions.

1. Workers will be able to be sanctioned by the illustrious lord.

Deputy Secretary of the Department or authority to whom you delegate, by

the corresponding Resolution under job defaults,

according to the graduation of faults and penalties that are established

in this article.

2. The disciplinary faults of the workers committed on occasion

or as a result of your work may be mild, severe or very serious:

a) The following are minor faults:

1. Incorrectness with the public and with peers or

subordinates.

2. The delay, negligence or carelessness in the performance of their tasks.

3. Failure to communicate with due notice of lack of work

for justified reasons, unless the impossibility of doing so is proven.

4. Lack of assistance to work without a justified cause of one or

two days a month.

5. Repeated faults of punctuality with no justified cause of three

to five days a month.

6. Neglect in the conservation of premises, material and documents

of services.

7. In general, dereliction of duty by negligence or

excusable carelessness.

b) The following are serious faults:

1. Lack of discipline at work or respect due to the

superiors, peers, or subordinates.

2. Failure to comply with orders or instructions from superiors

and the concrete obligations of the job or the negligence

of which serious damage to the service is or may be derived.

3. Disconsideration with the public in the exercise of work.

4. Failure or abandonment of the rules and measures of

established job security and hygiene, when they can

risk to the health and physical integrity of the worker or

other workers.

5. Lack of support for work without cause for three

days per month.

6. Repeated faults of punctuality without justified cause, during

more than five days a month and less than ten days.

7. The abandonment of work without justified cause.

8. The simulation of illness or accident.

9. The simulation or cover-up of other workers ' faults in

relationship to your punctuality, attendance, and permanence duties in

the job.

10. The continued and voluntary decrease in performance of

normal or agreed work.

11. Negligence that may cause serious damage to conservation

of the premises, material or documents of the services.

12. The exercise of public or private professional activities without

have requested compatibility authorization.

13. Improper use or dissemination of data or issues that

knowledge by reason of the job, when it is not missing

very serious.

14. The recidivism in the commission of minor faults, even if they are from

different nature, within a single quarter when they have been mediated

sanctions for them.

15. Failure to comply with deadlines or other provisions of

procedure for incompatibilities when they do not assume

maintaining a situation of incompatiblity.

16. Sexual harassment at work.

c) The following are very serious faults:

1. Fraud, disloyalty and abuse of trust in the management

commissioned.

2. The manifest individual or collective insubordination.

3. The voluntary distortion of data and information of the service.

4. Lack of support for work not justified for more than three

days per month.

5. Repeated failures of punctuality not justified during ten

days or more per month, or for more than twenty days per quarter.

6. Failure to comply with rules on incompatibilities, when

results in incompatibility situations.

7. The recidivism in serious faults, even if they are of different nature,

within a period of six months, when they have brokered sanctions.

8. Sexual harassment when accompanied by abuse of authority

on a subordinate.

3. The penalties to be imposed on the basis of the rating

of the faults, will be the following:

a) For minor faults:

1. Admonition in writing.

b) For severe faults:

1. Suspension of employment and salary of one day up to one month.

2. Suspension of the right to participate in selective testing or competition

for a period of one or two years.

c) For very serious faults:

1. Suspension of employment and salary of one to three months.

2. Disablement for promotion for a period of two to six years.

3. Forced removal, without the right to compensation.

4. Dismissal.

4. Sanctioning procedure: The penalties for serious and very serious errors

severe will require prior disciplinary case processing, whose

initiation will be communicated to the workers ' representatives and to the

interested, giving audience to this and being heard those in it,

with character prior to possible interim suspension of employment agreement

and salary to be taken by the competent authority to order

the case instruction.

For the imposition of sanctions for minor faults it will not be mandatory

the previous disciplinary case instruction, but the processing of

the interested party must be evacuated in any event.

The resolution imposing the penalty must be communicated

in writing and in a feisty form to the data subject; it shall also be communicated

to staff representatives, if the express opposition of the

is not stated

sanctioned; if it is expressed by the opposition of the sanctioned, it will only be given

information of your name and the penalty imposed.

5. Prescription: Mild faults will be prescribed at ten days; serious ones,

at twenty days, and the very serious, at sixty days, from the date

in which the Administration became aware of its commission and, in all

case, within six months of having been committed. These deadlines will remain

interrupted by any act of the instructed case or

preliminary to which you can instruct, if any, provided the duration

of this, as a whole, do not exceed the six-month deadline without a fault.

of the issued worker.

6. Co-responsibility: Those who tolerate or cover up faults

will incur liability and will suffer the correction or sanction that is estimated

from account of the one that is imposed on the author and the

intentionality, disturbance to service, attack on the dignity of the

Administration and reiteration or recidivism of that tolerance or

cover-up.

7. Complaints at the request of part: Every worker may account for

in writing, by itself or through its representatives, of acts that

assume disrespect to their bullying due to their

human dignity or work. The Administration, through the organ

manager to whom the data subject is attached, will open the appropriate information

and, if applicable, request the instruction of the disciplinary file that

proceed.

8. Cancellation of annotations: Translate two or six years from

compliance with the sanction, in the case of serious or very serious misconduct

not sanctioned with dismissal, the cancellation of the

may be agreed

annotations on the worker's service sheets, ex officio or at instance

of the data subject. The warning log and the loss of one to four

days of remuneration will be cancelled ex officio or at the request of the interested party

within six months of its date.

Cancellation will not prevent recidivism appreciation if the

worker returns to default. In this case, the cancellation deadlines

of the new annotations will be of double duration as the ones

in the previous paragraph.

9. Sanctions that consist of the reduction cannot be imposed

of holidays or other minorations of rights to rest of the

worker or fine to have.

10. The worker who is on disciplinary file will be entitled

to be assisted by a lawyer or by legal or union representative, or

per person whom the expedited designates, in the own acts of the

case file, in which the hearing procedure corresponds.

CHAPTER 10

Job Health

Work health policy will consist of development and application

of the health and safety protection measures for the

workers, by preventing risks arising from work;

understanding for prevention the set of activities aimed at

avoid or decrease these risks, consisting of the different ones

the worker's ability to suffer a certain physical damage

or psychic as a result of your professional activity.

Article 31. Rights and duties of workers in the field of health

and job security.

1. The worker has the right to effective protection in the matter of

security and health at work, including the right to information,

consultation and participation, preventive training, the

cessation of activity in the event of serious risk and immineavigilance

of your health status, all in the terms set out in the Act

of Occupational Risk Prevention.

2. Workers who by accident, disease or other

circumstance, see diminished or altered your capabilities to perform

your residential work activity, either temporarily or indefinitely, will have

right to adapt your job to your new situation;

if this is not possible, your move to a job will be enabled

commensurate with their capabilities in the same locality, being able to return

to your usual post if the evolution of special circumstances so

allow it, upon agreement, including any potential payback aspects,

of CPVEI.

3. Workers included in some of the situations

considered to be of decreased capacity, which are accredited by the

competent body, will be guaranteed to adapt your position of

work to your particular conditions and your personal autonomy, for

which the Ministry of Economy and Finance will remove any barriers

possible or obstacle that makes your physical mobility difficult. Your

special condition when evaluating and detecting possible or existing

risks of work activity.

4. Pregnant or breast-feeding workers will have

right to a change in the job to another in the same category

and professional group where there is a specific risk of exposure to

agents, processes, or working conditions that can influence

negatively on the health of them or the fetus, after certification of the optional

of the Public Health System, without this change taking effect

remuneration and other professional rights. These risks should be

evaluated and previously considered for the

adaptation

job or the reduction of the exposure time to such risks.

