Having regard to the text of the State Collective Convention on Security Enterprises (code number 9904615), which was signed on 23 March 1998, on the one hand, by the business associations APROSER, FES and ACAES, representing by the FES-UGT and SIPVS trade unions, representing the labour collective concerned, and in accordance with the provisions of Article 90 (2) and (3) of the Royal Decree-Law 1/1995, of 24 June 1995, of the March, for which the recast text of the Law of the Workers ' Statute is approved, and in the Royal Decree 1040/1981 of 22 May on the registration and deposit of Work Collective Conventions,

This Work General Address agrees:

First. -Order the registration of the aforementioned Collective Agreement in the corresponding Register of this management center, with notification to the Negotiating Commission.

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

Madrid, May 22, 1998. -Director General, Soledad Cordova Garrido.

COMPANIES ' STATE COLLECTIVE AGREEMENT

SECURITY 1997-2001

EXPLANATORY STATEMENT

First. -Law 23/1992, of July 30, of Private Security (LSP), has carried out an intense and extensive reform on the provision of private security services, paying special attention to the staff of the companies of security. On the one hand, the Law modifies the professional structure of workers in the sector; it redefines the professional categories and their functions by converting the Security Vigil into the type of private security companies. On the other hand, it conditions the performance of the functions of the security personnel to the prior obtaining of the appropriate qualification granted by the Ministry of the Interior. Article 10.1 of the LSP, which qualifies this act as an administrative authorization, thus establishes its non-compliance with the catalogue of infringements.

However, the LSP did not proceed with an immediate implementation of the reforms introduced in the legal status of personnel who exercise protection functions on behalf of and under the dependency of private security companies. The Law and its implementing rules established, on the contrary, a series of interim forecasts aimed at facilitating the transit of the old to the new system of legal management of security personnel.

In this sense, the third transitional provision of the LSP established that the personnel who have been carrying out functions of surveillance and control within the buildings with the professional denomination of Guarda de Security, Controllers or other similar signification would have to have a period of two years for obtaining the corresponding rating, computed from the entry into force of the provisions of the relevant regulatory development to the qualification for the exercise of the profession of Security Vigilante.

Under the regulatory power conferred by the LSP, the then Ministry of Justice and Home Affairs, by Order of 7 July 1995 ("Official State Gazette" of 17), entrusted the Secretariat of the Interior with the of certain aspects relating to private security personnel, it was commissioned by the Secretariat to do so by Resolution of 19 January 1996 ("Official State Gazette" of 31). The transitional provision of this particular Resolution provides for the transitional provisions laid down in the LSP, transforming at a certain date the beginning of the calculation of the time limit set by the LSP. Thus, given that the merited resolution entered into force on 1 February 1996, the date of the day following its publication in the "Official State Gazette", the two-year period laid down in the transitional third of the LSP expires on 1 February 1998. From this date, the Security Guards and other personnel who have been carrying out functions for the protection and control of buildings without having to have the qualification requirements provided for in the legislation prior to Law 23/1992, will have to prove to be in possession of the regulated habilitation in this legal body. Otherwise, such staff may not continue to carry out the duties.

Second. -On 28 March 1994, the associations of companies in the security sector APROSER-AESE, ACAES and FES, on the one hand, and the trade union organizations CC.OO, USO, UGT and SIPVS, on the other, signed the Collective Agreement National of Safety Enterprises (CCNES-94) (Official Journal of the State of 4 May 1994). Expired on 31 December 1996, the Convention has since then entered into a period of validity extended throughout its legislative content until it has been replaced by another of its own scope and effectiveness (Article 4).

Given the date on which CCNES-94 was concluded, the parties that negotiated it were present and valued the new legal regulation of the private security personnel established by the LSP. However, and in view of the intertemporal rules set out in the third transitional provision of this legal text, and already commented, it is logical that the Convention will also choose to move the provisions of the provisions of the transitional arrangements for the adaptation to the collective contractual framework of the requirements arising from the new legislation.

In this regard and in accordance with the provisions of the last paragraph of the transitional provision, the parties agreed to leave expressly agreed for the Collective Agreement which was signed in 1997, since for that year all workers who have been acting as security guard, controller or similar, shall be entitled to be the security guard, the only legal figure existing for that year, such workers shall receive the remuneration which they for that year 1997 are agreed for the Security Watchers, perceiving the (a) a risk-based advantage when performing its functions with the regulatory weapon.

Third. -Denunciated and defeated the CCNES-94, the parties, business and union, with legitimization in the sector, proceeded to constitute the corresponding deliberative table, which was responsible for leading the negotiations that concluded in the the signing and signing of a new State Convention on Security Enterprises.

After long and not always easy deliberations, the present Convention has succeeded in completing the renewal negotiations of the previous 1994 Convention. This new Convention, which has the same general effectiveness as the former and with an area of identical territorial application, must be understood, in the light of the representation of the signatory parties, to all the legally intended effects, as the collective norm that comes to replace the precedent. Consequently, and once it has entered into force, the 1994 Convention has been repealed in its entirety (Article 86.4 of the Law on the Status of Workers).

In addition to having renewed the contractual framework, this Collective Agreement serves a second and important purpose. It is the adaptation of the sectoral collective bargaining to the modifications introduced by the LSP and other norms of development in the legal management of the personnel in the service of the private security companies. Without reiterating the ideas that have been put forward previously, the most significant novelty of the legal reform on the legal status of workers in the sector is to have carried out a restructuring of the professional categories and their functions, erecting the Security Watcher in the type-employment.

This is the category to which, in short, the entire staff who perform typical protective functions, as described in Article 11 LSP, are assigned. In this category, the CCNES-94 operating personnel, both the sworn and the unsworn, are framed in the end. This simplification of professional categories will, as from 1 February 1998, produce a very similar effect to the effect of unification. That has probably been the objective pursued by the legislator.

However, the labor consequences do not stop in the field of the professional structure, they extend their field of affectation to the salary field. If, as from 1 February 1998, all employees assigned to protection tasks are assigned, for the same purpose, to the same and the same professional category, the unification of functional tasks is associated with the equal pay. This was precisely the effect already detected by the signatories of the CCNES-94, and this was also the compromise reached by them for their implementation in the replacement Convention.

Fourth. -In its already mentioned condition of renewal agreement of the previous one of 1994, the present Convention has proceeded to confront and to give solution to the problems planted by the new legal order, as well as to concretize the compacts subscribed at the time.

The membership of all the operational staff of the security companies in a single professional category, called the Security Vigilante, and in which the old categories of sworn and unsworn personnel converge, and the introduction of a principle of equal pay for all this collective is a problem which the parties to this Convention have wanted to resolve on the basis of the search for formulas for coordination and compatibility of two budgets or premises, considered structural.

It was decided, first, that the reference salary for the new category of Security Vigilante was to be the one corresponding to the previous Security Jury Vigilante. The equalization of the collective extinguished of non-sworn personnel has not, in reality, been intended to be based on the salary corresponding to a figure hitherto not contemplated, but on the basis of the quantitative levels already achieved by the employees who had an entitlement, issued in accordance with the legislation repealed by Law 23/1992.

The second budget that the recognition of the principle of equal pay had necessarily to respect in the defence of the volume of employment in the sector. The representations of private security companies and trade union organizations, as representatives of the workers in the sector, coincide in proclaiming the guarantee of employment as the main good to preserve in every process. of collective bargaining. In a situation such as the present of good economic performance, but high unemployment rates, all measures taken by the social partners must be aimed at preserving employment and, if possible, to increase it. The signatory parties wish to express the view that it is essential to avoid the adoption of measures introducing a reasonable risk of destruction of employment.

It is in this context that the solution adopted to the commitment of equal pay treatment of all the operating personnel must be considered. In the view of the signatories, the agreed formula is able to bring together in the most demanding and rigorous manner the budgets which, from the outset, defined the negotiating framework for equalisation. On the one hand, the equalization is done with respect to the current category of Security Vigilante, in which the previous Vigilant Jurors enter immediately, from the salary perspective. The Convention is therefore on a horizon of irregressivity of the economic levels achieved for certain categories of workers, levels which act as references to the process of equalization. But, on the other hand, the aforementioned equalization is realized in such a way that its economic effect, calculated at around 22 per 100, can be dispersed throughout the period of validity of the Convention and, therefore, to cushion the consequences of the important increase in labour costs on the level of employment.

The signatories have agreed to carry out a gradual equalization, considering that it avoids endangering thousands of jobs in the sector. First of all, and if the wage increase had been absorbed by the security companies, without having an impact on the client companies, a good number of the companies would not have been able to face the new labour costs, opting for the closure or, where appropriate, the reduction of the template. But secondly, and having shifted the cost to the client companies, they would have proceeded-as some have already warned-to denounce contracts and to reduce services, with the consequences resolutely negative, once again, for the employment of the sector.

With the formula designed, in short, satisfaction is given to the different interests, individual and collective, present in the negotiations, and it is also done from positions marked by solidarity. Legal imperatives are met; contractual commitments are embodied; the economic rights already acquired are respected, and the level of employment is preserved. And all of this, of course, is, in a horizon of progressive and increasing wage equalization, that will be consumed the year of expiration of the signed pact.

CHAPTER I

Article 1. Scope of application.

This Collective Agreement establishes the basis for relations between security and security companies and their employees.

Article 2. Territorial scope.

The rules of this National Collective Agreement will apply throughout the Spanish territory.

Article 3. Functional scope.

All companies engaged in the provision of surveillance and protection of any kind of premises, goods or persons, as well as escort, transport or transfer services are included in the scope of this Convention. with appropriate means and vehicles, deposit and custody, handling and storage of flow rates, funds, securities, jewellery and other valuable goods and objects which require surveillance and protection which such undertakings provide in a primary manner.

This Collective Agreement will also govern companies that provide surveillance and protection services through the manufacture, distribution, installation and maintenance of electronic, visual, acoustic or Instrumental.

They may also benefit from this Convention, exercising their right of accession provided that they are not affected by another, those other companies engaged in activities related to or related to the above described.

Article 4. Temporary scope.

This Convention shall enter into force on 1 January 1997, irrespective of the date of its publication in the Official Gazette of the State, and shall remain in force until 31 December 2001 and shall be extended in full this Convention until its replacement by another of its own scope and effectiveness.

Article 5. Denunciation.

The denunciation of this Convention shall be automatically understood at the time of its expiration, in this case, on 31 December 2001. However, the Negotiating Commission will be set up in the first week of November 2001.

Article 6. Personal scope.

The entire National Collective Agreement shall be governed by the totality of the workers who provide their services in the companies within the functional scope expressed in Article 3.

As for the high charges, the provisions of the specific provisions applicable to these cases will apply.

Article 7. Unit of Convention.

The conditions agreed upon in this Collective Agreement shall constitute an organic and indivisible whole.

Article 8. Compensation, absorption and "ad personam" guarantee.

The conditions contained in this Collective Agreement are compensable and absorbable with respect to those that were previously governed, estimated in their entirety and annual computation.

As these are the minimum conditions for this National Collective Agreement, the previously established superiors will be respected, examined as a whole and on an annual basis.

Article 9. Joint Committee.

A Joint Commission is constituted, whose functions will be the following:

a) Interpretation of all the articles of this Convention.

b) a mandatory conciliation, in collective disputes involving the interpretation of the rules of this Convention.

1. In such cases, the question referred to in the proceedings before the Commission for Interpretation, Conciliation and Arbitration shall be raised in writing, which shall necessarily meet within 15 working days from the date of receipt of the letter, To issue a report within a further 15 days.

2. To establish the binding nature of the statement of the Commission in the arbitration of the problems or issues arising from the application of this Convention which are subject to it by agreement of both parties and whenever the pronouncement occurs by unanimity of the members in attendance at the Joint Committee.

3. The composition of the Commission will be composed of four members of the employers ' representation and four of the trade union members of the Collective Convention, with two members each appointed.

4. The Commission fixes the home of Aproser as the seat of the meetings. Any of the components of this Commission may convene such meetings. The convening party shall be obliged to communicate to all the components, by registered letter with acknowledgement of receipt, within seven days prior to the call.

5. Each representation (of companies and workers) shall take its decision by a simple majority of votes.

6. In order for the meetings to be valid, a minimum of two members will have to attend the meetings for each of the two representations, being duly convened, as specified in paragraph 4 of this article.

c) Tracking the implementation of the agreed upon.

CHAPTER II

Organization of work

Article 10. General principles.

The practical organization of work, subject to this National Collective Agreement and the legislation in force, is the faculty of the company's management.

Without the authority that corresponds to the Directorate, the representatives of the workers will have functions of information, orientation and proposal regarding the organization and rationalization of the work, compliance with the Staff Regulations and other legislation in force.

Article 11. Standards.

The organization of the job comprises the following rules:

a) The determination and demand of an activity and a performance for each producer.

b) The award to each producer of the number of items or the necessary task corresponding to the minimum performance required.

(c) The establishment of working standards to ensure the optimal performance and safety of the services ' own services, establishing the award table and appropriate penalties for compliance with or non-compliance with such standards. rules.

(d) The requirement of care, prudence, cleanliness, surveillance in clothes, beings, tools, weapons, vehicles and other elements that make up the personal equipment, as well as the other facilities and similar goods of the company and its clients.

e) The mobility and redistribution of the company's staff, typical of the activity, through the establishment of changes in jobs, movements and transfers that demand the needs of the organization of the production, in accordance with the conditions agreed in this Convention.

In any event, the professional category will be respected and such authority will not be able to pass on its economic injury to the affected worker.

(f) The fixing of a formula for the calculation of remuneration in a clear and simple way so that workers can easily understand it, even in cases where a remuneration system is applied with incentives or premiums.

g) Realization of work methods, staff distributions, change of functions, professional qualification, remuneration, whether with incentives or without, quantity and quality of work, reasonably (a)

(h) the maintenance of the labour organisation standards, both at the individual and collective level, emanating from this Convention, at the individual level, including in the case of the worker's disagreement, expressed through his/her representatives, such rules shall be maintained as long as there is no conflict resolution by the competent authority. At the level of collective conflict, the maintenance of the rule or rules that motivate it shall be suspended until the decision has been made by the competent authority, without prejudice to the mandatory conciliation provided for in Article 9, paragraph 1. (b) of this Convention, except in cases of urgency or imperative need to jeopardise the continuity of the provision of services.

CHAPTER III

Work Capability

Article 12. Training.

The signatory parties assume the full content of the Agreement of Accession to the Second National Agreement on Continuing Vocational Training of 14 January 1997, signed between the employers ' and trade union organisations in the June 1997 and published in the "Official State Gazette" of 23 June 1997, committing themselves to the necessary acts for the faithful fulfillment of both agreements.

The Joint or Joint Committee of the Second National Agreement on Continuing Vocational Training in the Private Security Sector is empowered to develop as many initiatives as are necessary and conducive to the implementation of the The agreement was concluded as part of the National Agreement on Continuing Training.

When the compulsory training activity is carried out outside the working day, the hours employed in it shall be paid to the worker in the amount laid down in Article 13 (7) of the Continuing Training Agreement.

