Having regard to the text of the Collective Agreement on "Pastas, Paper and Carton" 1996-1997 (Convention code number 9903955), which was signed on 12 June 1996; on the one hand, by the National Associations of Pasta Manufacturers, Paper and Carton (ASROLE), representing companies in the sector, and another, by the Trade Union Federation of the Union Federation of Paper, Graphic Arts, Communication and Entertainment of CC.OO. (FESPACE-CC.OO.) and FIA-UGT, representing the employees of the same, and in accordance with the provisions of Article 90 (2) and (3) of the Royal Decree of Law 1/1995 of 24 March, approving the recast of the Law of the Staff Regulations, and in Royal Decree 1040/1981 of 22 May on the registration and deposit of collective labour

,

This Directorate General for Work and Migration agrees:

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

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

Madrid, July 22, 1996. -Director General, Soledad Córdoba Garrido.

STATE COLLECTIVE AGREEMENT ON "PASTAS, PAPER AND CARDBOARD" 1996-1997

The National Associations of Pasta, Paper and Carton Manufacturers and the Trade Unions Federation of Union Federation of Paper, Graphic Arts, Communication and Entertainment of CC.OO. (FESPACE-CC.OO.) and the General Workers ' Union (FIA-UGT), on 12 June 1996, in Madrid, agree on the following State Collective Agreement of "Pastas, Paper and Carton" for 1996 and 1997

CHAPTER I

Scope

Article 1.1 Functional scope.

This Convention requires all undertakings which are engaged in the manufacture of pastes, paper and paperboard, as well as those currently governed by this Convention and those which, by agreement between the Committee of the European Communities, o Staff Delegates and Business Address will adhere to it.

Article 1.2 Territorial scope.

This Convention is applicable throughout the territory of the Spanish State.

Article 1.3 Personal scope.

This Convention obliges all workers who provide their services to undertakings which fulfil the condition laid down in Article 1.1, with the exception of staff belonging to forestry holdings In another economic sector.

Also excluded from the application of Article 11.1 are the Directors (Directors, Deputy Directors and Chief Technicians).

Article 1.4 Vigency.

The economic conditions agreed in this Convention shall be valid from 1 January 1996 to 31 December 1997. In any other case, the present Convention shall have an unlimited duration in time, except by mutual agreement or denunciation of any of the parties for review. The mutual agreement or the denunciation of any of the parties must be carried out before the last quarter of 1997. This Convention shall have retroactive effect on 1 January 1996, whichever is the date of its publication in the Official Gazette of the State, except where expressly determined otherwise.

Agreed on the review in the first case, or filed the complaint in the second case, the signatory representations will draw up a project on the points to be examined, and must send the same to the other party by registered mail with acknowledgement of receipt.

The negotiations should be initiated within three months of the date of receipt of the review complaint. The agreements adopted shall enter into force from the date of their publication in the "Official State Gazette" and the composition and functioning of the Negotiating Commission shall be determined by the negotiating parties of the present or future Conventions, taking inspiration from existing legislation.

CHAPTER II

Ad personam compensation, absorption and warranty

Article 2.1.

The agreed conditions form an organic and indivisible whole, being compensable and absorbable in its entirety with those previously governed by improvement established by the company or by existing legal standard.

Article 2.2.

The economic and other conditions which are more beneficial to those laid down in this Convention, considered as a whole and in annual computation, shall be respected, individually or collectively.

CHAPTER III

Joint Interpretation and Surveillance Commission (CPIV)

Article 3.1 Constitution.

Both negotiating parties agree to establish a Commission as an organ of interpretation, surveillance and enforcement of the agreement, which will be appointed by the Negotiating Commission of the Convention.

Article 3.2 Composition.

The Commission (CPIV) will be composed of six representatives of the company and six of the workers, who, among them, will elect a secretary.

The Commission may use the permanent or occasional services of advisers in all matters falling within its competence. Such advisers shall be appointed by the component parts of the Commission and their number may not exceed one-third of the number of members of each of the parties represented therein.

Article 3.3 Structure.

The CPIV will be unique for the entire state.

Article 3.4 Functions.

The following are CPIV-specific functions:

1. Interpretation of the Convention.

2. Monitoring of compliance with the agreement.

3. All matters that are mutually agreed upon by the parties.

This organ will intervene preceptively in these matters, leaving to the exception of the freedom of the parties to, exhausted this procedure, to go to the competent authority or jurisdiction.

Article 3.5 Action procedure.

Each party shall formulate to its respective representations the questions raised in relation to the points referred to in Article 3.4.