This section will be especially applicable to female workers who

perform their functions on data display screens or in labs

with a permanent, full-time character.

5. It is up to each worker to ensure, according to their possibilities and

by complying with prevention measures that in each case

be adopted, for your own health and safety at work and the

of those other workers who might affect their activity

professional, either because of their acts or their omissions at work,

in accordance with your training, with the instructions of the Ministry

of Economy and Finance and with the provisions of article 39.2 of the Law

of Occupational Risk Prevention.

6. The worker is obliged to follow the teachings described in

Article 32.2 of this Convention and to conduct practices that are held

within the workday, computing as work time

cash, in the latter case.

Article 32. Rights and duties of the Ministry of Economy and Finance

on health and safety at work.

1. The Ministry of Economy and Finance will guarantee security

and the health of workers in all aspects related to the

work activity, in accordance with specific legislation and standards

that regulate it.

2. The Administration is obliged to promote, formulate and apply

an adequate policy on safety and health at work in their agencies

and job centers, as well as facilitating appropriate participation in

these workers ' subjects that they hire, when they change positions

of work, have to apply the implementation of new technologies,

equipment and materials that may cause risks to the worker himself, to

your colleagues or third parties.

3. A Prevention Plan will be developed in each workplace that

will evaluate all possible or existing risks, as well as measures

to be adopted and will be reviewed periodically and updated when

produce any changes to the working conditions.

4. The Ministry of Economy and Finance must prepare, prior to

consensus in the competent organ or organs, an organizational plan of

preventive activities for the entire Department, which will include memory

explanation of the economic cost of the same and its execution calendar,

in accordance with the eighth additional provision of the Prevention Act

of Labor Risks.

5. It will facilitate the realization of the tasks of the Delegates of

Prevention, assuring them the means to perform

correctly its functions.

6. Compliance with all obligations set out in the

regulations on the Prevention of Occupational Risks, as well as agreements

to be reached in the competent bodies on the subject.

Article 33. Prevention delegates and health and safety committees.

1. The Prevention Delegates are the representatives of the

workers with specific prevention functions; their

designation, number, credit schedule, competencies, faculties and training

will be in compliance with the Risk Prevention Act

Labor, and its development standards, as well as possible agreements

of a general character that may be adopted on such delegates.

2. The Safety and Health Committees, their constitution, composition,

scope of action, competencies and powers will be regulated by the

same way as the Prevention Delegates.

Article 34. Prevention services.

Regarding the Prevention Services, the Ministry of Economy

and Hacienda will abide by the provisions of the Law on the Prevention of Risks

Labor, norms and regulations of development to the effect.

Article 35. Wardrobe and protective elements.

1. Appropriate dressing room, as well as suitable premises for

change, for those jobs that by their characteristics

require it, according to what you set the standards you develop

this matter.

2. In accordance with the preceding paragraph, when the work activity

require, as appropriate costumes, the use of uniform (Ordinances),

the Ministry will be obliged to provide the worker, every two years,

one uniform for winter and one for summer, except for the first year of

incoporation to the service, in which you will be given two

uniforms

winter and two summer. In the event that no locales could be enabled

suitable or when other circumstances so advise, uniform

will be replaced by sufficient distinctive identification. The procedure,

use and possible replacement of such uniformity will be subject to study

newspaper in the field of CPVEI.

3. The Department will also provide workers

subject to specific work risks garments and protective elements

individual appropriate to the nature of the risk, not being obice for

that previously, by properly organizing the work and the media

appropriate collective protection technicians, have removed all

risks likely to be.

Article 36. Implementing measures.

Appropriate measures will be taken to remedy the conditions

toxic, painful or dangerous in the provision of work and, consequently,

will tend to remove the corresponding pluses, according to

with the Resolutions of the Competent Bodies demonstrating the

where there is no such use of the adverse conditions.

Article 37. Health surveillance.

1. The Ministry of Economy and Finance will promote the activities

necessary preventive measures for the conservation of workers ' health

and ensure periodic monitoring of the health status of all

workers covered by this Collective Agreement, with the periodicity

that is required based on the risks inherent in the work in the

terms provided for in Article 22 of the Risk Prevention Act

Labor.

2. Action and recognition shall be given priority status

specific doctors to target staff who are in jobs

whose conditions involve a higher level of disease risk or

accident.

3. The worker has the right to be notified of the results

integrations of any recognition that you are practicing; the

health surveillance and control, as provided for in the Prevention Act

of Labor Risks, will always respect the right to privacy and

the dignity of the worker's staff and the confidentiality of the entire

information related to your health status.

4. The Safety and Health Committees or, where appropriate, the Delegates

of Prevention, will collaborate in the setting of priorities to be made

reference in point 2 of this article.

CHAPTER 11

Employment promotion

Article 38. Retirements.

1. Within the policy of promoting employment in the field of

Administration, retirement will take place when the worker is satisfied

sixty-five years of age, committing the Ministry of

Economy and Finance to propose inclusion in the public employment offer

of the vacancies that occur for this cause, as long as it does not exist

legal obstacle.

2. The retirement age set out in general in the paragraph

previous will not prevent any worker from completing periods

of lack for retirement, in whose assumptions retirement will occur

when the worker completes those deficiency periods in the quote

to Social Security.

3. The Administration will anticipate procedures and procedures

corresponding from Social Security, so that no interruption occurs

between the cessation of the service and the beginning of the recovery of the pension that

corresponds.

4. Without prejudice to the above, the

worker, on a voluntary basis, may apply for early retirement

according to current regulations, without this being

derivative obligation for the Ministry of Economy and

Finance.

CHAPTER 12

Social Action

Article 39. Social action.

1. The Ministry of Economy and Finance will promote and manage

social action plans for all staff dependent on them in

a series of specific objectives are contemplated in different areas

(health, promotion and training, leisure, culture and sports, other actions

general social, etc.), aimed at achieving the well-being of the

worker dentro of his socio-labor environment.

2. To this end the achievement of the economic resources will be managed

required to allow a series of concrete actions to be carried out,

to be prioritized based on the budgetary resources that are

arrange.

3. Trade union plants which are signatories to this Convention

will participate in the Social Action Body that corresponds to the functions

following:

a) Make proposals for action.

b) Aporting criteria for the development of different actions.

c) Track and evaluate the plan.

Article 40. Deferred salary, salary advances and salary improvements.

1. The Ministry of Economy and Finance will manage, together with the

workers ' representatives, the ability to agree with the

banking and savings banks, consideration and concrete benefits

facilitated by such entities as compensation for the income of the

staff payroll, management and subsequent clearance.

2. The worker, and with their authorization their legal representatives,

you will be entitled to perceive, without the day being marked for payment,

salary advances on work already done, provided it was

included in previous payroll.

3. Without prejudice to the above, workers may apply for

from the

Human Resources Management Subdirection

Department and the General Human Resources Subdirectorate of the I.N.E.,

as applicable, non-accrual wage advances, the grant of which

will be subject to the following conditions:

(a) Such advances shall not be of interest and shall be achieved, as

maximum, the amount equivalent to two more base salary mensualities

the age complement that the worker can have

requester.

b) It will be an indispensable requirement to be able to apply for the salary advance

which the petitioner is included in the holding payroll,

at least, from the month before the application was formalized.

c) Return of advance amounts will be practiced by

deductions in the corresponding nonimas and from the second month

next to the grant of the preview and according to the rules

which are then pointed out:

1. If the advance granted is equivalent to an amount

base salary mensuality plus age, return will be performed

within the maximum period of ten months.