When, in these cases, the worker must move through his or her own means, the posting will be paid in the intended form.

The undertakings which under the national agreement are subject to the procedure laid down in Article 11 of the Agreement must inform the representatives of the employees of the vocational training plans to be carried out under the general objective of the best adaptation of the company to market circumstances.

Article 13.

The confidential nature of the provision of the service makes it particularly necessary for workers subject to this National Collective Agreement to maintain with special rigour the secrets relating to the exploitation and business of their companies and those to whom the services are provided, all in accordance with the provisions of the legislation in force.

Article 14. Subrogation of services.

Given the special characteristics and circumstances of the activity, which demand the mobility of workers from one another, this article aims to guarantee the stability of the employment of the workers in this sector, although not stability in the workplace, with clear differentiation between subrogation of surveillance services and/or of transport of funds, on the basis of the following rules:

A) Surveillance services: When a company ceases to award the contracted services of a customer, public or private, by termination, for any cause, of the service lease, the new company In any event, it is obliged to subtract in the contracts of the workers attached to that contract and place of work, whatever the modality of hiring of the same and/or category of work, provided that a minimum actual age, of the workers concerned in the service under subrogation, of seven months immediately prior to the date on which the subrogation occurs, including in that period the statutory absences of the worker of the subrogated service.

Also, the subrogation will proceed when the age in the company and in the service match, even if that is less than seven months.

Likewise, the subrogation will proceed when there is a change in ownership of the facilities where the service is provided.

B) Transport of funds: The company will determine, in accordance with the representation of the employees, the number of services provided, or "stops", which have been carried out, in the entities which are the subject of the subrogation, during the seven months immediately preceding the date of the subrogation. Such services shall compute to determine the number of workers to be subrogated according to the following rules and assumptions:

B) .1 Populations of more than two hundred thousand inhabitants: The number of services provided between seven, and the resulting average of six, will be divided.

B) .2 Populations of less than two hundred thousand inhabitants: The number of services provided between seven, and the resulting average between four, will be divided.

B) .3 Common rules to B) .1 and B) .2: In both cases:

(a) The resulting amount, which is the monthly trading day, shall be divided between 164,45 hours, with the ratio of that operation being the number of workers to be subrogated, multiplied by the vehicle's endowment Armored.

The quotient will be incremented in an integer when it contains decimal equal to or greater than five tenths.

However, if the previous rule had been applied, the resulting figure would be less than 0.5 per 100, and consequently no staff subrogation would be carried out if the new undertaking awarded the the following twelve months the award of services that the same undertaking has ceased, this figure before will be, in any case, added to the new figure resulting from the effects of subrogation of the staff.

(b) Only full crews may be subrogated, without prejudice to paragraph C) .1.4 of this Article.

(c) For the determination of the workers to be subrogated, the representatives of the workers and the management of the company will be agreed upon. In the absence of agreement, the drawing-up, by category, shall be carried out in the presence of the workers ' representatives.

C) Obligations of the ceasing and adjudicating undertakings, common for A) and B):

C) .1 Adjudicataria cesante: The company ceasing in the service:

1. It shall notify the staff concerned of the termination of the service lease contract, as well as the name of the new contracting authority, as soon as it has formal knowledge of one and other circumstances.

2. It shall make available to the new award-winner, in advance of at least three working days before the service is provided, or in the same period of time since it has been formally informed of the award, if it is later, the documentation that later relates:

(a) Certification in which workers affected by the subrogation must be registered, with first and last names, date of birth, name of the parents, marital status, national identity document, number of affiliation to the security Social, family situation (number of children), nature of employment contracts and professional category.

(b) Photocopy of the payrolls of the last three months, or lower period, as appropriate.

c) Photocopies of TC1 and TC2, of social security contributions, of the last three months, or lower period if you proceed, with accreditation of your payment.

d) A photocopy of the work contracts entered into, when they have been concluded in writing.

e) Fotocopies of the professional card, professional identity card and, if applicable, arms license.

(f) Any other document that comes or is required for such purposes, necessary or prescriptive, by the incoming adjudicatary.

3. You must attend, as a unique and unique obligation:

(a) Payments and fees arising from the provision of the work up to the time of the cessation of the award, and

(b) The liquidation by all the concepts, including holidays, since the subrogation only implies for the new company to be awarded the obligation of the maintenance of the employment of the affected workers.

4. It will have the power to stay with all or part of the workers affected by the subrogation.

5. It shall be liable for the consequences arising from the falsehood or inaccuracy of the fact that the information provided may be produced by the contracting undertaking, without prejudice to the reversal of the said information from the workers unduly subrogated.

C) .2 New award: The service would be awarded by the service:

1. The worker must respect all the employment rights which he or she has recognised in his previous undertaking, including seniority, provided that they come from agreements or legal agreements which have been brought to his attention, together with the documentation relevant.

2. The binding nature of the subrogation does not disappear in the event that the lessee of the service suspended or reduced the subrogation for a period not exceeding 12 months, if the undertaking ceases or the employees, whose employment contracts are have decided, or not, on the grounds of this suspension or reduction, to prove, within 30 days after the expiry of the period referred to above, that the service has been restarted or extended by the latter or by another undertaking.

D) Subrogation of employee representatives:

Members of the Business Committee, Staff Delegates and Trade Union Delegates may, in any case, choose to remain in their company or to subrogate themselves to the successful undertaking, except in the following cases:

(a) That it would have been expressly hired for the work or service determined for the center affected by the subrogation.

b) That you have been specifically chosen to represent the workers of the work center object of subrogation, provided that it affects the entire staff of the center.

c) That the subrogation affects all the workers of Article 18, group IV of the productive unit.

In these cases, the Staff Delegates, members of the Business Committee and the Trade Union Delegates will also be subrogated to the new company that will be awarded the services.

CHAPTER IV

Staff Classification

SECTION 1.A CLASSIFICATION ACCORDING TO PERMANENCE

Article 15.

Depending on their duration, employment contracts may be concluded for an indefinite period of time, for a given duration and for any other form of employment contract authorized by the legislation in force.

It shall be contracted personnel for a given work or service whose mission consists in attending to the performance of a particular work or service within the normal business of the undertaking.

This type of contract will be resolved by the following causes:

When the work or service is finished.

When the customer resolves the service lease, whatever the cause, without prejudice to the subrogation figure set out in the previous article, in the event that another security company exists Adjudicataria.

When the service lease is partially resolved by the customer, an equivalent partial extinction of the work contracts attached to the service will automatically occur.

For the purposes of determining the workers affected by this situation, the least-seniority will be chosen first, and the case of having the same, the family burdens will be assessed, and in any case the representation of the workers will be heard. workers.

It will be possible staff who have been hired by the companies to provide services to meet the circumstantial requirements of the market, accumulation of tasks or excess of orders, even in the case of the activity (a) the normal value of the undertaking, such as special supervision or driving services, or what is carried out for fairs, exhibitions, provided that the maximum duration of such contracts does not exceed 12 months within a period of eighteen months. If it is concluded for a period of less than 12 months, it may be extended by agreement of the parties, without the total duration of the contract exceeding that ceiling, and the last extension shall be six months.

It will be temporary staff who are hired to replace another company with the right to reserve the job, during their absence due to temporary incapacity, holidays, cases of special leave of absence of Article 50 of the This Convention, compliance with sanctions, etc.

It will be temporary staff who have been hired under the current and specific legal provisions for this type of contract.

Both the legal status of these types of contracts and those of others not included in this article will be established in the legal provisions in force at any time.

Article 16. Indefinite contracts.

For the purposes set out in Law 63/1997 of 26 December 1997, both parties agree that the fixed-term contracts entered into on 17 May 1998 may be transformed into an indefinite period of time. established in that provision.

It will be fixed to template:

(a) Staff hired for an indefinite period of time have passed the test period.

(b) Any staff whose contractual relationship exceeds the ceilings of the various types of temporary contracts, in accordance with the provisions of the legislation in force.

c) Staff who, hired for specific services, continue to provide services in the finished company.

(d) The interim staff who, once they have been reinstated to the service, continue to provide non-interim permanent services in the company.

e) All personnel who are engaged for functions of a regular and permanent nature that have not been hired as eventual, interim, for a given or temporary service.

SECTION 2.A ACCORDING TO THE FUNCTION

Article 17.

The classifications of the staff entered in this Collective Agreement are merely enunciative, non-limiting and do not imply the obligation to have all the places and categories listed, if the needs and Company volume does not require it. In this respect the representation of workers will be informed.

They are not, in addition, exhaustive the various tasks assigned to each category or specialty, since every worker included in the functional scope of this Convention is obliged to carry out as many works and operations their superiors within the general tasks of their competence and without prejudice to their professional dignity.

From the very moment when a worker performs the specific tasks of a particular professional category defined in this Convention, it shall be remunerated at least with the level of remuneration that he/she is entitled to category is allocated, all without prejudice to the rules governing the work of a higher or lower category.

Article 18. General classification.

It is established that for 1997 the categories and functions outlined in the previous Collective Agreement continue.

During 1998, the staff providing their services in the companies covered by this Collective Agreement will be classified, by reason of their duties, in the following groups:

I. Senior management, entitled and technical.

II. Administrative, office and sales personnel.

III. Staff of intermediate managers.

IV. Operational staff.

V. Mechanical-electronic security personnel.

VI. Miscellaneous trades staff.

VII. Junior staff.

I. Management, entitled and technical staff

This group comprises:

a) Director-General.

b) Commercial Director.

c) Administrative Director.

d) Technical Director.

e) Director of Personnel.

f) Chief of Staff.

g) Head of Security.

h) Upper grade and middle grade Titled.

i) Provincial Delegate-Manager.

II. Administrative, office and sales personnel

This group comprises:

A) Administrative:

a) Head of first.

b) Head of second.

c) First officer.

d) Second Officer.

e) Azafata.

f) Auxiliary.

g) Telefonista.

h) Aspirant.

B) Technicians and Office Specialists:

a) Analyst.

b) Computer programmer.

c) Operator-Computer Recorder.

d) Delineant projettist.

e) Delineant.

C) Sales staff: a) Sales chief.

b) Commercial Technician.

c) Vendedor-Promoter.

III. Intermediate Command Staff

This group comprises:

a) Head of Traffic.

b) Head of Surveillance.

c) Head of Services.

d) General charge.

e) Inspector (of Surveillance, Traffic, Services).

IV. Operational staff

Comprise the following categories:

A) Enabled:

a) Security-Driver Watcher.

b) Transport Safety Vigil.

c) Security Watcher.

d) Explosives Watcher.

B) Not enabled:

a) Counter-Pagator.

b) Operator of Central Alarm Receiver.

V. Mechanical-electronic security personnel

Comprises the following categories:

a) Charged.

b) Help-Charge.

c) Systems Reviewer.

d) First Mechanic-Electronic Officer.

e) Second Mechanic-Electronic Officer.

f) Third Mechanic-Electronic Officer.

g) First specialist.

h) Second Specialist.

i) Apprentice.

VI. Miscellaneous trades staff

You'll understand:

a) Charged.

b) First officer.

c) Second Officer.

d) Help.

e) Peon.

f) Apprentice.

VII. Junior staff

You'll understand:

a) Conductor.

b) Ordinance.

c) Store.

d) Buttons.

e) Cleaner or Cleaner.

Article 19. Senior management, entitled and technical.

a) Director-General. -It is who, with appropriate degree or broad theoretical-practical preparation, assumes the direction and responsibility of the company, programming and controlling the work in all its phases.

b) Commercial Director. -It is who, with appropriate title or broad theoretical-practical preparation, assumes the direction and responsibility of the business functions in its broadest sense and, plans, controls and program the policy The company's commercial.

(c) Administrative Director. -It is who, with appropriate degree or with extensive theoretical-practical preparation, assumes the direction and responsibility of the administrative functions in its broadest sense and, plans, schedules and controls the management of the company.

d) Technical Director. -It is who, with appropriate degree or broad theoretical-practical preparation, assumes the direction and responsibility of the technical department of the company, applying its knowledge to research, analysis and execution activities of their own knowledge.

e) Director of Personnel. -It is who, with appropriate title or broad theoretical-practical preparation, assumes the direction and responsibility of the functions related to the management of personnel in its broad sense.

f) Chief of Staff.-The Chief of Staff will be responsible for recruitment, selection and admission of staff and planning, scheduling, control and management of the company's staff.

g) Head of Security. -He is the Senior Head of the security services and operational staff of the company, and is responsible for the professional preparation of the employees.

h) Upper grade and middle grade Titled. -Titled are those who apply their higher degree (Bachelor and Doctorate) or middle grade (Social Undergraduate) degrees and the knowledge to them due to the process company technical.

i) Provincial Delegate-Manager. -It is the worker who acts as the maximum company representative in the province and assumes the functions of management, representation and organization in the field of the same.

Article 20. Administrative staff.

A) Administrative:

(a) Head of first.-Head of first is the one with or without limited powers is in charge and has direct responsibility of the office of the company.

Depend on the various administrative sections, which you print drive to. He will be the Head of Purchasing, as well as the Head of Sales, responsible for the supplies and purchase of material and tools the first and the commercial promotion and the collection of customers for the company the second, being both under control and Instruction of the Commercial Directorate of the company.

b) Head of second. -It is the person who has limited power or is in charge of directing, suggesting and giving unity to the section or administrative unit he has in his office, as well as of distributing the works among the staff who he depends.

c) First Officer. -Is the employee acting under the orders of a Chief and is in charge of a given job requiring a calculation, study, preparation and appropriate conditions.

d) Officer of the second. -It is the employee who with initiative and restricted responsibility, subordinate to a Chief, performs administrative and accounting tasks of secondary character that require general knowledge of the technique administrative.

e) Azafata. -It is the person over the age of eighteen, charged with receiving the clients, finding out their wishes, providing the information they request, announcing and leading them to the person or persons with whom they wish to speak, addresses requests for information or interviews, it is designed to prepare them in its formal aspects and in general is responsible for good relations between clients and the company; it will normally speak two languages, including the origin.

f) Auxiliary. -It is the employee who dedicates his activity to elementary administrative tasks and operations and, in general, to the purely mechanical tasks inherent in the work of the office.

g) Telefonista. -It is the employee who has the main mission to be in the service and care of a telephone exchange, being able to perform auxiliary administrative tasks.

h) Aspirant. -It is the employee who starts in the accounting, bureaucratic or sales jobs, to achieve the necessary professional practice. You may not remain in this category for more than one year, the date on which you move to the Administrative Auxiliary or Seller category, as the case may be.

B) Technicians and Office Specialists.

a) Analyst. -Verifies organic analysis of complex applications to obtain the mechanized solution of them as far as:

Chain of operations to follow.

Documents to be obtained.

Design of the same.

Files to Treat: Your definition.

Tuning applications:

Creation of test games.

Enumeration of the abnormalities that can occur and define your treatment.

Collaboration to the "logic" test program for each program.