Of these issues will be transferred to the other party, agreeing both within the maximum period of fifteen days, from the date of the last communication, to mark the day and hour of the meeting of the CPIV, which, in the the maximum period of 15 days, with the exception of the exceptions agreed by the parties, shall draw up the minutes of the decisions taken and the exceptions agreed. The agreements, which shall be unanimous, shall be communicated to the parties concerned with a minutes of the meeting.

CHAPTER IV

Organization of the job

Article 4.1.

The work organization faculty corresponds to the Company's Address. This power shall be exercised subject to the rules contained in this Convention and shall comply with the general provisions in force at any time.

CHAPTER V

Classification of personnel by reason of their functions

Article 5.1 Classification of personnel by reason of their duties.

The professional groups and jobs described and listed in Annex I are merely enunciative. For this reason, it cannot be assumed or assumed that in each activity centre or enterprise all of them exist, nor that in each professional group of the listed will be included as many jobs as described and as defined, if the need and The volume of the company or work centre does not require it.

The functions listed in Annex I for each job or group serve only to define the main function or identify the craft.

The jobs and categories listed in Tables 1 and 2 of Annex I are interchangeably for worker and worker.

CHAPTER VI

Hiring, revenue, promotions and templates

A) HIRING

The parties to this Convention declare and express their concern for the sectors of the working population with difficulties in obtaining employment such as: Young people, workers over forty-five years of age and handicapped. physical. In this sense, the parties agree on the need to encourage the hiring of these groups.

The hiring of staff will be performed using the hiring modalities in force at any time, which must correspond effectively to the purpose, legal or conventionally established so as not to incur Law fraud.

Article 6.1.

The decision to increase the template will be the faculty of the company's management, with the prior information required by the article 12.2.5 being mandatory. The determination of the persons to be covered by the new posts shall also be assigned to the Management of the undertaking, subject to the provisions of this Convention.

Article 6.2.

The admission of staff will be carried out in accordance with the provisions in force in the field of employment, giving preference, on an equal footing, to personnel who have already provided services as eventual or interim, submit applicants for the formalities required by the Law and those laid down by the company as soon as they are not opposed to the Law.

Article 6.3 Contract Duration.

The contract of employment is presumed to be concluded for an indefinite period of time, with the possibility to conclude contracts of work of duration determined in the circumstances or for the causes that are determined in the legislation in force.

Article 6.4 Classification of personnel due to their stay in the company.

The personnel of the companies subject to this Convention shall be classified in the following manner, according to their permanence in the service of the same:

1. They are fixed workers who are admitted by the company without any form of contract in terms of duration of the contract.

2. Temporary workers are admitted by the company in any of the forms of employment established in the legislation in force.

Article 6.5.

Without prejudice to the general validity of the verbal stipulation of employment contracts, the duration of contracts shall always be entered in writing where their duration is longer than two weeks, with the expression of their object, conditions and duration, with the worker receiving a duly authorised copy. If such requirements are not met, the contract shall be presumed to be concluded for an indefinite period. The contract shall also be presumed to exist for an indefinite period of time in the case of temporary contracts which have been deliberately entered into in fraud against the Law.

Article 6.6.

In all cases of fixed-term employment, the company is obliged to notify the other party in writing of the termination of the contract, at least 15 days in advance, provided that its duration and nature of the contract permits.

Article 6.7.

Regardless of the mode of employment, the contract worker shall receive the remuneration laid down in this Convention for the job he carries out, with the exception of the apprenticeship contract and the contracts in practices which have their specific legal or agreed remuneration.

Article 6.8.

The remuneration applicable to the apprenticeship contract will be as follows:

For children under 18 years of age, 60 per 100 of the remuneration set for Group 0 of Annex III.

For more than 18 years, 70, 80 and 90 per 100, respectively, during the first, second and third year of the term of the contract, of the remuneration fixed for group A in Annex III.

Article 6.9.

Part-time contracts which are formalised in the sector may not be concluded for a period of less than 15 hours per week or 60 per month.

Article 6.10 Eventual contract due to market circumstances, accumulation of tasks or excess orders.

The maximum duration of these contracts which are formalised by the undertakings to which this Convention is affected may be 12 months within a period of 24 months. In the case of a lower term, the time limit may be extended by agreement between the parties, without the total duration of the contract exceeding a maximum of 12 months.

Article 6.11 Test Period.

1. The entry of the staff in the company will be considered as proof provided that it is written in writing.

2. The maximum duration of the test period shall be:

Table I:

a) Groups 4 to 14, two months. Except for those who have been recruited on the basis of their qualifications (upper, middle or diplomatic), the probationary period of which shall be six months.

b) Groups 2 and 3, 15 working days.

c) Groups 0 and 1, seven working days.

Table II:

a) Groups E to K, one month.

b) Groups B, C, D, 15 working days.

c) Group A, seven working days.