2. If the advance granted is equivalent to two

base salary mensualities plus age, return will be practiced

within the maximum period of twenty months.

3. In any case, workers may cancel advances

received prior to the set deadlines.

d) On the assumption that the worker who would have been granted

a preview will cause low in your job-as a consequence

of the extinction of your employment relationship, grant of any kind of

excess, grant of unpaid leave or suspension of relationship

work, with the exception of the temporary or

disability dimanent

license for delivery of non-returned

will be practiced within the same month as the mentioned

low.

e) The total maximum amount to be granted in advance payments

salary will be limited to the credit assigned to the effect for the Ministry

Economy and Finance in the State Budget Law.

It will be up to the Joint Commission to set the criteria for its

distribution and tracking of it.

4. In cases of maternity leave or temporary incapacity

legally declared, the Administration will pay a supplement to the

regulatory economic benefit up to 100 per 100 of the established salary

in this Convention. All within the limits of the wage bill.

5. Personnel who perform the military service or equivalent will have

right to 75 per 100 of the corresponding salary and 100 per 100

of the two extraordinary pages, when the data subject is in charge

child or children or first-degree relatives incapacitated, provided that

are economically dependent on that and are credited with not counting on others

economic means, subject to a report by the Joint Committee.

CHAPTER 13

Trade union representation

Article 41. Staff Center and Delegates Committees.

1. The number of members of each Center and Delegate Committee

of Personnel will be determined in accordance with the provisions of the

Articles 62 and 66 of the Staff Regulations, Royal Decree

Legislative 1/1995, March 24.

2. Each Committee of the Centre shall, wherever possible, provide

a suitable local, both in size and location and endowments,

to be able to develop your activities and communicate with workers,

as well as bulletin boards. Until you can have

a local for the Center Committees, with a unique character, will be placed

available to them a local appropriate for their meetings

also providing the office material needed for development

of its functions.

3. The Committee of the Centre shall meet, with the credit of hours

paid monthly of each member, at least every two months, or always

to be requested by one-third of its members or one-third of workers

represented. Its members shall be entitled to receive allowances and expenses.

of locomotion when called upon by the Administration. When

the call has been formulated at the request of the

Committee itself

Center, the maximum number of allowances to be paid annually remains

set to six, to which only members of that

are entitled

Committee that has its destination set to a municipal term other than the

venue for the meeting. The scales for the subscription of these

diets will be those that are set, for service fee credit,

in Article 60 of this Collective Agreement.

4. The members of the Center Committee, as well as the Delegates of

Staff at each job center, in order to perform their duties

representation, will have monthly business hours credit

retribuids that are then pointed out:

Up to 100 workers, twenty hours.

From 101 to 250 workers, twenty-five hours.

From 251 to 500 workers, thirty hours.

From 501 to 750 workers, forty hours.

From 751 onwards, fifty hours.

Members of the different Committees may accumulate hours

in one or more of its components, and in the case of

Delegates

Personnel may be accumulated in one of them

Delegates from the same center, with express individual written manifestation

of the transferor.

When there is a single Staff Delegate, and in the exercise of your

representation does not record the monthly hours credit, you may have

of the unused for the following three months of discontinuous form.

Accumulation of hours will require prior communication to the

Human Resource Management Subdirection to be moved

from same to the Address of the center or administrative unit that

corresponds, as to the number of people on which it falls and the

time periods in which it will be applicable.

Those workers who have union hours throughout

or part of your working day will receive the same rewards as

apply to the entire professional category to which they belong.

Each Staff Delegate or Business Committee member

will have a nominal and express accreditation, when required.

This accreditation will be returned by the interested party once this cessation

in the performance of its functions.

Article 42. Powers of the employees ' representatives.

1. The representation bodies mentioned in the previous articles

exercise, in the respective field, the powers that Article 64 of the

Royal Legislative Decree 1/1995, March 24, recast text of the

Workers ' Statute Act grants Committees and Delegates

of Staff.

2. Workers ' representatives will be informed with

periodicity and, where appropriate, consulted in the following subjects:

a) Professional classifications and complaints about them.

b) Template: Hiring, contract types.

c) Control, Performance, Pluses, and Raw Systems.

d) Provenance or deletion, if any, of pluses for jobs

painful, toxic, dangerous or similar in nature.

e) Sanctions and dismissals.

f) Social, health and safety and hygiene services at work.

g) Modification of the substantial working conditions, in the

terms laid down in Article 41 of the Workers ' Statute.

h) Internal promotion.

i) Vocational training.

j) Time and time modification.

Article 43. Guarantees of workers ' representatives.

Members of the Center Committee and Staff Delegates, such as

legal representatives of workers, will have the guarantees

recognized in article 68 of the Royal Legislative Decree 1/1995, of March 24,

recast text of the Law of the Workers ' Statute.

Article 44. Right of assembly.

1. Without prejudice to the needs of the service, and in accordance with

what is established in this respect in Article 77 of the Royal Decree

Legislative 1/1995, of March 24, recast text of the Law of the Statute of

Workers, workers will have the right to hold assemblies

with a maximum limit of fourteen hours per year within the work schedule

and without the call for them to be performed before

at the fourteen hours of each working day, to deal with issues that

affect, upon request, by whom or who have the power of

call, to the Head of the Centre in question, with forty-eight hours

in advance and with date specification, meeting time, place, detail

and order of business day to treat and specification of advisors or

union leaders of those who wish to be accompanied not to be

Ministry workers.

2. During the negotiation period of the Collective Agreement, it will be

to the provisions of Article 78 of the Royal Legislative Decree 1/1995, of

March 24, recast text of the Workers ' Statute Act.

Article 45. Union Sections.

1. Trade Unions or Confederations may set up Sections

Unions in accordance with their Statutes. The representation of the Sections

Unions will be held by active workers, according to the scale

established in the Organic Law 11/1985, of 2 August, of Freedom of Association.

The role of the Trade Union Delegate will be to defend the interests of the

Union or Confederation to which it represents, and affiliates to it,

and develop communication between the Unions and the Administration.

2. The Trade Union Delegates shall have the powers, guarantees and

functions recognized for them in Title IV of the Organic Law of

Trade Union Freedom, in Article 68 of the Workers ' Statute and

in Article 43 of this Convention. In particular:

(a) They shall be entitled to those referred to in Article 10 (3) of

the Organic Law on Freedom of Association.

b) Dispose of facilities to report directly, not in

assemblage regime, and during the working day to the members of your Section

Trade union, with a maximum of six hours per month, prior to communication to the

Head of the dependency.

c) Distribute brochures, newspapers, and labor or labor print.

d) Making the Administration aware of any failure

or irregularity to be observed in the workplace.

e) Like the members of the Staff Committees and Delegates,

Trade Union Delegates will not be able to be fired or sanctioned during

the exercise of their functions. If it were for other causes, it must be processed

contradictory case, with the formalities set in the

this Convention.

In order to facilitate the mentioned tasks, the Delegates are authorized

Unions to attend all authorized assemblies and meetings

of the Committees in their own work center. The travel expenses

will never be run by the Administration.

The Human Resources Management Subdirection will communicate

in writing to the centers to which the Trade Union Delegates belong

or workers ' representatives, the priority nature you have

the work of representation and union management in the field of work.

of the Department.