Completion of complex application cases.

b) Computer Programmer. -It is up to you to study the complex programs defined by the analyses, making detailed organigraps of treatment.

Compose programs in the programming language that is indicated to you.

Make test games, point the programs and complete the technical files of the same.

Document the console manual.

c) Operator-Computer Recorder. -Manages the computers for the processing of the information, entering data in your case, interprets and develops the instructions and orders for its exploitation.

d) Delineant Projector. -It is the employee who, within the specialties of the section in which the works of the superior technician, projects or details the works of the superior, whose orders he acts, is the one that, without immediate superior, performs what he personally conceives according to the technical data and conditions required by the clients or by the company.

e) Delineante. -It is the technician who is trained for the development of simple projects, lifting or interpretation of plans and similar works.

C) Sales staff.

(a) Head of Sales. -It is the one that, provided or not with limited powers, and under the control and instruction of the Commercial Directorate of the company, is in charge and has direct responsibility for the commercial promotion and clients for the company.

b) Commercial Technician. -It is the one that, under the orders of the Head of Sales, performs for the company functions of market prospecting and coordination, if any, of sellers and promoters.

c) Vendedor-Promoter of Sales. -It is the employee affected the Commercial Department of the company, and its only service, which performs the functions of prospecting of the market and the promotion and sale of the security services, carrying out the necessary displacements, both for the collection of clients and for the attention to the same, once hired.

Article 21. Staff of intermediate managers.

(a) Head of Traffic. -It is the one who, under the direct orders of the Chief Security Officer, with initiative and responsibility, is in charge of the delivery of the services of driving and moving of flows, funds, values, jewels and other valuable goods, being under their orders the totality of the Driver Safety Keepers and the armoured vehicles, being responsible for the distribution, control of the staff cited and of the vehicles, as well as of the routes, routes, consumption, maintenance and preservation of the mobile park, as well as of the Safety Watchers while form the envelope of the vehicle.

(b) Head of Surveillance. -It is the responsibility of the Chief Security Officer, under the direct orders of the Chief Security Officer, to carry out the practical direction of the provision of the services of surveillance and protection of premises, property or persons, as well as escorts in the conduct of flows, funds, etc., distributing and controlling the staff cited, as well as the maintenance and maintenance of the equipment and weapons of the entire staff.

c) Head of Services. -He is responsible for planning, controlling, guiding, directing and giving unity to the various productive sections of the company, being responsible for the good progress and coordination of the work done in the areas and productive equipment of the same.

d) General charge. -It is the employee who, whether or not from the operating group, and for his human, public and professional conditions, with full responsibility and to the immediate orders of his superiors in a more practical way which theoretical, takes care of and is responsible for the order, discipline, supervision, distribution, assignment of the work, and exercises the specific functions that are delegated to it, with general control of all the Inspectors or Supervisors on the behavior of their employees for their gratification, promotion or sanction, in the field of work. You can be charged with Surveillance, Traffic, Services, etc.

e) Inspector. -It is the employee who has the task of verifying and verifying the exact fulfilment of the functions and duties attributed to Watchers, Drivers and other employees, giving immediate account to the General Immediate head of the number of incidents to be observed in the provision of services, taking the emergency measures which it considers appropriate in cases of disturbance of public order, traffic or accidents, making it more expensive to maintain the discipline and polish among its employees. It may be Surveillance, Traffic, Services, etc., as appropriate.

Article 22. Operational staff.

A) Enabled.

A) .1 Operational personnel assigned to fund transportation services: The crew of each armored vehicle is comprised of a Driver Safety Vigilator and two Transportation Safety Watchers. Security guards who, sporadically, carry out the duties of a Vigilant Transport or Vigilant Driver shall receive the same remuneration as those holding such work categories for as long as they provide such services. transport.

a) Security-Driver Watcher. -It is the Safety Vigilant that being in possession of the proper driving licence and with elementary mechanical knowledge in automobiles will perform the following functions:

a.1) Drive armoured vehicles.

b.1) The maintenance and preservation of armored vehicles. It also takes care of the tasks of cleaning them, within the appropriate facilities of the company and with the appropriate means or, in its absence, in facilities of the exterior, within the working day.

c.1) Gives, if required, daily and written part of the journey effected, of the state of the car and of the consumption of the same.

d.1) You will check the water and oil levels of the vehicle by completing them, if one of the two is missing, giving part to the Head of Traffic.

e.1) You will review the brake and clutch liquid deposits daily, accounting for the observed losses.

f.1) Review the engine oil levels, and the Head of Traffic must be notified of the date of its periodic replacement.

g.1) Will care for the maintenance of the vehicle's tires, reviewing the pressure of the tires once a week.

By holding the category and quality of the Safety Vigilante, you shall perform the tasks of the Safety Vigilante, as long as they are compatible with the driving of the armoured vehicle.

b) Transport Safety Vigilante. -It is the Vigilante that, with the privileges of its position, develops its work in the service of transport and custody of goods and values, being responsible at the level of billing of said values when the same is assigned to you, having to carry out the work of loading and unloading them, collaborating with the Safety Vigilante Conductor in the tasks of maintenance and cleaning of the vehicles within its working day. Loading and unloading shall be carried out in such a way that the Watchers have, at all times, the freedom of movement necessary to use the regulatory weapon. The weight to be borne at one time shall not exceed 15 kilograms.

A) .2 Operational personnel assigned to surveillance services:

(a) Security Vigil.14It is that worker, older, of Spanish nationality, with the military service fulfilled, or exempt from it, who with sufficient physical skills and instruction, without a criminal record and good conduct, and gather as many requirements as required by existing legislation, perform the functions described therein.

(b) Explosive device. -It is that worker, older, of Spanish nationality, with the military service fulfilled, or exempt from it, with necessary psycho-physical skills and sufficient instruction, without criminal records and good conduct, and gathering as many requirements as required by existing legislation, perform the functions described therein.

Security Vigilants functions. -The functions to be developed by this operating personnel will be as follows:

1) To exercise the supervision and protection of movable and immovable property, as well as the protection of persons who may be present.

2) Carry out identity checks on the access or inside of certain buildings, without in any case being able to retain personal documentation.

3) Avoid the commission of criminal acts or infractions in relation to the object of its protection.

4) Immediately make available to the members of the Security Forces and Forces the criminals in relation to the object of their protection, as well as the instruments, effects and evidence of the crimes, not being able to proceed to the interrogation of those.

5) To protect the storage, counting, sorting and transport of valuable money, values and objects.

6) To carry out, in relation to the operation of alarm centers, the provision of response services of the alarms that occur, the performance of which does not correspond to the Forces and the Security Corps.

7) The accompaniment, protection and protection of certain persons, who do not have the status of public authorities, preventing them from being subjected to attacks or criminal acts, provided that they are duly authorised to do so function in accordance with the existing legislation.

It is understood that the categories of Driver Safety Vigilator, Transportation Safety Vigilants and Safety Vigilants are different in terms of the functions they perform and the salary and pluses they have established, although they are hierarchically of the same rank, which is legally based on Articles 11 (e), 18 and 22 of this Collective Agreement in accordance with Article 39 of the Workers ' Statute.

B) Not enabled.

[a] Contador-Pagador. -That operator affected the company that, in the offices or in the same vehicle, has control and review, as well as the computation of the goods, flows, funds, payment of payroll, etc. driving or custody, and the delivery and receipt of the goods must be properly carried out, subject to the formation of the anomalies in this respect.

If the Security Vigilante also performs the tasks of its category, it may be entrusted with the management of the loading and unloading tasks of the armored vehicle.

b) Operator of Central Alarm Receiver. -It is the worker who manages electronic equipment for the processing of information and will interpret and develop instructions and orders for their exploitation.

Functions:

1. Take care of the maintenance and conservation of electronic equipment.

2. It will give daily part of the incidents produced during its service, in which it will consist:

The receipt of alarms produced during the service.

Communications of alarm receptions to the State Security Forces and Corps.

3. It shall check the operation of electronic equipment on a daily basis.

4. It shall execute the orders provided for in the Private Security Act, in respect of the operation of the alarm receiving stations, except for the Safety Watch.

Article 23. Mechanical-electronic security personnel.

(a) Charged. -It is the worker who, proceeding from the workers of his office, directs and watches the works assigned to them, being the direct orders of the managerial staff, entitled or technical, exercising command functions on the staff to their orders and which deals with the proper practical execution of the workers, taking responsibility for them.

b) Assistant to Charge. -It is the worker who, proceeding from the workers of trade and under the direct orders of the Encharged or the managerial staff, entitled or technical, exercising command functions over the personnel to their orders, deals with the proper practical implementation of the work, taking responsibility for them.

c) Systems Reviewer. -Is that worker who, with theoretical and practical knowledge in terms of surveillance, security and/or alarm and security systems, has as main mission, among others, to inspect the operation, conservation, repair, renovation and advice on such systems and mechanisms.

d) Official of the first Mechanics-Electronics. -It is the operator who, having realized the learning of a given trade, having a high qualification, carries out with initiative and responsibility all the work tasks These are inherent in the work centre in locations and several locations, leading to the need for displacements and overnight stays.

e) Official of the Second Mechanics-Electronics. -It is the operator who, having made the learning of a given trade, qualified, carries out with responsibility all the work tasks inherent to the same one that they have Place in the center of work in several locations and localities, bringing this work the need of displacement and overnight stays.

f) Official of the Third Mechanics-Electronics. -It is the operator who, having made the learning of a given trade, in a qualified form, carries out with responsibility all the work tasks inherent to its level, which have Place in the center of work in several locations and localities, bringing this work the need of displacement and overnight stays.

g) Specialist first. -It is the operator who, having performed the learning of a specialty in a given job sequence in a qualified form, carries out with responsibility all the tasks inherent to that craft, with or without a specific job center specification.

h) Specialist second. -It is the operator who, having performed the learning of a specialty in a given sequence of work, performs with responsibility all the work tasks inherent to its level, with or without specification of the work centre.

(i) Apprentice. -It is the one that is linked to the company with a learning contract, by virtue of which the employer, while using his work, is obliged to teach him, by himself or through another, some of the classical trades.

Article 24. Miscellaneous trades staff.

(a) Charged. -It is the worker who, proceeding from the workers of his office, directs and watches the works assigned to them, being the direct orders of the managerial staff, entitled or technical, exercising command functions on the staff to their orders and which deals with the proper practical execution of the works, taking responsibility for them.

b) Official. -It is the operator who, having made the learning of a given trade, carries out with initiative and responsibility all or some of his own work tasks with correct performance, determined that in that case will be first and in this second case.

c) Adjutant. -It is the operator responsible for carrying out specific tasks that do not constitute a job qualified as a trade or that under the immediate dependence of an officer collaborates in his own functions under his responsibility.

(d) Peon. -It is the operator, over eighteen years, responsible for carrying out tasks for whose execution only the contribution of effort and attention is required, without the requirement of operational practice.

(e) Apprentice. -It is the one that is linked to the company with a learning contract, by virtue of which the employer, while using his work, is obliged to teach him, by himself or through another one of the classical trades.

Article 25. Junior staff.

(a) Driver. -That worker who, being in possession of the appropriate driving licence to the vehicle to use, performs the functions of courier, transport of material or personnel.

b) Ordinance. -It is the worker over twenty years who, with elementary knowledge and responsibility, is entrusted with recesses, charges, payments, receipt and delivery of the correspondence and documents, being able to perform in offices tasks of an elementary nature by specific order of their superiors.

c) Store. -It is the subaltern worker charged with facilitating personnel orders to the warehouse by taking control of their stock.

d) Buttons. -It is the subaltern, less than twenty years old, that performs errands, repair of correspondence and documents and other works of elementary character.

e) Cleaner or cleaner. -It is the worker, older, who deals with cleaning and maintenance of the facilities of the center and dependency of the company.

CHAPTER V

Revenue

Article 26. General rules.

For the entry of the staff included in this Collective Agreement, the legal rules in force regarding the hiring and general placement, as well as the special ones that correspond, will be observed without exception. In the case of opposition, the staff of the undertaking belonging to another group or category shall have a preference, on an equal footing, to fill the vacant positions. They shall have preferential rights, also to occupy places of entry, on equal merits, for those workers who have performed in the undertaking functions of an eventual, interim or temporary nature to the satisfaction of that undertaking. In this whole process the representation of the workers must be involved in accordance with the current regulations.

Article 27. Conditions.

The conditions for entry into the companies referred to in this Collective Agreement, in respect of the personnel with the condition of the Security Vigilante, must be accommodated preceptively to the rules that the effect requires the legal provisions in force.

Article 28. Contracts.

Contracts to be concluded by undertakings for a given, eventual, interim and temporary service, and any other than the standard permits must be in writing, stating the requirements and circumstances required by the legislation in the field of employment, and in particular the express mention of the service for which it is contracted, the cause of the eventuality in the eventual contracts, including the determining condition of the termination of the employment contract, the reason for the interinity and the name of the substitute and finally the duration of the contract, in the assumptions that corresponds.

Article 29. Test period.

A probationary period may be arranged in writing, during which either party may terminate the contract without the right to compensation of any kind. The test period may not exceed the following time, depending on the professional category:

Managing, entitled and technical staff: Six months.

mechanical-electronic security personnel: Two months.

Skilled personnel: Administrative, intermediate and multi-job managers: Three months.

Operating personnel: Two months, in which there will be a 15-day training period, which can be reduced after the Security and Health Committee reports.

Unqualified staff: Fifteen working days.

Article 30. Medical recognition.

The staff of the company will be obliged to submit to the initiation of the benefit, to the medical examination, as well as the company, the Committee of Safety and Health or, in its absence, the representatives of the workers appropriate, where special and/or specific circumstances so advise.

For the purpose of the services to be provided, where extraneous behaviour of a mental and/or pharmacological nature, of particular intensity and habitability, is assessed, the undertaking, on its own initiative, at the request of the person concerned, or of the representation of workers, will provide the necessary means for the worker to be subject to special and specific medical recognition, which contributes to the diagnosis of causes and effects and to facilitate appropriate treatment. worker to collaborate with the medical team optional for how many recognitions, analyses and treatments are necessary. For the duration of the recognition, analysis or treatment, the company is obliged to pay the worker 100 per 100 of the salary, provided that he mediates a situation of temporary incapacity.

A copy of the medical examination referred to in the preceding paragraph shall be given to all workers.

CHAPTER VI

Promotions, provision of vacancies, templates and escalations

Article 31. Promotions and provision of vacancies.

Top-category vacancies that originate in the company, except for amortization of the plaza, will be covered on an equal basis with persons other than or by staff of the company's census, according to the rules following:

A) Free designation. -It will be free to appoint the company the persons who must fill vacancies among the managerial staff, entitled, technical, Chiefs including the traffic, surveillance and General Encharged and Inspectors.

B) In the remaining categories, the vacancies will be covered by contest and merit contest according to the following bases:

Non-operational staff applicants must be at least one year old and belong to the job centre where the vacancy exists.

In order to access the category IV change (operational staff), the minimum age shall be two years, in addition to meeting the requirements of paragraph B above, without prejudice to the last paragraph of the Article 2A) of this Convention.

