Advanced Search

Resolution Of 16 October 1996, Of The General Directorate Of Labour And Migration, By Which Registration Is Available In The Registration And Publication Of The Collective Agreement In The Sector Of Non-Daily Newspapers.

Original Language Title: Resolución de 16 de octubre de 1996, de la Dirección General de Trabajo y Migraciones, por la que se dispone la inscripción en el Registro y publicación del Convenio Colectivo del sector de Prensa no Diaria.

Subscribe to a Global-Regulation Premium Membership Today!

Key Benefits:

Subscribe Now for only USD$40 per month.

TEXT

Having regard to the text of the Collective Agreement of the Press Sector No Diaria " (Convention code number 9910555), which was signed on 30 July 1996, by the Association of Information Reviews (ARI), representation of the companies in the sector and the other by the trade unions CC.OO. and UGT, representing the working group concerned, and in accordance with the provisions of Article 90 (2) and (3) of the Royal Legislative Decree 1/1995, March 24, for which the recast text of the Law of the Workers ' Statute is approved, and in the Royal Decree 1040/1981, of 22 May, on the registration and deposit of Collective Labour Conventions,

This Directorate General for Work and Migration agrees:

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

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

Madrid, October 16, 1996. -Director General, Soledad Cordova Garrido.

COLLECTIVE AGREEMENT OF THE NON-DAILY PRESS SECTOR.

YEAR 1996

CHAPTER I

Scope and Effective

Article 1. Functional scope.

This Collective Agreement regulates working relationships in non-daily press companies.

For the purposes of applying this Convention, it is understood by press not daily all companies that edit publications of periodic appearance, not daily, of general information, current or specialty.

Article 2. Personal scope.

All workers who provide services within the undertakings defined by Article 1 shall be governed by this Convention in any of its functions.

Excluded expressly excluded:

(a) Directors and senior management staff.

b) Liberal professionals linked to civil service delivery contracts.

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

d) The contributors to the piece, regardless of whether they maintain a continuous relationship.

Article 3. Regulatory scope.

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

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

Test Periods.

Professional groups.

Disciplinary regime.

Minimum safety and hygiene standards.

Article 4. Territorial scope.

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

Article 5. Effective.

The validity of this Convention will be from January 1, 1996, whatever its publication in the "Official Gazette of the State" and will last until 31 December 1997, affecting the Conventions in force in this sector at the maturity of the same.

Article 6. Denunciation.

The complaint shall be made in writing at least three months in advance.

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

Article 7. Indivisibility.

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

Article 8. Personal guarantee.

Personal situations which are in excess of the Convention, while remaining strictly ad personam when examined as a whole, will be more beneficial for the worker.

Article 9. Compensation and absorption.

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

CHAPTER II

Organization of the job

Article 10. Organisation and management of the work.

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

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

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

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

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

Business training plans for the company.

Implementation or review of work organization and control systems.

Studies of times, establishment of systems of premiums or incentives and valuation of jobs.

Article 11. Vocational training.

Companies will, on an ongoing basis, ensure that staff know how to update their knowledge. Consequently, workers will be entitled to:

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

(b) Enjoyed the appropriate training or training leave, with the job being reserved.

In order to exercise any of these rights it will be necessary for the person concerned to justify in advance the concurrency of the circumstances that confer the right invoked. Without prejudice to the individual right of workers, the representation of employees will be involved in the development and development of the company's training plans.

Article 12. Continuing training.

The signatory parties assume the full content of the national continuing training agreement of 16 December 1992, stating that it will develop its effects on the functional scope of this Convention.

The Joint Committee is empowered to set up the effect to develop any necessary initiatives conducive to the implementation of such an agreement.

Article 13. Technological changes.

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

CHAPTER III

SECTION 1. GENERAL PROVISIONS

Article 14. Classification by reason of the permanence at the service of the company.

Depending on the activity that the worker develops in the company, the company may be considered to be fixed or contracted for an indefinite, eventual, interim or temporary period.

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

It is possible for those hired to perform an exceptional or sporadic activity, for a period not exceeding three hundred and sixty days. If, at the end of this period, the temporary needs for which he was hired have not been met, he shall acquire the condition of a fixed template with effect from the beginning of the first contract.

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

It is interim workers who enter the company expressly to cover absences of a worker with a suspended contract and a job reserve.

If the absent worker does not reintegrate within the corresponding period or the refund is impossible, the contract with the interim worker will be resolved or the worker will acquire the fixed condition, at the company's discretion.

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

Article 15. Recruitment and income.

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

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

a) Obligation of the company to inform the legal representatives of the employees about plans, forecasts and modalities of hiring.

b) All vacancies shall be published, indicating the section and conditions required.

(c) In each section, the oldest worker who is subject to a temporary employment measure shall be given preference to fill a vacancy.

d) In all matters relating to new hires, the provisions of Article 8.3.a) of the Staff Regulations shall apply.

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

When the company intends to cover a newly created job or its replacement by promotion or discharge, it must carry out an aptitude test among the workers, as regulated in this article.

In case of not being covered after the performance of the corresponding test, the company will communicate to the representation of the workers, at a time of fifteen days, their decision to make the hiring with staff outside the company.

Article 16. Apprenticeship contracts.

Learning contracts for workers over the age of 16 and under the age of twenty-three can be agreed.

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

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

The salary of this type of contract will be 60 per 100 for the first year, and 75 per 100 for the second year, for the job for which you have been hired.

The situation of temporary incapacity as well as the performance of the military service or replacement social service will interrupt the duration of the contract.

Job training can be done either in the company itself, when it has its own training school, or in approved vocational training centres. The time spent on education may not be less than 25 per 100 of the working day.

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

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

Article 17. Contracts in practice.

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

The traineeship contract shall be formalised in writing and shall express the qualifications of the worker, working conditions, duration and subject matter of the practices.

The duration of the contract shall not exceed two years or less than six months. At the end of the traineeship contract, the undertaking shall expend a certificate stating the duration of the contract, the characteristics of the practices carried out, and the extent to which it has been completed.