3. Without prejudice to the provisions set out in the preceding paragraphs,

Administration and trade union organizations will be able to agree systems

of accumulation of union hours in favor of one or more Delegates

Unions belonging to one of these organizations.

4. In no case can you add Delegate hours credits

Trade union with those that might correspond to your possible condition of

Committee member or Staff Delegate. The hours credits

of the Trade Union Delegates will not be able to accumulate to members of Committees

or Personnel Delegates or vice versa.

CHAPTER 14

Professional classification

Article 46. Nature of the classification.

1. The classification of the workforce must be carried out within

the categories, groups, and levels listed in the following article.

2. The relationship of professional categories contained in the present

Convention, does not assume obligation of its total coverage if, in the judgment of the

corresponding administrative organ, need and volume of work

of services do not require it.

Article 47. Professional groups.

Staff covered by this Convention shall be classified, agreed

with the developed jobs, in one of the following groups:

1. Administrative staff.

2. Laboratory personnel.

3. Architecture and delineation staff.

4. Conservation staff and miscellaneous trades.

5. Junior staff.

6. IT staff.

Article 48. Professional categories.

Within the different groups expressed in the previous article,

will include the following specialties and their corresponding levels:

Level

1. Group 1. o Administrative staff

1.1 Titled:

1.1.1 Top Grade Titled ................................... 1

1.1.2 University Diplomat ....................................... 2

1.2 Administrative:

1.2.1 Top Administrative ....................................... 3

1.2.2 Head of Control .................................................. 4

1.2.3 Official 1. or administrative ...................................... 4

1.2.4 Officer 2. or administrative ...................................... 5

1.2.5 Administrative Auxiliary ........................................ 7

1.3 Office Machine Specialists:

1.3.1 Microfilm Machines ................................. 6

1.3.2 Operator Machines ........................... 8

1.3.3 Telefonista ...................................................... 7

2. Group 2. o Laboratory staff

2.1 Laboratory Analyst ........................................... 4

2.2 Cleaning Auxiliary .............................................. 8

3. Group 3. o Architecture and delineation staff

3.1 Projected Delineant ........................................... 4

4. Group 4. o Conservation personnel and miscellaneous trades

Level

4.1 Encharged ......................................................... 3

4.2 Officer 1. o Trades ................................................. 5

4.3 Officer 2. o Trades ................................................. 6

4.4 Cleaners ................................................... 9

5. Group 5. o Subalternate staff

Subalternate. Specialties:

5.1 Ordinance ......................................................... 8

5.2 Ordinary Mozo .................................................... 8

5.3 Motorized Vehicle Driver ........................... 8

5.4 CICE Operary .................................................... 8

5.5 Dining bar assistant ........................................ 8

6. Group 6. o Computer personnel

6.1 Systems Technician .............................................. 1

6.2 Analist-Systems Manager ..................................... 2

6.3 Programmer ...................................................... 3

6.4 Informatic Monitor .............................................. 4

6.5 Computer Auxiliary .............................................. 5

6.6 Informatic Operator ............................................ 5

Article 49. Top or bottom category jobs.

1. Top jobs category:

When required by service, center, or drive needs

administrative can entrust your workers with the performance of

functions corresponding to a higher professional category than the one

ostenten, for a period not exceeding six months for one year and eight

for two. The performance of those top-category jobs will fall back

in workers of the same professional group, if any, and of the level

immediately below and will be performed on a proposal from the management center

in which the worker provides his services, prior to the Commission's report

Pariaria and with the authorization of the Undersecretary of the Department. In

this assumption, the worker will be entitled to perceive the difference

retributive between your category and the one that you are actually

authorize.

If these deadlines were exceeded, there would be a vacant job of

the same category must be covered through the procedures

for the provision of vacancies set out in this Convention. For the purposes

of Article 24 of the Workers ' Statute, the procedures of

provision of vacancies provided for in this Convention will be the only ones

allow the professional category to be modified.

2. Lower Category Jobs:

If for perentory or unpredictable needs of the activity

productive, the center or administrative unit will need to be assigned to a

worker to tasks corresponding to a lower category than the one that you have,

can only do so for no longer than one month within the same

year, keeping the pay and other rights of your category

professional and communicating previously and in writing to the worker and the

workers ' representatives, justifying such needs.

Article 50. Catalogue of jobs.

1. The catalogue of jobs of the workforce will be from

published knowledge with expression of posts covered and vacant, the

which may be modified in accordance with current regulations, at the initiative

of the Ministry of Economy and Finance, on the basis of the proposals

formulated by the different services, realizing it to

the social part of CPVEI.

2. In the case of the case of the case-law

the

of claims in the matter of professional classification, the organ

competent will start the corresponding catalog modification case

if there were to be.

3. In the first three months of each year the relationship will be made public

nominal work staff, with indication of categories, age

and destination and the catalog referred to in point 1.

Article 51. Incompatibilities.

Will be applicable to personnel affected by this Convention, the rules

contained in the legislation on the incompatibility of personnel to the service

of Public Administrations.

CHAPTER 15

Remuneration

Article 52. Base salary.

It is the salary that corresponds to the level of the worker according to the Convention

and the amount of which is specified in the corresponding salary table shown

in Annex I to this Convention.

Article 53. Seniority complement.

Workers will receive an age supplement for each

three years of effective services, generally for all

categories, from 3,078 pesetas per month.

Trienes will be perfected on the first day of the month when the

worker meets three years of effective or multiple services, in

the different Units of the Department, being abonables of trade.

In the extraordinary pagas will be paid by the Administration the triennium

complete that was perfected prior to the accrual date

of such pay.

Add-on amounts will be fixed and unalterable

consolidated age and will have the personal complement character

not absorbable old.

The time of service provided

be recognized, for the purposes of seniority

in the Ministry of Economy and Finance, under the labor link of nature

fixed or temporary, prior to entry into the category you hold,

or prior to changing the employment relationship, including the

contract workers out of the Convention.

Article 54. Other personal supplements.

The following are set:

1. Transitional personal supplement.

1.1 When a worker comes in to receive rewards

annual global top-ups to which you would have to apply the

Collective Agreement, in whose subjective scope is included, on an equal basis

category, function, age, and other determining conditions of the

salary, excess will be computed as a transient personal add-on,

this circumstance is already due to:

The existence of unilateral personal improvements in favor of the

worker.

Applying a Collective Agreement to a Worker whose Relationship

were previously governed by other labor regulations.

Structural changes involving the integration of Conventions

collectives.

1.2 Operate the compensation and absorption provided for in Article 26.5

of the Workers ' Statute on Overpay

personal, calculated as referred to in the previous paragraph,

for all retributive improvements, including change-derived

job position according to the following rules:

Increase in remuneration derived from negotiation of Conventions

or the economic update of those in force in 1986 and successive years.

Absorption of 50 per 100 of the increment corresponding to the category

of the worker, provided the increase is not greater than the general type

set in the Budget Act, as the growth limit of the

wage bill.

Remuneration increases that exceed the percentage set with

general character for the Administration. In this assumption, the absorption

will be 50 per 100 of the increase resulting from applying the general type

growth to the category to which the worker belongs and the entire

of the excess increase over that percentage.

Job Change Derived Increases that Involved

or non-promotion of category, recognition of new pluses, or

setting new salary concepts, except for

allowances, overtime and special bonuses: Absorption

100 per 100 increase.