If there are Security Vigilant Vacancies, Security Guards will have absolute preference to cover them, regardless of whether the vacancies occur by termination or extension of the template. To do this, the Security Guards who wish to choose a security guard square must inform the company in writing. Once the vacancy has been produced, there will be a concurring between the candidates in accordance with the provisions of this article and in which the candidates will have to comply with the legal requirements to be a security guard.

C) A Qualifier Test Tribunal, composed of three persons, of which one will be a training technician who will act as Secretary, another as a representative of the company and another person, who will have a voice and vote and will be appointed by the representation of the workers (Business Committee, Staff Delegates or Trade Union Delegate).

The Court shall determine the evidence in accordance with the conditions set out in the call, which shall consist of:

Psychotechnical examinations.

Theoretical basic training exam.

Theoretical training of specific training.

Practical exams.

The qualification of the tests shall be carried out jointly by the Qualifying Court, which shall draw up the minutes in which the results obtained by each candidate appear, and the place shall not be declared deserted if any of the candidates exceeds 50 per 100 of the score.

To set the order of preference for candidates who have passed the aptitude tests will be added to the overall qualification obtained by each of them (base from 0 to 10) the points that are to be applied:

For each year of seniority in the company: 0.20 points, with a maximum of two points.

Awards for heroic and meritorious acts recorded in your personal file: Maximum one point.

Training courses: To which any worker from the centre where the vacancy exists, 0.10 points each, with a maximum of two points.

Not passed the test, by any of the contestants, will be provided the square with staff of free designation or of new income, requiring it to fill the position vacant the minimum training demanded in the bases.

Article 32.

Companies subject to this Convention shall have at least 50 per 100 fixed in template, for the duration of this Convention and in each of the years.

This percentage must be computed according to the territorial scope of the company, excluding from the template, for the purposes of computation, those workers whose seniority in the company is equal to or less than one year, as well as the contracts by a given work or service.

Consequently, all companies within the Collective Agreement are obliged to draw up templates for their fixed staff, pointing out the number of workers comprising each professional category, with the separation and specification of groups and subgroups. The template shall be drawn up every year.

In order to control these percentages, a Joint Commission-workers with the most extensive powers that can exist and whose composition will be of one person for each union signatory of the Convention is constituted. equal number of representatives by the business representation.

Companies subject to this Convention are required to provide the Commission with written information related to the compliance with this Article.

Both parties are obliged to meet in the Commission during the first quarter of the year in order to verify compliance with this precept.

Article 33. Scalaphones.

Companies must make and maintain the general scale of their staff, at least the data for each and every one of their employees must be included in the detail below:

1. Name and surname.

2. Date of birth.

3. Date of entry into the company.

4. Professional category.

5. Date of appointment or access to the category.

6. The date of next expiration of the period of the old-age supplement.

7. Order number.

Within the first calendar quarter of each year, companies will publish the scale, with the expression of the above mentioned data, for the knowledge of all the company's staff.

The staff may make a complaint against the data of the escalafon, by writing to the company, within the fifteen days following the publication of the same, and the companies must resolve the claim within the period Fifteen more days. Against the agreement, express or tacit, which shall be presumed when the undertaking fails to resolve within the above period, the parties concerned may make the complaint to the competent authority.

Article 34. Category allocation to jobs.

Within two months of the publication of this Collective Agreement, all undertakings concerned must establish a table of professional categories, if they do not, in accordance with the rules laid down in the Chapter IV of this Convention.

It will address the conditions and capacity of the worker and the functions they actually came with. Verification of the coupling shall be made, within ten days, in the knowledge of the interested parties; those who do not agree, may claim before the competent labor jurisdiction.

The workers of the operative staff shall be provided, during their state of pregnancy, a post more appropriate to their state, if they exist in their category, on the grounds of the medical practitioner concerned.

CHAPTER VII

Place of work, transfers, and changes of position

Article 35. Place of work.

Given the special circumstances in which the provision of security and surveillance services is carried out, the mobility of personnel will be determined by the company's organizational powers, which will proceed to the the distribution of their personnel among their various workplaces in the most rational and appropriate manner for productive purposes within the same locality. For this purpose, the municipality concerned shall be understood to be the municipality in question, as well as to the urban or industrial concentrations which are grouped around it and which form an urban or industrial macro-concentration. administratively are different municipalities provided that they are communicated by means of public transport at intervals of not more than half an hour, at the entrance and/or exit of the workers. The staff of undertakings carrying out surveillance tasks may be changed from one centre of work to another, in accordance with the powers expressed, within the same locality, if possible, for each place of work for those workers. of the security and surveillance service that resides closest to the service.

The work carried out within the area defined as a locality shall not give rise to a daily allowance for any of the producers of the undertakings falling within the scope of this Collective Agreement, and where appropriate Distance and transport links agreed.

It is agreed to constitute Joint Commissions for the purposes of determining the limits of each of the urban or industrial macro-concentrations referred to in this Article.

Such Commissions shall be constituted within one month from the date on which one of the parties requires the other with such purpose, the domicile for the purposes of citations of the Joint Commission shall be that of the Association Professional of Private Companies of Security Services, Villanueva, 2, office 11.

Article 36. Detachments.

The temporary change of residence of a worker to a population located outside the locality will be understood as a detachment, in order to take care of works entrusted by the company. The detachment may not last for more than three months, seeking to choose for the same staff who are less injured, preferring first of all those who have applied for the performance of the detachment, if they meet the sufficient capacity to perform the tasks of the same, then to the singles and finally the married. The outstanding staff shall be entitled to the receipt of the salaries, allowances and travel expenses which, by their category, correspond to their completion or conversion to the service needs.

The agreement for the assignment to the detachment will be between the worker and the company and, if necessary, of no agreement will be heard the representation of the workers.

Article 37. Displacements.

When a worker has to move through the need of the service outside the locality, understood in the terms of Article 35 where he usually provides his services or when he leaves the locality for which he has been employed, shall be entitled to the allowance for subsistence allowance, unless such posting does not have any economic damage to the worker. In the event that you do not move in a vehicle, you will have the right to be paid, in addition, the amount of the ticket in the appropriate means of transport.

If the displacement is made in a particular vehicle of the worker, it will be paid, during the years 1997, 1998 and 1999, at the rate of 29 pesetas the kilometer. In the years 2000 and 2001, 30 pesetas/km will be paid.

Article 38. Amount of the allowance.

The amount of the allowances agreed in this Collective Agreement shall be:

1997/1998

1.082/1.116/Pesetas when the worker has to make a meal out of their locality.

1.995/2.057/Pesetas when the worker has to make two meals out of his/her locality.

1,831/1,888/Pesetas when the worker has to stay overnight and have breakfast.

3,658/3,771/Pesetas when the worker has to stay out of his/her location and make two meals. If the displacement exceeds seven days, the total amount of the total diet will be 2,908 pesetas, from the eighth day, during the year 1997, from 2,998 pesetas during the year 1998.

The amounts mentioned above will be experienced in the successive years of this Collective Agreement (1999, 2000 and 2001) for the revaluations corresponding to the Consumer Price Increases provided for in the budget. General of the State of each of the years referred.

Article 39. Transfers.

Personnel transfers shall be those movements outside the locality of origin that require or imply change of residence, and may be determined by any of the following:

1. Worker's or permuse's request. There will be a preference in these cases for the fixed worker, according to his actual seniority in the company, provided that services of the same nature and duration are fulfilled as those of the occupied.

2. Mutual agreement between the company and the worker.

3. For the needs of the service, prior report of the representation of the workers.

The shipment will not entitle you to a daily allowance.

In the case of transfers at the request of the worker and of the permuse, there shall be no place or right to compensation for the expenses arising from the change of residence.

The move or permuse request date will be considered a priority to access it.

The transfers made by mutual agreement shall be governed by the covenants that have been established in writing, indicating the place and duration of the agreement.

In the service needs transfers, companies will have to demonstrate the urgency of the needs and take into account the personal, family and social circumstances of the workers. In the event of opposition to the transfer by the worker, the transfer shall be authorised by the competent authority. The transfer for such reason shall entitle the payment of the travel expenses of the transfer and of the family members who with the convivan, the free transport of furniture and goods and to an indemnity equivalent to two mensualities of real salary.

The worker who has been transferred for service needs will not be able to be transferred again within five years, except for mutual agreement.

The detachment that will exceed the duration of the three-month period, in the same population, will be considered as a transfer for the needs of the service.

CHAPTER VIII

Top and Bottom Category Jobs

Article 40.

Companies, if need be, will be able to require their employees to carry out work of higher status with the salary corresponding to the new category, reintegrating into their old post when the cause of the change.

This change may not be longer than three months uninterrupted, with the worker reintegrating into his old position and category at the end of that period. If the worker occupies the position of a higher category for twelve months, he shall consolidate the salary of that category from that moment on, without necessarily creating a job of that category.

These consolidations are not applicable to temporary incapacity or license replacement cases, in which cases the performance of higher-class jobs will cease at the time it rejoins its job. to the replaced.

The worker who performs for reasons of genuine need functions of category lower than his will retain the salary of his professional category. This situation shall not exceed three months.

Companies will avoid reiterating that the performance of lower-class jobs will fall on the same worker. If the change of destination for the performance of lower-class jobs has its origin in the worker's request, the remuneration corresponding to the work actually carried out shall be allocated to this. They shall endeavour to ensure that the special services, which are ordinarily better paid, are of a rotating nature among the applicants for their performance.

CHAPTER IX

Causes of termination of the work contract

Article 41.

The cessation of workers in companies will take place for any of the causes provided for in the Workers ' Statute and other existing legislation, including those provided for in Article 14 of this Convention.

In the case of termination of the worker's will, the managerial staff, entitled and technical staff, must advance their discharge at a time of not less than two months. The administrative or intermediate staff, the operational, subaltern and miscellaneous staff, with 15 working days in advance. Failure to comply with the notice shall lead to the loss of wages corresponding to 15 working days without the amount corresponding to the proportional parts of that period. The notice must always be exercised in writing and the companies will be obliged to subscribe to the acknowledgement of receipt.

The lack of notice by the company in cases of termination of the contract, of fifteen days, as provided for in the legislation in force, will give rise to the corresponding compensation or to the proportional part if the notice has been affected in the lower than expected period.

The liquidations shall be made available to the workers within 15 working days of the date of the discharge.

CHAPTER X

Workday, breaks, and holidays

Article 42. Working day.

The working day, for the duration of this Convention, shall be one thousand eight hundred and nine hours of effective annual work, in monthly computation, at a rate of one hundred and sixty-four hours and twenty-seven minutes per month. However, in both cases, the companies, according to the representation of the workers, will be able to establish alternative formulas for the calculation of the monthly working day.

Also, if a worker for the needs of the service is unable to carry out his/her monthly journey, he/she will have to compensate for his/her day, in the same or different service, in the following two months.

Similarly, those companies with specific work systems, such as credit institutions where no such compensation is possible, may agree with the workers ' representatives other computes other than the established in this article.

It will be understood as night work to be carried out between twenty-two hours and six hours.

Between the finished day and the beginning of the following, you must mediate a minimum of thirteen hours, except in the following cases: a) For special urgency or need, b) In the shift work.

The surveillance and transportation workers providing their services in Savings and Banking Banks, on a continuous day of eight thirty hours to sixteen forty-five hours, at least, will have the right to work in that day. (i) a food aid which must be agreed between the Directorate of each company and the representatives of the employees; in no case can it agree to a quantity of less than 500 pesetas. For these workers, the day will be one thousand eight hundred and nine hours of effective annual work.

If the working day is a departure, the worker will be entitled to at least two and a half hours of rest between the morning and the afternoon.

For non-operational staff, rest will be an hour and a half between day and day.

The companies will submit to the approval of the workers ' representation the corresponding working hours of their staff and will coordinate them in the various services for the most efficient performance. The representation of the workers will be informed of the organization of the shifts and relays.

Given the special characteristics of the activity, the functioning of the work centers in the private companies of security services will be understood uninterrupted, and the day must always be respected maximum of the worker.

Article 43. Overtime.

They shall have the consideration of overtime in excess of the ordinary day laid down in Article 42 of this Collective Agreement.

For the year 1997, the following amounts will be governed:

1. For Security Jury, Security Jury, Explosives Jury: 1,019 pesetas.

2. For the Security Guard: 709 pesetas.

It is understood that in these categories the values mentioned in terms of overtime are unified for both working hours and holidays.

For the rest of the categories the overtime amounts will be as shown in the table below.

Extraordinary hours 1997

Categories/Labables/Festivals

Administrative staff

A) Administrative:

Head of First/1.297/1,711

Head of 2nd/1.225/1,615

First Officer/1,074/1,413

Second Officer/1.003/1.359

Flight Attendant/962/1,265

Auxiliary/962/1,265

Phone/843/1.113

Aspiring/733/965

B) Technicians and Office Specialists:

Computer Programmer/1,298/1,711

Operator/Computer Recorder/1.074/1,413

Eyeliner/1.225/1,615

Delineant/1.074/1,413

C) Commercial:

Head of Sales/1.297/1,711

Commercial Technician/1.225/1,615

Seller/1.111/1.463

Intermediate commands

Head of Traffic/1,110/1,457

Head of Surveillance/1.110/1,457

Head of Services/1.110/1,457

General Manager/1.110/1,457

Inspector/1.027/1.359

Operational personnel

A) Sworn:

Jury-Driver/1,092/1,439

Jurado-Transportation Watchdog/1,020/1,327

Jury/1,019/1,019

Explosives Jury/1,019/1,019

B) Unsworn:

Security Save/709/709

Operator C. R. Alarms/709/709

Counter-Pagator/643/843

Security personnel

mechanic-electronics

Charge/1.261/1,655

First Officer/1.183/1.580

Second Officer/1.019/1.377

Third/912/1,196 Officer

Assistant Manager/682/898

First/682/898 Specialist

Second/635/835 Specialist

Systems Reviewer/954/1.257

Apprentice/623/812

Multi-job staff

First Officer/1.033/1.359

Second Officer/918/1.213

Helper/807/1.059

Pawn/724/955

Apprentice/635/834

Cleaner/724/955

Subalternate staff

Driver/953/1.255

Ordinance/787/1,038

Store/787/1.038

Buttons/620/813

The value assigned to those referred to in the table "Festive hours" shall be applicable to the overtime to be performed on the worker's rest days, in the cases provided for in Article 47 of the Royal Decree 2001/1983, declared in force by Royal Decree 1561/1995 of 21 September 1995, and the excess in the public holidays, not Sundays, in which it is appropriate to provide service, except for Sworn Guards, Sworn Guards of Explosives and Security Guards, the amount of which is unified in accordance with the above.

