Having regard to the text of the XXI State Collective Convention on Railway Contracts (Convention Code No 99001385011981), for the period 2013-2016, which was signed, dated 16 December 2013, by the associations AGESFER, UNECOFE and ASPEL, representing the companies in the sector, and another by the union organisations UGT and CC.OO., representing the working group concerned, and in accordance with the provisions of Article 90, Paragraphs 2 and 3 of the Law on the Status of Workers, Recast Text approved by Royal Decree Legislative 1/1995 of 24 March, and Royal Decree 713/2010 of 28 May on the registration and deposit of collective agreements and agreements of work,

This Employment General Address resolves:

First.

Order the registration of the aforementioned collective agreement in the corresponding Register of collective agreements and agreements working through electronic means of this management center, with notification to the Negotiating committee.

Second.

Arrange for publication in the Official State Gazette.

Madrid, 7 February 2014. -Director General of Employment, Xavier Jean Braulio Thibault Aranda.

XXI COLLECTIVE AGREEMENT ON RAIL CONTRACTS

TITLE I

CHAPTER I

General Conditions

Article 1. Territorial scope.

The rules of this Convention affect the entire territory of the Spanish State.

Article 2. Functional scope.

This agreement will regulate industrial relations between companies and contract workers for railway services in the various sectors of disinfection, disinterment and de-ratization; of cleaning (of trains, stations, dormitories, offices, roads, pits, and other dependencies); of removal of goods (loading and unloading) and of central offices, in the same way additional, complementary and auxiliary services will be included The following railway lines: manoeuvring services on ferries, locotractors and For the purpose of this Directive, the Commission has taken the necessary measures to ensure that the measures taken by the Member State concerned are not in line with the requirements of the Directive. railway vehicles, as well as the lija and paint on railway equipment, manoeuvring services, coupling and braking tests. Also included in the scope of application are the accompanying agents on a train route, and the maintenance and manoeuvrability of the width changers on the high-speed lines.

On the occasion of the entry into force of Law 39/2003 of 17 November, of the railway sector and the change of denomination of the business public entity RENFE by Administrator of Railway Infrastructures and also the the creation of the business public entity RENFE-Operadora, it is understood by hire of railway services or additional railway services, auxiliary and complementary the link that arises from the concession of services between the entities Business Public Infrastructure Manager and RENFE-Operator, as well as any other railway entity or undertaking, as a grantor, and one or more undertakings as dealers, in order to, by means of a firm contract and for a specified time, execute the concessionaire some services or activities, which the entities Rail do not want to do directly for themselves.

Article 3. Application.

This Convention shall enter into force on the day following its publication in the BOE, but its economic effects shall be rolled back to 1 January 2013, with the exception of those matters in which a different validity is agreed.

Article 4. Effective.

The duration of this agreement will be 4 years, ending, therefore, on December 31, 2016, with the exception of those matters in which a different validity is agreed.

Article 5. Complaint and extension.

Any of the parties to this Convention may denounce the same by writing to the other party and to the competent body within the last quarter of its validity. The agreement is denounced, and until such time as no express agreement will be reached, its obligations will remain in force, with its normative content remaining in force for up to 48 months. In the absence of any such denunciation of the agreement, the same period of validity shall be deemed to be extended, necessarily, without modification of the agreed conditions.

Article 6. Indivisibility.

The conditions agreed upon in this agreement form an organic and indivisible whole and, for the purposes of its practical application, will be considered in its entirety.

CHAPTER II

Joint Commission

Article 7. Composition joint committee.

The joint committee will be made up of eight members, four of whom will be union representation and four from the business representation, both signatories to the collective agreement.

For the valid constitution of the same, and the effectiveness of its agreements, there will be a minimum of three members of each one of the representations that make up the joint commission.

Each representation may have an advisor, with voice but no vote.

Among the members of the two representations will be appointed a permanent secretary who will have as functions to raise the minutes of the meetings, to guard the same and the documents that will be handed over to him for his file, giving to from the signature of this collective agreement, photocopy of the document duly signed and sealed upon request in writing by any member of the Joint Committee. Similarly, it shall have as its functions those provided for in the articles of this collective agreement.

The Joint Committee shall meet at the request, in writing, of any of the representations, addressed to the Secretary of the same and the other representation, stating the order of the day, place, date and time of the meeting, and it shall be inexcusable for the other representation to hold the meeting requested, which shall be in accordance with the agenda. The application shall be sent five days in advance, at least on the date of the requested meeting.

However, in the collective conflicts that result in a strike call, you must meet within a maximum of 48 hours.

The agreements of the Joint Committee shall be adopted unanimously between the two parties, without prejudice to the particular quorum that each representation wishes to impose on itself.

Article 8. Duties of the Joint Committee.

The functions of the peer committee will be:

a) The interpretation of the convention.

b) To mediate, to reconcile or to arbitrate, in the collective conflicts that are submitted to it by the parties. The Joint Committee may propose the appointment of a person to arbitrate the resolution of a particular conflict.

The undersigned business and trade union organizations will be the ones that present the matters of conflict to the joint committee. In order to ensure social peace during the term of this Convention, the attempt to resolve collective disputes will be passed on a priority basis and in the first instance by the Joint Committee, before the courts have recourse, including the exercise of the right to strike.

The resolutions will be taken as soon as possible, not being able to be exceeded for ten days, since they have been informed by the members of the joint committee.

c) The Joint Committee may resolve any discrepancies which may arise in respect of a substantial modification of the working conditions which may be brought to it in accordance with the provisions of Article 1. 41.6 of the Workers ' Statute.

Raised the discrepancy before the Joint Committee, in writing duly reasoned and reasoned, the same shall be resolved within 7 days.

If this time limit has not been resolved, the dispute settlement procedure may be used for the out-of-court dispute settlement procedure in the text of this collective agreement, additional provision second.

The Joint Committee will also be able to resolve any discrepancies that may arise with regard to the implementation of the wage regime, as well as any other non-application of the working conditions laid down in Article 1. 82.3 of the Workers ' Statute.

Raised the discrepancy before the Joint Committee, in writing duly reasoned and reasoned, the same shall be resolved within 7 days.

If this time limit has not been resolved, the procedure for out-of-court settlement of conflicts in the text of this Convention, an additional third provision, may be used.

d) Monitoring of compliance with the agreed upon.

(e) to bring the control and registration of agreements reached by undertakings and the representation of workers on economic and social aspects involving improvements or amendments to the conditions laid down in the collective agreement of the sector. These agreements shall be entered in the minutes signed by the parties concerned, and referred to the Joint Committee for inspection and registration, within 10 working days of their signature.

The Secretary of the Joint Committee shall keep a record of these minutes in which he shall record the date of receipt, number of entries, undertaking concerned and number of workers, as well as trade unions, if any. You will receive a copy of the signed minutes, with a copy which will be returned to the reception. Such minutes shall be deposited with the secretariat in their custody.

Report to the peer committee on those minutes that have been deposited since the last meeting of the same.

(f) to study the Professional Classification and, where appropriate, to issue a report, in the case of new activities or services in the functional field, as provided for in Article 2 of this Convention; and functions were not framed in one of the existing Professional Categories.

g) Velara to avoid discrimination on grounds of birth, race, sex, religion, opinion or any other personal or social condition or circumstance. It may be consulted and shall issue reports on the issues which may arise from these matters.

h) Similarly, the functions provided for in the present collective agreement shall be as functions.

i) Any other that the laws grant to you.

CHAPTER III

Article 9. Subrogation.

1) The new Company that replaces the previous holder of a contract award, will be assigned to its staff members who belong to that of the center or job centers affected by the succession of contracts, subrogating in the rights and obligations arising from the existing employment relationship provided that the above mentioned workers have carried out their business at least during the four months preceding the end of the contract. Workers who at the time of the change of ownership have suspended their employment contract for leave of absence, vacation or any other cause, will become attached to the incoming contracting company provided that the aforementioned workers have carried out their activity at that centre for at least the four months preceding the end of the contract, the period of which has remained in IT, leave, holidays or any of the situations that cause the work contract to be suspended. In the same way, the employees hired to replace the staff who are in one of the situations provided for in the previous paragraph and as their relationship will be assigned to the incoming contractor company template. is maintained in force and regardless of seniority in the center.

However, they are excepting from such an attachment:

(a) Those workers who, because of the specific function they perform, exceed the limit of the centre or job centres in their activity, which extend to the whole of the company, and whenever it is, at the time of the succession of the contracts, maintain your activity within the sector in another or other job centers.

(b) Outgoing business workers who have been moved or moved to the affected work centre within four months of the date of termination of the contract award, except where the contract is not The company did not have any other work place, nor, consequently, to continue its activity, at that time, within the sector. In the case of transfer by application of the provisions of Article 68 of this Convention, the transferred woman shall not be subrogated to her place of origin (where the same corresponds to another contract), the worker being subrogated holder of the post provided that it complies with the other requirements set out in this Article.

(c) New income staff less than four months old, unless their recruitment is credited for the needs of the service in the event of retirement and the dates of incorporation into the centre or work centres are matched; and to the company.

In the above cases, workers who are included in such situations will continue to be assigned to the company's template.

2) All of the above assumptions must be documented by the outgoing company to the incoming company within three working days, by means of the documents detailed at the end of this article.

The three-day deadline will be computed from the moment the incoming company communicates the outgoing service to the outgoing service provider.

The claim by the outgoing contractor undertaking for improvements or modifications to the conditions laid down in this collective agreement, which are not credited by verbatim copying of the minutes, including those improvements or Modifications deposited with prior character in the registration of the joint committee, will lack effectiveness in order to bind the incoming contractor company.

To do so, it will be necessary to require the secretary of the commission to bear the literal testimony of the accredentialed record of improvements or modifications of the conditions laid down in this collective agreement if this is the case, and without prejudice to those other conditions which the workers have on an individual basis.

Staff delegates or, where appropriate, the members of the business committee, the centre or centres of work affected by the subrogation, shall continue in their term of office until the end of the term for which they have been appointed. chosen, without prejudice to their cessation of the causes and procedures laid down by law.

3) From the moment of formal notification of the award of the service to another company, the outgoing company will make available to the most representative trade unions in the affected work centre and in case of no membership, to the trade unions that are signatories to the convention, the documentation that, concerning the company's staff, will be delivered to the new contractor. Within 10 working days of the making available, the trade unions shall make the submissions they consider relevant.

4) The outgoing contractor company will deliver to the incoming contractor company from the following documentation:

(a) The updated certification of the competent body to be in charge of the payment of quotas to the social security or in its case the proof of being requested.

b) Photocopy of the last four monthly payrolls of the affected staff.

c) Photocopy of the TC 2 newsletters of social security contributions for the last four months.

d) Relationship of affected personnel with the following specifications:

1) First and last names.

2) Number of DNI.

3) Address of the worker.

4) Antiquity in the company.

5) Contract mode, determining the status of the employment relationship.

6) If you have the status of employee representative and date of appointment.

7) Yearly perceptions of the worker by all concepts.

8) Social security affiliation number.

9) Civilian status and number of children in charge.

10) Holiday calendar specified by workers and referent to the year.

11) A photocopy of the contract when it exists.

12) "ad personam" conditions.

13) The status of the agreement permit days.

14) Information on the situation arising from maternity protection.

e) Documentation on the prevention of occupational hazards of the centres under subrogation.

f) Copy of the training certificate received by the worker.

5) The outgoing undertaking shall extend a document stating the settlement of proportional parts corresponding to the extraordinary payments and the assets of each and every worker at the time of the the succession of the companies, signing the same at the end of that document, and involving in that firm its particular responsibility for the veracity of what is expressed in it.

Copy of such document will be given to the most representative trade unions of the affected labour centre or if there is no affiliation, to the trade unions which are signatories to the convention.

The outgoing company will liquidate the proportional parts corresponding to the extra pages and credit outstanding assets in a document that will not in any case be referred to as finiquito and which will not have any independence from what is mentioned in it.

When in the calendar year two or more companies are awarded the same contract, each of them shall assume the payment of the salaries of the annual holiday period, which shall in any case include the proportion of the pay of benefits for the period of the contract entitlement.

In no case shall the period of holiday enjoyment exceed the period specified in the collective agreement, nor shall the new undertaking unilaterally be modified for the time of its enjoyment.

The act of subrogation will be performed obligatorily, once the award of the service has been verified and before the beginning of the service has begun. Trade unions which are signatories to the collective agreement may be present in the act of subrogation when they so request.

TITLE II

Organization of the job

Article 10. Organization of the job.

It is up to the management of companies to organize work, based on the optimal use of human and material resources, for which the professional training of workers will be improved.

In this sense the representatives of the workers will have functions of information, orientation and proposal regarding the organization and rationalization of the work, in accordance with the provisions of this convention and legislation in force.

Article 11. Income.

The income of workers will be in line with the general legal rules on recruitment and special rules for workers over forty-five years, with disabilities, etc.

Priestand and at the provincial level, will be considered the usefulness of those workers in unemployment who come from the sector, given their experience in the sector.

The workers have the right to be given an effective job and in accordance with their professional status, with the exceptions provided for in the Staff Regulations, to vocational training at work, not to be discriminated against for reasons of sex, marital status, age, social status, religious or political ideas, affiliation or not to a trade union; to their physical integrity and to an adequate security and occupational health policy; to the respect of their privacy and to the (a) consideration of his or her dignity and the individual exercise of the actions arising from his employment contract.

Article 12. Test period.

A probationary period is established for the workers in the 1, 2 and 3 levels of the salary table, two months in length, and during which the parties may terminate such a contract if it suits them and without the right to compensation. In the remaining cases and levels, and in identical terms, the probationary period may not exceed one month for those who are hired in an eventual way or two months for those who have been hired since their start of the employment relationship with the indefinite contract mode.

They will not be subject to a new trial period, those workers, who have been hired to fill an analogous job, to whom they had previously held in the same company.

Article 13. Templates.

Companies, and whenever there is an increase or decrease in the workload, will negotiate together with the representation of the workers, unit or union, the templates of the work centers affected by these circumstances.

When such a negotiation is not made on account of the company's imputable cause, which is required to carry out the same, without the company having heeded the requirement within a reasonable period of five days, it will be obliged to maintain the same number of contract workers for an indefinite period until such time as such negotiation takes place.

When the cause is imputable to the representation of the workers, union or unit, which is required to carry out such a negotiation, without having addressed the requirement within a reasonable period of five years. days, the undertaking shall be released from the obligation of trading and authorised for the modification of its template without the requirement of the requirement.

The Joint Committee will be charged with the task of arbitration for urgent procedure and must resolve within a maximum of five days the conflicts that arise in this matter as a result of the discrepancies in the negotiation.