2. Non-absorbable personal complement: Workers who

flaunts the top Administrative category will receive the add-ons

"ad personam" of non-absorbable character in the amount that is fixed in the

Annex II.

Article 55. Plus Convention.

The Plus Convention set out in Annex I to this Convention

Collective will not serve as a calculation basis for determining the amount of

the other salary add-ons defined in the same, consisting of

in a salary supplement that is attributed to certain categories

professionals based on their peculiar circumstances.

Article 56. Salary supplements.

I. Job add-ons:

The add-ons of jobs are those that you perceive

the worker who behaves a different concept of the job

stream. These supplements are functional and their perception depends on

exclusively from the exercise of the activity at the job

assigned, so they will not have a consolidable character.

The following concepts are set:

1. Add-ons of penosity, toxicity or danger: To the

workers who typically perform jobs that are declared

especially toxic, painful or dangerous, will be paid a supplement

equivalent to 10 per 100 of your monthly base salary as per Convention. All

this without prejudice to the fact that the Ministry of Economy and Finance is

adopt the appropriate measures to address the distressing conditions,

toxic or dangerous that resulted in these supplements. This

plugin will no longer be perceived when the causes that motivated

cease

his concession.

2. Complement of Nocturnity: The workers they perform

night work will receive a complement of nocturnity, except that the

salary has been established on the basis of night work by

their own nature, in accordance with the provisions of Article 36.2 of the

Royal Legislative Decree 1/1995, March 24, recast text of the

Law of the Workers ' Statute.

On the assumption that night work is not done normally,

the Nocturnity add-on will be collected proportionally to time

effective night work done.

The complement of nocturnity is set in a retribution

specifies 25 per 100 of the annual salary.

3. Time Availability Add-On: This Add-on

pay back the provision of work under time flexibility, tomorrow

and/or late, to tailor work times to exceptional

characteristics of certain services, in quanties and endowments

as set out in Annex II.

The perception of this add-on is incompatible with that of hours

extraordinary.

4. Tournicity Add-on: This add-on rewards the

provision of services on a shift basis, when so established. Al

same as the time availability add-on, will be constituted by

a certain fixed amount, determined their amounts and allocations in

Annex II and its perception will be incompatible with the possible complement

of Nocturnity.

5. Complement of special dedication: This supplement rewards

the provision of work outside of the ordinary working day, with

the purpose of serving the proper operation of a service and its

perception will be incompatible with time recognition

extraordinary. In the amounts and allocations set out in Annex II.

6. Start-up complement: This supplement rewards the

realization of the ordinary working day in fixed hours of tomorrow

and late, as well as Saturday morning, if any. In the amounts and

allocations as set out in Annex II.

7. Complement of special responsibility: It is the one who retributs

to those workers who perform, within their category

professional, posts that represent a special responsibility linked to the exercise

of certain activities, whenever any of the following are present

factors:

Degree of action autonomy of the function holder, as well as the

influence on the outcomes and importance of the consequences of the

management. The assessment of autonomy will be determined taking into account

greater or less hierarchical dependency on function performance

I developed.

Immediate and direct impact of the public service provided by the

holder of the position to the outside.

Managing public funds by reason of the job of the holder

of the function, factor for which assessment to be taken into account,

sales revenue volume, etc.

Command or Command Function. Factor for which the valuation shall be

Note:

a) Task ordering capability.

b) Interrelation capacity.

c) Nature of the collective.

d) Number of people over whom the command is exercised.

The special responsibility add-on can only be granted

when you have not been taken into account when determining the salary level

applicable to the job category. Therefore, the add-on can only

be granted to those positions that fall within their professional category include

such factors to a higher degree than the rest of the positions of the

same.

Also, the quoted add-on will not be consolidable and

will cease to be perceived when the causes that prompted its concession cease.

A Commission will be created to determine the criteria that they should

report the assessment of factors. The Administration will determine the

criteria to apply for granting this add-on.

In the award of job add-ons, the

Administration will previously hear from the Joint Surveillance Commission, Study

and Interpretation of the Convention, which will issue report with no character

binding.

The naming and quantification of these add-ons are listed in

Annex II.

II. Complement of residence: Workers residing in the

cities of Ceuta and Melilla will receive a residence supplement whose

amount is set at 25 per 100 of the corresponding base salary

to each worker. Shall not be considered for the purpose of calculating any

salary supplement, extraordinary pay and seniority. The workers

of Ceuta and Melilla that in application of previous Conventions have

more favorable conditions than previously noted

will receive the residency supplement that they came from, with the

increase that establishes, where appropriate, the General Budget Law

of the State.

For workers from the rest of Spain who came in perceiving

residency supplement will be maintained in your

current amounts, as a non-absorbable personal complement, as long as they are

maintain the residence that caused your accrual.

III. Job Quantity Add-on:

1. The amount of work supplement will be paid by those

capabilities that exceed the usual, made by people or groups

in periods and circumstances to be determined by the management center

corresponding, without prejudice to the provisions of Article 7.7.2.10 of the Convention.

2. The corresponding perceptions of the determining jobs

of this add-on will not be consolidable for the worker, or

will incorporate your job as an acquired right, voluntary improvement

or more beneficial conditions. Completing the tasks by the achievement

of the stated and paid objectives, any

shall be extinguished

right and mutual obligation in this respect.

In any case, an eventual individualized allocation of quantities

arising from the provisions of this paragraph III shall not entail acquisition

of any rights, since such assignments may not be fixed in

your individual or periodic amount on your accrual.

3. The allocation of this supplement can only be made as

to the procedure laid down in Article 61 of this Convention and with charge

to the credits previously included in the General Fund.

Article 57. Extraordinary pagas.

1. Workers covered by this Convention shall receive two.

extraordinary rewards, which will be payable on the amount of a

Base Salary Mensuality and Age Add-on and/or

non-absorbable personal replacement of consolidated age,

paid in the months of June and December.

2. For the purposes of calculating the payment of these rewards,

following definitions shall apply:

that the June period between 1 December will pay back

and 31 and May, and the corresponding December to the service period

between June 1 and November 30.

3. To the worker who has entered or ceased in the course of the

year will be paid the extraordinary gratification proportionally to the

time of services delivered from the semester in question, computing

the fraction of a month as a whole month.

4. Workers who provide their services on a shorter day

normal or for hours have the right to receive the same rewards

in proportion to the day they actually perform.

Article 58. Overtime.

Without prejudice to Article 22 of this Convention, the

extraordinary time value is based on the salary level

of the worker, according to table annex III.

Article 59. Forms of payment and settlement.

The remuneration of staff included in this Convention will be

comprised of the base salary and the different concepts defined in this chapter.

Payment of such remuneration will never be made later than the day

work on the last day of the month due.

The Ministry is obliged to pay the labour staff

properly document receipts and salary sheets, as

an official model, with specification of perceptions and discounts.

Article 60. Compensation for the service.

Compensation for service reason is governed by the rules

applicable to State officials. They are regulated by the rules

contained in Royal Decree 236/1988 of 4 March, or those which, in their

case, replace or review them, and which, in article 3.1, defines the concept

of Service Commissions.

They will be applicable to the collective contemplated in this Convention

causes that result in the accrual of diets and expenses, as well as the amounts

of expenses and procedures for legally established justifications.

The analog application of the Decree groups to the

levels

Convention is as follows:

Group 2, levelsIyIIdelConvention.

Group 3, levels III, IV, VyVIdelConvention.

Group 4, levels VII, VIII and IX of the Convention.