3. The temporary incapacity situation shall interrupt the probationary period, provided that it is recorded in writing in the relevant work contract.

4. During the trial period, both the worker and the employer may withdraw from the test or terminate the contract without notice and without any of the parties being entitled to compensation, without prejudice to the liquidation which corresponds to the worker. After the test period, the worker shall become part of the template and the test time shall be computed for the purpose of seniority.

5. Where the temporary or temporary staff becomes fixed on the basis of their contract, they shall not require a probationary period.

Article 6.12.

The categories and jobs included in the professional groups 10 to 14 and the qualified technicians, in any case, will be of free designation of the company. The seats in the remaining groups will only be of entry if there is no personal company that has passed the tests to occupy them.

B) ASCENSOS

Article 6.13.

Companies will be required to report to the Business Committee or Personnel Delegates the calls for competition to provide the entry and promotion places with, at least, ten days in advance of the date when the evidence is to be held, also giving publicity in the company's notice boards.

Article 6.14.

All company personnel will have equal right conditions to cover existing vacancies in any of the groups and sections that make up the pulp, paper and cardboard industries.

The conditions for income and promotions shall be those that lay down the legal provisions in force on the matter and shall be entered in the preceding and following articles. In the case of promotions, seniority shall in any event be considered as a preferential merit on an equal footing.

Article 6.15.

All promotions will be carried out using opposition on the basis of target systems. The professional groups 10 to 14 and the Technicians entitled under the provisions of Article 6.12 are excluded from this rule.

Staff who access a job through the indicated system of competition will acquire the rights and duties corresponding to that job.

Article 6.16.

The staff of Groups 2 and 3 will preferably be composed of those employees of the company who, for reasons of age, illness, accident, etc., have their physical capacity diminished, with the sole exception of those workers. (a) to be in possession of a particular specialization or of the physical faculties necessary to cover the new job. In the case above, the company, with the participation of the Business Committee or Personnel Delegates, will determine in each case the source of the vacancies of these groups with the appropriate personnel.

The promotions and vacancies in these groups will be met by opposition among all the workers of the company with diminished capacity for any of the reasons stated above.

Article 6.17.

The Courts that will judge the aptitude tests, capacity exams and competitions for income and promotions will be made up of four Vocals, two of them appointed by the Company's Directorate and the other two members of the Committee of Enterprise, designated by it and of the same or greater category or professional group as those of the places to be covered.

Where there are no two members of the Committee of the same or higher category or professional group, they may be appointed by the latter among other members of the staff.

The Presidency of the Court will fall to one of the two Vocals appointed by the company, who, in case of need, will exercise its vote of quality.

The specific procedure for carrying out these tests shall be established in each working centre, in such a way as to ensure maximum objectivity in its qualification.

Article 6.18 Months.

The worker, regardless of his or her form of employment, may unilaterally withdraw from his or her employment relationship at any time, without any other requirement than the notice of at least 15 days.

Failure by the worker of the obligation to pre-notify the undertaking in advance shall entitle the undertaking to deduct from the liquidation of the undertaking the amount of the salary of one day for each day of delay of the said undertaking. notice.

Having received the company, with the indicated advance notice, the notice indicated, will be obliged at the end of the period to put at the disposal of the worker the corresponding liquidation. Failure to comply with this obligation by the undertaking shall entail the right of the worker to be compensated with the salary of one day for each day of delay.

Article 6.19 Templates.

All companies are required to form in the month of January each year, in advance the Committee of Enterprise or Personnel Delegates, the general staff of the staff subject to this Convention. Case of disconformity of the Staff Committee or Delegates, shall be decided by the competent body.

Article 6.20 Escalations.

Within 30 days after the establishment of the templates, the companies shall be formulated by the companies of all their staff, classified by professional groups and, within these, by order of categories, and in them in order of seniority in each.

CHAPTER VII

Moves

Article 7.1 Transfers.

Personnel transfers can be performed:

a) At the request of the data subject.

b) By agreement between company and worker.

c) For service needs.

d) By permuse.

Article 7.2.

When the transfer is made at the request of the employee, upon acceptance by the company, it shall be without the right to compensation for the expenses incurred by the change, being subject to the conditions of the new job, which shall be be communicated in writing.

Article 7.3.

If the transfer is carried out by mutual agreement between the company and the worker, it will be in terms of the conditions of the transfer to the agreed upon by the two parties, always consisting in writing.

Article 7.4.

Where there are proven technical, organizational or productive reasons that justify it and the agreement established in the previous article is not reached, the labor jurisdiction may authorize the transfer to a different working center. of the same undertaking, which may force a change of residence, subject to a file being processed for that purpose.