However, for immediate execution increases, both representations will articulate the means necessary to ensure the principle of fairness without prejudice to the immediate execution of the service entrusted.

On a national basis and in accordance with the provisions of the current legislation, companies employing a number of workers equal to or greater than 50 will be obliged to include at least 2% of their employees. disabled.

Article 14. Vacancies.

For the definitive coverage of the vacancies that occur in the templates, the company will communicate to the workers and the representation of the workers the initiation of the process of coverage of the same, with sufficient in advance and which will meet the following criteria in the award:

(a) First of all, a preference will be given to fill vacancies for workers with an indefinite contract at the start date of the process, with the same day and salary level of the post to be filled, working on another shift but in the the same place of service delivery in which the same service is produced.

b) Secondly, workers with an indefinite contract will be given preference to the start date of the process, with the same day and salary level of the post to be covered, working in different places to provide services to the of the vacancy, but within the framework of the contract for the provision of services between the contracting firm and the contracting railway entity.

(c) Where for the same vacancy there are two or more petitions and there is an equality in applying the above criteria, the grant or the request made shall be made in accordance with the age of the request.

The foregoing paragraphs are without prejudice to the provisions of the Law for the Working Victim of Gender Violence, which is forced to abandon the job that was being provided by its services, for effective protection or their right to comprehensive social assistance, in this case it will have a preferential right when the company has a vacancy in any other workplace.

In any case the company will request a report of the representation of the workers.

Article 15. Promotions.

When a higher salary level vacancy arises, it will be covered, taking into account the training, experience and seniority of the worker, on an equal footing, and by the staff of the census of the company that integrates the lower salary level, proceeding according to the following rules:

The vacancies will be covered by contest between the staff of the centre of work, by the appointment of a court or jury, in which there must be representation of the majority unions in that centre, which examine the training of applicants in order to determine their degree of aptitude, and in accordance with the bases and tests that the company has jointly established and the representation of the staff.

In any case, the training will be given a value of 15 percent, to the experience demonstrated a value of 20 percent and to the antiquity a value of 15 percent, on the total.

At least one month in advance, the call, bases and tests for the award of vacancies will be made public.

In the cases where there is a tie to points between applicants, the criterion of the oldest age to decide the coverage of the vacancy will be applied.

The free designation of the company is excluded from the application of this article because it is understood that they are trusted positions, considering as such, the management staff, the paying inspectors, the heads of dependency and team leaders.

Article 16. Conversion of part-time work full time and vice versa.

The conversion of a part-time job into a full-time job or vice versa will always be voluntary for the worker and cannot be imposed unilaterally or as a result of a substantial modification of the the working conditions under the provisions of Article 41 (1) (a) of the Treaty. The worker may not be dismissed or suffer any other kind of sanction or effect which is detrimental to the refusal of such conversion, without prejudice to measures which may be taken in accordance with the provisions of Articles 51 and 52 of the for economic, technical, organisational or production reasons.

In order to enable voluntary mobility in part-time work, the employer must inform employees of the contract on the existence of vacant posts, once the conditions laid down in the Directive have been fulfilled. Article 14 or Article 15 of this Convention in such a way as to enable them to make requests for voluntary conversion of part-time work in full-time work and vice versa, or for the increase of working time to part-time workers, all in accordance with the following procedure:

(a) Where a vacancy occurs for a full-time or part-time job, and once there is evidence that there are no requests to cover it under the procedure of Article 14, it shall be covered by the the person who has made the request to convert his or her part-time work contract into full time or vice versa for the increase of the working time with a greater seniority recognized in the receipt of wages.

(b) Workers who have agreed to the voluntary conversion of a full-time employment contract into another part-time or vice versa and who, by virtue of the information referred to in the preceding paragraph, request a return to the previous situation, shall be given preference for access to a vacant post of such a nature which exists in the contract concerned at the same level with the requirement to have been at least three years in the day.

(c) The applications referred to in the preceding paragraphs shall be taken into consideration by the employer. The refusal of the application must be notified by the employer to the worker in writing and in a reasoned manner.

Article 17. Service delivery center change.

No worker may be transferred from his or her service delivery facility to another outside the same province, unless agreement is reached between the worker and the company. Where it is necessary to move from one service delivery centre to another, for a limited period of not more than two months and within the same province, the following procedure shall be followed:

Only workers whose salary level is in line with the roles to be performed in the new position may be affected.

The designation of the individual worker must respect, by that order, the criteria of seniority, family responsibilities and proximity of the worker's domicile to the new centre. In such a way that, on equal pay level, the most modern worker will be changed; on equal seniority, the one who has no family responsibilities; and on equal family responsibilities, the one who has the address closest to the new service delivery center.

More than one transfer will be on the basis of all the same salary level as the service centre concerned, in that two months the working conditions which it is enjoying will be respected. warn the worker and union representation, in writing, with seventy-two hours in advance.

Only a change of service delivery centre may be made on a definitive basis, and always within the same province, where there is agreement between the worker and the undertaking and only where they are justified by duly accredited organisational and productive reasons for the RLT and the affected itself. In such cases, the criteria laid down for the change of centre less than two months shall be respected for the designation of the worker concerned.

Article 18. Professional groups and wage levels.

The definitions and functional content of the salary levels are as set out in Annex II to this Convention. The personnel classifications established in this agreement are merely enunciative and do not imply the obligation to have all the places and related salary levels provided.

Template personnel will be classified into the following groups:

Group a) Organizational and administrative staff:

Paying Inspector.

Service Manager.

Chief Inspector.

Section Chief.

First administrative chief.

Second administrative chief.

Head of dependency.

Head of Negotiator.

Terminal manager.

General Manager.

General traffic manager.

Mechanical driver.

First administrative officer.

Second administrative officer.

Group b) Midwayers:

Team Manager.

Head of auxiliary duty services team.

Group Chief.

First mechanic.

Second mechanic.

officio officer.

First driver.

Second driver.

Central Issue Factor.

ATS.

Second traffic manager.

Store Manager.

First Officer.

Second Officer.

Head of third-party traffic.

Capataz.

Capataz of auxiliary duty maneuvers.

Group c) Personal Workers:

Specialist.

Auxiliary work specialist.

Warehouse Auxiliary.

Charger.

Telephone.

Store.

Specialist Pawn.

Specialist Pawn of maneuvers.

Cleaner.

Pawn.

Ordinance.

The definitions listed in Annex II to this Convention are not exhaustive and may be attributed to the worker by any of those complementary and related functions within an activity. do not require knowledge above their respective salary level.

Also in special circumstances in which the convenience of the service requires the workers to develop higher salary level functions, on a proposal from the company, in which case the difference will be perceived the appropriate salary.

Article 19. Voluntary leave-outs.

Voluntary leave entitled to the right to reserve the job: The worker who, at least in the railway contract sector, is six months old, will have the right to be granted the possibility of be on a voluntary basis. This surplus shall be of a minimum duration of six months and a maximum of two years. Such leave may be extended only once at the request of the worker, provided that he is notified in a manner that he is entitled to the undertaking, at least one month in advance of the date of completion of the period of leave he is enjoying.

To be applied for up to two years and whenever I request a month in advance of the date of termination of the situation of surplus, the worker will have the right to return to the company that holds the contract, where the worker concerned has been taken back within a period of not more than 15 days in a position equal to or similar to that of the category he was carrying out.

Terminated the voluntary leave referred to in the previous paragraph, the worker may extend his or her status of leave of absence until the age of five in accordance with the provisions of the Staff Regulations.

The worker must apply for reinstatement to a position of equal or similar category to the one that was developing to the company that holds the contract one month in advance of the date of termination of the situation of surplus voluntary.

General rules:

Unless otherwise agreed, the worker will not be reinstated in excess of the amount until the initial period of voluntary leave requested or in his case the extension of the extension has not been fully exhausted. agreed.

Until two years have elapsed since their entry into the contract at the end of the surplus, the same worker may not be entitled to the same right.

TITLE III

Working time, holidays, and breaks

Article 20. Day.

The ordinary working day is 1,568 annual hours effective at the rate of 7 hours per day and 35 hours per week.

The distribution of the day will be done on the basis of five days of effective work and two uninterrupted rest, except pact to the contrary. Current charts that allow for another distribution (4-2; 6-3; etc) will be respected.

The annual working day is the result of subtracting from the calendar year the corresponding weekly breaks, the 31 days of annual leave and the 14 annual holidays.

For the determination of the ratio of working hours in part-time work contracts, the following rules will be followed:

(a) Where service is provided on the basis of five days of effective work and two days of rest, the following formula shall apply:

Hours-Contract Week

× 100 = Ratio Coefficient
	35

(b) When servicing is provided on certain days a week and regardless of whether Saturday, Sunday or holiday the following formula shall apply:

Hours-Year or annual projection of annual hours if contract is lower

per year

× 100 = coef. Propr
	1.568

Within the daily day there will be a 30-minute pause, for all days equal to or greater than 5 hours a day. In the case of days of less than 5 hours and more than 3 such pause, it will be 15 minutes, with the consideration of effective work. This time of pause may be higher than those cited, without in any case being able to exceed the total time of duration. In these last circumstances, the time that exceeds the first thirty minutes or the first fifteen minutes, according to the duration of the day, will not be counted as effective working time.

In any case, and in relation to this time of pause, the most beneficial conditions that workers enjoy enjoying themselves will be respected.

In the works that are performed at stations, when the journey used in the return from the last station in which it provides its services to the station of origin, exceeds twenty kilometers, the time spent in the station excess will be computed as effective work.

The provision of the service in part-time arrangements shall not cause any differences in respect of the other workers in respect of the weekly rest period, holidays and days of leave agreement in respect of workers to full time, except for those differences covered by this text.

The female victim of gender-based violence will be entitled, to make effective her protection or her right to comprehensive social assistance, to the reduction of working time or to the reordering of working time, through the adaptation of the timetable, the application of the flexible timetable or other forms of work organisation used in the enterprise.

Respecting the regime of rest in the work quadrant, both the weekly rest established in the art. 26 of this convention, such as any other break, and with the limit of the maximum legal day of 9 hours a day, the companies may distribute irregularly up to a total of 156 annual working hours, in writing to the worker with the less 5 days in advance.

Article 21. Convention permissions.

Four days of agreement are established for those workers, who provide their services 4 days or more per week and 2 days for the rest of the cases.

The enjoyment of these days will not cause the economic loss of any wage or extrasalarial concept. The days of the convention will not be recovered, it is not necessary to increase the daily working day for your enjoyment.

Exceptionally and on a transitional basis, the parties agree to suspend the right to the enjoyment of the indicated days of the permit agreement during the years 2014 and 2015.

Also during the year 2016, the right to enjoy 3 days of the mentioned 4 days is suspended, so that year 2016 can be enjoyed one day for the days of 4 days or more a week and none for the rest.

The application of the days of agreement shall be made in writing with 72 hours in advance, at least, to the date of their enjoyment, giving the company and the unitary representation of the workers. The enjoyment shall be granted on the order of receipt of applications, not being able to match more than 2 workers simultaneously per work shift in the centers of more than ten workers. In institutions with fewer than ten workers per shift, the days of the agreement may not be enjoyed simultaneously by two or more workers.

Companies and the representation of workers, unitary or union, may extend the days of the permit agreement which shall be governed by the rules laid down in the preceding paragraphs, unless otherwise agreed.

Companies, in no case, will proceed to liquidate the days of the agreement, when in the calendar year two or more companies will be awarded the same contract. In other words, workers shall enjoy the days of the annual convention which are established in the workplace, with the requirements laid down in this Article, in the period that they so request, irrespective of whether they have carried out the excess day in one company or another.

Article 22. Days of free disposal.

It is established for workers assigned to the night shift as long as full day service is provided or in part-time mode with 4 days or more service delivery per week 3 days of free disposition.

The same right shall be for workers who are on a rotating shift of tomorrow, late and evening, for at least six months of the year provided that they are provided with full-time service or in the form of working hours. partial with 4 days or more service delivery a week.

Exceptionally and on a transitional basis, the parties agree to suspend during the years 2014 and 2015 the right to the enjoyment of two of the three days of free disposal.

Also during the year 2016, the right to the 1 day enjoyment of the aforementioned 3 days is suspended, so that year 2016 can be enjoyed two days.

The application for these days will be made in writing with 72 hours in advance, at least, to the date of your enjoyment, giving copy of it to the company and the unitary representation of the workers. The enjoyment shall be granted on the order of receipt of applications, not being able to match more than 2 workers simultaneously per work shift in the centers of more than ten workers. In schools with fewer than ten workers per shift, these days cannot be enjoyed simultaneously by two or more workers.

The enjoyment of these days will not cause the economic loss of any wage or extrasalarial concept.

Article 23. Work schedule.

Companies and the unitary representation, and in their absence the trade union, will negotiate in function of the distribution of the workloads the work schedule, as well as their modifications, in which they will consist in general the daily work schedule, the day in the distribution that is agreed, the holidays and weekly breaks. This timetable will be completed by drawing up the appropriate graphs.

Article 24. Holidays.

The workers will be guaranteed the enjoyment of the fourteen public holidays, which will be paid in character and not recoverable. In any case the enjoyment of the same will have a rotating character among all the workers of the center.

In case of matching the holiday with any day of rest or holiday, it will be compensated by another day during the current month.

Article 25. Holidays.

All workers affected by this agreement will have the right to enjoy, every full year of active service, a paid vacation of 31 calendar days, unless otherwise agreed between July and September. For workers serving in the cleaning of railway vehicles, and an increase in service will occur in those months, 16 days will be enjoyed in that period and 15 days for the rest of the year.

When in the same company a marriage or a couple is in fact working, they will be guaranteed to enjoy both together for at least 15 days, and on the same dates.

It will be ensured that the enjoyment of the holiday period will never begin in festive or graffiti.

In those workplaces where the workforce is higher than the one needed to cope with the workload, and in order to ensure that they remain, they will be able to distribute the holidays annually, prior to agreement between the company and the unitary representation, and in its absence the trade union; the distribution of the holidays, thus agreed, during the twelve months of the year, will guarantee in any case the enjoyment of fifteen days of vacation at least within the period from 1 July to 30 September.

The holiday calendar for each work center will be negotiated between the company and the unit representation, and in its union defect, within the last quarter of the year before the one that corresponds to its enjoyment.

The holiday calendar may only be modified by agreement between the Company and the worker, at the express and reasoned request of any of them.

In case of no collective agreement, when the workloads are uniform, the enjoyment of the holidays will be established by rotating shift among the workers.

Article 26. Weekly rest.

In the job centers, where, due to the characteristics of the activity of the Railway Contracts, it has not been possible to establish the fixed rest on Sunday, the quadrants for which the different shifts are governed guarantee to the staff two breaks on Sunday to the month (being able to be enjoyed on Saturday and Sunday or Sunday and Monday), without for this, in any case, have to increase the template of the same.