Article 61. General fund.

A general background is created, which will be distributed according to

proposals to be approved by CPVEI, under the conditions that for the Commissions

negotiations are outlined in article 89.3 of the Royal Legislative Decree

1/1995, recast text of the Law on Workers ' Statute. This

Fund will receive, until the signing of a new Convention, contributions

additional budget from exercise mass surpluses

subsequent and any other additional contributions collected by

the Administration, including those generated as a result of the

minoring of other costs.

Additional disposition first.

When the specific features of some jobs in

certain services make their provision imperative in cases of

sickness, licenses, permits or vacancies with post reservation, your coverage

will be done in accordance with current legislation, giving account to the

workers ' representatives.

Additional provision second.

Fixed staff who develop a work on a working day

incomplete will have the right to take the vacancies that occur

within the same full-time professional category, within

of the same location and in order of seniority.

Additional provision third.

In no case shall the provisions of this Convention be

interpreted in a restrictive way from legally recognized rights in

every moment to the workers.

Additional provision fourth.

On the assumption that the competent authorities, in the use of their

faculties, will not approve any of the covenants contained in the present

Convention, this Convention must be reconsidered in its entirety if any of

the parties so request.

Additional provision fifth.

Parties to this Convention assume the commitment of

respect and comply in all its fields with the clauses of it, under the

principle of good faith.

First transient disposition.

For personnel affected by the Ministry's Collective Agreement

of Economy and Finance, approved by Resolution of 8 August of

1985, which had the transient personal complement regulated, this one,

respecting this Convention, it will be absorbed from 1 January 1986,

and for a maximum period of ten years with any increase

retributive derived from the general established in future Laws of

Budgets, with those resulting from additional increases to the general

to bring their cause equally from General Laws as well as those

that respond to category promotions and add-ons by realization

temporary jobs higher.

The transient personal add-on, in the resulting amount

at December 31, 1985, divided by 10, resulting in

maximum amount to be absorbed in annual computation by antedchos

retributive increases, except those arising from additional increases to the

general to be referenced above that will in any case be absorbed

100 per 100. In this case, if the amount absorbed must exceed

the annual amortization fee, the transient personal add-on

resulting at December 31 of the corresponding year will be distributed

for the remaining cases up to ten in aliquot parts.

Second transient disposition.

The staff who, at the entry into force of this Convention, are

performing a job without owning the required degree for

the same will continue to occupy you with the same rights as you have

attributed.

Transitional provision third.

Agreements reached or reached in the Scope Table

decentralized of the Ministry of Economy and Finance, as well as, if applicable,

in any other Top Scope Table, they will be immediate application

in this Collective Agreement.

Transitional disposition fourth.

If this Convention was in force, any provision would be ruled out

legal that could affect its content, the Joint Commission will meet

in order to proceed to the appropriate modifications, all without

prejudice to pre-existing rights if they are not affected by the new one

regulations.

As a result of possible changes to labor regulations,

the parties to this Convention undertake to negotiate,

through the Joint Commission, the conditions of its application to the

staff.

Transient disposition fifth.

As a result of the entry into force of the

Royal Decrees 758/1996, May 5; 765/1996, May 20, and

1884/1996, of 2 August, by means of which the Ministry was deleted

of Trade and Tourism and its competences were assumed by the Ministry

Economy and Finance of new creation, and as a measure prior to an

future collective bargaining to unify the Conventions

pre-existing, currently in effect, in previous Departments

(Ministry of Commerce and Tourism and Ministry of Economy and Finance)

it is necessary to facilitate the mobility of labour personnel, with Conventions

Currently different collectives, in the scope of the new

Department, in order to get:

Harmonize the working conditions of the various collectives within

of a new General Framework in the Department.

Facilitate measures to rationalize human resources.

A better distribution of the troops to ensure their stability.

For all the above it is agreed transiently that the labor staff

affected by this Collective Agreement can get target in scopes

functional other than those that were, in their day, included in the scope of

application of the pre-existing convention with the following limitations and

conditions:

Between Units and Management Centers contemplated within

the new organic structure established by the Royal Decrees

mentioned above.

That mobility, both voluntary and service needs,

occur to perform professional functions equivalent to the

of the definition of your job category, taking into account the requirements

of the position to be developed, as well as addressing the features

professionals and employees of the worker.

That in the event of such movibilities, the conditions of

work, in particular regarding the remuneration, will be in all

cases which are recognised by the worker in his/her Convention.

That this transient disposition be extended to all Conventions

This Department's collectives and their different negotiating areas for

the workforce.

That with a preceptive character, and before they are informed

at the same time, the Joint Supervisory Committees,

Study and Interpretation of the Conventions affected by virtue of their scope

prior functional.

This transient disposition will remain effective as long as it is not

reach the unification of the different Conventions or the negotiation is concluded

of a new Collective Agreement.

Transitional disposition sixth.

Administration commits to study the structures of the

professional categories of those centers where it is deemed necessary,

as well as adopt the precise measures in order to an appropriate one

structuring of functions, and, where appropriate, professional reclassifications

from, in which process the representatives of the

workers at the Joint Commission.

Transitional disposition seventh.

The General Fund referred to in Article 61 of this Convention

is initially given 1,417,839 pesetas, from the surplus

of wage bill of the year 1996.

ANNEX I

1996 Pay Table

S. B. Indiv. (12 p.) Pesetas

P. E. Indiv. (2 p.) Pesetas

P. C. Indiv. (12 p.) Pesetas

Total Pesetas Categories Level

I Entitled toper....2.472.360 412.060 29.148 2.913.568

systems....2.472.360 412.060 29.148 2.913.568

II Diplomat

university................2.073,444 345,574 2.419.018

Analyst G. Systems. 2.073,444 345,574 178,752 2.597,770

III Adtvo. Upper er......1.0921.068 320.178 2.241.246

Programmer .........1.921.068 320.178 33.996 2.275.242

commissioning ............1.01.068 320.178 2.241.246

IV Of. 1. or Admtvo........1.834.956 305.826 2.140.782

Chief Control..........1,834,956 305,826 2.140.782

Delineant Project... 1,834,956 305,826 38.220 2.179.002

Computer Monitor. 1,834,956 305,826 2.140.782

Analyst lab. 1,834,956 305,826 2.140.782

V Officer 1. or official.....1.513.896 252.316 81,744 1.847.956

Official 2. or Admtvo... 1.513,896 252.316 81,744 1.847.956

Computer Auxiliary. 1.513.896 252.316 195.492 1.961,704

Operator

Informatic.................1.513.896 252.316 81,744 1.847.956

VI Officer 2. Or officials....1.462.056 243,676 1.705.732

oper. Maq. Microfilm. 1.462.056 243,676 1.705.732

VII Auxiliary Admtvo.....1.375.056 229.176 32.004 1.636.236

Telephone ...........1.375.056 229.176 1.604.232

VIII Aux. cleanup

laboratory................1.194,672 199.112 99.684 1,493,468

S. B. Indiv. (12 p.) Pesetas

P. E. Indiv. (2 p.) Pesetas

P. C. Indiv. (12 p.) Pesetas

Total Pesetas Categories Level

Maq Operator.

Reprod.............1.194,672 199.112 167.832 1.561.616

Subalternate (Cond.