Authorized the shipment, the worker who will be pre-notified in writing at least fifteen days in advance will have the right to choose between the shipment, perceiving a compensation for expenses, or to terminate his contract, by means of the compensation to be fixed as if it were authorised for technological or economic reasons, except for a more favourable arrangement with the undertaking.

This company may only be exercised for one time with each worker.

The transferred shall be charged as compensation, upon justification, for the amount of the following expenses:

Of the interest of the person and the family that he or she is economically dependent on.

The transportation of furniture and goods.

A cash allowance equal to two months of real wages, if you are head of family, and forty-five days if you are not.

The justified difference in your children's schooling expenses, if any, until the end of the school year in which the transfer takes place.

Companies will also be obliged to provide the transferred housing suitable for their needs and with income equal to the one that would have been satisfied until the time of the transfer, and if this is not possible, the transferred the justified difference in income.

The company and the worker will also agree on the deadline for the incorporation of the new job, which will not be less than thirty days.

Article 7.5.

In the event that the company intends to move the work centre to another locality, it must comply with the procedure laid down in the legislation in force at any time on employment policy.

Article 7.6.

When, by reason of a forced transfer in his or her work, one of the spouses changes his residence, the other, if he is also a worker, will have the right to take up a job equal to or similar to that in which he is If your company has a working centre in the new marital home.

Article 7.7 Permutas.

Workers belonging to the same company and category who are destined in different locations may arrange the permuse of their respective positions, subject to what they decide in each case.

To do this they will consider the needs of the service, the fitness of both permutants for the new destination and the other circumstances to take into account. If the swap is to be consummated, the workers will accept the changes in the salary to which they may give rise and give up all compensation for the costs of the transfer.

Article 7.8.

In the case of workers forcibly transferred from one group to another for excess staff, they must be integrated into the group of origin as soon as there are vacancies in their category.

In transfers within the same professional category which involve some improvement or benefit for the transferred worker, they shall have preference for the older workers in the category concerned, provided that there is equality of technical training for the performance of the position to be covered, without prejudice to the provisions of Article 6.14 on promotions.

CHAPTER VIII

Top and Bottom Category Jobs

Article 8.1.

The staff included in the scope of this Convention may be assigned by the undertaking, if necessary, to occupy a position of higher category, by a period not exceeding three months uninterrupted, perceiving, while is in this situation, the remuneration corresponding to the role it actually plays, reintegrating the staff to their previous post when the cause of the change ceases.

The provisions of this article will not apply in cases of replacement by Military Service, temporary incapacity, maternity, vacations, licenses and leave of absence whose concession is mandatory for the company. In the latter cases, the replacement shall cover as long as the circumstances which have been motivated by it, without granting the right to the consolidation of the post, but to the perception of the economic difference during the replacement.

When a worker carries out work of a higher category for more than three months, without attending the special cases referred to in the preceding paragraph, he shall consolidate the higher category provided that the rules permit established for the purposes of this Convention. In the event that a fitness test is required to cover the upper slot, it shall have the right to perform such a test, unless the possession of a duly accredited title is required for the performance of the test.

Article 8.2.

If the company's need is for a worker in a category lower than the one assigned to it, it will keep the salary corresponding to its category. This situation may not be prolonged for more than three months, and in the case of extreme need, the undertaking, in order to keep the worker in the lower-class work, shall require authorization from the competent jurisdiction, subject to a mandatory report of the Staff Committee or Delegates.

If the worker considers it appropriate, he/she may bring a contract judgment before the Court of Justice as if it were unfair dismissal, where he considers that serious injury to his or her professional training has occurred or He is notorious for his dignity.

If the change was made in the worker's request, the salary and category corresponding to the new situation will be assigned to it.

It will not be considered lower-class jobs that are performed by the worker for the conservation and cleaning of the machinery and equipment that he uses, as this work of his functions is considered.

Item 8.3 Personal with decreased physical capacity.

Companies will try to engage staff whose capacity has decreased by age, accident, illness or other circumstances, directing them to work appropriate to their conditions, preferably in groups 2 and 3, provided that there are vacancies in them.

Your remuneration will be that corresponding to the new job.

CHAPTER IX

Day, overtime and holidays

Article 9.1 Day.

For 1996 and 1997, the annual maximum day, both starting and continuing, is one thousand seven hundred and eighty-two hours.

With the exception of the keepers who enjoy the house-room, as well as the Guardas who are assigned the care of a limited area with house-room inside it, and as long as they are not required to be monitored constant, that they will be able to work up to fifty-four hours a week, with the payment of those that exceed the maximum legal day or agreed in the form and with the limitations established in the legislation in force.

The Company's management will organize the work in order to comply with the day set out in this article, respecting the following principles:

(a) That in no case may more than nine ordinary hours of effective work be performed.

b) That between the end of a day and the beginning of the next one will measure at least twelve hours.