If for the needs of the service, the staff will be abolished any day of their weekly rest, they will be granted a day of compensatory rest, which will be on Sunday or festive, if this was the suppressed and worked. Where this is the case for more than one day, it shall be on a rotating basis between the staff of the centre of work concerned.

In no case can this situation affect the same person more than 2 times a year, until all workers have been rotated.

Article 27. Paid leave.

Workers will be able to miss work, warning them as far ahead as possible, and must document the motive, with all the salary and remuneration concepts recognised in the work being paid. payroll, with the exception of the proportional part of the plus transport, in the following cases:

a) 15 calendar days in case of marriage, which you request two months in advance may join the holiday period.

(b) 4 calendar days in the case of child birth, adoption or child care, extendable in two more days, for the father, in case of delivery with cesarean section.

c) 1 natural day by birth of brothers, nephews, grandchildren.

d):

1) Four calendar days due to serious illness, hospitalization or death of the spouse, children.

2) Two calendar days in case of a surgical intervention without hospitalization requiring the spouse's home rest, children.

e):

1) Three calendar days due to serious illness, hospitalization, or death of parents, siblings.

2) Two days in case of a surgical intervention without hospitalization requiring the home rest of the parents, siblings.

f) Two calendar days due to severe illness, hospitalization, or surgical intervention without hospitalization that requires home rest or death of grandparents, grandchildren. A natural day for severe illness, hospitalization for nephews, and two days for death of nephews.

g) A natural day by death of uncles.

h) The day of the marriage marriage ceremony of parents, children, siblings, grandsons, uncles and nephews.

i) The day of the ceremony of baptisms and communions or similar ceremonies of other religions of children, brothers, grandsons and nephews.

j) For examinations, the number of days necessary to attend, when the worker regularly curse studies to obtain an academic or professional degree.

k) For the time indispensable to fulfill an inexcusable public duty of character.

l) 1 working day per home move.

m) For the time required for medical consultation assistance.

n) Ten hours a year to accompany medical visits to children under the age of 8. Also to accompany first-degree family members who have their physical or mental conditions and are accredited.

The family members referred to in paragraphs (c), (e), (f), (g), (h), (i) and (n) of the previous paragraph of this Article shall be construed as degrees of consanguinity and/or affinity.

The days of leave, as set out in paragraphs (b), (c), (d) (1) and (e) .1, may be extended on a calendar day plus, in the event of a displacement to the other province of the worker's domicile.

The days of leave provided for in paragraphs (f) and (g), (d) (2) and (e) .2 may be extended in two more calendar days, in the event of displacement to the effect of different province of the worker's domicile.

Part-time workers and/or temporary contracts shall enjoy equal numbers of paid leave as full-time workers.

In the cases referred to in paragraphs b, d1 and e1, where the event causing the incidence occurs in another country, which is more than 1,100 kilometres away from the usual place of residence of the worker, the The licence shall be extended to 6 more days, of which 3 shall be paid and 3 shall be of a non-paid leave of absence. This unpaid period may be extended by mutual agreement between the undertaking and the worker. In any event, there shall be required evidence of the causative event as well as the displacement effected.

Article 28. Unpaid leave.

(a) The days of paid leave by birth of a child, death, serious illness and hospitalization may be extended on a natural day more than shall be counted as unpaid leave.

(b) Those workers who, prior to the commencement of the suspension of their maternity/paternity contract, reception or adoption, so request in writing, may be entitled to an unpaid leave of one or two months to be granted to the to conclude these situations.

(c) The worker may apply for unpaid leave to be expressly authorized by the Company.

(d) Workers who are victims of gender-based violence, provided that they have such recognised legal status, will be entitled to unpaid leave which is necessary to assist social, police or social services. of health, with the accreditation of their need.

In all previous cases, workers must be given sufficient notice to be able to enjoy these licenses.

TITLE IV

Economic Rewards

CHAPTER I

Salary Remuneration

Article 29. Wages.

The salaries of the personnel falling within the scope of this agreement are set exclusively in the salary tables for the years 2013, 2014, 2105 and 2016, which consist and correspond to the amount The wage bill for the different wage levels and the ordinary day agreed.

The payment of the salary will be made on the last working day of each month and the receipt of the salary will be delivered in closed or by e-mail to those who request it. In any case, no more than day 5 of the following month.

Article 30. Age.

As of January 1, 2014, the accrual of the old-age supplement passes from four-year to five-year period, so the period of counting of said plus is shifted one year. The tranches of seniority that have occurred since the last expired four-year period shall be computed for the new five-year module.

The four-year period expired before 31 December 2013 shall maintain the amount and shall integrate the concept of consolidated seniority. The amounts of the five-year periods to be applied from 1 January 2014 shall be as set out in the Annex.

The amount of each four-year or five-year period shall be effective on the payroll of the month of maturity.

The concept of seniority shall comprise both consolidated seniority until 31 December 2013 and the age of five years from that date.

Until December 31, 2013, the value of the four-year periods for the calculation of the consolidated age is:

Cleaning sector:

Level

1	2	3	4	5	6
value	55.85 €	49.12 €	46.50 €	42.93 €	39.25 €	37.22 €

Auxiliary services sector:

Level

3	4	5
value	41.67 €	40.69 €	39.60 €

Disinfection sector:

Level

1	2	3	4	5	6
value	56.15 €	49.16 €	46.66 €	43.08 €	39.36 €	38.90 €

Sector removed:

Level

1	2	3	4	5a	5b	6
Value monthly	55.19 €	48.63 €	41.67 €	40.69 €	39.60 €	38.74 €	38.23 €

Article 31. Extraordinary pagas.

Workers falling within the scope of this Convention shall receive, as a periodic supplement to a maturity of more than one month, the amount of three gratuities integrated into each of them by the concepts following:

a) Profit Pay: will be paid prorated over the twelve months of each year, including a monthly basis salary, the minimum premium and € 818.60 for the year 2013, 2014 and 2015, and € 822,70 for the year 2016, for all workers and sectors other than disinfection which shall be a monthly basis for the basic salary, the minimum premium and EUR 691,38 for the years 2013, 2014 and 2015, and EUR 722,34 for the year 2016 (the said amounts shall be paid in full to all workers with days equal to or greater than 3 hours per day, 15 hours per week or 60 hours per month, provided that the activity is carried out on a daily basis). In days of less than the above, it shall be paid proportionally. The above amounts shall be increased, where appropriate, in accordance with Article 40 of this Convention.

The profit pay will be paid during the twelve months of the year, the payment of the same will be made by the company awarded at the time of the accrual, in such a way that the worker is guaranteed the perception of the twelve months of the cited pay.

By way of derogation from the previous paragraph, except in the disinfection sector, companies and workers ' representatives may negotiate for individual cases the payment of this payment in one and before the January 15, every year. In this case, where there is a settlement of hares, either by termination or subrogation, the undertaking awarded during the period of accrual shall pay the proportion of the payable payable.

b) Summer Pay: This pay will be made up of a basic salary allowance, the age corresponding to the minimum premium. Their payment, once due, shall be made on the date of 30 June, without prejudice, in each case, to those most beneficial conditions which had previously been agreed.

It is calculated for your accrual over a period of six months, which correspond, respectively, from January 1 to June 30.

c) Christmas Paga: This pay will be made up of a basic salary allowance, the age that corresponds and the minimum premium. Their payment, once due, shall be made on 15 December of each year, without prejudice, in each case, to those most beneficial conditions which had previously been agreed.

It is calculated for your accrual over a period of six months, which correspond, respectively, from July 1 to December 31.

In the disinfection sector the pages of June and December, in addition to the concepts foreseen and established, will include the plus of toxicity.

Article 32. Plus de nocturidad.

Night work is considered to be performed between 22:00 hours and 06:00 hours.

(a) Night work shall have a specific remuneration, in accordance with the values set out in the tables set out in Annex I to this Convention, unless the salary has been established on the basis of the work being carried out night by its very nature.

The staff who are assigned to the night shift will receive the plus of night time on vacation according to the average paid in the last three months.

(b) Staff assigned to night shift who are forced to make their journey to another shift, the duration of which may not exceed one month, except in situations of closure of the centre or reduction of the workload (which will be legally established), will be compensated with the remuneration equivalent to the plus of nocturnity, during that month, as if you had done your night shift and you will be paid on the corresponding payroll.

This remuneration will be referred to as compensation for shift change.

In the case of workers who include the night time and the hours worked in the night period are greater than eighty per cent of the worker's day in one month, the plus of night will be paid complete.

Article 33. Plus sectorial.

All workers shall receive a wage supplement called a sectoral plus which shall be paid for 12 (12) monthly payments in the amount set out in the salary tables in Annex I.

Article 34. Overtime.

Extraordinary hours are those hours of work that are performed over the maximum duration of the working day. Their remuneration shall be either quantitatively in money or for compensation for periods of rest, according to company and worker.

In any case of compensation in money, it may not be less than the ordinary hour value the worker receives.

Article 35. Overtime by force majeure.

They will be considered as extraordinary hours by force majeure, those that are carried out on the occasion of accidents or to solve urgent or pressing needs that demand the immediate railway traffic.

The value of overtime by force majeure will be the value shown in Annex I (salary tables) of this agreement.

CHAPTER II

Remuneration

Article 36. Other remuneration.

Companies will maintain those other retributions that were paid out of perceptions that would have been established in this pact as a more beneficial condition.

Such quantities, unless the working conditions are substantially altered, shall not be absorbed, compensated or modified.

Article 37. Diets and mileage.

On the business account, rail tickets will be first class or bunk for all workers.

When the displacement takes place in its own vehicle, the company will pay the amount of 0.24 €, per kilometer traveled, for the years 2013, 2014, 2015 and 2016.

The living expenses are set at 21 € for the years 2013, 2014 and 2015 and € 21.10 for the year 2016, comprising breakfast, food and dinner at 20%, 40% and 40% respectively.

Article 38. Plus transport.

The transport plus is an economic concept of an extrasalarial character and consists of a quantity of money that is delivered to compensate the expenses that are made daily when moving from the home to its center of In the case of the Commission, the Commission has been able to take into account the fact that the Commission has not been able to make a statement on the basis of the information provided by the Commission. In the last two cases the displacements will be on behalf of the company. This transport plus will be paid in full regardless of the contract of employment to which the eventual or permanent staff were subject, as well as in respect of the working day. However, during the term of this convention this plus of transport will be computed annually, at the rate of 1,257,96 € for the year 2013, 1,278 € for the years 2014 and 2015 and of 1,284,39 € for the year 2016. It will be distributed in twelve monthly monthly instalments. For workers who work every working day of the month, their remuneration shall be monthly, and for those workers who do not make their working day during all working days their remuneration shall be worked per day to be taken into account For the year 2013, 5.81 € for the years 2014 and 2015; 5.84 € for the year 2016.

In any case, the most beneficial particular conditions that would be enjoyed will be respected.

When working in several companies, but in a single service delivery centre, and with one hour or less rest between days, the total amount will be paid in a proportional manner for each of the companies.

Article 39. Displacements.

The displacements caused by the work to be carried out by the workers during the time corresponding to the normal normal working day, will be computed as working time, being on behalf of the company the expenses of the different means of transport occasioning the said displacement.

Article 40. Plus currency break.

The staff who as a result of their professional function must handle funds will receive a plus of currency bankruptcy equivalent to 3 per thousand on the cash funds that I handle.

Article 41. Plus Costume Maintenance.

It is an economic concept of an extrasalarial character that is established as compensation of expenses that will necessarily be borne by the worker, for cleaning and preservation of the clothing, footwear and other garments that make up his or her work clothes, considering these effects as compensation for wardrobe maintenance.

This clothing maintenance plus will be paid in full regardless of the work contract to which the eventual or permanent staff were subject, as well as the work day. However, during the term of the present convention, such a change in costume maintenance shall be counted annually at the rate of 1,233,36 for the year 2013, 1,213,32 for the years 2014 and 2015 and of 1,219,39 € for the year 2016 and shall be distributed in twelve Equal amounts of each of them.

For the disinfection sector the amounts to be paid annually will be 125076 € for the years 2013, 2014 and 2015, and of 1257.12 € for the year 2016 and will be distributed in twelve monthly monthly payments.

The company will also pay the costume plus to those workers who provide their services in tasks, without requiring the use of uniform, if they require an adequate image and presence.

For those workers who work every working day per month, their remuneration will be monthly, and for those workers who do not make their working day during all working days their remuneration will be worked per day. For the year 2013, from 5.51 € for the years 2014 and 2015 and of 5.54 € for the year 2016, it will be computed to reason of 5.61 €. For the disinfection sector the daily value of said plus will be 5.78 € for the years 2013, and 5.68 for the years 2014 and 2015 and 5.71 for the year 2016.

Article 42. Wage revision clause.

If the general CPI index established by the INE or the official body responsible for this at that time is recorded at 31 December 2016 and in reference to the whole year, an increase in the index of more than 6% is reported. carry out a review of all the economic concepts of the convention, except for those established in the relevant articles for the entire duration of the convention, for the amount in which it exceeds that 6%, the increase shall be exclusively to update the salary tables, from which the expected rise for the year will be included 2017.

Article 43. Advances.

Companies shall be obliged, at the request of the person concerned, to grant an advance, on the 15th day of each month, for the amount due in the said period.

TITLE V

Social and care aspects

Article 44. Support for children with mental, physical and/or sensory disabilities.

An aid is provided for all workers with children with mental and/or physical disabilities and/or sensory disabilities, consisting of the payment of the amount of € 91.74 per month (for the years 2013, 2014 and 2015). For the year 2016, this amount will be € 92.20. These amounts will be collected for each child with disabilities.

The proportional parts in this help will not exist in any case.

Article 45. Family and school help.

The family and school support fund is set at € 54.21 for each child under 21 years of age, 2013, 2014 and 2015; for the year 2016, this amount will be € 54.48.

It will not be necessary, in any case, for the presentation of any document, except for the photocopy of the family book, in case the company so requires, for doubts of change of family situation. For all children above the age of 18, they must be accredited to be in the course of study.

It will be paid on the payroll of the month of September by the company that has the ownership of the award on the 1st of that month. In no case shall the parties proportional to the aid be provided, and shall be entitled to the payment of the aid irrespective of the working day and the type of contract of the worker. It is the sole requirement to have a continuous provision exceeding four months prior to the date of accrual of that concept.

The higher amounts that will be paid by the companies for this concept will be respected, and their increase must be negotiated.

Because this is an individual worker's right, it must be paid in full to each spouse, even if they serve in the same company.

Article 46. Pairs in fact.