The remuneration of the trainee shall be 70 and 80 per 100 for the first and second years, respectively, for the duration of the contract, for the salary set out in the Collective Agreement for the relevant category.

Article 18. Part-time contracts.

Part-time contracts may be concluded, provided that they exceed a minimum of six hours per week and 25 hours per month.

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

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

Article 19. Template and scale.

The company will make annually, in the month of January, the template or scale that will not have any effect contrary to the situation and rights acquired by each of the workers who are part of the company.

This template will contain the following data: Personal registration number, first and last name, date of birth, date of entry into the company, professional category, department or section and date of last appointment or promotion.

Article 20. Test periods.

A probationary period may be entered in writing which, in no case, may exceed six months for qualified technicians or two months for other workers, except for those who are not qualified, in which case the duration of the period maximum of 15 days. During the probationary period, the worker shall have the rights and obligations inherent in his job and professional status. The resolution of the employment relationship may occur at the request of either party in this period. The probationary period shall be computable for the purposes of seniority.

The trial period will be suspended in case of illness or accident of the worker, or by the incorporation of this to the Military Service.

CHAPTER IV

Geographic and functional mobility

Article 21. Transfers, job changes and permutas.

When due to duly justified economic, technical, organisational or production needs, the companies intend to transfer a group of workers or the entire workforce to the provisions of the Staff Regulations, in respect of their processing, time limits and conditions.

When the shipment is made at the request of the person concerned, upon acceptance by the company, it shall not be entitled to compensation for the expenses incurred by the change.

If the transfer is effected by mutual agreement between the company and the worker, the conditions laid down in writing between the two parties shall be subject to the conditions laid down in law.

Workers with destinations in different locations belonging to the same company, category, group and sub-group will be able to arrange the swap of their respective positions, subject to what they decide in each case, taking into account The needs of the service, the fitness of both permutants for the new destination and other circumstances that are worthy of appreciation.

Article 22. Top category jobs.

The workers affected by this Convention may carry out work in the immediate higher category, either in exceptional cases of permanent need or to replace other workers in an incapacity situation. temporary leave, leave or leave. The duration of such work shall not exceed a period of six months, except in the case of temporary incapacity for sickness or accident, which may be equal to the duration of the period of the discharge.

For the duration of this benefit, the workers who make it will receive the salary of the category they perform, without being able to absorb, in any event, the wage differences that occur by application of the Convention or legal provision amending the salary concepts.

Article 23. Lower category jobs.

For justified needs of the company and upon notification of union representation, a worker may be assigned to work of a lower professional category than that which is attached, provided that it is within his or her group. professional, while retaining the remuneration corresponding to its category.

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

In addition, the company will not be able to reiterate the performance of these lower-class jobs to the same worker over a period of less than six months.

If the change of destination for the lower category worker has its origin on the worker's request, the employee shall be assigned the remuneration corresponding to the work actually performed.

Article 24. Workers with diminished capacity.

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

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

CHAPTER V

Working day, schedule, overtime, rest

and holidays

Article 25. Work schedule.

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

Article 26. Working day.

The working day for all staff affected by this Convention will be thirty-six hours per week in winter and thirty-five in summer.

The ordinary maximum day will be nine hours, with at least twelve hours of interval between the end of one day and the beginning of the next.

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

From the time of the present Convention, companies will pay 1,000 pesetas for food aid, when the day will be imposed on those producers who have continued it. In the same way, the companies that have established the day will pay their producers the amount of 1,000 pesetas daily, in concept of food aid or, otherwise, they will grant them a rest to eat of two hours thirty minutes. If the worker or the workers give up that period of rest, for the benefit of a shorter period of time, they shall not be entitled to receive food aid at their convenience.

Article 27. Holidays.

All workers will enjoy a month of paid annual leave between the months of June to September, inclusive, with the agreement of the company and the workers ' delegates.

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

If the change of holiday enjoyment is made at the request of the worker, the worker will not have the right to enjoy any day of compensation for the change.

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

CHAPTER VI

Article 28. Remuneration.

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

Article 29. Salary.

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

The basic salary of the workers covered by this Convention shall be that which, for each professional category, is set out in the corresponding Annex. These remuneration are of a minimum and per full day.

Article 30. Seniority.

Since the entry into force of this Collective Agreement, the calculation of the personal supplement by seniority shall be carried out by the payment of two successive three-year and five-year periods, each of them 5 per 100 of the base salary.

For personnel who are already providing services in the company, the new age will be computed, from the last maturity, for the three-year or five-year period that corresponds to it and that it will be added to the percentage that it already has acquired by the implementation of previous Conventions.

The personal complement of seniority may not exceed 45 per 100 of the base salary, except that by application of previous agreements the percentage to be collected is higher, in which case, it will be consolidated.

Article 31. Overtime.

Overtime by the worker is voluntary except in case of structural or force majeure hours. Where overtime is necessary for the needs of the service, overtime shall be paid for the amount which is fixed for each category in the salary tables annexed.

Prior to the agreement between the undertaking and the worker concerned, overtime may be offset by a rest period of at least 1.25 hours for each extraordinary hour, which shall be compensated in the following month to the date of their realization and for days or half full days.

Article 32. Plus free disposal.

The staff who provide their services under a free provision shall receive, in respect of free provision, the amounts set out in the salary table annexed.

Article 33. Plus of ownership.

All qualified writers will receive a plus of ownership for the amounts fixed in the salary table annexed.

Article 34. Plus distance and transport.

As compensation for travel expenses and means of transport within this locality, as well as from home to work and return centers, an extrasalarial supplement is established for an amount of 6,250 monthly pesetas, which will be paid to all categories, whatever the length of your day.

This extranalarial plus will not be paid during the holiday period nor in the extraordinary rewards.

Article 35. Economic equalisation.

Redaction Helpers who perform tasks of Redactors will be financially equated to these, provided they perform identical functions, except for the plus of ownership.

Article 36. Material wear.