(c) That workers shall be entitled to a minimum weekly rest day and half of uninterrupted rest, which shall, as a general rule, comprise the Saturday afternoon or the morning of Monday and the full day of Sunday.

In companies where work activities are carried out by teams of workers on a shift basis and where the organisation of work so requires, it may be possible to accumulate for periods of up to four weeks on average weekly rest provided for in Article 37 (1) of the Staff Regulations, or to separate it from the corresponding full day for your enjoyment on another day of the week.

In those undertakings, where the working shift worker is unable to enjoy the minimum rest between days laid down in Article 34 (3) of the Staff Regulations, the same may be reduced on the day on which he or she This is the case, up to a minimum of seven hours, making up the difference up to the 12 fixed in general in the following days.

In companies with continuous production processes during the twenty-four hours of the day, in the organization of the work of the shifts, the rotation of the same will be taken into account and that no worker will be in the night more than two consecutive weeks, except voluntary membership.

Notwithstanding the foregoing, the minor day shall be respected in any form of them (continued or departed) that is made upon the entry into force of this Convention.

Article 9.2.

In order for all staff subject to this Convention to be able to celebrate with their family the Christmas and New Year holidays, the companies will cease their activities entirely within fourteen hours of the 24 and 31 December of each year, without It is a question of the workers ' pay.

However, the pastas manufacturing companies will maintain a team, reduced to the maximum, so that the necessary machinery to resume production is maintained in optimal operating conditions.

The remuneration of the workers of that team constituted for these days will be agreed between the workers who constitute it and the management of the company, communicating the conditions of the pact to the Committee of Enterprise or Delegates of Personal.

Article 9.3 Job "non stop".

1. In order to achieve maximum productivity by means of the total use of equipment, and given the specific characteristics of the paper industry, the continuous working system of such equipment ('non stop ' regime) is defined.

2. The system of production of workers serving the production facilities of the factory necessary to enable the continuous operation of the plant shall be understood as a continuous or non-stop system.

3. This work scheme applies to staff working on three rotating eight-hour shifts (tomorrow, evening and evening), including Sundays and holidays, and to enjoy the compensatory breaks laid down in the legislation in force.

4. The working day for this work regime will be the normal working time established in this Convention, with the determination of the companies in question to implement for the first time this mode of work between the Directorate and the Enterprise Committee or the Staff the rotating schedule of shifts. The rest of the parties established in the official calendar of parties or their economic compensation or on days of rest shall also be determined between the two parties, provided that the parties do not coincide with the holiday period.

5. The implementation of this mode of work will be carried out with the agreement between the Company's Management and the Staff Committee, and the working conditions, rest, parties and economic conditions of the company will be negotiated between the two parties. system to be implemented.

In case of disagreement, the parties will submit the issue to the CPIV. The CPIV shall act unanimously in accordance with Article 3.5.

6. Notwithstanding the above, the working conditions, economic, parties, breaks or any other kind of benefit the workers may enjoy are respected.

Article 9.4 Extraordinary hours.

in view of the serious situation of existing unemployment and with the aim of promoting a social solidarity policy conducive to the creation of jobs, the abolition of the usual overtime is agreed, thus maintaining the criterion already established. established in previous Conventions.

Also, in order to give all its value to the above criterion, it is recommended that in each company be analyzed jointly between the representatives of the workers and the company the possibility of making new hires, in the form of contracts in force, in place of the extraordinary hours removed.

In the light of the above mentioned employment objective and international experience in this field, the parties to this Convention consider it positive to point out to companies and workers to whom the possibility of compensate for the structural overtime for an equivalent period of rest, instead of being paid monetarily. The rest period shall be one hour and three quarters for each hour.

Also regarding the different types of overtime, the following is agreed:

(a) Extraordinary hours that are required by the need to repair claims or other extraordinary and urgent damages, as well as in case of risk of loss of raw materials: Realization.

(b) Extraordinary hours required by unforeseen orders or peak periods of production, unforeseen absences, shift changes or other structural circumstances arising from the nature of the activity of which treat: Maintenance, provided that they cannot be replaced by the use of the different types of procurement legally provided for.

The Company's Management will report monthly to the Enterprise Committee, Staff Delegates and Trade Union Delegates on the number of overtime hours, specifying the causes and, where applicable, the distribution by sections. In addition, on the basis of this information and the above criteria, the company and the legal representatives of the employees will determine the nature and nature of the overtime, depending on what is agreed in this Convention.

For the purposes of calculating overtime, the working day of each worker shall be recorded on a daily basis and shall be totaled in the period set for the payment of the remuneration, giving the worker a copy of the summary corresponding.