In relation to all the workers affected by the current agreement, couples are recognized in fact the same benefits as those of law. To this end, the following requirements and procedures shall be necessary:

a) Certificate of coexistence issued by the Town Hall of the locality where you reside.

(b) The affidavit, signed by the couple, in which the personal data of the worker and those of his partner are recorded, both responsible, in the case of the accuracy of the declared data.

c) The benefit shall be generated at the time of filing of the said documents.

Article 47. Partial retirement and replacement contract.

In order to promote the conclusion of this contract of work in the sector, to provide the necessary legal certainty and in order to overcome the difficulties that this contract can entail for the concertation of the relief, in relation to the organization of the insoles in the enterprises and of the job, it is established that the workers who reuniting the legal conditions for their partial retirement, must present to the company certified of the life working together with the letter of the person concerned to the company seeking to qualify for retirement at least one month before the date laid down for retirement.

Article 48. Promotion.

Companies will raise the immediate higher wage level, and only for economic purposes, to workers when they turn 58 in 2013. The age for this promotion will be 58 years and six months in 2014, and 59 years from 1 January 2015. If the worker affected by this corresponds to his salary level with the maximum level of the salary table, the effect will be compensated by paying him a supplement of 100 € that will have the same treatment as the base salary, computing in the (a) extraordinary payments and other allowances in respect of quantity or quality at work, and shall also be affected by the percentages agreed upon.

Article 49. Plus age.

Workers from the age of 59 in 2013, who will become 59 years and six months in 2014, and at age 60 from 1 January 2015, will receive a monthly salary supplement called Plus by age in 2014. function of its age and up to 64 years for the year 2013, 64 years and six months in 2014 and 65 years in 2015.

For the determination of the monthly amount of this add-on the following rules apply:

From 5 to 19 years of train services,

Two Mensualities	= Plus by Monthly
60

From 20 to 24 years of services on railway contracts,

Three Mensualities

= Plus by Monthly
	60

25 to 29 years of services on railway contracts,

Four Mensualities

= Plus by Monthly
	60

From 30 to 34 years of services on railway contracts,

Six Mensualities

= Plus by Monthly
	60

From 35 years of services on railway contracts,

Eight mensualities

= Plus by monthly age
	60

The amount of the required items will be integrated by the sum of the basic salary concepts, minimum premium, and the age that is collected.

When an increase in the values of the exposed salary concepts occurs, an increase in the plus by age will occur as a result of the application of the formula described above with the new values.

Article 50. It helps the constancy.

An aid to constancy is established in the work for all subsectors except disinfection, of the following amount:

A monthly monthly payment on railway contracts.

Two mensualities at thirty years old on railway contracts.

Three mensualities at forty years old on railway contracts.

This amount will be paid in twelve monthly payments of the same amount during the twelve months of the calendar year in which the requirements for your credit are met. In the event of a change of business during the natural year of payment, each undertaking shall pay the monthly payment of the monthly payments in respect of each undertaking.

It is understood as the right to charge this concept the age that is on the payroll.

For such purposes the integrated sum of the base salary, minimum premium and seniority collected on the payroll is understood by monthly.

Article 51. Temporary incapacity.

(a) Cleaning and ancillary services: During the temporary incapacity, the companies will pay a supplement up to one hundred per cent of the accident contribution base corresponding to the payroll of the month preceding the date of the of the same, of the workers concerned, provided that it comes from sickness with hospitalisation or accident at work.

In the event of temporary incapacity arising from a common illness or non-work accident, the companies will pay a supplement up to one hundred per cent of the contribution base for common contingencies corresponding to the month's payroll. prior to the date of the same, during the first month of the first month of the year.

Starting from the second and successive stages of common contingencies, within the calendar year, a supplement to the provision of social security will be paid based on the following scale:

From 1 to 3 day up to 65% of the common contingency listing basis of the previous month to cause I.T.

From 4 to 15 days, up to 75% of the common contingency listing basis of the previous month to cause I.T.

From 16 to 30 days, up to 100% of the common contingency listing basis of the previous month to cause I.T.

(b) Sectors of removal and central offices: During the temporary incapacity, the companies shall pay one hundred per cent of the contribution basis for the accident on the payroll of the month preceding the date of the same of the workers, provided that he or she comes from illness with hospitalization or accident at work.

During the temporary disability situation, companies will pay 100% of the contribution base for common workers ' contingencies from the sixteenth day inclusive.

The cases of hospitalization mentioned in paragraphs (a) and (b) refer to the specific situations in which it is necessary, and it occurs within the process of Temporary Inability due to the diagnosis reflected in the low, and not when at a time of the process a different event occurs to the primitive causative fact, for which it is necessary its hospital admission.

c) Disinfection sector: During temporary incapacity, companies will pay 100% of the workers ' real wages.

d) Common rules:

In the event that there is a change in the ownership of the contract and the temporary incapacity is originated in the month following the holiday enjoyment and these are paid according to the period corresponding to the new one ownership of the contract, the reference contribution base referred to in the assumptions of the preceding paragraph shall be calculated taking into account the remuneration that the worker should receive during a full month of effective work.

In accordance with state rules on social security, the remuneration to be obtained by workers in respect of overtime, irrespective of their contribution for the purposes of accidents at work and occupational diseases, shall not be computable for the purpose of determining the basis of contributions for common contingencies.

When companies pay for differences as a result of the payment of wages retroactively or for bonuses that could not be quantified at the moment, a settlement will be formalised. additional information indicating the months to which it relates and by allocating the corresponding part of the salaries in addition to each contribution base.

Article 52. Work accident collective insurance.

For the entire duration of this agreement, the companies affected by the present agreement will sign collective insurance policies in favor of each and every worker for a capital of: 22,230 € for permanent incapacity Total for the usual profession, 22,230 € for absolute incapacity, 25,900 € in the event of great invalidity or death. In all cases arising from accidents at work. Companies will be required to show the policy and receive the payment of the collective accident insurance to the prevention delegates or in default to the workers ' representatives when they so request.

Article 53. Loss of the driving meat.

The drivers to whom as a result of driving a vehicle of the company, by order and account of the same, are withdrawn their driving licence for less than three months, will be coupled during that time to another job in some of the company's services, and they will continue to receive the salary corresponding to their category.

This benefit can only be enjoyed once for the duration of the service delivery of the worker to the company, leaving in any case excluded from these benefits the drivers who were deprived of driving licence to the result of the use of drugs or the ingestion of alcoholic beverages, as well as excessive speed.

For those workers who hold and exercise the category of driver and are fixed in template, the companies will pay the renewal of the driving licence, having that person to reintegrate the proportional part of the time after the date of the renewal, in the case of the worker's voluntary absence from the undertaking, and except where this is a consequence of retirement.

Article 54. Loans.

Companies may grant interest-free loans, and for an amount of up to two minimum base-salary monthly payments, to workers who credit the need for the same for serious and urgent reasons.

Companies and union representation will agree within a maximum of 15 days, starting with the award of the contract, a sum of money for this purpose.

They will be able to request them for a year, at least, in the railway contract sector, and not to have another loan repayment pending.

In order to proceed with your request, the corresponding request must be made in writing, specifying the reasons that cause the need and supporting documents, when this is possible, these reasons. Once the loan has been received, it must be justified that it has been used for the requested purpose.

The company and union representation shall meet within forty-eight hours, to approve or refuse the loan, and, in the latter case, shall explain, in writing, to the worker, the reasons for the refusal.

The loan granted will be reintegrated into 12 monthly instalments of equal amount each, and will be deducted from the worker's payroll.

When the employment contract is terminated due to a voluntary absence, dismissal or a firm declaration of incapacity for work, the amount to be collected by the worker shall be deducted from any concept, the amount to return from the loan. If sufficient funds are not obtained from these amounts to cover the repayment of the loan balance, the worker shall sign a debt recognition document of that amount and assume the payment commitment within a certain period of time. time that will never be greater than the one in which the loan should have been returned from continuing the working relationship.

TITLE VI

Prevention of work risks

Article 55. General principles.

The railway undertakings in the field of their competence must ensure compliance with the provisions of this Title, in addition to the provisions which the railway contracting entities have in the field of occupational safety and health and which are incorporated into the regulatory specifications of the competitions.

Railway companies to promote preventive culture and facilitate the implementation of a management system for the prevention of occupational risks will take into account the following policy principles: preventive:

1. Occupational risks should be eliminated or reduced to acceptable levels.

2. Health and safety require the active collaboration of all workers and to this end their participation and information will be facilitated by carrying out the relevant consultations through the representation of personnel.

3. The prevention of occupational risks must be considered at the same level as production and quality, managing with similar criteria and providing adequate human and material resources.

4. For the prevention of occupational risks, the necessary means and procedures for action shall be established and developed in order to ensure effective protection of the safety and health of workers.

5. It is the primary duty of the controls to monitor the implementation of the security measures to be taken by the personnel on their orders, to instruct them adequately and, where appropriate, to prohibit the work on which they are to be carried out. Severe and imminent.

6. Workers must cooperate, actively and constantly in the prevention of occupational risks and in the assistance of victims in the event of accidents or accidents. They shall also correctly use personal protective measures and comply with the instructions received for the execution of hazardous work.

The management of prevention is based on the principle of integrated security, with its main objectives being the guarantee of the safety and health of workers, the protection of occupational risks and progressive improvement. of the existing security levels and working conditions.

Article 56. State Joint Committee on Safety and Health.

1) Composition.

The state joint committee on occupational safety and health will be made up of six members, three of whom will correspond to the union representation to be distributed among those unions that have the status of more representative at the sector level and three to the representation of the business associations that have signed the agreement. Each representation may have the necessary advisors with voice but no vote.

From among the members of the business representation, a commission president will be appointed, who will have the following functions:

a) Call the meetings.

b) Set the session order of the day.

c) Direct the discussions in their entirety and, in general, exercise the precise powers for the proper development of the sessions.

d) Credit the members of the commission.

From among the members of the union representation a secretary of the commission will be appointed, who will have the following functions:

a) Compose minutes of meetings.

b) Custodian the minutes, as well as the documents that are delivered to you for your file.

c) Deliver photocopy of the documents recorded in the committee, to any of the components that so request. According to the plenary of the commission, specific working groups may be set up for some subjects, with their composition and functions being determined in each case.

2) Meetings.

The commission shall meet at least once every two months, on an ordinary basis, with extraordinary character, on the basis of a proposal from either party, by means of a reasoned letter and addressed to the President, with a at least five days in advance. The conclusion of the meeting, for all the parties, which shall be adjusted to the order of the day, shall be inexcusable.

The order of the day of ordinary meetings must contain at least:

a) Reading and approval of the previous act.

b) Monitoring and control of the comprehensive work health plan.

c) High issues to the committee.

d) Tracking compliance with agreements.

The agreements and measures taken by the commission, in order for them to be valid, will have to be adopted unanimously between the parties, pointing out in the record the existing discrepancies. The agreements to be adopted within the commission will have the same value as agreed in collective agreement.

Also, the time spent by the members of the commission to attend the meetings will be considered as effective working time and, therefore, these hours will be computed by the respective companies.

3) Skills.

The competencies of the commission will be:

a) Defining minimum labor health principles and working conditions through a preventive action policy.

(b) In accordance with Article 39.3 of the Law on the Prevention of Occupational Risks, the Commission shall be empowered to hold meetings with other bodies of the same nature as railway entities.

c) Promote the participation and collaboration of workers in the area of prevention through the promotion of training courses for delegates and prevention officers, providing information and periodic documentation.

d) Exercise interpretive and mediation in conflicts.

Comprehensive work health plan: The establishment of a work health plan by the state health committee is agreed, which is structured in the following sections:

1. Formulation of the plan that will include a statement of principles and their definition.

2. Definition of the objectives of the plan in terms of safety, hygiene, occupational medicine, training and support. A single risk assessment model will be implemented for the sector.

3. Plan execution and development.

It will contain guidelines and actions in matters of safety, hygiene, training and medicine at work.

4. Plan monitoring and control.

Article 57. Promotion of actions in the field of occupational risk prevention.

1. Functions.

Without prejudice to the powers and functions conferred on the Joint Committee on Safety and Health, set up under the current general agreement at the State level, the tasks of this specific sectoral prevention body are:

(a) The development of programmes with the aim of disseminating and reporting on the professional risks in the sector, as well as on the rights and preventive obligations of the employer and workers.

b) The organization and control of visits to work centers of an eminently preventive nature, in those that lack representation of the workers.

c) The design of training programmes for the sectoral joint agents responsible for carrying out the visits to the workplace.

d) The development of a preventive visit report model to be used in workplaces with validity throughout the national territory.

e) The realization of an annual memory and evaluation on the analysis of the preventive effects of the programs put in place in the Sector, for their transfer to the joint health and safety commission of the general agreement.

f) The elaboration of programs and their representation, to the Foundation for the Prevention of Labor Risks, for their financing.

g) Promoting other preventive actions.

h) The assistance, information and advice that the Joint Committee on Safety and Health created in the current convention requires.

2. Constitution and dependency.

1. The Joint Agency for the Prevention of Occupational Risks in the Sector (O.P.S.) is constituted and is structured within the Joint Work Health Commission of the State Convention on Railway Contracts.

2. The Joint Committee on Interpretation of Provincial Scope shall at least and in respect of the Joint Body, the following functions and powers:

(a) The planning and selection of those work centers that, lacking legal representation of the workers, should be subject to the preventive visits that are configured in this Collective Agreement.

b) The compilation of monthly monitoring reports and control of established visits programs.

c) The designation of the persons who will make up the visiting teams.

d) How many others are entrusted by the Sectoral Joint Body.

3. The joint agency for the prevention of occupational hazards in the field of railway contracts (O.P.S.) will be composed of four members, two representatives of the employers ' organisations and two of the trade unions. signatories to the state convention of the railway contract sector. There shall be a chairman and a secretary on a rotating basis among its constituents.

3. Organization and control of preventive visits to work centers.

1. The visits to the work centers, which lack legal representatives of the workers, will be carried out after agreement of the provincial joint committees of occupational health or in its defect, of the mixed commissions of interpretation of scope provincial. All in accordance with the schedules and budgetary allocations for the successive action programmes approved by the sectoral joint body.

2. The visits to the centres shall be carried out by the persons designated by the organisations which are signatories to this Agreement, while respecting the principle of parity. The designation shall be made for each provincial scope of action.

3. Persons designated to be part of the visiting teams will receive a specific training course on the prevention of occupational risks in the sector, unless they credit knowledge and/or similar experience that is accepted by the agency. parittarius Such persons appointed to carry out visits to the centres shall receive, in advance of their actions, a sectoral accreditation.

4. The aim of the preventive visits to the workplace will be to disseminate and report on the occupational risks in the sector and in the workplace. The visiting teams will also report on the rights and preventive obligations of the employer and the workers.