Those companies that do not provide photographic equipment to their employees will have to agree with the interested party on the payment of a supplement for the wear of material and breaks in case of service, the amount of which will be 8.850 pesetas per month. Otherwise, the company will cover all repair and replacement costs for the equipment.

Article 37.

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

The delay in the payment of wages, which is attributable to the company, will entitle the worker to receive compensation equivalent to the interest of the delayed amount, calculating the 10 per 100 year from the date of payment.

Article 38. Advances.

The worker shall be entitled to receive advances on account for the work carried out, provided that they are requested once a month and before the 15th day, without being able to exceed that advance of 50 per 100 of his monthly salary.

Article 39. Non-discrimination by sex or nationality.

Remuneration for work of equal or similar value or liability will have to be the same, regardless of the sex or nationality of the personnel performing it.

Article 40. Wage increases.

The parties agree on a wage increase for the year 1996 of 4 per 100 on the salary concepts set out in the Collective Agreement of the Non-Daily Press sector of the Community of Madrid, in force at 31 December 1995.

For the second year of validity, a salary increase equal to the CPI provided by the government for the year 1997 is agreed on the salary concepts set out in this Convention.

Article 41. Settlement of wage differences.

For the payment of the wage differences arising from the increase fixed each year in the Convention, the companies will have a maximum of two months for their credit.

Article 42. Review clause.

During the first year of validity, no economic review will be carried out. For the second year of validity, in the event that the resulting CPI, as at 31 December 1997, will exceed the CPI that served as the basis for the salary increase of 1997, an automatic review will be agreed equal to the difference between these percentages. This review, if appropriate, will be paid, with effect from 1 January 1997, by a single payment within the first quarter of 1998. The Joint Committee, where appropriate, will draw up new salary tables which will serve as a basis for future agreements.

Article 43. Regulatory rewards.

All staff, as part of the salary, will be paid the statutory bonuses with a maturity of more than one month, which will be effective in the months of March, June and December, at the rate of thirty days of the basic salary, each one of them. The dates for the payment of such statutory bonuses shall be the working days preceding 15 March of the following year, 15 June and 15 December. During the first year of validity of this Convention, the corresponding gratification will not be paid for the month of March.

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

The companies will pay the workers an extraordinary payment for the concept of the marriage, in the amount of 27,700 pesetas, and another birth pay for the amount of 36,800 pesetas for each born child.

Retirement Pay: Every person who retires will receive a so-called "retirement pay" from the company, which will be paid for one time and will consist of the total salary of his salary, for all the concepts.

Article 44. Diets.

When, for reasons of work, the worker has to move out of the province, he will perceive, as a diet, for maintenance and lodging the following amounts: 9,700 pesetas daily for Spain and 19,350 pesetas daily for the foreigner. In the case where the diet fixed does not cover the costs incurred by the worker, the undertaking shall pay the difference between the prescribed diet and the expenditure incurred, provided that the latter has been in establishments Three-star or similar classified, and on the basis of justification thereof.

When you need to eat out of your home for reasons of work, the company will pay 2,200 pesetas for food.

Companies will pay workers who use their own vehicle as a means of transport, the amount of 35 pesetas per kilometre, and the vehicle must be necessarily insured at all risk, in this amount include all expenditure; however, where the undertaking makes a vehicle available to the worker and refuses to do so for his own preference, the quantities laid down in this Article shall be reduced by 40 per 100.

Article 45. Temporary incapacity.

During the temporary disability situation, and as long as the worker is in that situation, whatever contingencies may be derived, the company will pay the difference between what it perceives in such a situation. situation and one hundred per cent of his salary Convention.

Article 46. Redaction staff.

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

Article 47. Special conditions.

The wage increases and their possible economic review, as set out in this Convention, will not be necessary or mandatory for those companies that credit, objectively and reliably, deficit situation or losses sustained in the accounting years 1994 and 1995. The forecasts for the years 1996 and 1997 will also be taken into account.

Companies that allege such circumstances must present to the workers ' representation, the precise documentation (Balances, Results Accounts), and, where appropriate, the report of Auditors or of Jurors of Jurors Accounts), which justify differentiated wage treatment.

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

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

CHAPTER VII

Permissions, licenses, and exceed

Article 48. Permissions.

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

Sixteen calendar days in case of marriage.

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

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

Three days per year in case of usual home transfer.

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

Two days a year for your own affairs, prior to communication with forty-eight hours in advance.

On 24 and 31 December.

In all the provisions of this article, the provisions of article 37 of the Workers ' Statute shall be subject to the provisions of permits and licenses.

Article 49. Temporary incapacity for maternity/paternity.

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

In case of adoption, if the adopted child is less than nine months, the discharge will last eight weeks, counted from the court decision making the adoption. If the adopted child is less than five years and older than nine months, the discharge will last for six weeks. In the event that both work, this period may be distributed indistinctly in the most appropriate manner.

Article 50. Painful and/or dangerous work for pregnancy.

The pregnant woman, regardless of her marital status, from the fourth month of gestation and the case of developing a job previously declared by the relevant physician, as painful or dangerous for her pregnancy, such as recording screen, glues, etc., you will be entitled:

(a) Preferences to occupy, only for the duration of that state, the first vacancy occurring in a post without such a risk.

b) In the same terms of duration and provisionality, upon request of his or her and whenever there is a possibility for the company, he/she will be able to change his/her job, maintaining his/her category and salary.

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

Article 51. Legal guardian.

A worker who has a direct care of a child of less than six years or a disabled, physical or mental person, who does not carry out any other paid activity, shall be entitled to a daily working day reduction of at least one third, and a maximum of half the duration of that, with the proportional decrease of the salary.

Article 52. Licenses.

Workers who have an seniority in the company of one year, may apply for authorization and their authorization will be discretionary on the part of the company, in case of justified need, unpaid leave for a period not exceeding two months.

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

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

Article 53. Maternity/paternity leave.