In accordance with the provisions of the Order of 1 March 1983 and Royal Decree 2475/1985 of 27 December 1985, the additional contribution for overtime will be increased, and the monthly payment will be notified to the Commission. working authority, jointly by the company and the Committee of Enterprise or Personnel Delegates, where appropriate, the extraordinary hours carried out with the corresponding qualification in order to comply with the provisions of the current regulations on Social security contributions.

Both parties, under the power granted to them by the legislation in force, agree on the unique values set out in the table in the Annex, considering that all legal surcharges laid down or which are establish later.

The parties to this Convention undertake to respect Article 35 of the Staff Regulations and other provisions in force at the time of the signing of this Convention.

Extraordinary hours between twenty-two and six hours, as well as on Sundays and holidays, shall have the value indicated in the tables in the Annex.

Article 9.5 Holidays.

The holidays will be enjoyed from the date of publication by the company of the corresponding table, in accordance with the provisions of Article 12.2 (6) and preferably in summer (between 21 June and 21 December). ).

The paid leave for all personnel governed by this Convention shall be thirty calendar days, of which at least twenty-four shall be working.

It is working days that are the same in the official calendar of the year for the entire province.

The staff who enter or cease in the course of the year will be entitled to the proportional portion of the holiday according to the number of months worked, and the fraction of the holiday is completed as a whole month.

Article 9.6 Transfer of Parties.

In companies, where you do not work on an uninterrupted or "non stop" basis, the holidays between the week will be moved to Saturday of the same week or Monday of the following week.

The company, together with the Business Committee or Staff Delegates, will determine which of the two days each holiday is transferred.

The parties are exempt from 1 January, 1 May, 25 December and the two local patron saint parties.

All the staff who are currently enjoying reduced hours on Saturday, if the party moves to this day, will enjoy the reduced day on Friday of that week.

The economic rights that will be enjoyed by the affected personnel will be fully respected.

CHAPTER X

Licensing, Excessences, and Military Service

Article 10.1.

The worker, by warning of possible advance and proper justification, may be absent or absent from work, entitled to remuneration, for any of the reasons and during the minimum time shown below:

a) For sixteen calendar days in case of marriage.

b) For two days in cases of birth of a child, serious illness, hospitalization, serious surgical intervention or death of spouse, child, father or mother, grandchildren, grandparents, political children and siblings of one or the other spouse. In the cases of birth or death in the first degree of consanguinity or affinity, one of these two days will be work. Where the worker needs to make a shift to that effect, the time limit may be extended for up to three more days with the following criteria:

1. The extension will be one day (three days in total), when the distance is greater than 30 kilometres and not more than 100.

2. The licence shall be extended by two days (four days in total), where the distance is greater than 100 kilometres and not more than 250 kilometres.

3. The licence shall be extended to three days (five days in total), where the distance is greater than 250 kilometres.

In all three cases, the distance is understood between the work centre and the place where the family member is located who is of origin to the permit (health centre or home).

In case of discrepancy between the company and the worker in the distance measurement, the burden of proof will be borne by the company. These distances will be measured by the shortest public transport route.

c) For one day per transfer from your usual address.

d) For the time indispensable for the fulfillment of an inexcusable duty of public and personal character. Where it is established in a legal or conventional rule for a given period, it will be available for the duration of the absence and its economic compensation.

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

f) During a day by wedding of first-degree relatives, brothers and political brothers.

g) One day per first child of worker's communion that is in turn when it matches day of work on its calendar.

(h) For the time necessary to attend the medical consultation of the specialist, whether or not of the Social Security, being the worker's obligation, except in exceptional cases, to indicate before the visit the time of (a) consultation and subsequent justification for such a visit to the company.

You will also have the time required to attend the Social Security Health Care Doctor's consultation.

(i) Up to ten hours per year of paid leave in the case of children under the age of seven, duly justified by the Order, where the following conditions are necessary for granting the allowance:

1. That both spouses credit their status as employed persons.

2. That the hours of consultation coincide with the working day of both spouses.

Article 10.2.

The working woman will be entitled, in the course of delivery, to a period of suspension of sixteen weeks uninterrupted, expandable, by multiple birth, up to eighteen weeks. This period will be distributed to the interested party, provided that six weeks are immediately after the birth, and may make use of the father for the care of the child in case of death of the mother. However, in the event that the mother and father work, the mother and the parent may choose to have the father enjoy up to four of the last weeks of suspension, provided they are In addition, the patient has been interrupted and at the end of that period, except that at the time of his or her effectiveness the incorporation into the work of the mother poses a risk to her health.

In the case of adoption, if the adopted child is less than nine months, the suspension shall be for a maximum duration of eight weeks, counted from the court decision making the adoption. If the adopted child is under five years of age and older than nine months, the suspension shall last for a maximum of six weeks. In the event that the father and the mother work, only one of them will be able to exercise this right. The working woman during this period shall be entitled to 100 per 100 of the salary, subject to the rate of absenteeism set out in Article 15.1 of the Convention.