V-M) ................ 1.194,672 199.112 99.684 1.493.468

Subalternate (operator

CICE) .............. 1.194,672 199.112 99,684 1,493,468

Subalternate (Ayte. bar

comed.) ............ 1.194,672 199.112 99.684 1,493,468

Subalternate

(Ordinance) .................. 1.194,672 199.112 99.684 1,493,468

Subalternate (Mozo

ordinary) ......... 1.194,672 199.112 99.684 1,493,468

IX Cleans....1.112.940 185.490 1.298.430

Average cleaner

day ............ 556.476 92,746 4.224 653,446

Cleaner fourth

day ............ 278.244 46.374 2.124 326.742

ANNEX II

Annual post salary supplements

(individual amounts)

The add-ons listed below, except not

absorbable, may be reviewed by CPVEI, respecting the following

conditions and criteria:

Quantis that are set individually cannot be modified

higher.

The amounts that, as a result of the review, are not assigned

individually, will be included in the General Fund that is regulated in the

Article 61 of this Convention.

The number of endowments for each add-on can be modified upwards

from the General Fund, provided the amount of the supplement

by professional category are identical for all your recipients.

The CPVEI will agree, under the conditions that for the Commissions

Negotiators regulate article 89.3 of the Royal Legislative Decree 1/1995, of

March 24, recast text of the Workers ' Statute Act,

the categories that can be perceived by each of the add-ons:

Starting day complement (207,000 pesetas). Number of

endowments: Two.

Special dedication complement (248,400 pesetas). Number of

endowments: One.

Time Availability Add-On (107,124 pesetas). Number of

endowments: Two.

Special Responsibility Plug-in:

Major goal manager: This is the category worker

Subalternate professional who is responsible for coordination and control of

a set of workers of the same category (amount: 166.152

pesetas). Number of envelopes: Two.

General Affairs Officer: It's that worker who has his

responsibility for the operation of some service (warehouses,

etcetera) or monitoring and controlling certain activities

general (shipments, general inventory realization, etc.).

The individual add-on, while performing this activity, will be

of 207,000 pesetas a year. Number of envelopes: Two.

Other special responsibility add-ons:

a) Titled upper (230.760 pesetas). Number of endowments:

Five.

b) University graduates (124,608 pesetas). Number of

endowments: One.

Turnicity Add-on:

Individual Pesetas Value

Number of envelopes

1. Officer .................................................. 201.204

4. Officer 2. o Trades (Of. Special CICE) .................... 153.132

6. Deputies (operator CICE) .............................. 134.076

8. Maintenance staff ............................... 172.368

Non-absorbable personal add-ons:

Individual Pesetas Value

Number of envelopes

7. Top Administrative ................................... 50,748

ANNEX III

Extra time value

Pesetas Level

1 2,843

2 2.506

3 2,347

4 2.113

5 1,877

6 1,776

7 1,580

8 1.409

9 1,331

ANNEX IV

Definitions of occupational categories of work staff

Group 1. o Administrative staff:

1.1 Titled:

1.1.1 Top Grade: It is who, in possession of the

corresponding Top Grade title, linked to the services of the

Department by reason of the title you own to perform the functions of your

academic level.

1.1.2 University Diplomat: It is who, in possession of the

corresponding academic or Middle Grade Technician's degree, this linked

at the service of the Department by reason of the title you own to perform

the functions of their academic level.

1.2 Administrative:

1.2.1 Top Administrative: It is who, with BUP title or

equivalent, under the dependency of the Chief Administrative Unit,

performs with initiative and responsibility in the offices of the Units

Administrative jobs for which knowledge is required

extensive administrative techniques. You can direct and adopt the measures

suitable for sorting and executing tasks, orienting and

distributing jobs for staff who-in their

casode may depend.

1.2.2 Control Chief: Under the functional dependency of the

Area

Department Security performs the following functions:

Sorting and distributing work to staff in the various groups

of control.

Input and output control of people, vehicles, material and goods

of the Ministry with corresponding registration.

Tailoring meaningful visitors ' statistical data,

individual or in groups.

Management and custody of car parks in the

Ministry.

Proposal and dispatch of control and parking cards for

cars.

Solution for incidents that occur on different doors and

car parks.

Collaborate on adopting solutions in case of emergency

produced by fires, floods, bomb threats, explosions,

etcetera.

How many others are estimated to be required in order to the security function

that they are entrusted with.

1.2.3 Official 1. or administrative: It is who, in possession of the title of

Higher or equivalent Bachelor, develops in the Units ' Offices

Administrative, those activities that require some initiative and

liability (payroll, file and file organization,

file momentum, preparation of statistical and analog data),

for which the appropriate knowledge needs to be in possession.

For the development of your functions, you can use computers and programs

user-level computing.

1.2.4 Officer 2. or administrative: It is who, in possession of the title of

EGB or equivalent, with initiative and restricted responsibility and

subordinate to a 1 Chief or Officer. a, performs secondary character jobs

that only require general knowledge of the administrative technique.

Taquimecanographs are included in this category with

knowledge of shorthand and typing at a minimum level of 100 words and 250

clicks per minute, respectively.

You will be able to assign arithmetic calculation functions according to

required titration and handling of calculating machines, being able to

use for the development of your computer programs and functions

at the user level will also perform input logging functions and

correspondence output.

1.2.5 Administrative Auxiliary: This is the one in possession of the title

EGB or equivalent, performs the following functions:

Drafting of citations and correspondence of processing.

Making of table, chips and printed.

Classification and cataloging of documentation.

Attention and guidance to the public.

typing and shorthand jobs according to the

knowledge required in admission tests, both on conventional machines

as in the text processing.

Handling of simple teletype machines.

Managing keyboards with screens and query jobs in

microcomputers, prior to professional training in assumptions that are

required, without these functions being either permanent or unique.

In general, administrative relief work for staff entitled or

co-responsible for administrative management.

For the development of your functions, you can require the use of

user-level computer programs.

1.3 Office Machine Specialists:

1.3.1 Microfilm Machine Operator: This is a worker who, with

EGB title or equivalent, you are responsible for the treatment of the

information and its transformation into embedded and archived microfilm, from

whose machines will be responsible for proper operation and use.

1.3.2 Reproducing machine operator: Is the worker

in charge of obtaining copies of an original according to the

required specifications. It is a function of the same to load the machine,

irons, cleaning the same for file, and doing the

precise manipulations.

1.3.3 Telefonista: You need to perform the following functions:

Attention to a telephone switchboard, establishing communications

with the inside and outside, scoring and transmitting how many warnings

receive based on the demands of the job.

Concurrent your work with the one of reception and information to the public

to the extent that it is compatible with your specific job.

In general, those other functions similar to those described

to be entrusted to them by their Chiefs.

Group 2. o Laboratory staff:

2.1 Laboratory Analyst: Who, with training equivalent to

BUP or EGB supplemented with Character Specific Training

professional, you are instructed to perform lab analysis with

corresponding preparation of samples and reagents, surrender of

results and fulfillment of reports related to your task and to

your professional category. You will use the appropriate technical material for this

what is available in the lab. You will be responsible for your use, care

and calibration of the laboratory equipment and equipment.

2.2 Lab Cleaning Auxiliary: This is the worker who runs,

according to instructions and with a high degree of dependency, cleaning tasks

and maintenance of equipment and equipment, as well as facilities

in which performs its functions.

Group 3. o Architecture and delineation staff:

3.1 Projected Delineer: It's the worker who, with the titration

corresponding and under the orders of the Head of Delineation, if any,

performs the graphical development of all projects and projects in

studies.