Workers shall be entitled to a period of leave of no more than three years, to take care of the care of each child, whether by nature or by adoption, from the date of birth, the successive children shall be entitled to a period of leave of absence, which shall, where appropriate, end the period for which they are enjoying themselves. When the parent or parent works only one of them may exercise this right.

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

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

Article 54. Forced leave.

Forced leave will entitle you to the retention of the job, automatic re-entry and the calculation of seniority during its term.

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

The reinstatement of the worker must be carried out within the maximum period of thirty days from the end of his/her situation.

Article 55. Voluntary leave.

Companies shall grant to their workforce staff who, at least, have a year-old service in the company, the transition to the status of voluntary leave for a period of not less than one year, or more than five years.

Your concession will be made mandatory by the company, unless it is used to work in another activity identical or similar to that of the company of origin. It shall be subject to the granting of a grant if no more than four years have elapsed since the worker's enjoyment of the previous surplus.

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

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

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

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

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

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

Workers who are rejoined in order to provide the compulsory or voluntary Military Service, or who opt for the replacement social benefit, the reserve of the job will be for the duration and one month longer, computing this time for the purposes of antiquity. Whenever the military or the social benefits and the production process so permit, the worker may attend his or her job.

Article 57. Voluntary cessation.

When the worker causes a voluntary low in the company's service, the worker is obliged to the liquidation, the same day of cessation in his employment relationship.

For their part, the workers must inform the company of their decision to cease, complying with the following periods of notice: technical staff entitled, one month; other workers, fifteen days.

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

CHAPTER VIII

Trade union rights

Article 58. Union powers and guarantees.

The powers and guarantees of the legal representatives of the workers in the companies, will be those recognized in Law 8/1980, of March 19, of the Workers ' Statute and in the Organic Law of Freedom of Association. However, the credit of monthly paid hours for each of the members of the Staff Committee or Delegates shall be at least 25 in each working centre. In addition, the various members of the Enterprise Committee and, where appropriate, the Staff Delegates, may accumulate them in one or more of their components.

Article 59. European committees.

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

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

Article 60. Intercentre committees.

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

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

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

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

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

The Intercentre Committees shall have at least the same powers as the Centre Committees, as laid down in Article 64 of the Staff Regulations, but with regard to the whole of the centres, as well as to the negotiation collective.

Article 61. Assembly of workers.

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

Article 62. Trade union hours.

The credit of hours previously recognized may be used for the attendance of training courses or other similar union activities, organized by the trade unions representative of the sector, in a timely manner. call for and subsequent justification for assistance, which will be issued by the trade unions.

Article 63. Right to be indicated.

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

Article 64. Union sections and meetings.

Workers affiliated to a union may, at the business or workplace level:

a) Constituir trade union sections, in accordance with the provisions of the statutes of the union.

b) Hold meetings, after notifying the employer, collecting quotas and distributing union information, outside of the time of work, and without disturbing the normal activity of the company.

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

Article 65. The trade union sections.

Trade union sections of the most representative trade unions and those with representation in the Enterprise Committees or with Staff Delegates shall have the following rights:

(a) In order to facilitate the dissemination of those notices which may be of interest to the members of the trade union and to the workers in general, the company will make available to them board notices that must be placed within the (a) the working centre and the place where adequate access to the worker is guaranteed.

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

Article 66. Top-level charges.

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

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

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

Article 67. Special negotiating committee for collective agreements.

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

Article 68. Union delegates.

Trade unions that have the status of majority at national and regional level will be able to constitute trade union sections and will be represented for all purposes by union delegates, elected by and among their members, in the company and working centre.

Article 69. Number of trade union delegates.

The number of union delegates per union section that have obtained 10 per 100 of the votes in the election to the Enterprise Committee, will be determined according to the following scale:

250 to 750 workers: 1.

From 751 to 2,000 workers: 2.

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

From 5.001 onwards: 4.

The union sections of those unions that have not obtained 10 percent of the votes will be represented by a single union delegate.

Article 70. Duties and rights of trade union delegates.

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

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

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

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

Article 71. Union premises.

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

Article 72. Union quotas.

At the request of the workers affiliated to the trade unions who have the representation referred to in this paragraph, the company will be deducted from the monthly payroll of the workers the amount of the union fee corresponding. The worker concerned in carrying out such an operation shall forward to the management of the undertaking a letter in which the discount order, the central or union to which it belongs, the amount of the quota, and the number of the number of the number of of the current account or savings bank account, to which the corresponding amount must be transferred. The company's management will give a copy of the transfer to the union representation in the company, if any.

Article 73. Anti-union practices.

As for the practices that, in the opinion of some of the parties, are to be classified as anti-union members, the provisions of Articles 12, 13, 14, and 15 of the Organic Law on Freedom of Association will be included.

CHAPTER IX

Awards, fouls and penalties

Article 74. Fouls.

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

Minor Faults:

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

(b) Up to three faults of punctuality exceeding five minutes, during the course of the month, without justified cause.

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

d) Absent for short time from your job.

e) The ostensible lack of grooming and personal cleansing.

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

g) Do not communicate your home changes to the company.

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

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

j) Assistance to work in a state of drunkenness.

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

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

Severe Faults:

a) The mere disobedience to the orders received, always

which does not constitute a manifest breach of discipline.

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

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

d) The simulation of disease or accident.

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

f) The negligence or neglect of the work that affects the service's good march, or the deliberate delay of the actions that are of its own.

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

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

i) to receive rewards, not being of the entity, for the own works of its function and to exploit, in its own advantage, the business of the society.

j) The painful decrease in performance at work.

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

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

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

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

Fatal faults:

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

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

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

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

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

f) Causing serious accident by negligence or inexcusable recklessness.

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

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

i) Abandon work in positions of responsibility.

j) The ill-treatment of words or work, abuse of authority or the serious lack of respect and consideration for the bosses or family members, as well as the companions and subordinates.

k) Sexual or physical offenses of a sexual nature.

(l) Reoffending in serious faults, even if it is of a different nature, provided that it is committed within six months of the first occurrence.