Workers shall be entitled to a period of leave of absence, not exceeding three years, to care for the care of each child, whether by nature or by adoption, from the date of termination of the rest. mandatory. Successive children shall be entitled to a new period of leave which, if appropriate, shall end the period of their enjoyment. When the father and the mother work, only one of them will be able to exercise this right.

In case of maternity or paternity during the period of enjoyment of the excess (maximum three years), the reserve of the job of the affected or affected is guaranteed. The time of such leave shall count for the purposes of seniority.

The pregnant woman, starting in the fourth month of pregnancy and case of developing a job previously declared by the Medical Company or, failing that, the Social Security as painful or dangerous for her pregnancy, will have right:

(a) Preference to occupy, only for the duration of that state, the first vacancy occurring in a job without such a risk, appropriate to its professional training and provided that it is not of a higher category.

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 The pregnant woman causes a low in the job for that reason.

Article 10.3.

Workers, who are breastfeeding for a child under the age of nine months, will be entitled to an hour of absence from work, which may be divided into two fractions. The woman, by her will, will be able to substitute this right for a reduction of the normal working day in half an hour for the same purpose. This permit may be enjoyed either by the mother or by the father in case both work.

Article 10.4.

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

This right may only be exercised by one of the spouses.

Article 10.5 Voluntary Excedences.

The worker with an age in the one-year-old company has the right to be recognized as being on a voluntary basis for a period of not less than two years and no longer than five years. This right may only be exercised by the same worker again if four years have elapsed since the end of the previous leave.

The surplus worker retains only a preferential right to the reentry into the vacancies of equal or similar category to his or her that would have been or were produced in the company.

If there is no vacancy in his or her job, the worker may opt for another vacancy of lower or higher status and, in the latter case, provided that the right of promotion of other workers does not collide and is adapted to the profile required for the position to which you opt.

Article 10.6 Trade union rights.

Workers who are elected to carry out trade union positions higher than that of the company will be able to apply for leave of absence, with the company being obliged to grant them for the duration of their stay in office. This surplus will be considered as forcible and therefore the age will be computed.

Article 10.7.

The sick or injured worker shall be entitled to the benefits provided for in the General Law on Social Security and shall be subject to the situation of forced leave when declared to be affected by an incapacity for work. However, if it retains the functional capacity necessary to carry out another work within the undertaking, it may request compliance with the provisions of Articles 6.16 and 8.3 of this Convention.

Article 10.8 Military Service.

All workers who join ranks to comply with the mandatory Military Service, volunteer to anticipate that or replacement social benefit, will have their job reserved for the duration of the same period. and two more months, computing this time for ancient purposes as if they were present in the company.

They shall be entitled to receive in full all the extraordinary benefits provided for in this Convention and also the periodic benefits of protection to the family if they were made before joining them. effective.

Those who are in the Military Service or substitute social benefit benefit from permission may be reintegrated into their work, if the permit is at least one month. The company must provide them with occupation, even if the workers in this situation will not be able to demand any specific place.

Whoever occupies the vacancy temporarily produced by the incorporation of a worker into the Military Service, upon rejoining the company already licensed from the Army, will return to its old position if it belonged to the company with fixed character, or cease if you have entered directly to cover that square.

If the fixed worker does not join his post within two months of the first subparagraph, the alternate shall acquire in his category the rights corresponding to the staff of the staff and shall be taken into account. the effects, years of service or the time he/she acted as an alternate.

CHAPTER XI

Remuneration

Article 11.1 Retributions.

A) Year 1996:

1. The undertakings to which this Convention is required guarantee to all staff an increase of 3.50 per 100 on the total gross theoretical remuneration of each worker in 1995.

2. However, the salary tables annexed to this Convention are laid down as minimum conditions for the sector.

3. Those undertakings which, when applying the increase of 3,50 per 100, the resulting amount exceeds, in normal time, the salary tables annexed shall adjust their salary receipts to those tables and shall calculate the surplus in separate box under the concept of "Enterprise salary supplement".

4. The remuneration which existed on 31 December 1995 in terms of quantity or quality of production shall be entered in the salary receipt in an independent box and shall not form part of the 'Enterprise wage supplement'. This independent box shall include the remuneration in its entirety or only in the part of the latter, after the salary tables of this Convention have been completed.

5. The remuneration of the 'Enterprise wage supplement' as defined in point 3 shall be made by dividing the annual amount between three hundred and sixty-six days or twelve months in 1996, depending on whether the system of remuneration is daily or monthly.