Group 4. o Conservation staff and various trades:

4.1 Loaded: It is the professional with direct command over one or more

specialized workers performing the sorting functions,

control and sail through the good work of the works.

4.2 Officer 1. o of Office: It is the one who is in possession of the

knowledge, experience, constitutive of your craft, performs the functions

that for that craft are detailed in the Application Labor Ordinance

specific in each case, and those that are entrusted to you with character

elementary supplementary in relation to the overall conservation of the

facilities of the buildings where they perform their professional activities.

4.3 Officer 2. o of Office: It is who, being in the possession of the

knowledge and experiences of your craft, plays the

own functions, which, if any, are detailed in

labor ordinances or application rules specific to each case.

You will also perform those that are entrusted to you with character

elementary supplementary in relation to the overall conservation of the

facilities of the buildings where they perform their professional activities.

CICE Specialized Officer Specialty is recognized within

of this category. The functions that correspond to that craft

are as follows:

Following the instructions of your CICE superiors will perform the

auxiliary tasks, consisting of sampling, separation,

collection, transport and opening of packaging or packaging of goods

subject to quality inspection, export and import, collaborating

in your stowage and desestiba, and in performing the auxiliary tasks of

laboratory and administrative subsequent inspection, such as

sealed, marked, count, and rechaces, filled in

certifications, collection and delivery of other supporting documents

corresponding, being able to use for the development of your equipment functions

and user-level software.

They will be responsible for maintaining the facilities and premises in the

due conditions of use.

4.4 Cleaner: Is the worker or worker in charge of the

cleaning services of premises, of the dedicated work centres

to offices, warehouses, labs, and other dependencies, or

changing rooms or ropers.

Group 5. o Subalternate staff:

Subalternate: Is the worker, in his/her uniform case, who performs the

next taras according to your craft.

Specialties:

5.1 Ordinance: This is the uniformed worker who performs the

following tasks: Surveillance and custody in general; receipt and information to the

public; carrier and transport with vehicles, clothing and delivery of

current packets and notifications; postage, deposit, delivery, pickup, and

distribution of correspondence and packages; performing the orders you are given

entrusts in and out of the building; material loading and unloading

non-inventorable office; handling of simple reproductive machines,

at the service of an Administrative Unit and outside the scope of

specific facilities for reprographics, opening and closing of premises,

taking care of the keys in the centers where necessary and so be available

by the Head of the same, as well as those other functions of nature

similar to the ones described to you.

5.2 Ordinary Mozo: Is the worker in charge of performing tasks for

whose execution is fundamentally required for effort input

physical, as well as moving, storing and distributing the material

used in the Department.

5.3 Motorized Vehicle Driver: It is the worker who, in

possession of the corresponding driver's permission, runs the functions that

order the Head of your Unit, in relation to movement and custody

of vehicles and delivery functions, within the locality where it is located

your job.

5.4 CICE Operary: It is the worker who, following the instructions

of your CICE superiors, perform auxiliary tasks such as taking

samples, collection, transport and opening of packaging or packaging of the goods

subject to quality inspection, export and import,

collaborating, if any, in the stowage and desestiba, in the realization of the

lab, seal, and document collection auxiliary tasks

corresponding justifications; care to keep in due

conditions of use and cleanup of facilities and premises on which it is performed

such inspection.

The CICE Operator circumstantially will also perform the

own functions of the Ordinance in those centers where it does not exist

staff in that category or the holder is absent by any

reason.

5.5 Bar-dining assistant: This is the worker who, in the possession of the

food handler meat, has care as a mission

own of the small kitchen and bar attention and whose work is done

within the Department's dependencies.

Group Sixth. IT staff:

6.1 Systems Technician: Who, in possession of the degree title

Superior or equivalent, preferably by the one obtained at a School

Superior or Faculty with a Computer Specialty, is responsible for the

following functions:

Analyzes detailed aspects of systems, including requirements

input and output, information flows, hardware needs, and

"software" and alternative troubleshooting methods.

Analyzes the existing basic "software" and determines the configuration

optimal required by the installation.

Elaborates the standard procedures for development and

maintenance of basic "software".

Leads the design, programming, testing, and maintenance of the

"software" basic or support.

Defines system security and control procedures.

Schedules the modification and installation of the new basic "software"

ensuring their adaptation to current systems.

Monitors the control over the applications in operation and their impact

on the system.

Implements basic "software" changes or modifications

minimizing adverse effects on production operations or

systems in development.

Performs how many activities are entrusted to you in relation to the mission

of the position and for which you have the knowledge and experience or the

required training.

6.2 Analist-Systems Manager: It is who, in possession of the

title

Average or equivalent grade, has the following in charge

responsibilities:

Runs application development projects functionally.

Monitors the development of application documentation and

the user's operating manuals.

Monitors the maintenance of applications in operation through

of the necessary modifications and tests.

Monitors user training in new applications or

modified.

You are responsible for planning the jobs to be performed, organizing them

conveniently to ensure optimal utilization of the

computer systems.

Analyzes the applications in exploitation to identify problems or

for optimization.

Analyzes the needs defined in the functional and design analysis

of the logical system through the specifications.

directs the deployment and exploitation of communications networks.

directs the development and use of databases.

Develops the standard procedures for the tasks of

programming.

Performs how many activities are entrusted to you in relation to the mission

of the position and for which knowledge and experience is possessed or

the required training.

6.3 Programmer: Who, in possession of the BUP title or

equivalent, has among its functions:

Designs, encodes, installs, and maintains basic "software" programs

or support.

Assists the System Manager Analyst in manual processing

technical specifications and procedures for the use of

personnel

Exploitation, Programmers, and Users.

Identifies operational problems in basic "software" programs

and introduces the necessary modifications.

Documents the programs, including the

operations manual

applications.

Updates and modifies existing programs from

detailed specifications.

Supports the System Manager Analyst in Deployment and Exploitation

of the communications networks.

Supports the System Manager Analyst in development and utilization

of the databases.

Evaluates the incidents that occur in the operations of

exploitation.

Performs how many activities are entrusted to you in relation to the mission

of the position and for which you have the knowledge and experience or the

required training.

6.4 Computer Monitor: Who, in possession of the BUP title or

equivalent, has among its functions:

Performs elementary diagnostics to identify operational problems.

Detects and subsates the operational problems produced in the

data transmission.

Evaluates the "hardware" and "software" needs of computing.

Monitors the technical assistance provided to the user and the resolution of

problems and incidents in relation to the "hardware" and "software" of

computing.

Performs how many activities are entrusted to you in relation to the mission

of the position and for which you have the knowledge and experience or the

required training.

6.5 Computer Auxiliary: Who, in possession of the BUP title or

equivalent, has among its functions:

Collaborates on the installation and tuning of the

hardware

computing.

Shape the user in the use of "software" tools and in

the use of computer equipment.

Assists the user in resolving operational issues that

have with the basic "software".

Performs how many activities are entrusted to you in relation to the mission

of the position and for which you have the knowledge and experience or the

required training.

6.6 Computer Operator: Who, in possession of the EGB title

or equivalent, performs the functions of:

Runs the operating tasks of the peripheral units.

Performs media library control and maintenance

magnetic (disks and tapes).

Controls the quality of execution of the jobs.

Interprets the messages from the system or the

logical support

programs and applications; performs the actions required for handling

programs and applications.

Watches the execution of computer jobs.

Performs how many activities are entrusted to you in relation to the mission

of the position and for which you have the knowledge and experience or the

required training.