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

Sanctions:

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

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

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

Minor faults will be prescribed for the month; the serious ones, at two months, and the very serious ones, six months after they have been committed, or the date on which the company has knowledge of the commission of the same.

For minor faults:

Verbal admonition.

Admonition in writing.

Suspension of employment and salary: Up to two days in the cases (h) and (j).

For severe faults:

Suspension of employment and salary up to thirty days.

For very serious faults:

Suspension of employment and salary of thirty-one to ninety days.

Dismissal.

CHAPTER X

Job Health

Article 75. Occupational health and danger.

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

All companies will be the Labor Health Committee at work, in accordance with the provisions contained therein.

Article 76. Dangerousness.

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

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

b) Whenever inspections are carried out by the Labour Health Service at the workplace. Its results will be communicated by the company's management to the legal representatives of the workers and the Committee on Health.

Article 77. Prevention of occupational risks.

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

The duty of prevention established in the preceding paragraph is considered to be of work duty and assumes, as set out in Articles 4.2.d) and 19 of the Staff Regulations and in this article, the existence of a the right of workers to effective protection.

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

Article 78. Medical recognition.

Every worker will be recognized on behalf of the company, at least once a year, in the following areas:

1. General clinical study.

2. Chest radioscopy.

3. Urinalysis.

4. Blood tests.

5. Hearing and hearing.

6. Psychotechnical examination.

7. Gynaecological or andrological examination, if any.

However, in the painful, dangerous and toxic jobs, the review will be half-yearly.

From the results of these reviews, copy will be delivered to the affected worker.

Article 79. Computer terminals, recording screens and video screens.

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

However, this article will be in line with the provisions of the EEC Directive of 29 May 1990, No L 156/14.

In addition, workers carrying out work in this type of posts will undergo a medical examination specially designed for the position they perform (Ophthalmology, Traumatology, etc.), which will be carried out at least every year and will be run by the company.

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

Article 80. Workwear.

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

CHAPTER XI

Social Conditions

Article 81. Retirement at the age of sixty-four.

For the purposes of retirement at the age of sixty-four years, provided for in article 12 of the interconffederal agreement and provided that the Royal Decree Law 11/1981 of 20 August and the Royal Decree are amended as necessary. On 19 October 1981, the signatory parties agreed to make it easier to retire at the age of 60 and four years and the simultaneous recruitment of unemployed firms registered at the employment offices in the same number as those of the unemployed. In the case of a temporary retirement pension, a minimum period of time is required. duration in any case, higher than the year, tending to the expected legal maximum.

Classification and definition of categories

Article 82.

The classification of the staff, entered in the present Convention, is merely enunciative and does not imply the obligation to have all the places enunciated, if the need and volume of the company does not require it.

However, from the moment when there is a worker in a company who performs the specific functions in the definition of a particular professional category, it must be remunerated at least with the remuneration that This Convention is assigned to it.

In those cases where the definition of new categories of work is required and which are not provided for in this Convention, it shall be carried out by the Joint Committee.

Article 83. Classification according to the function.

Staff subject to this Convention will be classified into the following groups:

1. Technicians.

2. Writing Staff.

3. Administrative Staff.

4. Advertising Staff.

5. Distribution Personnel.

6. General Services Personnel.

Technicians. -Included in this group:

a) Technical graduates of higher education.

b) Middle-Grade-titled Technicians.

c) Non-titled Technicians.

Writing Staff. -Included in this group:

a) Director.

b) Subdirector.

c) Director of Art.

d) Fashion Director.

e) Chief Redactor.

f) Section Chief Redactor.

g) Redactor.

h) Diagramer.

i) Photographer.

j) Laboratory Photographer.

k) Style Corrector.

l) Documentalist.

m) Stylist.

n) Scanner operator.

or) Secretary of the Newsroom.

p) Help.

Administration Staff. -Included in this group:

a) Head Department.

b) Chief Negotiator.

c) Section Chief.

d) Analyst.

e) First Officer.

f) Secretariat.

g) Programmer.

h) Store loaded.

i) Second Officer.

j) Auxiliary.

k) Computer operator.

l) Telefonista.

m) Store.

n) Cobrator-Pagator.

o) Aspirant nineteen-eighteen years.

Advertising Staff. -Included in this group:

a) Advertising Coordinator.

b) Advertising Promoter.

Distribution Staff. -Included in this group:

a) Head of Sales.

b) Adjutant.

c) Repartidor.

d) First Manipulator Officer.

e) Second Manipulator Officer.

General Services Personnel. -Included in this group:

a) Conductor.

b) Conserje.

c) Portero.

d) Ordinance.

e) Motorist.

f) Guardas, Serenos and Vigilante jurado.

g) Mozo.

h) Cleaning Personnel.

Final disposition first.

For the purposes of this Convention and for differences of application which may arise in matters relating to it, a Joint Committee for the interpretation of this Convention shall be appointed with the powers and laid down in the Staff Regulations. This Commission shall be composed of four members and one adviser for each of the parties.

Final disposition second.

This Commission shall meet at least every two months for the purposes set out in this Convention. The address of the Commission is provisionally established at the premises of the Association of Information Review (ARI), in the number 98 of Claudio Coello. In addition, the Joint Committee, before 31 December 1997, will draw up, for incorporation into the next Convention, the definitions of all professional categories.

Final disposition third.

This Convention is designed to be between the UGT and CC trade unions. OO., representing the workers and the Association of Information Reviews (ARI), in representation of the Press Publishing Companies would not be. Both representations recognise each other the legal capacity required to sign this Convention.