5. The visits must be previously communicated to the companies by the provincial joint committee on occupational health and accepted by them.

6. The visits shall preferably be carried out jointly and jointly by the relevant visiting team.

7. The results and reports issued on the occasion of each visit will be transferred to the company affected by it and to the provincial joint committee on occupational health. Such reports shall be subject to the principle of confidentiality and confidentiality as set out in Article 37.3 of the Law on the Prevention of Occupational Risks.

8. In no case will the visiting teams interfere in the work and development of the work of the center of work.

Article 58. Prevention delegates.

(a) Framework for the choice of prevention delegates: Prevention delegates shall be elected at the provincial level and within the framework of the contract for the provision of services between the contracting firm and the railway undertaking.

b) Prevention delegates to choose: The number of prevention delegates to choose, will be based on the number of workers attached to the respective contract according to the following table:

Number of workers

Delegates to
6 to 49 workers.	A delegate.
50 to 100 workers.	Two delegates.
101 to 500 workers.	Three delegates.

Prevention delegates will be chosen according to the following criteria:

Prevention delegates will be chosen by staff representatives, and may be appointed among staff and/or union representatives.

In case there are number of staff and union representatives, the delegates will be assigned to the most voted union organization in the last elections.

d) Resources of the prevention delegates: An additional hourly credit of fifteen hours per month shall be allocated exclusively to the Prevention Delegates who are appointed in the framework of the service delivery contracts with at least 40 workers assigned to the contract and a minimum of five geographical locations for the provision of services.

This time credit will be used exclusively to attend to the tasks and responsibilities inherent in the condition of the prevention delegates, and must be in the direction of the company to report the hours used.

The aforementioned credit will not be cumulative among the prevention delegates, except for the express agreement with the company. Such an accumulation pact is expressly linked in time to the validity of the contract of the company with which it was agreed.

Article 59. Committee on the Environment.

The signatory parties agree to constitute a joint working committee which will govern their action through the following rules:

1. The composition shall be equal and shall consist of four members representing each of the parties.

2. The will be assisted by the advisors appointed by each of the parties.

Article 60. Environmental delegates.

Every trade union organization that has the status of more representative in the state field may designate in the centers of work where it has presence in the unitary organs of representation of the workers a delegate of the environment among the prevention delegates, whose roles and responsibilities are:

1. Collaborate with the management of the company in the improvement of environmental action, in the framework of the general principles defined in this article.

2. Promote and promote the cooperation of workers in the enforcement of environmental regulations.

3. To carry out monitoring work on compliance with environmental regulations, as well as on the environmental policies and objectives that the company establishes.

4. Receive information, if appropriate, on the implementation of new technologies that could be derived from environmental risks, as well as on the development of environmental management systems.

5. Propose to the company the adoption of measures aimed at reducing environmental risks and improving environmental management.

6. To be informed in the design and development of the training actions in matters related to the environmental obligations of the company.

Article 61. Preventive planning.

On the basis of the results of the assessment, the employer will carry out the appropriate preventive planning or take the necessary corrective measures to ensure the highest level of safety and health protection for the workers seeking a coherent whole that integrates in it the technique, the organization of work, the working conditions, the social relations and the influence of the environmental factors in the work. In this planning, the workers ' representatives will participate in the terms laid down in the law.

Article 62. Information and training.

The company is required to provide staff, before they begin to perform any job, training and information about the risks and hazards that may affect them and the way, methods and processes to be observed to prevent or prevent them. The prevention delegates shall also be informed or, failing that, the legal representatives of the workers.

Information: To the signing of this agreement, companies will be obliged to inform periodically all the personnel assigned to this agreement, in relation to the functions of their service, with special emphasis on the related to the conclusions obtained from the assessment of occupational risks and the resulting plan for the prevention of those risks.

Training: The company will guarantee the theoretical and practical training for the affected workers in the topics related to their service and in accordance with the work to be carried out and the specific risk factors of the company, based on the risk assessment.

In the enforcement of the legal duty of prevention, training must be provided, wherever possible, within the working day or, failing that, in other hours but with the discount of that time spent in the same.

This training will be consulted in advance with the prevention delegates, informing them of the training courses.

Article 63. Workwear.

The allocation of these garments will be made in the light of the peculiarities of the various sectors affected by this agreement.

The representation of workers and companies will jointly establish according to the specific conditions of each center, climate or activity, those garments and shelter that each case requires. To this end they shall meet within five days from the time a new undertaking is awarded the service and shall have a maximum period of 15 days to reach an agreement.

In case of no agreement, companies will be required to deliver 2 summer and 2 winter endowments that are indicated below for winter and summer, within one month to compute from the date they take charge of the ownership of the centre. This delivery will take place on a yearly basis and will take place in the following instalments: the summer budget before 15 May and the winter budget before 15 October. The endowment of these garments is personal and non-transferable. Women in the state of pregnancy will be provided with appropriate clothing to their situation.

Workers on temporary contracts, at the start of their employment relationship, high in social security, will be given a proper envelope of a suitable monkey and footwear, completing before they meet another month with another monkey and a An appropriate backgammon or anorak to the time of year and the weather.

For successive endowments the guidelines marked in this collective agreement will follow:

Winter Envelope:

A winter monkey or a pajamas (to be chosen by the workers).

Footwear suitable for winter. If the use of safety footwear is mandatory, this is the one to be delivered.

Waterproof clothing and boots when the activity is required.

Anorak, in the case of one-year contracts will be awarded an anorak, when the contract is over one year will be delivered an anorak every two years.

In the event of a non-attributable impairment of the anorak to the worker, the company must proceed to its replacement free of charge and immediately.

Summer Envelope:

A trouser, a shirt and a backdoor or a pajamas (to be chosen by the workers) that can be replaced by a summer monkey for the person who manifests it.

Footwear suitable for summer. If the use of safety footwear is mandatory, this is the one to be delivered.

For the disinfection sector, the provision of work clothes for both winter and summer will be the one between the companies and the representation of the workers.

Article 64. Protective equipment.

Protection equipment shall mean any device or medium to be carried or to be provided by a worker for the purpose of protecting against one or more risks which may threaten his or her health and safety in the work, as well as any additions or accessories intended for that purpose.

Workers shall be entitled to the allocation of EPIS for their professional activity and that are necessary to preserve them from the risks of the work they normally perform.

The use of personal protective equipment is subject to the condition that such risks have not been sufficiently removed or limited by technical means of collective protection, or by means of measures, methods or modification of the production process.

The selection and review of these EPIS will involve the delegates of the prevention of center and company in the terms established by the law. They will also be perfectly reflected in the corrective measures and preventive work plan of the workplace. The technical information sheet of the means of protection and of the work clothes shall be submitted to the prevention delegates, in order to verify, inter alia, the certification as a means of protection approved for that purpose.

The state labor health commission shall, within three months of the signing of the agreement, draw up a guideline to determine the EPIS to be provided by the staff, per activity. professional. The choice shall be based on the study of the risks present in the workplace taking into account the time of exposure to the risk, its frequency and severity, the working conditions and the environment, the physical constitution of the worker, etc.

Article 65. Health surveillance.

The employer is responsible for the monitoring of the health of workers at their service according to the risks inherent in the work, and it is therefore mandatory to carry out specific medical examinations in the terms provided for in the applicable regulations and medical protocols by the Ministry of Health and Consumer Affairs.

In the field of health surveillance, health activity should include:

Health status assessment especially related to individual circumstances:

Incorporating a new worker into the job.

Assigning a worker for a new task with new risks.

Female workers in pregnancy or recent birth.

Workers especially sensitive to certain risks.

Health surveillance geared primarily to the identification and evaluation of work risks.

Analysis of the health status of workers based on the information available or, where appropriate, the information generated for this purpose, which will be integrated into the initial risk assessment.

Assessment of the individual and collective health status for the early detection of changes in relation to exposure to risks at work, the periodicity of which will be laid down in the prevention plan, taking into account the official protocols.

Study of diseases that cause casualties to identify possible relationships with the risks of work with the periodicity that the prevention plan determines or circumstances require.

Investigation of individual or collective health damages to identify their possible causes of work.

In case of change of contract workers may request to the medical services of the outgoing company the delivery of copy of their medical history for delivery to the medical service of the incoming company.

Protection of workers especially sensitive to certain risks.

The employer will specifically ensure the protection of workers who, by their own personal characteristics or known biological status, including those who have a recognised disability status physical, mental or sensory, are particularly sensitive to the risks arising from the work. To this end, it shall take into account those aspects in risk assessments and, in the light of these, shall take the necessary preventive and protective measures.

Likewise, the employer must take into account in the evaluations the risk factors that may affect the function of the procreation of the workers, in particular by the exposure to physical agents, chemicals and biologics which may have mutagenic or toxicity effects for procreation in both the fertility aspects and the development of the offspring in order to take the necessary preventive measures.

Companies will take into consideration the recommendations that health services formulate in the field of occupational risk prevention (changes in work, equipment and the working environment, etc.)

Health surveillance will only be carried out with the express consent of the worker except for the assumptions made by the Law. The time spent in medical examinations shall be considered as effective working time for all purposes.

Article 66. Equal opportunities for women and men.

As provided for in Chapter III of LO 3/2007 of 22 March 2007 for the effective equality of women and men, undertakings falling within the scope of this Convention are obliged to respect equal treatment and equal treatment for men and women. (i) an opportunity for employment and, for this purpose, to take measures to prevent any kind of discrimination between women and men, in the light of Article 3 (3). 46 of the aforementioned law provides for the need for equality plans to include the whole of a company, and on the other hand, the development and implementation of equality plans is voluntary for companies with less than 250 workers.

Companies affected by the scope of this agreement, with more than 250 workers, are obliged to draw up a plan of equality with the scope and content established in the current legislation, understanding (a) an ordered set of measures, adopted after a diagnosis of the situation, aimed at achieving equality of treatment and equal opportunities for women and men in the enterprise and eliminating discrimination on grounds of sex. Setting out the concrete objectives of equality to be achieved, the strategies and practices to be adopted for their achievement, as well as the establishment of effective monitoring and evaluation systems for the objectives set.

In order to achieve the objectives set, the equality plans may include, inter alia, issues of access to employment, professional classification, promotion and training, remuneration, and the organisation of working time. to promote, in terms of equality between men and women, work, personal and family reconciliation, and prevention of sexual harassment and harassment on the grounds of sex.

TITLE VII

Reconciliation of work and family life

Article 67. Pregnancy protection.

From communication to the company by the worker of her pregnancy situation, the company will proceed as follows:

Pregnant women will receive appropriate health surveillance for the specific risks of their job, protocolized and appropriate for the substances they work with.

Companies are obliged in the risk assessment to determine the nature, degree and duration of the exposure of female workers in pregnancy to agents, procedures or conditions that may influence negatively in their reproductive capacity, pregnancy or lactation, and the corrective measures to be taken to be known to the worker.

If the results of the assessment reveal a risk to the health of the pregnant woman or the foetus, the employer shall take the necessary measures to avoid exposure to that risk through an adaptation of the conditions or the working time of the affected worker. Such measures shall, in any event, include the non-performance of night work or shift work, and shall not occupy posts involving the carrying out of work declared as toxic, distressing or dangerous.

In any case, you will have the right to take up a job of lesser effort or to adapt your usual job to the least effort required by your situation, without the modification of your work contract. The indicated allowance shall be made within the limits laid down by the legislation in force and on the basis of the medical indications provided they are motivated and with the approximate indication of the effort to bear.

If the change or adaptation of your job is not technically or objectively possible or cannot reasonably be required for justified reasons, all necessary and appropriate documentation shall be provided by the undertaking. A maximum of one week after the worker makes the request, so that she can request the suspension of the contract due to the risk of pregnancy.

Workers who have their contract of work suspended for risk during pregnancy will receive a risk supplement during pregnancy, 10% of their base of contribution for common contingencies, which will be made in payment Once it is incorporated into the company.

Pregnant workers, as well as parents with children under the age of 3 years will have a preference for staying in the workplace when there are transfers.

Pregnant workers will have the right to be absent from work, without loss of their remuneration, to undergo prenatal tests and birth preparation techniques, prior notice to the company, accompanying medical justification. the need for these activities and examinations to be carried out within the working day.

In the event of risk during pregnancy or risk during natural lactation, in the terms provided for in art. 26 of the Act of 8 November 1995 on the Prevention of Occupational Risks, the suspension of the contract shall end on the day on which the suspension of the contract for biological maternity is initiated or the infant is nine months, respectively, or, in both cases, when the worker's inability to return to her previous position or another compatible with her status disappears.

Article 68. Maternity/paternity protection.

In the cases entitled to the maternity/paternity leave provided in the art. 48.4 of the Workers ' Statute, workers who are in such a situation will receive 100% of their contribution base for common diseases. However, the economic content of this paragraph shall be suspended while the management is carried out directly by the bodies concerned.

In the course of delivery, the suspension will last for sixteen weeks uninterrupted, expandable in the case of multiple birth in two weeks more for each child from the second. The period of suspension shall be distributed to the person concerned, provided that six weeks are immediately after delivery. In the event of the death of the mother, regardless of whether or not she is carrying out any work, the other parent may make use of the whole or, where appropriate, the remaining part of the suspension period, computed from the date of delivery, and without that the party which the mother had been able to enjoy before the birth was neglected. In the case of the child's death, the period of suspension shall not be reduced unless, after the end of the six-week compulsory rest period, the mother is required to return to her job.

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

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

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

In cases of preterm birth with a lack of weight and those other in which the neonate requires, for some clinical condition, hospitalization after delivery, for a period of more than seven days, the period of suspension is will extend in as many days as the born is hospitalized, with a maximum of thirteen additional weeks, and in the terms in which it is regulated.

In the assumptions of adoption and acceptance, according to the art. 45.1.d) of this Law, the suspension will last for sixteen weeks uninterrupted, extensible in the assumption of adoption or multiple acceptance in two weeks for each minor starting from the second. Such suspension shall produce its effects, at the choice of the worker, either on the basis of the judgment in the court for which the adoption is constituted or on the basis of the administrative or judicial decision of a provisional or final acceptance, without No case of the same minor may be entitled to several periods of suspension.

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

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

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

The periods referred to in this paragraph may be enjoyed on a full-time or part-time basis, subject to agreement between the employers and the workers concerned, on the terms which they regulate determine.

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

The workers will benefit from any improvement in the working conditions to which they could have been entitled during the suspension of the contract in the cases referred to in this paragraph, as well as those provided for in the the next paragraph and in the art. 48 bis of the E.T.