As of 1 January 1998, it is distinguished between "extra hours made with a weapon", the increase of which will be the CPI provided for in the General Budget of the State for each of the years (1998, 1999 and 2000), and the "overtime". made by non-armed personnel. "

Value of Extraordinary Hours Carried by Security Watchers: For the year 1998 the extraordinary hours spent by the Security Watchers with a regulatory firearm are assigned a value of 1,040 pesetas. This amount will be increased in the years of validity of the Convention in the CPI provided for in the General Budget for each of the years (1999, 2000 and 2001).

Value of overtime performed without a weapon by Security Watchers: It is distinguished:

A) Extraordinary hours performed by staff who were recognized and consolidated the category of Vigilante Jurado during 1997:

Year 1998: 879.

Year 1999: CPI provided for in general budget for 1999.

Year 2000: CPI provided for in the General Budget for 2000.

Year 2001: CPI provided for in the General Budget for 2001.

B) Hours made by staff who did not have the status of Vigilante Jurado recognized in 1997:

Year 1998: 724.

Year 1999: 801.

Year 2000: 879.

Year 2001: The estimated value for that year 2001 for the hours made by the staff who had recognized the category of Vigilante Jurado in 1997.

The rest of the categories will charge for the concept of overtime the amounts of time that are listed below:

Extraordinary hours 1998

Categories/Labables/Festivals

Administrative staff

A) Administrative:

Head of First/1,324/1,747

Head of 2nd/1,251/1,649

First Officer/1.097/1,443

Second Officer/1.055/1.388

Flight Attendant/982/1.292

Auxiliary/982/1.292

Phone/861/1.136

Aspiring/748/985

B) Technicians and Office Specialists:

Computer Programmer/1,325/1,747

Operator/Computer Recorder/1.097/1,443

Projecting project/1,251/1,649

Delineant/1.097/1,443

C) Commercial:

Head of Sales/1,324/1,747

Commercial Technician/1,251/1,649

Seller/1.134/1.494

Intermediate commands

Head of Traffic/1.133/1,488

Head of Surveillance/1.133/1,488

Head of Services/1.133/1,488

General Manager/1.133/1,488

Inspector/1.049/1.388

Operational personnel

A) Enabled:

Security Watchdog-Driver/1.115/1.469

Transportation Security Watchdog/1.041/1.355

B) Not enabled:

C.R. Alarms/724/724 Operator

Counter-Pagator/657/861

Security personnel

mechanic-electronics

Charge/1.287/1,690

First Officer/1.208/1,613

Second Officer/1.040/1.406

Third/931/1.221 Officer

Assistant Manager/696/917

First/696/917 Specialist

Second/648/853 Specialist

Systems Reviewer/974/1.283

Apprentice/636/829

Multi-job staff

First Officer/1.055/1.388

Second Officer/937/1.238

Helper/824/1.081

Pawn/739/975

Apprentice/648/852

Cleaner/739/975

Subalternate staff

Driver/973/1.281

Ordinance/804/1,060

Store/804/1.060

Buttons/633/830

In the following years of validity of this Convention (1999, 2000 and 2001) these amounts will be increased in the CPI provided for in the General Budget of the State corresponding to each of the years.

The value assigned to those referred to in the table "Festive hours" shall be applicable to the overtime to be performed on the worker's rest days, in the cases provided for in Article 47 of the Royal Decree 2001/1983, declared in force by Royal Decree 1561/1995 of 21 September 1995, and the excess in public holidays, not Sundays, in which it is appropriate to provide service, except for the Safety and Vigilant Monitoring Systems, the amount of which is unified for both working and festive hours in accordance with the above.

While the realization of overtime is free to accept the worker, when a surveillance or driving service is initiated, it must continue until its conclusion or the arrival of the relay. The period of time exceeding the ordinary working day shall be paid as overtime.

For the purposes of the provisions of Royal Decree 92/1983 of 19 January 1983, and the Order of 1 March 1983, published in the Official Gazette of the State, No 56, of 7, shall be construed as extraordinary hours. structural, as a general rule, the following:

(a) The necessary for peak periods of production and/or service delivery.

b) Those originating from unforeseen absences.

c) Those derived from shift changes.

d) Those that are the result of maintenance work.

e) Those arising from the very nature of the services provided by the companies, including in the functional scope of this Collective Agreement.

For clarity and in terms of our security sector, and without prejudice to the generic circumstances listed above, they will be considered as extraordinary hours as an enunciative. structural, the following:

1. Those which are carried out for the provision of services which, as a matter of urgency and/or limited duration, cannot be replaced by the use of the procedures currently provided for in law.

2. Those that are carried out in administrative and/or commercial tasks, after the monthly closing of books in order to obtain the monthly balance and the statement of accounts of the clients, for the purpose of allowing the collection of the amount of the services.

Having proceeded in this Collective Convention to the definition of extraordinary structural hours, the determination in each case of which extraordinary hours of the realized correspond to such definition, will be carried out by the agreement between the Company's Directorate and the legal representatives of the workers of the work centre where such extraordinary hours have been carried out.

Article 44. Schedule modification.

When, for the needs of the service, the companies consider it appropriate to modify the schedules, they may change them, in accordance with Article 41 of the Workers ' Statute.

Article 45. Compensatory annual rest.

Given the special characteristics of the activity and the computation of the day set out in Article 42, the workers affected by this Convention, assigned to the services and whose daily working day is equal to or greater than Eight hours, they shall be entitled to a minimum of ninety calendar days of annual rest, including on that rest the Sundays and holidays of the year that correspond to them to work for their turn and excluding from this computation the holiday period that is set out in the following Article.

The rest of the staff will be entitled to a minimum weekly rest day and half uninterrupted rest.

When, exceptionally and for the needs of the service, the compensatory rest could not be given for the alleged cases provided for in Article 47 of Royal Decree 2001/1983, declared in force by Royal Decree 1561/1995, 21 September shall be paid on that day with the values referred to in Article 43.

Workers who are working on their working day on the night of 24 to 25 December, as well as the night of 31 December to 1 January, will receive an economic compensation of 7,295 pesetas in 1997 and 7,448 pesetas in 1998, or, in the defect, at the option of the worker, of a compensatory rest day when the service so permits. This economic compensation will be revalued, in the years of the Convention, in the CPI provided for in the General Budget of the State for 1999, 2000 and 2001.

Article 46. Holidays.

All workers will enjoy paid leave under the following conditions:

1. They shall have a duration of thirty-one calendar day for all the staff of the companies subject to this Collective Agreement which takes one year to the service of the same.

2. They shall be paid for the "total" of the table in the salary annex and for the concepts covered by it, plus the personal allowances of seniority (trienios-quinquenies) and, where applicable, seniority in the category, in addition to the proportional part of the plus This is a danger to the last 12 months.

3. Each company will set up a rotating holiday to enjoy the holidays. The period which constitutes a shift shall be determined by agreement between the undertakings and the Staff Committee or the Staff Delegates, the holiday table being fixed in advance of two months at the beginning of the annual holiday period.

4. In cases where a worker is in a situation of temporary incapacity, which was initiated before the time he was due to start his holiday period, the latter shall be deferred, enjoying when the service so permits. In the event that they are not able to enjoy them within the calendar year, they will do so during the first quarter of the year following their accrual.

5. Where a worker ceases in the course of the year he shall be entitled to the proportional share of the cash imputation of the holiday on account of working time.

CHAPTER XI

Licenses and Exceeds

Article 47. Licenses.

Workers governed by this Collective Agreement shall be entitled to the enjoyment of licenses without loss of remuneration in the cases and with the duration indicated in calendar days:

a) Marriage of the worker, seventeen days.

(b) For two days, which may be extended up to four maximum when the worker needs to move to the effect, in the case of the birth of a wife or of a serious illness or death of a spouse, child, father, mother, grandchildren, grandparents or siblings of one or another spouse.

c) For a minimum of two days to move your home.

d) For the time indispensable for the fulfillment of an inexcusable duty of public and personal character, according to the legislation that the effect has, including in this time the one that corresponds to the investment in denunciations derived from service compliance.

e) For the time established to enjoy general educational rights and professional training, in the cases and in the form regulated by the Workers ' Statute.

f) By the marriage of parents, children, siblings and grandchildren of one and another spouse, and upon justification, they shall be entitled to one day's leave to attend the wedding, extendable to three days by displacement.

g) By christening a son or grandchild you will be entitled to one day to attend the christening.

h) A day of First Communion leave of a child or grandchild.

Article 48. Licences of workers ' representatives.

For those who have positions of representation of the workers, including the union delegate, the provisions of the laws in force will be in place.

The legally established hours reserve will be computed annually. At the written request of the Committees of Enterprise or Delegates of staff, the hours of the representatives of the workers who so wish may be accumulated in one or more of them without exceeding the legal ceiling; this accumulation shall be carried out in computation the annual report, provided that it is communicated to the undertaking in the first quarter of the year or, where appropriate, during the first quarter of the term of office, or after three months from the date of signature of this Convention. The use will be for complete days in the cases of committees of nine or more members, except in the afternoon shift, which, if not requested by full day, will coincide with the beginning of the day and for the necessary time.

The trade union delegate will have the same credit for trade union hours as the workers ' representatives from the center to which he belongs.

It is agreed that the number of union delegates per union section of the trade unions that have obtained 10 per 100 of the votes in the election to the Business Committee will be determined on the following scale:

From 150 to 750 workers: One.

From 751 to 2,000 workers: Two.

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

From 5,001 onwards: Four.

The number of workers referred to in the previous scale is by company or group of companies in activities in this sector, if this were the organizational system, considering these effects as a single one, taking all the This is the case in the case of the Organic Law on Freedom of Association, of 1 August 1985.

Article 49.

In the exercise of their duties and given the special circumstances of the provision of services in this activity and the difficulties involved in the replacement of staff in their posts, the representatives of the workers for the performance of their duties as such shall notify and justify their absences to their superiors in advance of at least 24 hours. Notified of the absence in compliance with the above requirements, the companies, within the limits agreed in this Convention, will be obliged to grant the appropriate permission.

Article 50. Surplus.

The surplus will be two classes, voluntary and special.

Voluntary leave is to be granted by the Directorate of the Company for the particular reasons of the worker who requests it.

It will be an essential requirement to have the right to apply for such leave of absence if the company has reached an age of not less than one year. The excess may be granted for a minimum of six months and a maximum of five years.

During the time of excess, the labor rights of the surplus will be suspended, as well as its obligations, with no effect on all its remuneration, and not on the time of excess.

The surplus that will not request in writing its re-entry into the company with a minimum of one month in advance of the end of the period of leave will cause a definitive decrease in the company to all the effects.

The re-entry, when requested, will be conditional on the vacancy in its category, if there is no vacancy in the category of its own and if in another inferior, the surplus will be able to occupy this place with the corresponding salary until a vacancy occurs in its category.

Article 51.

It will give rise to special excess of any of the following circumstances:

1. Appointment for political office or appointment of a trade union representation, where the exercise is incompatible with the company's services.

2. Illness or accident, after the period of temporary incapacity has elapsed and for all the time in which the worker remains in temporary invalidity.

3. Provision of the military service, for the minimum mandatory duration of the service.

4. In the event of loss or subtraction and removal of the

license, guide, weapon, habilitation, until obtaining a new copy or appearance of the lost, subtracted or withdrawn, produced during the service, not being able to impute to the worker any type of imprudence or negligence, in which case the worker shall receive the salary of his category.

5. The temporary withdrawal of the meat from driving to the Driver Safety Vigilante. If the removal of the driving licence has occurred during the performance of his duties during the working day, the worker shall move to the immediate lower category with his own remuneration.

6. The temporary withdrawal of the meat from driving to the Vigilant Driver, outside the working day, by judgment or administrative penalty as a result of acts qualified as recklessness. For the duration of the deprivation of the driving licence.

If the withdrawal is final or more than three months, it will be a cause of excess for three months, after which it will move to the category immediately below the remuneration of the same.

Staff in a situation of special leave will be reserved for their job and will be counted, for the purposes of seniority, the time of leave, even if they will not be paid the remuneration of any kind.

The surplus worker by military service shall earn the amount of 50 per 100 of the salary corresponding to his category in the extraordinary pages of July and Christmas, provided that when applying for the surplus he has an seniority two years. This amount shall be collected after incorporation into the undertaking.

The surplus worker by loss or subtraction of the license and/or weapons guide shall be computed for all purposes.

The reinstatement of the special surpluses to their jobs must take place within 30 days, at most, from the moment the causes of the surplus have disappeared, except in the case of military service, in which the time limit shall be two months, and in the case of loss or subtraction, which shall be within five days.

In the absence of reentry within the established time limits, the surplus will cause the company to be permanently low.

If, when applying for re-entry, there is no vacancy in the special surplus category and if at a lower rate, the person concerned may choose to occupy this place or not to re-enter until it becomes vacant in its category, in the first case, the difference between the remuneration of that place and that of its professional category.

Article 52. Unpaid leave.

Workers who carry at least one year in the same undertaking may apply for leave without pay which the undertakings, after informing the representatives of the employees, shall attend, unless this is serious. disturbance in the service.

The duration of these permits shall not exceed 15 calendar days, and may not be granted to more than 5 per 100 of the template of your delegation.

CHAPTER XII

Security and Health

Article 53. Safety and health.

The rules on safety and health at work contained in Law 31/1995 of 8 November, Prevention of Occupational Risks, and other provisions of development that complement it, as well as those that could be observed, will be observed. be enacted to replace them.

To this end, Safety and Health Committees will be established at Work in the various security companies, which will have the functions and powers contained in the aforementioned legislation, in order to address those issues concerning the safety and hygiene which may arise in connection with the activities carried out in undertakings.

These general rules will, if necessary, develop specific safety and hygiene measures for each job.

CHAPTER XIII

Fouls and Sanctions

Article 54. Staff fouls.

The actions or omissions punishable by the workers will be classified according to their importance, reincidences and intentions, in light, serious and very serious.

In the application of sanctions, the personal circumstances of the worker, their cultural level, the extent of the damage, the degree of reiteration or recidivism will be taken into account.

Article 55.

They are minor faults:

1. Up to four faults of punctuality, with a delay of more than five minutes and less than fifteen minutes, within the period of one month.

2. Leave the job without justified cause or the short time service during the day. If it is caused as a result of which the company, co-workers, customers or personnel of the undertaking, or the cause of an accident, are considered to have been injured, the consideration of serious or very serious misconduct may be required.

3. Failure to notify the absence of the work, prior to that, and not to justify, within the following 24 hours, unless it is proved impossible to do so, the reason why.

4. The neglect and distractions in the performance of work or in the care and preservation of the machines, useful, weapons, tools and facilities of the clients. Where the failure to comply with the above causes serious consequences for the performance of the service, the fault may be deemed to be serious or very serious.

5. The non-observance of the orders of service, as well as the disobedience to the controls, all in light matter.

6. The lack of respect and consideration in light matters to the subordinates, companions, controls, staff and the public, as well as the discussion with them within the working day and to use malsonant and unseemly words with the same.

7. The lack of grooming and personal cleansing and of uniforms, equipment, weapons, etc., occasionally.

8. Do not communicate to the company changes of residence and domicile and other circumstances affecting their employment.