ANNEX I

Monthly salary table. Year 1996

Salary

base

-

Pesetas/Plus

entitlement

-

Pesetas/Free

disposition

-

Pesetas/Plus

transport

-

Pesetas/Time

extra

-

Pesetas/Category

Technicians

Technician titled top/186.565/-/-/6.250/2.112

Technician titled media/126.498/-/-/6.250/1,432

Technician Not Titled/115.850/-/-/6.250/1.312

Writing

Director/205.222/7,956/13.213/6.250/2,324

Deputy Director/186.565/7.956/12.012/6.250/2.112

Art Director/154,813/7,956/11.277/6.250/1,753

Fashion Director/154,813/7,956/11.277/6.250/1,753

Chief Editor/168,767/7,956/10.541/6.250/1.911

Editor chief section/154.813/7.956/9.356/6.250/1,753

Writer/135,932/7,956/7,826/6.250/1.539

Diagram/122.339/-/-/6.250/1.385

Photographer/122.339/-/7.826/6.250/1.385

Laboratory Photographer/116.222/-/-/6.250/1.316

Style corrector/116.222/-/-/6.250/1.316

Documentalist/116.222/-/-/6.250/1.316

Stylist/116.222/-/-/6.250/1.316

Scanner Operator/110.411/-/-/6.250/1,250

Newsroom Secretariat/110.411/-/-/6.250/1.250

Helper/104,666/-/5.242/6.250/1.185

Administration

Head Department/149.525/-/-/6.250/1,693

Chief Section/135.932/-/-/6.250/1.539

Chief Negotiator/124,916/-/-/6.250/1,414

Analyst/135.982/-/-/6.250/1.540

First Officer/114.415/-/-/6.250/1.295

Secretariat/108,694/-/-/6.250/1.231

Programmer/114.415/-/-/6.250/1.295

Store Manager/114.349/-/-/6.250/1.295

Official second/104,669/-/-/6.250/1.185

Auxiliary/94,333/-/-/6.250/1.068

Computer Operator/94,333/-/-/6.250/1.068

Telephone/95,855/-/-/6.250/1.085

Store/94,095/-/-/6.250/1.065

Payor/95,701/-/-/6.250/1.084

Aspiring 16-18 years/77,761/-/-/6.250/880

Advertising

Advertising Coordinator/124,916/-/-/6.250/1,414

Advertisement Promoter/109,903/-/-/6.250/1.244

Distribution

Head of Sales/102,517/-/-/6.250/1.161

Helper/96,056/-/-/6.250/1.088

Delivery/94,624/-/-/6.250/1.071

Officer 1. # manipulator/102,517/-/-/6.250/1.161

Official 2. mmanipuilator/95.261/-/-/6.250/1.079

General Services

Driver/95,900/-/-/6.250/1.086

Concierge/95,900/-/-/6.250/1.086

Goalkeeper/91,718/-/-/6.250/1.038

Ordinance/91,456/-/-/6.250/1.036

Motorist/91,456/-/-/6.250/1.036

Saves, serene and vigilant/91,456/-/-/6.250/1.036

Mozo/91,456/-/-/6.250/1.036

Personal cleaning (hours) */9.423/-/-/-/-

Personal cleaning (day)/96.438/-/-/6.250/1.092

Note: The salaries collected in these tables are agreed on a thousand six hundred and fifty-six hours a year (article 26.5 of Law 8/1980 of March 10).

* These salaries are agreed on a two-hundred and thirty-hour basis of effective work per year.

ANNEX II

Annual salary table. Year 1996

Salary

base

-

Pesetas/Plus

entitlement

-

Pesetas/Free

disposition

-

Pesetas/Plus

transport

-

Pesetas/Category

Technicians

Technician titled top/2.798.482/-/-/68,750

Medium Titled/1.897.470/-/-/68,750

Technician Not Titled/1.737,749/-/-/68,750

Writing

Director/3.078.330/95,472/158,558/68,750

Deputy Director/2.798.482/95,472/144.144/68,750

Art Director/2.322,200/95,472/135.321/68,750

Fashion Director/2.322,200/95,472/135.324/68,750

Chief Editor/2.531.506/95,472/126.497/68,750

Editor chief section/2.322,200/95,472/112.270/68,750

Writer/2.038.978/95,472/93,912/68,750

Diagramador/1,835,080/-/-/68,750

Photographer/1,835,085/-/93,912/68,750

Laboratory Photographer/1.743.331/-/-/68,750

Style corrector/1.743.330/-/-/68,750

Documentalist/1.743.330/-/-/68,750

Stylist/1.743.330/-/-/68,750

Scanner Operator/1.656.164/-/-/68,750

Newsroom Secretariat/1.656.165/-/-/68,750

Helper/1.569.993/-/62,899/68,750

Administration

Head Department/2.242.876/-/-/68,750

Chief Section/2.038.976/-/-/68,750

Chief Negotiator/1.873,738/-/-/68,750

Analyst/2.039.733/-/-/68,750

First Officer/1,716.220/-/-/68,750

Secretariat/1,630,409/-/-/68,750

Programmer/1,716.220/-/-/68,750

Store Manager/1,715.229/-/-/68,750

Official second/1.570.040/-/-/68,750

Auxiliary/1.414,991/-/-/68,750

Computer Operator/1,414,991/-/-/68,750

Phone/1.437.826/-/-/68,750

Store/1.411.421/-/-/68,750

Payor-Payer/1.435.514/-/-/68,750

Aspiring 16-18 years/1.166.415/-/-/68,750

Advertising

Advertising Coordinator/1.873.738/-/-/68,750

Advertisement Promoter/1.648.542/-/-/68,750

Distribution

Head of Sales/1.537,759/-/-/68,750

Helper/1.440.844/-/-/68,750

Delivery/1,419.360/-/-/68,750

Officer 1. # manipulator/1.537,759/-/-/68,750

Official 2. Manipulator/1.428.908/-/-/68,750

General Services

Driver/1.438.502/-/-/68,750

Concierge/1.438.502/-/-/68,750

Goalkeeper/1.375,769/-/-/68,750

Ordinance/1.371.837/-/-/68,750

Motorist/1.371.837/-/-/68,750

Saves, serene and vigilant/1.371.837/-/-/68,750

Mozo/1.371.837/-/-/68,750

Personal cleaning (hours) */141,338/-/-/-

Personal Cleaning (Day)/1.446.573/-/-/68,750

Note: The salaries collected in these tables are agreed on a thousand six hundred and fifty-six hours a year (article 26.5 of Law 8/1980 of March 10).