In the case provided for in point (n) of Article 1 (1). 45, the period of suspension shall have an initial duration which may not exceed six months, unless the proceedings for judicial protection have resulted in the effectiveness of the victim's right of protection requiring the continuity of the suspension, In this case, the judge may extend the suspension for periods of three months, with a maximum of eighteen months.

The worker must inform the employer, in good time, the exercise of this right.

In the case of child birth, adoption or acceptance, the worker shall be entitled to the suspension of the contract for 13 uninterrupted days, which may be extended in the case of childbirth, adoption or multiple acceptance within two days. more for each child from the second. This suspension is independent of the shared enjoyment of periods of maternity breaks regulated in art. 48.4 of the E.T.

In cases of births of premature infants or who, for any cause, must remain hospitalized after delivery, the mother or father shall be entitled to leave the job for an hour. They will also have the right to reduce their working hours to a maximum of two hours, with a proportional reduction in salary.

Article 69. Breastfeeding period.

Workers during the breastfeeding period of less than 9 months will be entitled to the absence of one hour of work, which may be divided into two fractions. Whoever exercises this right, by his will, may substitute this right at an hour of absence at work according to art. 37 of the ET for the reduction of the day in an hour for the same purpose. This permit constitutes an individual right of workers, men or women, but may only be exercised by one of the parents in case both work.

On the other hand, by decision of the mother or father in the event that it is the one who enjoys it, the breastfeeding permits may be replaced by whole days of the book that will accumulate to the period of maternal rest, increasing this rest on working days, taking into account that you are entitled to one hour of breast-feeding every working day until the child is 9 months old.

In the event that the spouses work together in the same company, they will be able to request one of them, and the company will grant, the change of schedule during the first twelve months of breastfeeding, in order to take turns in the care of the child.

If the working woman so wishes, she can continue to perform the functions she performed during pregnancy, in the breast-feeding period, and for the duration of the pregnancy.

Article 70. Maternal excess and for family care.

Workers shall be entitled to a period of leave of absence, of not more than three years, to take care of the care of each child, either by nature, or by adoption, or in the case of a reception. permanent as a preadoptive, to be counted from the date of birth or, where appropriate, of the judicial or administrative decision. During the first two years you will have your job booking. On the expiry of that period, the reserve shall be referred to a post of the same professional group or professional category.

They shall also be entitled to a period of leave entitled to a job reserve, of a duration not exceeding two years, workers to care for the care of a family member, up to a second degree of consanguinity or affinity, which for reasons of age, accident or disease or disability cannot be used by themselves.

The period in which the worker remains in a situation of leave in accordance with the provisions of this Article shall be computable for the purposes of seniority and the worker shall be entitled to attend vocational training courses, whose participation must be convened by the employer, in particular on the occasion of his/her reinstatement.

The excess referred to in this paragraph, the period of which may be enjoyed in a split form, constitutes an individual right of workers, men or women. However, if two or more workers in the same centre enjoy this right by the same deceased person, the employer may limit his or her simultaneous exercise for justified reasons of operation of the undertaking.

Article 71. Reduced day care for child care and family care.

For workers with a day equal to or greater than four hours a day, they will have the right to see their day reduced by a minimum of 20 percent and a maximum of 66 percent. Workers with days of less than four hours a day will be entitled to a reduction of 33 percent to 66 percent. In both cases by application of the art. 37 of the E.T. In either case, the resulting day shall be at the choice of the worker within his/her schedule.

Who for reasons of legal guardian have to their direct care any less than twelve years or a person with physical, mental or sensory disability, who does not perform a paid activity, shall be entitled to a reduction of the day at work, with the proportional reduction of the salary between at least one eighth and a maximum of half the duration of that.

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

The reduction of working hours referred to in this paragraph constitutes an individual right of workers, men or women. However, if two or more workers at the same centre generate this right for the same deceased person, the employer may limit his or her simultaneous exercise for justified reasons of operation of the undertaking.

The time-frame and the determination of the period of enjoyment of the reduction of the working day, will correspond to the worker, within his ordinary day. The worker shall be required to notify the employer 15 days in advance of the date on which he/she will return to his/her ordinary day.

The discrepancies between the employer and the worker regarding the time-frame and the determination of the periods of enjoyment envisaged will be resolved by the competent jurisdiction through the procedure laid down in the The Regulatory Law of Social Jurisdiction.

The female victim of gender-based violence will have the right, to make effective her protection or her right to comprehensive social assistance, to the reduction of the working day with a proportional reduction of the salary or the reordering of the working time, through the adaptation of the schedule, the application of the flexible schedule or other forms of work time management that are used in the company.

These rights may be exercised in terms of such specific assumptions as set out in this Article or improved in their terms by agreements between the company and the workers ' representatives, or according to the agreement between the company and the worker concerned. In their absence, the realization of these rights will correspond to the worker, the established rules being applicable.

Article 72. Sexual, psychological and sexual harassment

The signatory parties assume the commitment to ensure that there is an environment within companies that is free of sexual, psychological and sexual harassment by establishing and releasing the procedures created to prevent, control and sanction all kinds of actions that occur, relating to the protection of the dignity of women and men at work.

TITLE VIII

Training

Article 73. Training and further training.

1. The staff affected by this Convention shall have the right to be provided with studies to obtain academic and professional qualifications, the completion of vocational training courses, and access to courses of retraining and vocational training.

2. In the event that the worker wishes to pursue studies which are not strictly related to the work of his professional category, he shall be entitled to:

a) Permission to attend exams.

(b) Request for annual leave, in case of justified need, for the preparation of examinations, aptitude tests, etc., provided that they do not prejudice work.

c) Choose in the event of taking turns, the one that is best suited for your studies, provided that it does not cause harm to the job. In any case, the worker or the worker shall be obliged to provide the appropriate evidence of registration with the undertaking.

3. Undertakings, directly or in concert with official or recognised centres, shall organise vocational training courses for the adaptation of workers to the technical modifications which are carried out or planned in the workplace. In these cases the time of attendance at the courses will be considered as effective work.

4. If the worker requests assistance to seminars, round tables or congresses, concerning his or her speciality and specific work, the company's management shall be responsible for the decision on the assistance, depending on the subject matter and its interest for the work and objectives of the business activity. These days, which may not be more than ten per year, will not bear travel and subsistence expenses, although you will be paid the corresponding salary.

Continuing training: Vocational training is an essential tool for the professional updating of workers in the sector, aimed at both the improvement of skills and qualifications of workers workers, who can make it possible to reconcile the greater competitiveness of firms with the individual training of workers. For this reason both parties are welcome to the National Agreement on Continuing Training.

The completion and improvement of training courses carried out by workers and/or imparties, for the purpose of improvement, training and/or recycling, will be taken into account in the competition phase as merits for promotions that are produce in the company template.

Individual training permissions. Workers shall be entitled to access to individual training permits, in accordance with the requirements and priorities set out in the National Continuing Training Agreement.

The company will agree with the legal representation of the workers who are the applicants for this training modality that meet the requirements of the agreement cited.

Article 74. Sectoral Joint Committee on Training.

A sectoral joint training committee will be set up consisting of a minimum of two representatives of trade union organisations and many other employers ' associations, which will aim to draw up training plans. (

) vocational training in the field of vocational training and the provision of vocational training.

The role of this Joint Committee will be in addition to those of the Royal Decree 395/2007 of 23 March, which regulates the occupational training subsystem for employment, recognises the sectoral Joint Committees:

(a) To carry out, by means of specialized entities, studies of a projective nature with respect to the needs of the workforce in the railway contract sector and their corresponding qualifications.

b) Propose and implement training actions in their various modalities and levels, either with programmes that may be taught in the enterprise training centres or in the future, such as through the national or international programmes developed by competent bodies.

c) To collaborate, according to the possibilities themselves, or through specialized entities, in the diagnosis and design of specific training programs in companies, taking into account specific specifications and needs, as well as as the generic or individual characteristics of the affected workers.

d) Coordinate and follow the development of training courses for students who are received by companies within the framework of agreements signed at sectoral or company level.

e) To evaluate continuously, all actions undertaken, in order to review the guidelines, to promote new activities and to update the definition of the objectives of vocational training.

f) To establish an agreement with the Ministry or the corresponding regional department, in order to enable the access of the students of vocational training to the practices governed by the companies in the best conditions.

g) All those functions that, in compliance with what was agreed upon in the agreement, are assigned to you by the joint committee.

(h) to develop, in conjunction with the professional qualification committee, the professional sectoral map and, where appropriate, proposals in relation to the catalogue of qualifications, as well as sectoral and sub-sectoral programme contracts.

i) Preparation, in conjunction with the professional qualification committee, of sectoral training modules.

j) To study the adaptation, together with the technical commission of professional classification, of the professional qualifications of the national catalogue of qualifications to the professional classification of the convention.

(k) Examine, for the possible validation, jointly with the technical committee of professional classification, sectorially the professional qualifications to be introduced into the national catalogue of qualifications. Propose the inclusion or exclusion in such a catalogue of those qualifications deemed appropriate.

TITLE IX

Representation of workers

Workers ' representatives are understood to be both unitary representation and union representation.

CHAPTER I

Unitary representation

Article 75. Company committees and staff delegates.

The business committee or staff delegates shall hold regular meetings with the management of the company, upon written request from either party, and in which the matters to be dealt with as well as the date of its eventual celebration. The time of the day dedicated to such meetings shall be computed as effective working time.

CHAPTER II

Trade union representation

Article 76. Union delegates: Appointment and credit schedule.

The state representation of the union will inform the company of the appointments made by union delegates arising from this Convention, whose members will enjoy the same guarantees as the staff delegates with the following time credit:

Centers from 11 to 20 workers, 28 hours/month.

Centers from 21 to 49 workers, 42 hours/month.

Centers of 50 or more workers, 56 hours/month.

The appointment of the trade union delegates elected from the entry into force of this collective agreement will only be effective from the date of registration of the collective agreement with the Joint Committee. Trade union delegates appointed prior to the entry into force of this Agreement shall maintain their status and shall have the credit schedule set out in this Article.

Article 77. Union delegates at centres of up to 20 workers.

When at the provincial level there is no Enterprise that exceeds the 20 workers in the workforce, the unions will be able to choose a union delegate from among the companies that have work centers at the provincial level with more of ten workers and up to 20 to be appointed when the following two requirements are met:

(a) That the trade union centre has more than 15% of the members of the works councils or staff delegates at the geographical and functional level to which this Convention refers.

b) That you count in turn in the job center with more than 20 percent affiliation.

Article 78. Union delegates in centres of more than 20 workers.

Trade union delegates from this agreement are recognized in companies that have provincial-level work centers with more than 20 workers who will be appointed when the following two requirements are met:

(a) That the trade union centre has more than 15% of the members of the works councils or staff delegates at the geographical and functional level to which this convention refers.

b) That you count in turn in the job center with more than 20 percent affiliation.

Article 79. Accumulation of trade union hours.

The hours of staff delegates or trade union delegates belonging to the same company, at the state level, may be cumulative and enjoyed, including by whom the trade union central to which they belong, and provided that they are notified to the undertaking concerned, specifying the period of cumulation, in order to do so, a document shall be delivered to the undertaking in which the name, surname, NIF, signature and number of hours of the delegates who give them and the person to whom they are the ones that are given the same.

Article 80. Union quota.

Workers who request it to the company's management will be discounted the union fee on the monthly payroll. Companies will be obliged to retain and enter the union fees when the payroll is recorded in the subrogation and there is no demonstration to the contrary by the worker.

TITLE X

Awards, fouls and penalties

Article 81. Awards.

In order to reward the conduct, industriousness and other outstanding qualities of the staff, encouraging them to be overcome in the performance of their duties, the companies will be able to give their workers consistent awards in:

a) Metal Prims.

b) Increased paid leave.

c) Written congratulations.

d) Proposal to the competent agencies for the granting of rewards.

e) Cancellation of unfavorable notes in the case.

Exception made from the congratulations, the award of the previous prizes will be made by the management of the companies, on the proposal of the bosses or companions, except the aid to the constancy, of automatic accrual.

Article 82. Fouls.

Any action or omission arising from the duties of any kind imposed by the laws in force and in particular by this Convention shall be deemed to be absent. Companies shall establish with the staff committees or delegates the creation of a social fund to be provided for the amount of the penalties, where they consist of suspension of employment and salary.

Fouls will be classified into four groups: mild, less severe, severe and very serious. Inclusion in the above groups will be done taking into account the intrinsic severity of the lack, the importance of its consequences and the degree of reiteration. Given the complexity and characteristics of this matter, only a few faults will be listed within each of the groups expressed, leaving the rules of procedure for each company which, drawn up by the representatives of the workers, complete this matter precisely and clearly.

1. They will be mild fouls:

a) Up to four punctuality faults, with a delay of more than ten minutes, within the one month period.

b) Abandon the job, without justified cause, for a short space of time. If, as a result of the abandonment, there is a serious injury to the undertaking, colleagues, the fault may be regarded as serious or very serious.

c) Neglect and neglect in the performance of work, as well as in the conservation of work, furniture and premises where services are provided.

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

e) The unjustified one-day-to-month lack of work.

2. Less serious faults shall be considered:

a) Lack of assistance to work, without justified cause, for two days a month.

b) Discussions with other co-workers in the service act.

c) The allegation of false causes to obtain licenses.

d) The lack of cleanliness and hygiene, as usual.

e) Up to four punctuality faults, with delays exceeding fifteen minutes, within the one month period.

f) The non-utilization of the garments or the misuse thereof.

g) The usual drunkenness in the service.

3. Serious fouls will be estimated:

(a) Lack of assistance to work, without justified cause, for three days a month, unless it is proved impossible to do so due to force majeure.

b) The simulation of illness or accident and not to deliver the lower part in the legal period, unless it is proved impossible to do so because of force majeure.

c) More than four punctuality in attendance at work in the one month period, greater than fifteen minutes.

d) The abuse of word or work with the workers of the center.

e) Serious disobedience to the workplace controls. If it involves a breach of the discipline or a loss to the undertaking, it shall be deemed to be very serious.

(f) The imprudences or negligences not included in the following group and others of equivalent importance.

g) Abandon work in positions of responsibility.

h) Voluntary and continuous decline in job performance.

4. They will be very serious fouls:

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

b) Lack of assistance to work, without justified cause, for four or more days per month.

c) Falsehood, fraud, breach of trust and theft or theft, both co-workers, business or service-related third parties.

d) Make the company disappear, disable, destroy or cause damage to the company's first materials, tools, tools, machinery, facilities, materials and documents.

e) Perform self-employment or other jobs while in temporary disability.

f) The serious lack of respect for the center's workers.

g) Drunkenness and habitual drug addiction, as long as it negatively affects work.

h) Deliberate acts and omissions that delay, hinder or disrupt the application of labour standards.

i) Sexual, psychological and sexual harassment.

j) The occurrence of frequent scuffles and pendences with the workers of the center.