9. Do not attend to the public with due diligence and correction.

10. To be transferred to the special services of another worker, where the case does not constitute a serious fault.

Article 56.

Serious faults:

1. He committed two minor faults in the period of a quarter, except in punctuality, even if they were of different nature, provided that he had mediated sanction communicated in writing.

2. More than four faults of punctuality in the attendance at work in the period of one month greater than ten minutes or up to four faults in excess of fifteen minutes each.

3. The lack of attendance at work of one day in the one month period, without justified cause. It will be very serious if, as a result of the absence, serious injury to the company is caused.

4. Serious disobedience to superiors in the field of work and discourages to companions, controls or the public. If it is obvious that the discipline or the discipline is manifest, the company, the workers or the public will be very serious.

5. The impersonation of the personality of a partner by signing or signing, sanctioning both the one and the latter.

6. The voluntary decrease of the usual activity and the negligence and desidia in the work that affects the good march of the service.

7. The simulation of disease or accident and not to deliver the official part of the discharge within forty-eight hours after the occurrence of the disease, unless the impossibility of doing so is approved.

8. The use of time, uniforms, materials, tools, weapons or machines in matters outside the work or in their own benefit.

9 The use, without being of service, of the insignia of the charge or the unnecessary ostentation thereof.

10. The making of uniforms and seals, both of the company and its clients, as well as causing accidents by dolo, negligence or inexcusable recklessness.

11. To carry the records, documentation, notebooks or any kind of official and written records that they must have, without the formalities due and committing faults that because of their gravity or transcendence deserve special corrective. And if it were particularly relevant, they would be very serious.

Article 57.

Very serious faults:

1. The recidivism in commission of serious faults in the six-month period, even if it is of different nature, provided that it has mediated sanction.

2. More than twelve unjustifiable faults of punctuality committed during the six-month period or thirty in one year, even though they have been independently sanctioned.

3. Three or more unjustified absences to work in the one month period, more than six in the four-month period or more than twelve months in the one-year period, provided that they have been independently sanctioned.

4. Falsehood, disloyalty, fraud, breach of trust and theft or theft, both co-workers and the company or third parties related to the service during the performance of their duties or out of the same.

5. To make disappear, to disable, to cause damage in arms, machines, installations, buildings, beings, documents, etc., both of the company and of the clients of the same, as well as to cause accidents by dolo, negligence or inexcusable imprudence.

6. To carry out work for own account or for an employed person being in a situation of temporary incapacity for work, as well as to carry out manipulations or untruths to prolong that situation.

7. The continuous and usual lack of grooming and cleaning of such a kind that produces justified complaints of controls, colleagues or third parties.

8. The drunken drunkenness, wearing the uniform.

9. The violation of the secrecy of correspondence or of documents of the company or of the persons in whose premises and facilities the provision of the services is carried out and not to keep the due discretion or the natural stealth of the affairs and services in who, by the mission of their mission, must be aware.

10. Ill-treatment of words or work, or a serious lack of respect and consideration for the persons of their superiors, colleagues, their staff or their families, as well as the persons in whose premises or facilities they perform their activities and the employees of the latter if any.

11. Direct or indirect participation in the commission of a qualified crime as such in the criminal laws and the withdrawal of the title or the license of arms for the Security Watchers.

12. The abandonment of the job in positions of responsibility once taken possession of the same and the inhibition or passivity in the delivery of the same.

13. The voluntary and continuous decline in performance.

14. Originate in your colleagues or with the persons or employees for whom you provide services.

15. The commission of immoral acts in the workplace or in the premises of the company, within the working day.

16. The abuse of authority.

17. The illegal competition to be engaged in or out of the working day to develop for its own account the same activity as the company or to engage in particular occupations that are in open struggle with the service.

18. To make use of the weapons, not to be in self-defense and in the cases provided for by the laws and regulations in force.

19. To start or continue any discussion, rivalry, pretense superiority, demands in the way of providing services, etc., with police officers.

20. Give yourself to serious games and distractions, all during and within the working day.

21. To demand or ask for their services remuneration or prizes of third parties, whatever form or pretext for the donation is used.

22. The recklessness in act of service. If there is a risk of accident for himself or for colleagues or staff and public, or danger of damage to the facilities.

Article 58. Sanctions.

1. For lack of light:

a) Verbal assembly.

b) Written assembly.

2. For severe missing:

a) Public assembly.

b) Suspension of employment and salary of one to fifteen days.

c) Disablement for the ascent for a year.

3. For very serious lack:

(a) Suspension of employment and salary from sixteen days to two months.

b) Disablement for promotion for three years.

c) Despid.

To proceed with the imposition of the previous sanctions will be in accordance with the legislation in force.

Article 59. Prescription.

The power of the companies to impose sanctions, which must be exercised in writing unless verbal admonition, from which you must acknowledge receipt and sign the notice of the sanction or, in its place, two witnesses, case of refusal to The Commission shall, on the basis of the information provided by the Commission, make it possible to inform the Commission of the information referred to in the first report of the Commission and of the other Member States of the European Parliament and of the Commission.

Article 60. Abuse of authority.

Every worker may account in writing through the representation of the workers to the Directorate of each company of the acts that assume abuse of authority of their bosses. In receipt of the letter, the Directorate shall open the appropriate file within five days. Otherwise, the workers ' representatives must make the appropriate complaint to the Provincial Labour Directorates.

CHAPTER XIV

Awards

Article 61.

In order to reward the conduct, performance, industriousness and other outstanding qualities of the staff, the companies will grant their employees, individually or collectively, the prizes that are established in this section.

Award-worthy reasons will be considered:

a) Heroic acts.

b) Meritorious Acts.

c) Service Spirit.

d) Spirit of fidelity.

e) Afan of professional improvement.

f) They will be paid with a cash prize of 2,000 pesetas to the select shooter.

It will be heroic acts performed by the worker with serious risk of his life or personal integrity, to avoid a criminal act or an accident or to reduce its proportions.

It shall be considered as meritorious acts which do not pose a serious risk to the life or personal integrity of the worker, but represent a higher than normal conduct aimed at avoiding or overcoming an abnormality in the service or to defend the goods or interests of the clients of the undertakings or of the undertakings.

A spirit of service will be estimated when the worker performs his work, not in a routine and ordinary way, but with total surrender of his faculties, manifest in concrete facts consistent in achieving his greatest perfection, subordinate to them their comfort and even their particular interest.

There is a spirit of fidelity when it is credited for continuing services to the company for a period of twenty years without any interruption, provided that the worker's record is not recorded as unfavourable to the commission of severe or very serious fault.

It is understood that the work of those workers who, instead of fulfilling their mission in a form, will devote their effort to improve their technical and practical training to be more useful to their work.

The rewards that are set to reward the described acts may consist of:

a) Prizes in cash, for the minimum amount of a monthly payment.

b) Increase in paid leave.

c) Written congratulations, which will be made public.

d) Proposal to the competent agencies for the granting of rewards, such as appointments of exemplary producer, Medal of Labor and other distinctive.

e) Cancellation of unfavorable notes in the case.

Exception made from the congratulations, the award of the prizes entered will be made by the Directorate of the companies in contradictory file instructed on the proposal of the bosses or co-workers and with intervention (a) the provisions of Article 1 (1) of the Treaty.

CHAPTER XV

Social benefits

Article 62.

The companies affected by this Collective Agreement will sign collective insurance policies in favor of each and every one of its workers for a capital of 4,400,000 pesetas per death and 5,637,500 pesetas for permanent incapacity total, both arising from accidents, whether or not they work, except those produced in official motor vehicle sports competitions. Its effect will cover twenty-four hours a day and throughout the year.

The capitals will enter into force from the day of the signing of this Collective Agreement.

Workers ' representatives may request from their companies a copy of the policy, referred to above, for the purposes of knowing the risks covered and the amount of the risk.

Article 63.

Companies will pay disabled children the amount of 13,120 pesetas per month, per child of this condition, as a supplement and regardless of the benefit that the Social Security has recognized, in their case, as a aid for the disabled, as defined in the applicable legislation.

In 1998, this supplement will be of 13,395 pesetas and in the successive years of validity of this Convention this amount will be revalued in the CPI provided for in the General Budget of the State for each of its years of validity.

The amount credited for the benefit will be paid by the company in which the worker provides his/her services whatever the number of days worked in the month.

Article 64. Compensation in cases of temporary incapacity.

a) Temporary inability in the event of an accident:

Companies shall supplement, where appropriate, the regulatory provision in such a way that the worker receives 100 per 100 of the salary table in the salary annex, the seniority supplement in the category for those workers who have the right to this supplement, plus the part corresponding to the plus of the danger, if any, without it being worth the amount that could correspond to the extraordinary pages. In addition to those currently considered as such, they also include those produced during shooting and/or gym practices, provided that they are performed by legal mandate or express order of the company.

b) Temporary inability in case of sickness or non-work accident:

b.1) From day 1 to 3, for once a year, 50 per 100 of the quotation basis.

b.2) From day 4 to 20, 80 per 100 of the quote basis.

b.3) From day 21 to 40, 100 per 100 of the quote basis.

b.4) From 41 to 60, 90 per 100 of the listing basis.

b.5) From 60 onwards, if applicable, as this legislated.

Companies will complement the regulatory provision in the case of hospitalization:

100 per 100 of the listed base will be charged, from the date of your hospitalization, for forty days maximum, even if part of those days is hospitalized and another part is not and in period of recovery or postoperative period, but provided it remains low.

CHAPTER XVI

Trade union rights

Article 65.

Both parties and by common agreement state that the companies included in the functional scope of this Convention will be able to discount on the monthly payroll of the workers, and at their request, the amount of the union fee corresponding.

The worker interested in carrying out such an operation shall forward to the Management of the undertaking a letter, in which the discount order, the central or the union to which it belongs shall be clearly expressed, the amount of the fee, as well as the number of the current account or savings bank account to which that amount must be transferred. The undertakings shall carry out the following measures, unless otherwise specified, for periods of one year.

The Company's management will submit a copy of the transfer to the union representation in the company, if any.

The competences and guarantees of the representation of workers will be established in Articles 64 and 68 of the Workers ' Statute and in the Organic Law on Freedom of Association.

For the purposes of the minimum age required to be a candidate in the union elections, as provided for in Article 69 of the Staff Regulations, this period shall be calculated within the last 12 months, even if In this period, there have been a number of different worker relationships in the company.

Companies or groups of companies will grant an annual hourly credit of one thousand eight hundred and nine hours to the trade unions for every 60 delegates of staff or members of the Enterprise Committee who have been obtained by each of the those at the national level in the company or group.

Notwithstanding the above, such credit of one thousand eight hundred and nine hours shall be established in proportion to those undertakings or groups of undertakings in which there are more than 15 and fewer than 60 members of the Business Committee or Staff of the same trade union centre.

This credit will be awarded to a single worker at the union plant, designated by the union.

CHAPTER XVII

Remuneration

Article 66. General provision.

The remuneration of staff falling within the scope of this Collective Agreement shall be made up of the basic salary and the allowances thereof and corresponds to the normal working day referred to in Article 42 of this Convention.

The salary will be paid for months due, up to the 5th of every month.

Article 67. Advances.

The worker shall be entitled to receive advances on account for the work already done, without exceeding 90 per 100 of the amount of his salary, within a maximum period of four working days from the application.

Article 68. Wage structure.

The wage structure that will be paid from the entry into force of this Convention will be as follows:

a) Base salary.

b) Add-ons:

1. Personal:

Age.

Personal Add-on (age in category).

2. Of jobs:

Hazard.

Plus escort.

Plus of armored vehicle.

Plus activity.

Plus responsible for surveillance or transportation equipment.

Plus night work.

3. Quantity or quality of work:

Extraordinary hours.

4. Of a maturity of more than one month:

Christmas Gratification.

Gratification of July.

Benefits.

5. Allowances or allowances:

Plus distance and transport.

Plus wardrobe maintenance.

Article 69. Basic salary.

Basic salary shall be understood as the corresponding remuneration, in each of the professional categories to a normal activity, during the working day laid down in this Convention.

The basic salary will always be considered as referring to the legal day established in this Convention. If, on the basis of a particular agreement of the company with its operators, the day with restricted hours is worked, the basic salary shall be divisible for hours, which shall be paid in respect of which, in no case, may be less than four hours.

Article 70. Personal Add-on

The following are set:

A) Antiquity: All workers, without exception of categories, will enjoy, in addition to their salary, increases for years of service as a prize for their engagement in the respective company.

A new accrual system is established for the personal complement of seniority, according to the following rules:

(a) The three-year period up to 31 December 1996 will be maintained in the amounts listed below, without having to experience any economic increase in the future.

Triennial values table

Triennium value

-

Pesetas/Categories

Managing, entitled, and technical staff

Director-Manager/9.856

Commercial Director/8,838

Technical Director/8,838

Staff Director/8,838

Chief of Staff/7,819

Chief Security Officer/7,819

Titled top/7,819

Titled media/6,801

Provincial Delegate-Manager/6,801

Administrative staff

A) Administrative:

Head of First/6.351

Head of Second/5,881

First Officer/5.006

Second Officer/4,705

Flight Attendant/4.234

Auxiliary/4.234

Phone/3,528

Aspiring/2,990

B) Technicians and Office Specialists:

Analyst/7,819

Computer Programmer/6,801

Operator/Computer Recorder/5.006

Projectionist/5,881

Outline/5.006

C) Commercial:

Sales Manager/6.351

Commercial Technician/5,881

Seller/5,175

Intermediate commands

Traffic Manager/5,761

Chief of Surveillance/5,761

Head of Services/5,761

General Manager/5,761

Inspector/5.291

Operational personnel

A) Sworn:

Jury-Driver/4,594

Jurado-Transportation Watchdog/4.261

Jury/4.245

Explosives Jury/4.245

B) Unsworn:

Security Guard/3,541 Operator C. R. Alarms/3,541

Counter-Pagator/3.541

Electronic-mechanical security personnel

Charge/6,633

First Officer/6.178

Second Officer/5,451

Third/4,726 Officer

Assistant Manager/3,589

First/3,589 Specialist

Second/3.342 Specialist

Systems Reviewer/5,014

Apprentice/3.071

Multi-job staff

First Officer/5.347

Second Officer/4.231

Helper/3,525

Pawn/3,530

Apprentice/2,992

Cleaner/3,530

Subalternate staff

Driver/4.281

Ordinance/3,885

Store/3,885

Buttons/2,992

(b) As from 1 January 1997, the increases to which this term-age supplement will take place shall consist of five-year periods, the value of which is indicated below, starting from the first day of the month in which the that the five-year period is fulfilled.