* These salaries are agreed on a two-hundred and thirty-hour basis of effective work per year.

ANNEX III

National agreement on continuing vocational training in the non-daily press sector

Professional training as a whole, both continuous and initial, is a strategic priority in the face of the processes of economic, technological and social change in which we are immersed. The future of the Non-Daily Press industry depends largely on the skills of the working population, both workers and employers, especially small and medium-sized enterprises (SMEs) and, therefore, training and training. quality professional is a real investment.

It is necessary to address the issue of training in the sectors mentioned in a global way, seeking solutions of the whole, which will enable us to modernize companies, making them competitive within the framework of the Single Community Market; requires the development of continuing training measures, the main functions of which were identified by the Resolution of the Council of the European Economic Community on permanent vocational training of 5 June 1989.

To meet these objectives it is necessary to make the most of the available resources, and even increase them, and manage them reasonably on the basis of the needs of the companies and sectors mentioned above. stimulating, for example, cross-sectional training for different industrial activities. At the same time, there will be models to facilitate the training of workers in order to achieve quality training.

For all this, the undersigned organisations, aware of the need to strengthen continuing training in the sectors referred to above, subscribe to the present national sectoral agreement for continuing training, as the way to organise and manage the continuing training activities to be promoted in these sectors, under the national agreement on continuing training of 16 December 1992 and as a development of the national agreement, in the field of the Press Daily.

The national continuing training agreement in the non-Daily Press industry will be governed by the following rules:

PREAMBLE

In accordance with the provisions of Article 12 of the National Collective Press Convention not for the year 1996, and with the powers provided for in Article 15 of the national continuing training agreement of 16 December In 1992, the parties to the National Collective Agreement set up a Sectoral Joint Committee for the normal operation of which the following rules of procedure are agreed.

Article 1. Continuing training.

For the purposes of this agreement, continuing training shall mean the set of training actions carried out by non-daily press companies covered by this agreement and through the arrangements provided for in the agreement and in the The national agreement on continuing training of 16 December 1992, aimed at both the development of vocational skills and qualifications and the retraining of employed workers, which would make it possible to make the most of the competitiveness of enterprises in the sectors affected by the individual training of the worker.

The sectoral Joint Commission for Continuing Training may propose to incorporate into this agreement other training actions which have been established by the State Joint Committee on Continuing Training or are the result of the experience accumulated in these sectors.

Article 2. Territorial scope.

This agreement will apply to the entire national territory.

Article 3. Personal scope.

Will be subject to the field of application of this agreement all the training plans presented by the associations and business federations, as well as the companies, whose productive activities are developed in the sectors the industries included in the functional scope of this agreement, and are aimed at the employed workers, in accordance with the content of the agreement.

Article 4. Temporary scope.

This agreement shall enter into force on the first day of the month following that of its signature.

The agreement will last until December 31, 1996, when it will expire without the need for prior denunciation.

Article 5. Type of training plans.

The training actions covered by this agreement may be developed in one of the following areas:

A) Sectoral plans: These are those that, promoted by any of the trade union or business entities that are signatories to the National Press Collective Agreement, do not relate to occupations or qualifications of common interest. or general for the various sectors covered by the said Convention.

(b) Grouped plans: These schemes are intended to meet the needs arising from the continuing training of a group of companies, which together, at least 200 employees, or who occupy more than 200 employees, decide to incorporate their training to a grouped plan.

C) Business plans: These are specific plans promoted by companies of more than 200 workers.

Article 6. Content of the training plans.

All training plans, whatever their mode, must specify at least the following:

A) Objectives and contents of the training actions to be developed.

B) Collective affected by categories and number of participants.

C) Execution calendar and places of impartition.

D) Expected assessment instruments.

E) Estimated cost of training actions broken down by types of actions and collectives.

F) Estimate of the annual assembly of the professional training fee to be entered by the company or by the set of companies concerned.

Article 7. Training plans in the state sector.

According to Article 8 of the national agreement on continuing training of 16 December 1992, in the framework of the National Sectoral Collective Agreement of the Press, the Guidance Criteria will be established. for the development of the training plans of both companies and groups, which will necessarily include the following aspects:

a) Priorities with respect to continuing training actions to be developed.

b) Guidance on the groups of workers who are preferably affected by such actions.

c) Numbering of the available centres for the delivery of the training.

(d) A training permit scheme which shall be in accordance with the provisions of Chapter V of the national continuing training agreement of 16 December 1992.

(e) Competition of the sectoral Joint Committee, in accordance with Article 15 of the said national agreement.

Article 8. Sectoral Joint Committee.

1. Constitution.-The Joint Sectoral Commission for Continuing Training for the Press Industry will not be composed of six representatives of the trade union organisations and six of the business representatives who are signatories to this agreement.

These organizations will act in the Sectoral Joint Commission through individuals who will hold the representation of those and on their behalf, exercise the right to vote.

1.1 Duration and cessation: Members of the Sectoral Joint Committee shall exercise representation for the period of validity of this Agreement, and may cease to be represented by:

a) Free vote of the organizations that elected them.

b) By resignation or personal decision.

In any of the cases of termination, the replacement of the member of the Sectoral Joint Committee, whose effects within 15 days of the cessation of the cessation will be notified of the new designation, will be immediately made. by the relevant organisation.

1.2, Home Office: The Sectoral Joint Commission will have its registered office in Madrid (20043), Arturo Soria Street, numbers 126-128.

1.3 Permanent Secretariat: There will be a permanent secretariat that will be in charge of the administrative functions of an organ of this nature, whose domicile will be the one specified in Article 8, point 1.2 of this agreement. In particular, the functions of this Secretariat will be as follows:

a) Call the parties seven days in advance.

b) To record the approved minutes and to certify their agreements.

c) How many others are entrusted to them by agreements of the Sectoral Joint Commission, for its best operation.

1.4 Meetings of the Sectoral Joint Committee: The sectoral Joint Committee will meet at the premises it sets up for this purpose FORCEM, adjusting the schedule of meetings agreed by the Foundation; however, it will be able to in an extraordinary manner at the request of one of the parties.