Article 83. Penalties.

The sanctions that can be imposed will be as follows:

1. For lack of light:

a) Verbal assembly.

b) Written assembly.

2. For less severe missing:

a) Suspension of employment and salary of one or two days.

b) Disablement for promotion for six months.

3. For severe missing:

a) Suspension of employment and pay from three to fifteen days.

b) Disablement for promotion for a year.

4. For very serious lack:

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

b) Despid.

Article 84. Sanctioning procedure.

Prior to the imposition of penalties for serious or very serious misconduct, except those arising from lack of assistance and punctuality, the company must open the appropriate file, in accordance with the following requirements:

1. As soon as you become aware of the misconduct, you will communicate it in writing to the affected person and to the business committee or staff delegates, as well as to the union to which you are affiliated, with the expression of the facts imputed.

2. These persons shall, within five days, make any claims they deem appropriate, by the same conduit, by stating, denying or clarifying the facts.

3. After the deadline, the address of the undertaking has been or has not been received, in the light of the evidence provided, once valued as a whole, it shall proceed to the file of the act or exercise its sanctioning action, if appropriate. In any case, the assessment of the faults and the corresponding penalties will always be reviewed in the competent jurisdiction.

Article 85. Prescription.

The power of undertakings to impose sanctions which must always be exercised in writing, except for a verbal warning, which must be acknowledged and signed by the person concerned, the person concerned or, instead, two witnesses, a case of refusal to (a) in the case of a minor offence within 10 days, in the case of a minimum of 15 days, in the case of a serious offence at the age of 20 days and in the very serious one at the age of 60 days, from the date on which the undertaking became aware of its commission and, in any event, within six months of having been committed.

However, these deadlines will be interrupted, while the file is processed, taking into account the deadlines set out in the previous paragraph.

Article 86. Compliance with the sanctions.

The compliance with the sanctions will be prescribed from your imposition within 6 months for the less serious and serious fouls and 1 year for the very serious ones.

Additional disposition first.

In all the above mentioned in this text, the provisions of the Workers ' Statute and the Law on the Prevention of Occupational Risks and their Regulations of Development, which will be applied in the alternative.

Additional provision second.

All companies not attached to the association, signatory to this convention who wish to make consultations or need the intervention of the joint committee, shall, at the same time as they formulate their consultation or request the intervention by the commission, to send the amount of EUR 600, per consultation, to help defray the costs incurred.

Additional provision third.

The parties to this collective agreement agree to adhere in full and without any conditions to the agreement on out-of-court settlement of labor disputes in force at any time as well as to its Rules of Procedure. The application of this agreement is binding on the whole of the companies and the whole of the workers affected by the present agreement, in cases where the conflict affects several work centers in different autonomous communities. The parties also agree to join the various systems of out-of-court settlement in the autonomous area, in the event that the conflict does not cross the scope of an autonomous community.

Additional provision fourth.

Concurrency dispute resolution rules among the various industry bargaining units.

In accordance with the provisions of Article 83.2 of the Workers ' Statute, the alleged concurrency between the present State Collective Agreement and those at the lower level, with the exception of the provisions on the application The priority given in Article 84.2 of the same normative body, for the materials provided therein and as well as respect to the principle of complementarity between the above negotiating units, shall be governed by the following rules:

Given the nature of the present Sectoral Collective Agreement and the hierarchical level that the parties grant to it, the material regulation collected therein has the character of the minimum except as set out in the application priority of the subjects provided for in the Article. 84.2 of the Workers ' Statute.

The principle of the complementarity of collective agreements of company scope with respect to the present State Sectoral Collective Agreement is recognized.

Reserved and exclusive subjects for negotiation at the state level. They are considered to be their own and exclusive to the state sector for the sector and, consequently, reserved for this trading unit, the following:

-Hiring: Contractual modes.

-Test Period.

-Conventional Subrogation for Business Change.

-Professional Classification.

-Functional Mobility.

-Compensation structure including compensation and compensation.

-Workday.

-Professional Training.

-Geographic Mobility.

-Disciplinary regime.

-Social action and voluntary improvements to the protective action of Social Security.

In addition, any non-regulated or non-regulated matter may be negotiated and developed.

Additional provision fifth.

The equal opportunity and non-discrimination commission is set up by six members, three by the signatory trade union organisations and three by the business representation.

Additional provision sixth.

All references of this collective agreement to the term "worker" shall be construed as being made indistinctly to the person, man or woman, except in cases where the collective agreement itself expressly limits the ownership of the right.

ANNEX

Pay tables

Pay Tables 2013 Sector Cleaning

Full Day 35 Hours Weekly

Level

Base Salary	Minimum Prima	Plus transport	Benefits Paga	Plus Costume	Night Month	Sectoral Plus	Sectoral
1	1.036.57	258.08	104.83	176.10	102.78	225.98	55.85	81.32
2	912.30	258.08	104.83	165.75	102.78	198,92	49.12	81.32
3	866.20	258.08	104.83	161.90	102.78	188.86	46.50	81.32
4	798.51	258.08	104.83	156.26	102.78	174.10	42.93	81.32
	5	730.13	258.08	104.83	150,56	102.78	159.17	39.25	81.32
6	692.36	258.08	104.83	147.42	102.78	150,94	37.22	81.32

Profit Pay: S. Base + P. Minima + 818 ,56/12 €.

Salary Tables 2013 Removed

Full day

Level

Base Salary	Minimum Prima	Plus transport	Benefits Paga	Plus Costume	Night Month	Sectoral Plus	Sectoral
1	1.024.95	239.96	104.83	173.62	102.78	223.33	55.19	81.32
2	902.14	239.96	104.83	163.39	102.78	196.71	48.63	81.32
3	855.36	239.96	104.83	159.49	102.78	186.48	41.67	81.32
	4	789.80	239.96	104.83	154.03	102.78	172.18	40.69	81.32
	757.88	239.96	104.83	151.37	102.78	161.67	39.60	81.32
5b	722.25	239.96	104.83	148.40	102.78	157.44	38.74	81.32
6	713.52	239.96	104.83	147.67	102.78	155.54	38.23	81.32

Profit Pay: S. Base + P. Minima + 818 ,56/12 €.

Salary Tables 2013 Ancillary Services

Full day

Level

Base Salary	Minimum Prima	Plus transport	Benefits Paga	Plus Costume	Night Month	Sectoral Plus	Sectoral
3	855.36	239.96	104.83	159.49	102.78	186.48	41.67	81.32
4	789.80	239.96	104.83	154.03	102.78	172.18	40.69	81.32
5	757.88	239.96	104.83	151.37	102.78	161.67	39.60	81.32

Profit Pay: S. Base + P. Minima + 818 ,56/12 €.

Pay Tables 2013 Disinfection

Full day

Level

Base Salary	Minimum Prima	Plus transport	Benefits Paga	Plus Costume	Night Month	Sectoral Plus	Sectoral
1	982.33	218.22	104.83	157.37	105.90	233.86	56.15	81.32
2	864.59	218.22	104.83	147.56	105.90	205.83	49.16	81.32
3	816.35	218.22	104.83	143.54	105.90	194.37	46.66	81.32
4	753.62	218.22	104.83	138.32	105.90	179.42	43.08	81.32
	5	689.07	218.22	104.83	132.94	105.90	164.06	39.36	81.32
6	680.69	218.22	104.83	132.24	105.90	162.07	38.90	81.32

Profit Pay: S. Base + P. Minima 687 ,95/12 €.

Plus toxicity 10% base salary.

Salary Tables 2014 and 2015 Cleaning Sector

Full day 35 hours per week

Level

Base Salary	Minimum Prima	Plus transport	Benefits Paga	Plus Costume	Night Month	Sectoral Plus	Sectoral
1	1.036.57	258.08	106.50	176.10	101.11	225.98	62.83	81.32
2	912.30	258.08	106.50	165.75	101.11	198,92	55.26	81.32
3	866.20	258.08	106.50	161.90	101.11	188.86	52.31	81.32
	4	798.51	258.08	106.50	156.26	101.11	174.10	48.29	81.32
	5	730.13	258.08	106.50	150,56	101.11	159.17	44.15	81.32
6	692.36	258.08	106.50	147.42	101.11	150.94	41.87	81.32

Benefits Pay: S. Base + P. Minima + 818.56 /12 €

Salary Tables 2014 and 2015 Removed

Full day

Level

Base Salary	Minimum Prima	Plus transport	Benefits Paga	Plus Costume	Night Month	Sectoral Plus	Sectoral
1	1.024.95	239.96	106.50	173.62	101.11	223.33	62.09	81.32
2	902.14	239.96	106.50	163.39	101.11	196.71	54.71	81.32
3	855.36	239.96	106.50	159.49	101.11	186.48	46.88	81.32
4	789.80	239.96	106.50	154.03	101.11	172.18	45.78	81.32
	757.88	239.96	106.50	151.37	101.11	161.67	44.55	81.32
5b	722.25	239.96	106.50	148.40	101.11	157.44	43.58	81.32
6	713.52	239.96	106.50	147.67	101.11	155.54	43.01	81.32

Profit Pay: S. Base + P. Minima + 818.56 /12 €.

Salary tables 2014 and 2015 Auxiliary services

Full day

Level

Base Salary	Minimum Prima	Plus transport	Benefits Paga	Plus Costume	Night Month	Sectoral Plus	Sectoral
3	855.36	239.96	106.50	159.49	101.11	186.48	46.88	81.32
4	789.80	239.96	106.50	154.03	101.11	172.18	45.78	81.32
5	757.88	239.96	106.50	151.37	101.11	161.67	44.55	81.32

Profit Pay: S. Base + P. Minima + 818.56 /12 €.

Salary tables 2014 and 2015 Disinfection

Full day

Level

Base Salary	Minimum Prima	Plus transport	Benefits Paga	Plus Costume	Night Month	Sectoral Plus	Sectoral
1	982.33	218.22	106.50	157.37	104.23	233.86	63.17	81.32
2	864.59	218.22	106.50	147.56	104.23	205.83	55.30	81.32
3	816.35	218.22	106.50	143.54	104.23	194.37	52.49	81.32
	4	753.62	218.22	106.50	138.32	104.23	179.42	48.46	81.32
5	689.07	218.22	106.50	132.94	104.23	164.06	44.28	81.32
6	680.69	218.22	106.50	132.24	104.23	162.07	43.76	81.32

Fixed profit pay: S. Base + P. Minima + 687 ,95/12 €.

Plus toxicity 10% base salary.

Pay Tables 2016 Cleaning Sector

Full day

Level

Base Salary	Minimum Prima	Plus transport	Benefits Paga	Plus Costume	Night Month	Sectoral Plus	Sectoral
1	1.041.75	259.37	107.03	176.98	101.62	227.11	63.15	81.73
2	916.86	259.37	107.03	166.57	101.62	199.91	55,54	81.73
3	870.53	259.37	107.03	162.71	101.62	189.80	52.57	81.73
	4	802.50	259.37	107.03	157.04	101.62	174.97	48.54	81.73
5	733.78	259.37	107.03	151.32	101.62	159.97	44.38	81.73
	695.82	259.37	107.03	148.15	101.62	151.69	42.08	81.73

Benefits Pay: S. Base + P. Minima + 822,65 €.

2016 Salary Tables Removed

Full day

Level

5b

Base Salary	Minimum Prima	Plus transport	Benefits Paga	Plus Costume	Night Month	Sectoral Plus	Sectoral
1	1.030,08	241.16	107.03	174.49	101.62	224.45	62.40	81.73
2	906.65	241.16	107.03	164.21	101.62	197,69	54.99	81.73
3	859.64	241,16	107.03	160.29	101.62	187.41	47.11	81.73
4	241,16	241,16	107.03	154.80	101.62	173.04	46.00	81.73
	761.67	241,16	107.03	152.12	101.62	162.48	44.78	81.73
725.87	241,16	107.03	149.14	101.62	158.23	43.80	81.73
6	717.09	241.16	107.03	148.41	101.62	156.32	43.22	81.73

Benefits Pay: S. Base + P. Minima + 822,65 €.

Salary Tables 2016 Auxiliary Services

Full day

Level

Base Salary	Minimum Prima	Plus transport	Benefits Paga	Plus Costume	Night Month	Sectoral Plus	Sectoral
3	859.64	241.16	107.03	160.29	101.62	187.41	47.11	81.73
4	4 Centro_table_body"> 793.75	241.16	107.03	154.80	101.62	173.04	46.01	81.73
5	761.67	241,16	107.03	152.12	101.62	162.48	44.77	81.73

Benefits Pay: S. Base + P. Minima + 822,65 €.

Pay Tables 2016 Disinfection

Level

Base Salary	Minimum Prima	Plus transport	Benefits Paga	Plus Costume	Night Month	Sectoral Plus	Sectoral
1	987.24	219,31	107.03	158.16	104.76	235.03	63.48	81.72
2	868.91	219,31	107.03	148.30	104.76	206.86	55.59	81.72
3	820,43	219,31	107.03	144.26	104.76	195.35	52.76	81.72
	4	757.39	219,31	107.03	139.01	104.76	180.32	48.70	81.72
5	692.52	219,31	107.03	133.60	104.76	164.88	44.51	81.72
	684.09	219,31	107.03	132.90	104.76	162.88	43.98	81.72

Profit Pay: S. Base + P. Minima 691 ,39/12 €.

Plus toxicity 10% base salary.

ANNEX II

Categories definitions

Cleaning categories and load and combined removal and disinfection services and additional, complementary and ancillary services and services

First (level 1) administrative head. It is the personnel who, provided or not of power, carry the direct responsibility of one or more sections, being in charge of printing them unit of criteria.

Second (level 2) administrative head. It is the staff who, whether or not they have limited powers, are in charge of directing, directing and giving unity to the section he/she holds; as well as of distributing the work among the staff assigned to it.

First (level 3) administrative officer. It is the personnel who with a given service in charge, within which he exercises initiative and has responsibility, with or without other employees to his orders, and assumes especially the following functions: cashier of collection and payment, without bond or signature; statistics, accounting, taquimecanographs in foreign language, considering themselves as such when they take the dictation one hundred and twenty words per minute, translating them correctly and directly into six minutes.

Second (level 4) administrative officer. It is the staff who perform auxiliary accounting, book, file, file, national language and other similar functions.

Administrative Auxiliary (level 5). It is the staff who, without being forced to take initiatives or responsibility, engage in administrative elementary operations and, in general, the purely mechanical ones inherent in those.

Healthcare Technical Assistant (A.T.S.) (level 4). It is the staff who, being in possession of the title of health technical assistant, develop their own functions of their qualifications.