Five-year values tables

Five-Year

-

Pesetas/Categories

Managing, entitled, and technical staff

Director General/10.322

Commercial Director/9.256

Administrative Director/9.256

Technical Director/9.256

Staff Director/9.256

Chief of Staff/8.189

Security Chief/8.189

Titled top/8.189

Titled media/7.122

Provincial Delegate-Manager/7.122

Administrative staff

A) Administrative:

Head of First/6,652

Head of second/6.159

First Officer/5.243

Second Officer/4,927

Hostess/4,435

Auxiliary/4,435

Phone/3.695

Aspiring/3,131

B) Technicians and Office Specialists:

Analyst/8.189

Computer Programmer/7.122

Operator/Computer Recorder/5.243

Projectionist/6.159

Outline/5.243

C) Commercial:

Sales Manager/6,652

Commercial Technician/6.159

Seller/5.420

Intermediate commands

Traffic Manager/6,034

Chief of Surveillance/6,034

Head of Services/6,034

General Manager/6,034

Inspector/5,542

Operational personnel

A) Enabled:

Security Watchdog-Driver/4,811

Transportation Watchdog/4.462

Explosive/4,393 Watcher

B) Not enabled:

Operator C. R. Alarms/3,709

Counter-Pagator/3.709

Electronic-mechanical security personnel

Charge/6,947

First Officer/6.470

Second Officer/5,709

Third/4,951 Officer

Loaded/3,759 Helper

First/3,759 Specialist

Second/3,501 Specialist

Systems Reviewer/5.252

Apprentice/3.216

Multi-job staff

First Officer/5,600

Second Officer/4,431

Helper/3,692

Pawn/3,698

Apprentice/3.134

Cleaner/3,698

Subalternate staff

Driver/4.484

Ordinance/4,068

Store/4,068

Buttons/3.134

Value of the five-year period for the Safety Watchers: According to the equalization described in the explanatory statement of this Collective Agreement, the value of each five-year period is fixed for this category according to the a worker has been recognised and consolidated as at 31 December 1997 in the category of "Vigilante Jurado" or "Security Guardian" in the values set out below:

b.1) Workers with recognized and consolidated professional category of Vigilante Jurado at December 31, 1997:

Five-year value:

Year 1998: 4,393 pesetas.

Year 1999: The five-year value + CPI provided for in the General Budget of the State.

Year 2000: The five-year value + CPI provided for in the General Budget of the State.

Year 2001: The five-year value + CPI provided for in the General Budget of the State.

b.2) Workers who were not recognised and consolidated as professional category at 31 December 1997:

Year 1998: 3,821 pesetas.

Year 1999: 4,107 pesetas.

Year 2000: 4,393 pesetas.

Year 2001: Both values are equated.

(c) The accumulation of wage increases by seniority resulting in both triennial and five-year periods shall in no case be more than 10 per 100 of the basic salary at five years of age 25. for 100 to 15 years, 40 per 100 at the age of 20 and 60 per 100, at most, at 25 or more years.

B) Personal supplement (seniority in category): Workers who have been recognised and consolidated the category of "Vigilante Jurado" before 1 January 1998 will receive a personal supplement (seniority in the category) in every monthly payment.

This personal complement, which for 1998 is quantified in 13,832 pesetas, will be absorbed and transformed into base salary over the next three years, 1999, 2000 and 2001, disappearing in full on 1 January 2001, the wage equalisation to which the explanatory statement of this Collective Convention relates is produced.

Article 71. Job supplement.

a) Hazardous: The operational staff and intermediate managers who, for the special purpose of their duties, are legally obliged to carry a firearm shall be charged with regard to the risk of danger in the course of 1998; following amounts:

1. Safety-drivers, transport safety watchdogs and explosives monitors shall be charged on a monthly basis, for this purpose, with the amounts shown in the remuneration tables of the salary annex to this Convention.

2. Security guards when carrying out a service with a statutory firearm shall be charged with a hazard of 19,399 pesetas per month or an hourly price of 118 pesetas, with a maximum of 164.27 hours per month. In the monthly holiday allowance, as well as in the case of overtime, the proportion shall be paid in proportion to the last 12 months.

b) Plus escort: The staff described in Article 22.A. 2.a), when carrying out the duties laid down in paragraph 7 of that provision, shall, for that purpose, receive at least 10,210 pesetas per month, supplement.

In the following years of the present Convention (1999, 2000 and 2001), the previous pluses (dangerousness and escort) will increase in the CPI provided for in the General Budget of the State corresponding to each of the years.

(c) armoured vehicle Plus: This plus shall be paid to the Transport Safety Keepers and the Safety-Driver Keepers, in consideration of the typical functions of their category, as defined in Article 22 of this Regulation. Collective Agreement.

(d) Plus activity: This plus shall be paid to workers in the categories to which they are listed in the Annex to this Convention.

e) Plus responsible for surveillance or transport equipment: The worker shall be paid who, in addition to carrying out the duties of his or her category, develops a coordination task, distributing the work and indicating how to do so, by making appropriate parts, anomalies or incidents that occur in the services in the absence of the Inspector or other Chief, having the responsibility of a team of persons. Personnel carrying out duties as a team officer shall receive a plus for such a concept of 10 per 100 of the basic salary set out in this Convention, corresponding to their category, as long as they are assigned and made.

f) Night work Plus: A plus of night work per hour worked. In accordance with Article 42 of this Collective Agreement, night work shall be understood to be between twenty-two hours and six hours on the following day. If the hours worked at night are four or more hours, the plus corresponding to the working day shall be paid, with a maximum of eight hours.

For the period from 1 January 1997 to 31 December 1998 each night time worked will be paid with the values shown in the following table:

Overnight Hours 1997/1998

1997

-

Pesetas/1998

-

Pesetas/Categories

Administrative staff

A) Administrative:

Head of First/168/172

Head of 2nd/155/158

First Officer/132/135

Second Officer/126/129

Hostess/113/115

Auxiliary/113/115

Phone/93/95

Aspiring/79/81

B) Technicians and Office Specialists:

Computer Programmer/181/185

Operator/Computer Recorder/132/135

Projectionist/155/158

Delineant/132/135

C) Commercial:

Sales Manager/168/172

Commercial Technician/155/158

Seller/136/139

Intermediate commands

Head of Traffic/152/155

Chief of Surveillance/152/155

Head of Services/152/155

General Manager/152/155

Inspector/144/147

Operational personnel

A) Enabled:

Security Watchdog-Driver/123/126

Transportation Security Watchdog/114/116

Explosives/113/115 Watchdog

B) Unsworn:

Operator C. R. Alarms/95/97

Counter-Pagator/94/96

Electronic-mechanical security personnel

Charge/175/179

First Officer/163/166

Second Officer/145/148

Third/126/129 Officer

Assistant Manager/94/96

First/94/96 Specialist

Second/89/91 Specialist

Systems Reviewer/132/135

Apprentice/82/84

Multi-job staff

First Officer/142/145

Second Officer/111/113

Helper/93/95

Pawn/93/95

Apprentice/79/81

Cleaner/93/95

Driver/113/115

Subalternate staff

Ordinance/102/104

Store/102/104

Buttons/79/81

In the following years of validity of this Convention (1999, 2000 and 2001) these amounts will be increased in the CPI provided for in the General Budget of the State corresponding to each of the years.

The Security Watchers ' Nocturnity. You distinguish between:

1. The night hours performed by the staff who were recognized and consolidated the category of Vigilante Jurado in 1997, whose increase will be the following:

Year 1997: 113 pesetas/hour.

Year 1998: 115 pesetas/hour.

Year 1999: The value of night time + CPI provided for in the General Budget of the State.

Year 2000: The value of night time + CPI provided for in the General Budget of the State.

Year 2001: The value of night time + CPI provided for in the General Budget of the State.

2. The night hours performed by staff who in 1997 were not recognised or consolidated the category of Safety Watch are set out in the following values:

Year 1997: 95 pesetas/hour.

Year 1998: 101 pesetas/hour.

Year 1999: 107 pesetas/hour.

Year 2000: 113 pesetas/hour.

Year 2001: Both values are equated.

Article 72. Complement of quantity or quality of work. Overtime.

With regard to overtime, the provisions of Article 43 of the present Collective Agreement and Article 35 of the Workers ' Statute will apply.

Article 73. Maturity top-end of the month.

1. Gratification of July and Christmas.-The staff at the service of the security companies will receive two extraordinary bonuses with the following accruals and payment dates:

1.1 July Gratification: It will become due from July 1 to June 30. Regardless of the completion of your accrual, the payment will be made between July 13 and July 15.

The amount of this gratification will be from a "total" column of the "total" column corresponding to the salary annex and by the same concepts, including the personal supplements called seniority and, if applicable, the supplement staff of seniority in the category, as well as the proportional share of the hazard plus of the time worked with weapons during their accrual.

1.2 Christmas Gratification: It will become due from January 1 to December 31. Regardless of the completion of your accrual, the payment will be made between December 13 and 15. The amount of this allowance shall be a monthly payment of the 'total' column corresponding to the salary annex and the same concepts, including personal allowances referred to as seniority and, where appropriate, the personal supplement of age in the category, as well as the proportional share of the hazard plus of the time worked with weapons during their accrual.

The staff who have entered or will cease during the year will receive the extraordinary rewards, in proportion to the amount of time worked.

2. Benefit gratification. -All the workers of the security companies subject to this Convention, whatever the modality of their employment contract, will have the right to the receipt, in concept of profits, of an amount equivalent to a subsuality of the 'total' column, corresponding to the year preceding the year of the month of the receipt, including seniority, and by the same concepts and, where applicable, the personal complement of seniority in the category, as well as the part proportional to the amount of danger associated with the time worked with weapons during their accrual.

The profit share shall be payable annually from 1 January to 31 December, and shall be paid, for years past due, between 13 and 15 March of the following year. Workers who take less than one year at the end of the year at the service of the undertaking or who cease during the year shall also be entitled to receive the proportion corresponding to the time worked, as their accrual shall be calculated for years. natural.

For the purpose of recovering the remuneration of operating staff in 1997, workers who have had the employment categories that are listed below and continue to be active in the year 1997 will receive, by at one time, the amounts also indicated:

Vigilant jury: 20,000 pesetas.

Jury of transport: 22,500 pesetas.

Watchful jury: 25,000 pesetas.

Counter-Pagator: 14,000 pesetas.

The amounts due for this concept will be paid in the month following the publication of this Collective Agreement.

Workers who have not held the categories expressed for the whole of 1997 will receive the amounts indicated in the proportion of the proportion of the time worked.

The workers subrogated to other companies will receive the corresponding amounts according to the time worked in 1997 with the categories indicated, and the amount resulting from the company in which it is they were providing services in that period and for the time they remained in it.

Article 74. Allowances for allowances or other allowances.

a) Plus distance and transport: It is established as compensation for travel expenses and means of transport within the locality, as well as from home to work centres and their return. The amount, in annual accounts, and redistributed in 15 pages, is set out in the column in the salary annex.

b) Plus for wardrobe maintenance: It is established as compensation for the costs that will be borne by the worker, for the cleaning and preservation of the clothing, footwear, correages and other garments that make up his or her uniformity, considering these effects as compensation for wear and tear of tools and tools. The amount, in annual accounts, and redistributed in 15 pages, is set out in the column in the salary annex.

Article 75. Amount of remuneration.

The salary increase of all categories of this Collective Agreement is for each of the years of validity the CPI provided for in the General Budget of the State, with the exception made of the salaries of 1997 (they are indicated in the salary annex), with the amounts of the remuneration for the years 1997 and 1998 being established in the salary annexes accompanying this Collective Agreement.

Notwithstanding the foregoing, as stated in the explanatory memorandum to this Convention, the equalization of the current work categories of the Vigilante Jurado and the Security Guard in a single category of Security watchdog, whose remuneration for 1998 is set out in the salary annex.

For the following years, for this category of Security Vigilante, gross monthly salaries of 102,742 pesetas in 1999, and 108,518 pesetas for the year 2000, are guaranteed without any revision in any of the cases.

Employees who, before 1 January 1998, have been recognized and consolidated the employment status of Juries will receive, in addition to that of the total of the table set out in the salary annex, the supplement personal (seniority in the category) described in Article 7b) of this Collective Agreement, supplement that they will receive in each monthly payment and pay.

This personal complement, which for 1998 is quantified in 13,832 pesetas, will be absorbed and transformed into base salary in the next three years 1999, 2000 and 2001, disappearing in full on 1 January 2001, that the wage equalization occurs.

The total of the remuneration tables, including the previous personal supplement, for the corresponding assumptions, with effect from 1 January for each of the following years (1999, 2000 and 2001) will have the CPI increases. provided for in the corresponding State General Budget. In 2001, the remuneration of these former categories of work (Security Guard and Jury Vigilante) will be identical.

On the other hand, workers with a job category of Paying Accountants will have a salary increase in 1998 from the CPI provided for in the General Budget of the State plus a point, as set out in the salary annex, in the successive years of the Convention, the general increase of all categories, i.e. exclusively the CPI provided for in the General Budget for each of the years of validity (1999, 2000 and 2001).

To carry out the planned increases and, where appropriate, the update that is later agreed, both parties agree to meet as soon as the expected and actual CPI for each of the years of the Convention.

Article 76. Review clause.

If the actual CPI as at 31 December 1998 is higher than that provided for in the General Budget of the State (2.1 per 100), it will be applied to the 1997 remuneration table and the resulting amounts will be used to basis for fixing the remuneration for 1999. In no case such a salary revision will be retroactive and serves only as a basis for updating tables.

This review clause will operate in each year corresponding to the Effective Convention.

Article 77. Pact of impact on prices and unfair competition.

Both representations expressly state that the economic conditions agreed in this Convention will have an impact on the prices of services.

The Monitoring Committee of the Convention, established in the final provision of this Convention, shall be responsible for verifying compliance with the provisions of this Article.

unfair competition, with the consequences arising from the legislation in force, shall be deemed to be unfair competition, the commercial offers made by undertakings which are lower than the costs of this Convention. For these purposes, the following minimum costs are estimated:

1998

V. Security

(no comp.

staff)

-

Pesetas/1998

V. Security

without a weapon

-

Pesetas/1998

V. Security

with weapon

-

Pesetas

Convention Costs/1,260/1,447/1,660

Cost-time-time/137/156/156

Age:

Con trienios/43/49/49

With Five-Year/40/48/48

These costs will be updated annually by the Monitoring Committee of the Convention.

Article 78. Uniformity.

The companies will make it easier every two years for the operating staff to wear the following uniforms: Three summer shirts, three winter shirts, one tie, two backsides, two winter pants and two summer pants.

A pair of shoes will be made available every year.

They will also be provided, in cases of services on the outside, with the appropriate clothing and water.

Other items of equipment will be renewed when they deteriorate.

In case of force majeure, duly tested, the damaged garments will be replaced by new ones.

Companies will improve the quality of all the elements of the uniform described above.

Article 79.

Companies will pay workers who, when they meet the age of their relationship, accept the company's proposal to retire, the following amounts:

1997

-

Pesetas/1998

-

Pesetas

At sixty years/831.116/848,569

At sixty-one years/767,781/783,904

At sixty-two years/703.802/718.582

These amounts will be increased in the successive years of the Convention in the CPI provided for in the General Budget of the State for each of the years 1999, 2000 and 2001.