The meeting will be held at least seven calendar days in advance. However, meetings which are of an urgent nature may be convened at least 48 hours in advance. Minutes shall be drawn up for all meetings.

1.4.1 The sectoral Joint Committee shall elect, from among its members, a President and a Secretary, for an annual period.

The presidency will be held by union representation.

The secretariat will be carried out by the business representation.

1.4.2 The sectoral Joint Committee will be validly constituted when one third of all the members of each of the business and trade union representations are present.

The representation may only be conferred on another member of the Sectoral Joint Committee and must be made in writing.

1.5 Adoption of agreements: The decisions of this Joint Committee will be adopted jointly by both parties (business and trade union), requiring, in any case, the favourable vote of 60 per 100 of each of the two representations. Such agreements shall not be effective until the approval of the minutes in which they are recorded.

1.6 Accession: The accession of a new organization to this agreement will entail the corresponding extension of its components in a way that respects the proportionality of the representation of the signatory organizations this agreement.

2. Functions. The Sectoral Joint Committee shall have, inter alia, the following functions:

(a) Vellar for the fulfilment of this sectoral agreement, without prejudice to the powers of the national continuing training agreement of 16 December 1992.

(b) To establish indicative criteria for the elaboration of the sectoral continuing training plans, of enterprises and grouped, which will exclusively affect the following subjects:

Priorities for continuing training actions to be developed. Guidance on the groups of workers who are preferably affected by these actions.

Elaboration of a census of the centers available to impart the training, whether they be their own, public, private or associated.

Regulation of the arrangements applicable to training permits, in accordance with the provisions of the National Joint Continuing Training Commission.

c) Resolve any discrepancies that may arise with the legal representation of workers in respect of the content of the training plan drawn up by a company, provided that it is or the representation of the workers in it so requires.

(d) Approve applications for continuing training schemes of a sectoral nature or of the enterprise groups and raise them for funding to the State Joint Training Commission.

e) To process and raise to the Joint State Training Commission plans for continuing training of companies of more than 200 employees.

f) Managing and distributing the funds available for the financing of continuing training actions in the various sectors covered by the agreement. The sectoral Commission may set priorities for the financing of the sub-sectoral training plans, taking into account the criteria of proportionality, the volume of employment, the contribution of the Social Security and the average level of qualifications. the persons employed in the various fields.

g) Develop studies and research on the needs of vocational training in the sectors covered by the agreement.

h) Issue reports to your initiative or in cases where you are asked about the topics of your competition.

i) To execute the agreements of the State Joint Commission on Continuing Training and the National Tripartite Commission.

(j) To stimulate the implementation of sub-sectoral studies for the analysis and definition of the qualification needs of each sub-sector as a better way of adapting the offer of vocational training to the reality of enterprises and sub-sectors.

k) Promoting initiatives for the implementation of sectoral plans of common interest for all industries in the sectors concerned.

l) Make an annual report on the implementation of this bipartite agreement for continuous training in the graphic arts, paper, cardboard, publishing and ancillary industries sectors.

ll) How many others are required to develop the assigned activities and functions.

Article 9. Processing of training plans.

1. Company training plans. -Companies wishing to finance under this agreement their continuing vocational training plan must:

a) Establish the duration of the plan which, in general, will be annual. Multiannual plans may be authorised only if specific circumstances are met which must be justified before the sectoral Joint Committee.

b) Submit the plan to information on the legal representation of workers, to whom the following documentation will be provided:

Balance sheet of the training actions developed in the previous year.

General guidelines on the content of the training plan (objectives, specialties, title of courses ...).

Execution Calendar.

Collectives to which the plan is affected.

Pedagogical means and places to impart the plan.

Selection criterion.

The legal representation of workers must issue their report within ten days of receipt of the documentation.

If there are differences in the content of the training plan, a period of 15 days will be opened for the purpose of elucidating the same between the management of the company and the representation of the employees. If such time limits are maintained, either party may require the intervention of the sectoral Joint Committee, which shall act exclusively on such discrepancies.

(c) Submit the training plan to the sectoral Joint Committee for the process and raise it to the State Joint Committee, which must approve its financing.

d) Before the commencement of the training actions, the list of participants in the training actions must be referred to the legal representation of the employees in the enterprise.

On a quarterly basis, companies will inform the legal representation of the employees of the implementation of the training plan.

Similarly, the companies, on an annual basis, will inform the Sectoral Joint Commission of the terms in which they are regulated.

The report will be forwarded to the State Joint Commission.

2. Pooled training plans:

(a) The grouped plans shall be submitted in the manner agreed upon, for approval by the Sectoral Joint Committee.

(b) The sectoral Joint Committee, where appropriate, shall transfer the approval of the grouped plan to the State Joint Committee for Continuing Training for financing.

c) In addition, prior to the commencement of the training actions, the company will inform the legal representation of the workers of the relapse resolution.

d) The implementation of the approved actions, in accordance with the procedure indicated, shall be carried out either directly or through concerts carried out by the Sectoral Joint Committee.

3. Sectoral training plans. The sectoral plans shall follow the same procedure as referred to in the preceding paragraph in relation to the grouped training plans.

Article 10. Individual training permits.

For the purposes of this agreement, individual training permits shall be in accordance with the provisions of Chapter V of the national continuing training agreement of 16 December 1992.

Article 11. Nature of the agreement.

This agreement subscribes to the provisions of Title III of the Workers ' Statute. To this end, it develops the provisions of Article 83.3 of that legal standard when dealing with a specific subject which is continuous training in enterprises.

In accordance with the provisions of the previous paragraph, this agreement obliges the signatory organizations and their stipulations to be inserted in the National Collective Press Convention, which will not be agreed on everything, and the obligations assumed by one and the other parties are correlated, and their development is linked to the said Convention through Article 12 of the Convention.

However, for the purposes of expiration, the provisions of Article 4 of this Agreement shall be made.