Head of auxiliary work services team (level 3). It is the staff that directs, monitors and controls the work carried out by different groups headed by the foreman, jointly exercising functions of organization and work. Driving of railway vehicles in restricted sections to carry out the necessary manoeuvres for the exercise of their main function,

Capataz of auxiliary work maneuvers (level 4). It is the staff who, at the head of 6 specialists, directs and monitors the work, which they carry out, jointly exercising functions and organization. It also has the function of performing the part of the work performed. Driving of railway vehicles in restricted sections to carry out the necessary manoeuvres for the exercise of their main function.

Auxiliary work specialist (level 5). It is the personnel who are in charge of the services of maneuvers in ferry cars, crazy tractors and porticos cranes, fuel supplies to the diesel locomotives and tractors of maneuvers, conservation, cleaning and grease of the Devices for the actuation of needles, signals and other appliances, changes of moons, as well as the lija and paint on railway equipment. They are empowered to draw up and implement itineraries, both for the entry and exit of railway vehicles, as well as for the services of manoeuvres, hooks and braking tests.

In addition, those train accompaniment agents en route and the maintenance and maneuverability staff of the width changers on the high-speed lines.

First mechanic (level 3). It is the personnel who have as a function the repair and overhaul of the machinery of the company, being in possession of the title of industrial mastery or knowledge equivalent to it.

Second mechanic (level 4). It is the personnel who have the function of repairing and reviewing the machinery of the company, being in possession of the degree of official or equivalent knowledge to it.

officio officer (level 3). It is the personnel who perform functions of locksmith, upholstery, electrician, plumber, painter, gardener or any other specialization in which knowledge of first officer is required.

First driver (level 3). It is the staff who, being in possession of the first class driving meat, are contracted with the obligation to drive any vehicle of the company.

Second driver (level 4). It is the personnel who, with class B-1 or higher driving, drive the vehicles of the company authorised by the class B-1, and on journeys not exceeding 100 kilometres.

Ordinance (level 5). It is the staff who, at the service of the company's offices, perform the function of collecting and delivering the correspondence, photocopies of documents, recesses and how many other elementary works are entrusted to them by their bosses.

Store (level 5). It is the staff who perform in the warehouse the functions of quantitative reception of materials and articles, preparation and formation of orders, replenishment and classification of items on shelves and storage areas in general, annotation in the relevant documents of the quantities received or dispatched and inventory being carried out.

Maneuver (level 5). It is the staff who are in charge of the accompaniment of the material and isolated machines, they handle the devices for the actuation of needles, signals and other apparatuses. They have at their disposal needles and signs of all kinds, cleaning and greasing them. They are empowered to implement itineraries, both for the entry and exit of trains, and for manoeuvres.

Paying Inspector (level 1). It is the personnel who with sufficient knowledge of accounting and administration, has as mission to make trips and to check the effectiveness of the services in the different dependencies that the company is assigned to them, exercising functions They are delegated to them, taking those urgent and urgent resolutions that they create appropriate for a better development of the services and activities of the company, giving an account to the Directorate of the same. They make payments, as well as the payroll check and how many payments have been made by the heads of dependency or group, collecting and reflecting to the management of the company the indications that those are formulated, being able to have charge any other functions analogous to the above.

Dependency Manager (level 2). It is the staff who in a given locality or dependency, leads the management of the works of every order that are carried out in the dependency or locality in their position, intervening directly in the bureaucratic works. They make payments and are accountable to the paying inspectors or directly to the management of the company, depending on the organisation's internal organisation.

Team Manager (level 3). It is the staff who, at the head of up to 25 workers, direct, monitor and coordinate the work carried out by different groups, headed by their group leader, jointly exercising functions of organization and work. They also have the task of reviewing the work items carried out by the group heads on a daily basis.

Head of cleanup group (level 4). It is the staff who, at the head of up to six cleaners and/or specialists, directs and monitors the work they do, jointly exercising work and organization functions. It also has the task of drawing up the part of the work carried out on a daily basis, as well as the comfort parts, in the light of the revision of the internal material of the vehicles and the use of the "walkie-talkies" stations.

Cleaning specialist (level 5). It is the staff who perform wet and textile vacuum functions, brightening, polishing, rubbing and mechanical flooring, handling of mechanical washing tunnel, washing and ironing of lingerie, as well as specific functions of glassware made exclusively. This category will also have those workers who perform manual or mechanical painting and rolling functions on trains; those who are responsible for changing the number of railway vehicles, as long as they are used for any purpose. Specific tool for the assembly and disassembly of seats; those that perform functions of cleaning of bed and bedrooms, when the same also include making the beds; and finally, those who carry out work of mechanized exterior washing of cars, as well as manual exterior washing thereof when detergents are used. They shall also have this category, those workers who exclusively guard the RENFE dormitories, or any other railway entity, the entries or exits of persons, materials, useful, in accordance with the instructions received, collecting the required passes or vouchers, giving an immediate account of any incident that you notice to the superior to whom you must communicate it.

Cleaner (level 6). It is the staff who perform the cleaning functions that do not require superior or specialized training, thus making all those functions that are not specifically entrusted to the specialists.

Group Head of Removed (level 4). It is the staff who, at the head of up to six pawns, specialists and/or specialists, directs and monitors the work they do, jointly exercising work and organization functions. They also have the task of drafting the part of the work carried out on a daily basis, and the use of walkie-talkies.

Removed specialists (level 5A). It is the personnel who drive forklifts or carts for the transport of goods in platforms and docks; it performs auxiliary operations with mobile cranes, carries out the transhipment of complete wagons of difficult handling goods.

Specialized removal pawn (level 5B). It is the personnel who perform the function of loading and unloading goods, classifying them and distributing them in the trains, docks, etc.

Removed Pawn (level 6). It is the personnel who perform the loading and unloading of goods, on or from wagon and truck on the docks, stations, warehouses, etc.

Terminal Manager (level 2). It is the staff who, in a given locality or dependency, carry the direction of the works of any order that are carried out in the dependency or locality in their position with more than twenty-five workers, intervening directly in the works Bureaucratic. They make payments and are accountable to the paying inspectors or directly to the Directorate of the company as the internal organisation of the company.

Head of load and package equipment (level 3). It is the staff who, in a given locality or dependency, carry the direction of the works of any order that are carried out in the dependency or locality in their position of up to twenty-five workers, intervening directly in the works (i) bureaucratic, jointly exercising functions of organisation and work. It also has functions to directly review the work parts performed by the group heads of different shifts.

Load and combined group head (level 4). It is the staff who, at the front of a shift of specialist pawns, directs and monitors the work that they carry out jointly exercising functions of work and organization. It also has the task of drafting the part of the work carried out on a daily basis, and the use of walkie-talkies.

Load and package specialists (level 5A). It is the personnel driving forklifts, mobile cranes, porches, rotary cranes. It carries out carriage of wagons and goods and the use of "walkie-talkies" stations and, where necessary and by common agreement between the undertaking and the worker, shall be carried out by a colla.

Specialized load and combined pawn (level 5.B). It is the person who performs the function of loading and unloading goods, classifying them and distributing them in the trains, docks, etc. Being able to handle minor machinery with forklift trucks, etc., vehicles.

Load Pawn and Combined (level 6). It is the person who performs the loading and unloading of goods, on or from wagon and truck on the docks, stations, warehouses, etc.

Head of first disinfection dependency (level 2). It is the staff who, in a given locality or dependency, leads the works of any order that are carried out in the dependency or locality in their position with more than twenty-five workers, intervening directly in the works Bureaucratic. They make payments and are accountable to the paying inspectors or directly to the Directorate of the company as the internal organisation of the company.

Head of disinfection second (level 3). It is the staff who, in a given locality or dependency, take the direction of the works of any order that are carried out in the dependency or locality in their position with less than twenty-five workers, intervening directly in the works Bureaucratic. They make payments and are accountable to the paying inspectors or directly to the Directorate of the company as the internal organisation of the company.

Disinfection group head (level 4). It is the staff who, at the front of up to six pawns, directs and monitors the work they do, exercising on them organizational functions. They also have the task of drafting the part of the work carried out on a daily basis. Also belonging to this category are the workers who perform the direct function of disinfection, disinterment and deratization, fumigating, putting on baits, etc.

Pawn of disinfection, disinterment, de-ratization (level 6). It is the personnel who carry out the work of transport of equipment and products, preparation and taping of doors and windows or other hand-aids or for the purposes of disinfection, dearisation or disinterment.

Central Issue Categories

Service Manager (level 1). It is the staff who, on their own initiative and within the rules dictated by the Directorate of Enterprise, perform functions of high command and organisation, coordinating all the services of the same company or centre of importance, or being at the front of one of the services in which a company can be structured.

Top Inspector (level 1). It is the staff who carry out the inspection on all the services or facilities of a company, depending directly on the Directorate. He may also be responsible for the command of an area or demarcation.

Section Chief (level 1). It is the personnel who carry out with initiative and responsibility the command of one of the groups of activity in which the administrative services of the company are structured.

Head of Negotiator (level 2). It is the staff who, under the dependency of a head of service or section, and in front of a group of administrative employees, directs the work of their negotiated without prejudice to their personal participation in the work, responding to the correct execution of the work of the staff of the subordinate. It will be treated as cashier's.

General Manager (level 2). It is the staff who, with direct control over the specialized and working staff, and the orders of the managing director or chief principal, if any, has responsibility for the work, the discipline and the security of the personnel; it is the responsibility of the the organisation or management of the service, indicating to its subordinates how to carry out those works which are ordered; it must therefore possess sufficient knowledge to carry out the orders entrusted to it by its superior, inherent in its role, and for the drafting of work budgets to be carried out, taking care of the material with object to be willing for the job at any time.

Head of first traffic (level 2). It is the staff who are in charge of directing the provision of the services of a group of more than fifty vehicles, distributing the personnel, the material, the entrances and exits thereof, as well as summarizing the statistics of traffic, travel and consumption.

Mechanical driver (level 2). It is the staff who, being in possession of the driving licence of the class E, are contracted with the obligation to drive any vehicle of the undertaking, with or without towing, in accordance with the needs of the company, assisting the repairs of the same, being responsible for the vehicle during the service; he shall direct the load of the goods and shall be liable for the goods if the goods are not entrusted to another person during the journey, giving, if required, a daily written part of the service carried out and State of the truck.

Store Manager (level 3). It is the personnel responsible for the warehouse or warehouses in charge of the warehouse, and must send the orders to them, receive the goods and distribute them in order to distribute to the provinces or the interior of the capital. It must record in the books the entry and exit of the said goods, drawing up and referring to the offices the corresponding relations with indications of destination, origin and entry and exit. In the case of having large stores with high value goods, the person in charge may be required to deposit an amount in respect of a security without exceeding the amount of two monthly payments.

First Officer (level 3). It is the personnel who, at the orders of a negotiated chief, head of administration or station or other of superior category, under his own responsibility, performs with the maximum perfection bureaucratic works that require initiative, such as dispatch of correspondence, accounting, payroll, insurance settlement and all the work of the office. In low-key offices, you can act as chief.

Second (level 3) traffic manager. It is the staff who, with the same privileges as the head of first, directs the provision of a group of up to fifty vehicles.

First driver (level 3). It is the staff who, while still in possession of the class E driver's meat, are contracted solely to drive vehicles requiring lower class meat, without the need for mechanical knowledge and with the obligation to direct the When the journey to be carried out on the day does not reach 100 kilometres, with active participation in the journey, it shall be placed in the vehicle box, if necessary, without driving the packages from the place where the load is the vehicle is found or vice versa. You can be employed to make trips by accompanying the mechanical driver, serving as a helper. If you are required to do so, you must give a written daily portion of the service and the state of the truck.

Team Manager (level 3). It is the staff who, at the direct orders of a contractor, carry the parts of the staff at work, at the same time as he directs and monitors a particular group consisting of a number of four to ten ex officio workers and specialist pawns. are engaged in works of the same nature or convergent to a common area, can assume the leadership in workshops whose staff does not exceed ten operators.

Central Issue Factor (level 4). It is the personnel who, carry out invoices to the orders of the head of station or administrative, making the road of goods or carrying the record of shipments, being able to replace the head of station or administrative if there is no first administrative officer.

Capataz (level 4). It is the staff who, at the orders of the general manager, if they exist, and together with practical conditions to lead a group of pawns and/or specialists, takes care of the office of heels of the railway bills, taking care of the complaints that occur, and giving daily account of the progress of the service to its immediate superior; they will also carry out similar control and surveillance tasks, although in order less than those indicated for the general manager.

Second Officer (level 4). It is the staff who, subordinate to the head of the office, and with adequate theoretical and practical knowledge, perform normally, with due perfection and corresponding responsibility, works that do not require own initiative, classification of correspondence, settlement, calculations, statistics and any other functions of similar importance. This category is treated as taquimecanographs.

Head of third-party traffic (level 4). It is the staff who, with the same privileges as the former, lead the provision of services of a group of up to twenty-five vehicles.

Second van driver and motor cycles (level 4). It is the staff who, while still in possession of the class E driver's meat, are contracted solely to drive vehicles requiring lower class meat without the need for mechanical knowledge and with the obligation to actively collaborate in the conditioning of the load and unloading of the vehicle, being able to be used to make trips, accompanying the mechanical driver, serving as assistant.

Auxiliary (level 5A). It is the staff who, with elementary knowledge of a bureaucratic nature, help their superiors in the execution of simple work of correspondence, subject to formulas or forms, processing of files, according to forms, file handling with corresponding annotations, voucher confection, order notes and other similar functions. Typesetters shall be assimilated to this category.

Warehouse Auxiliary (level 5A). It is the staff who, at the orders of the head of the warehouse, receive and order the goods properly; they will make the heavy of it, by adhering the labels to the packages and sealing them when their boss orders it. It will remove the goods by moving them from one storeroom to another, once they have been classified, and also to keep the premises clean and the surveillance of the goods stored in it.

Specialist Pawn (level 5A). It is the staff that has acquired a long practice in the load of vehicles, making it with all speed and use of space and safety, knowing to install the own accessories to carry out its loading and unloading. It will also take charge of carrying the document of goods to remove it from the stations, vehicles and warehouses, and to transfer it to the client, and must deliver to its immediate boss the steering wheel of the duly signed delivery.

Charger (level 5A). It is the personnel who have the primary mission to charge the invoices at home, being responsible for the delivery of the settlements that will be done in perfect order and time.

Telephone (level 5A). It is the personnel who, in the various dependencies of the company, are assigned the mission of establishing the telephone communications with the interior or with the exterior, taking and transmitting the recados and notices that it receives.

Load and unload Pawn (level 5B). It is the personnel who perform the function of loading and unloading goods, classifying them and distributing them in the trains, docks, etc.