Notwithstanding the foregoing, and in the development of Royal Decree 1194/1985 of 17 July 1985, both parties agree to the forced retirement of the workers affected by this Convention at the age of 60 and four years of age, the contract of employment is extinguished, as provided for in Article 49.F of the Staff Regulations.

The main purpose of this agreement is to establish a employment policy in this sector, provided that the following requirements are met:

1. To have been sixty-four years old or older.

2. To bring together the retired worker the requirements, except age, which to qualify for the retirement pension are laid down in the provisions of the General Social Security Scheme.

3. Replace the undertaking to the worker who retires by another worker who is entitled to any of the unemployment benefits or young jobseeker, between eighteen and twenty-nine years of age or long unemployed duration, without prejudice to the simultaneous fulfilment of the conditions required by the special safety monitoring regulations in force at any time.

4. The new contract signed by the worker is of the same nature as the one which is extinguished by the worker's retirement.

Equally, both parties of mutual agreement agree as a cause of termination of contract, when the worker is sixty-three years of age as long as he/she can have access to the retirement provision, even if he/she is affected by the correction coefficient legally established by the social security rules, which currently stands at 0.84.

In this case, the worker will receive from the company an indemnity of 908,540 pesetas for 1997 and 927,619 pesetas for 1998, which will be paid to him jointly with the liquidation of his assets at the time of the discharge. These amounts will be increased by the CPI provided for in the General Budget for 1999, 2000 and 2001.

Article 80. Relief contract.

It is agreed by both parties that the provisions laid down for the contract of relief in the Royal Legislative Decree 1/1995, of 24 March, will apply in the scope of this Convention.

Article 81. Legal assistance.

The companies affected by this Convention will be able to provide legal assistance to those workers who, as defendants, are being held in criminal proceedings for actions carried out in compliance with the law. the functions entrusted by the undertaking, all in accordance with the provisions of Article 47 (d), provided that they have communicated such a situation within two working days of the receipt of the first communication.

Article 82.

Companies that have staff in Article 18 (mechanical and electronic security) group V, if they proceed to subcontract their services with non-company personnel, will in no way be able to reduce their workforce as a result of such subcontracting. This is in order to guarantee the existing jobs and to the detriment of their replacement by non-members of the present Collective Agreement.

Article 83. Civil liability policy.

Companies attached to this Convention shall be obliged to take out insurance policy for civil liability in the amount of at least 22,000,000 pesetas, with the effects and consequences included in the Law of the Contract of Sure.

Article 84. Concurrency of Conventions.

This Collective Agreement is intended to regulate working conditions for all companies and their employees included in the Private Security sector, therefore, all the content established in this Convention apply to all companies and workers in this sector.

For all of this, the agreements of a company that can be agreed upon, in concurrence with the present, regardless of their scope and effectiveness, must, at least, respect each and every working conditions agreed upon in the this National Convention, considering all and each of the conditions that do not respect the minimum established in the present National Collective Agreement of the Private Security Sector.

In the event of concurrency of Conventions between the present and the other of the lower scope, the Convention that is more favorable for the

will be applied

workers.

This clause is agreed under the provisions of Article 83.2 of the Workers ' Statute.

Article 85. Inapplication of salary tables.

The percentages of wage increases laid down in this Convention shall not be necessary or required for those undertakings which credit, objectively and reliably, deficit or loss situations in the three previous exercises. The feasibility forecasts for the current year will also be taken into account.

In these cases, the parties, incorporated in the Joint Committee and the Follow-up Committee, will be transferred to the fixing of the increase in salaries proposed by the applicant.

In order to assess this situation, circumstances such as the insufficient level of production and sales, the special economic situation of the applicant company, taking into account the data resulting from the accounting, will be taken into account. of the companies, their balance sheets and their profit-and-loss accounts.

The application for the application of the tables must be accompanied by the objective documents proving the reality of the cause expressed in the preceding paragraph, accompanied by reports of auditors or auditors, balance sheets, results, report of the legal representation of the workers, as well as any other document deemed appropriate by the applicant, reserving the Joint Commission the power to request the documentation and additional information it considers relevant, prior to the application of the application referred to in the paragraph next.

The Joint Committee of the Convention, established under the objective circumstances, in accordance with the above, shall, where appropriate, authorise the temporary non-application of the salary tables for the maximum period of one year. The said authorisation for the implementation of tables shall be null and void if the data provided by the applicant company are not correct.

The request for a discount must be submitted within two months of the signing of this Convention or within the first two months of the successive years.

Single additional disposition. Right of preference to weapon use.

Workers who, by 1 January 1994, would have been recognized as the professional category of the Security Jury will be given priority to fill these vacant and/or newly created jobs. carry out with a weapon and produce within the locality defined in the terms of Article 35 of this Convention.

In the event that the company assigns a job with a weapon to a worker who did not have the status of the Vigilant Jury in January 1, 1994, the worker who was recognized and was providing services without a weapon shall have the right to receive the most dangerous, as provided for in this Convention.

If you are several workers in any of these situations, you will have a preference to cover the place of the worker who is recognized in the oldest payroll.

Companies and workers ' representatives will be able to meet to deal with situations related to this aspect, with the possibility of agreeing more beneficial conditions for both parties, when special circumstances so require. advise.

Single transient arrangement.

When there is no worker with the recognized and consolidated category of the Vigilante Jurado prior to January 1, 1994, and the company must assign any worker from the category of Guarda de This is the only way to ensure that the worker's salary is exactly the same as a worker from the category of the Jury, regardless of the time of the equalization in which this circumstance took place.

Final disposition first.

Both parties agree that, should any provision affecting the content of this text be published throughout the duration of this Convention, the Negotiating Commission shall be convened immediately. to adapt its content in so far as it could be affected, within a maximum period of three months from the publication of that provision or provisions.

Final disposition second.

It is agreed to constitute, within three months of the signing of this Convention, between the undersigned organizations a Commission to follow up, in order to monitor and enforce its strict compliance.

Final disposition third.

The two parties agree to establish, within three months of the signing of this Convention, a procedure for the subrogation of the Cash Accounting staff, which will be inserted in Article 14 of this Convention.

Table of remuneration. Year 1997

Salary

base

-

Pesetas/Plus

dangerousness

-

Pesetas/Plus vehicle

armored

-

Pesetas/Plus

activity

-

Pesetas/Plus

transport

-

Pesetas/Plus

locker room

-

Pesetas/Total

-

Pesetas/Categories

Managing, entitled, and technical staff

Director General/183,815/-/-/-/20.423/-/204.238

Commercial Director/164,825/-/-/-/20.423/-/185.248

Managing Director/164,825/-/-/-/20.423/-/185.248

Technical Director/164,825/-/-/-/20.423/-/185.248

Director of Personnel/164,825/-/-/-/20.423//185.248

Chief of Staff/145,829/-/-/-/20.423/-/166.252

Chief Security Officer/145,829/-/-/-/20.423/-/166.252

Titled top/145,829/-/-/-/20.423/-/166.252

Titled media/126,830/-/-/-/20.423/-/147.253

Provincial Delegate-Manager/126,830/-/-/-/20.423/-/147.253

Administrative staff

A) Administrative:

Head of First/118,455/-/-/8.376/20.423//147.254

Head of 2nd/109,685/-/-/9.549/20.423//139,657

First Officer/93,373/-/-/11.93-/20.423/-/125,726

Second Officer/87,748/-/-/12.488/20.423/-/120.659

Flight Attendant/78,973/-/-/13.666/20.423/-/113.062

Auxiliary/78,973/-/-/13.666/20.423/-/113.062

Telephone/65,805/-/-/15.436/20.423/-/101,664

Aspiring/55,765/-/-/14.079/20.423/-/90.267

B) Technicians and Office Specialists:

Analyst/145,829/-/-/-/20.423/-/166.252

Computer Programmer/126,830/-/-/-/20.423/-/147.253

Operator/Computer Recorder/93,373/-/-/11,930/20.423/-/125,726

Outlining projectionist/109,685/-/-/9.549/20.423/-/139,657

Delineant/93,373/-/-/11,930/20.423/-/125,726

C) Commercial:

Head of Sales/118.455/-/-/8.376/20.423/-/147.254

Commercial Technician/109,685/-/-/9.549/20.423/-/139,657

Seller/96,519/-/-/11.316/20.423/-/128,258

Intermediate commands

Head of Traffic/107.459/-/-/922/20.423/8,949/137,753

Head of Surveillance/107.459/-/-/922/20.423/8,949/137,753

Head of Services/107.459/-/-/922/20.423/8,949/137,753

General Manager/107.459/-/-/922/20.423/8,949/137,753

Inspector/98,685/-/-/2.098/20.423/8.949/130.155

Operational personnel

A) Sworn:

Jury-Driver/85,678/16,799/7,822/-/20.423/9.840/140.562

Jurado-Transportation Watchdog/79,457/17.187/7,822/-/20.423/10.466/135.355

Vigilant Jury/78,236/19,000/-/-/20.423/9.859/127.518

Explosives Jury/78,236/19,000/-/-/20.423/9.859/127.518

B) Unsworn:

Security Guard/66,048/-/-/-/20.423/5.718/92.189

Operator C. R. alarms/66.048/-/-/-/20.423/5.718/92.189

Counter-Pagator/66,048/-/-/-/20.423/5.718/92.189

Electronic-mechanical security personnel

Chargé/123,709/-/-/-/20.423/6.125/150,257

First Officer/115.222/-/-/-/20.423/6.125/141,770

Second Officer/101,662/-/-/-/20.423/6.598/128,683

Third/88,159/-/-/-/20.423/8.263/116,845 Official

Enloaded/66,937/-/-/-/20.423/10.946/98,306

First/66,937/-/-/-/20.423/10.946/98,306 Specialist

Second/62,340/-/-/-/20.423/3.232/85,995 Specialist

Systems Reviewer/93,519/-/-/-/20.423/7.336/121.278

Apprentice/57,265/-/-/-/20.423/3.080/80,768

Multi-job staff

First Officer/99.716/-/-/8.315/20.423/-/128.454

Second Officer/78,913/-/-/9,928/20.423/-/109.264

Helper/65,745/-/-/11.696/20.423/-/97,864

Pawn/65,853/-/-/3,988/20.423/-/90.264

Apprentice/55,805/-/-/4.539/20.423/-/80,767

Cleaner/65,853/-/-/3,988/20.423/-/90.264

Subalternate staff

Driver/79,842/-/-/15.258/20.423/9.840/125.363

Ordinance/72,446/-/-/3.109/20.423/-/95,978

Store/72,446/-/-/3.109/20.423/-/95,978

Buttons/55,805/-/-/2,651/20.423/-/78,879

Table of remuneration. Year 1998

Salary

base

-

Pesetas/Plus

dangerousness

-

Pesetas/Plus vehicle

armored

-

Pesetas/Plus

activity

-

Pesetas/Plus

transport

-

Pesetas/Plus

locker room

-

Pesetas/Total

-

Pesetas/Categories

Managing, entitled, and technical staff

Director General/197,641/-/-/-/10.886/-/208,527

Commercial Director/178,252/-/-/-/10.886/-/189.138

Managing Director/178.252/-/-/-/10.886/-/189.138

Technical Director/178.252/-/-/-/10.886/-/189.138

Director of Personnel/178,252/-/-/-/10.886//189.138

Chief of Staff/158,857/-/-/-/10.886/-/169,743

Chief Security Officer/158,857/-/-/-/10.886/-/169,743

Titled top/158,857/-/-/-/10.886/-/169,743

Titled media/139.459/-/-/-/10.886/-/150.345

Provincial Delegate-Manager/139.459/-/-/-/10.886/-/150.345

Administrative staff

A) Administrative:

Head of First/130.909/-/-/8.552/10.886//150.347

Head of 2nd/121,954/-/-/9.750/10.886//142,590

First Officer/105,300/-/-/12.181/10.886/-/128,367

Second Officer/99.557/-/-/12.750/10.886/-/123.193

Flight Attendant/90.597/-/-/13.953/10.886/-/115.436

Auxiliary/90.597/-/-/13.953/10.886/-/115.436

Phone/77,153/-/-/15.760/10.886/-/103,799

Aspiring/66,902/-/-/14.375/10.886/-/92.163

B) Technicians and Office Specialists:

Analyst/158,857/-/-/-/10.886/-/169,743

Computer Programmer/139.459/-/-/-/10.886/-/150.345

Operator/Computer Recorder/105,300/-/-/12.181/10.886/-/128,367

Eyeliner/121,954/-/-/9.750/10.886/-/142,590

Delineant/105,300/-/-/12.181/10.886/-/128,367

C) Commercial:

Head of Sales/130,909/-/-/8.552/10.886/-/150,347

Commercial Technician/121,954/-/-/9.750/10.886/-/142,590

Seller/108.512/-/-/11.554/10.886/-/130.952

Intermediate commands

Head of Traffic/119.682/-/-/941/10.886/9.137/140.646

Head of Surveillance/119.682/-/-/941/10.886/9.137/140.646

Head of Services/119.682/-/-/941/10.886/9.137/140.646

General Manager/119.682/-/-/941/10.886/9.137/140.646

Inspector/110,723/-/-/2.142/10.886/9.137/132,888

Operational personnel

A) Enabled:

Safety Watchdog-driver/97.443/17.152/7,986/-/10.886/10.047/143,514

Transportation Safety Watchdog/91,091/17,548/7,986/-/10.886/10.686/138,197

Security Watchdog/76,014/-/-/-/10.886/10.066/96,966

Explosive vigilante/89,845/19.399/-/-/10.886/10.066/130.196

B) Not enabled:

Operator C. R. alarms/77.401/-/-/-/10.886/5.838/94.125

Accountant/78,323/-/-/-/10,886/5,838/95,047

Electronic-mechanical security personnel

Charge/136.273/-/-/-/10.886/6.254/153,413

First Officer/127,608/-/-/-/10.886/6.254/144,748

Second Officer/113.763/-/-/-/10.886/6.737/131.386

Third Officer/99,976/-/-/-/10.886/8.437/119.299

Enloaded/78,309/-/-/-/10.886/11.176/100.371

First/78,309/-/-/-/10.886/11.176/100.371 specialist

Second/73,615/-/-/-/10.886/3,300/87,801 Specialist

Systems Reviewer/105,449/-/-/-/10.886/7.490/123,825

Apprentice/68,434/-/-/-/10.886/3.145/82,465

Multi-job staff

First Officer/111,776/-/-/8.490/10.886/-/131.152

Second Officer/90.536/-/-/10.136/10.886/-/1111,558

Helper/77,092/-/-/11,942/10.886/-/99.919

Pawn/77,192/-/-/4.082/10.886/-/92.160

Apprentice/66,943/-/-/4,634/10.886/-/82.463

Cleaner/77,202/-/-/4.072/10.886/-/92.160

Subalternate staff

Driver/91,485/-/-/15.578/10.886/10.047/127,996

Ordinance/83,933/-/-/3.174/10.886/-/97,993

Store/83,933/-/-/3.174/10.886/-/97,993

Buttons/66,943/-/-/2.707/10.886/-/80,536