6. The agreements or agreements already made for 1996 shall be fully respected provided that, as a whole and on an annual basis, they are equal to or greater than those considered in this Convention.

7. The salary Convention which shall be payable for normal working time and performance, as set out in the tables in the Annex, is defined in Article 11 (4) of this Convention.

8. Wage revision clause. In the event that the Consumer Price Index (CPI established by the INE) records at 31 December 1996 an increase of more than 3.50 per 100% to the figure that will result from the CPI as at 31 December 1995, a wage revision, as soon as this circumstance is officially established, in excess of the indicated figure. Such an increase will be paid with effect from 1 January 1996, thus serving as a basis for calculating the wage increase for 1997 and for the purpose of carrying out such a reference to the salaries or tables used for the purposes of the Agreed increases this year.

This wage revision will be paid in one pay during the first quarter of 1997.

The CPIV, once known as the CPI, will make the new salary tables.

B) Year 1997:

1. The undertakings to which this Convention is required guarantee to all staff the increase resulting from the increase in the CPI provided for by the Government for 1997 by 1.10 on the total gross theoretical remuneration of each worker in the year 1996.

2. However, the above mentioned the minimum conditions for the sector of the salary tables that will be made by the CPIV.

3. Those undertakings which, when applying the increase referred to in paragraph 1, the resulting amount exceeds, in normal time, the resulting salary tables for 1997 shall bring their salary receipts into line with those tables and account for the surplus in separate box under the concept of 'Enterprise pay supplement'.

4. The remuneration which existed on 31 December 1996 in terms of quantity or quality of production shall be entered in the salary receipt in an independent box and shall not form part of the 'Enterprise wage supplement'. This independent box shall include the remuneration in its entirety or only in the part of the latter, after the salary tables of this Convention have been completed.

5. The remuneration of the 'Enterprise wage supplement' as defined in point 3 shall be made by dividing the annual amount between three hundred and sixty-five days or twelve months in 1997, depending on whether the system of remuneration is daily or monthly.

6. The agreements or agreements already made for 1997 shall be fully respected, provided that they as a whole and in annual accounts are equal to or greater than those under this Convention.

7. The salary Convention which shall be payable for normal working time and performance, as set out in the tables in the Annex, is defined in Article 11 (4) of this Convention.

8. Revision clause 1997: In the event that the Consumer Price Index (CPI established by the INE) will register at December 31, 1997 an increase

higher than the CPI provided for this year by the government, a wage revision will be carried out as soon as this circumstance is officially recorded in the excess over the indicated figure and would have its application with effect from 1 January 1998 (with no retroactive effect on 1997) for the establishment of remuneration to be paid from that date and serving as a basis for the increase to be made for that year.

Article 11.2.

All the remuneration laid down in this Convention is gross; therefore, the amounts in respect of social security contributions and all taxes corresponding to the amount paid by the employees shall be deducted from their remuneration.

Article 11.3.

Wages will be paid for months due, both to staff who return their assets on a monthly basis and to pay them for the day or hours of work.

Remuneration will be satisfied at the company's use or custom date.

Companies will be able to make the payment of remuneration through credit institutions, in accordance with the legislation in force.

When the current account heel is used as a means of payment, it must be received by the person concerned, who will sign the corresponding salary receipt. In the event of impossibility, you may authorise another person in writing to receive your remuneration, by signing the receipt on your behalf.

The bank credit, duly accredited, will supply the corresponding salary receipt.

In all forms of payment, the worker will receive a copy of the salary receipt to be able to know the different remuneration concepts, which is taxed at the public treasury and is listed for Social Security.

Article 11.4.

A wage agreement is established, which is reflected in the table in the annex, which will be earned per day and normal returns and which comprises the sum of: base salary, plus activity, linear increase 76 (40,000 pesetas/year) and plus 78 (66,000 pesetas/year), fixed in the salary tables of the 1978 Convention, increased in the corresponding total percentages agreed upon in the subsequent Conventions.

Any other remuneration concept shall be satisfied in accordance with the provisions of this Convention.

In those undertakings which have in the future established or implemented a measured work system, the wage agreement shall be deemed to pay the normal return established in that system.

In the event of the introduction of an incentive system, the economic content of the incentive system will be dealt with by the Staff Committee or Delegates, and case of disagreement, will resolve the labor jurisdiction in accordance with the Article 12 (6), without the obligation to establish a fixed rate of guarantee, even if it is recognised as a legal standard.

Article 11.5 Extraordinary Gratitude.

The covenant salary includes the extraordinary summer and Christmas bonuses. The amount of each of these amounts shall be divided between fourteen for the monthly remuneration staff and between four hundred and twenty-five and shall be multiplied by 30 for the daily remuneration plus the seniority supplement corresponding.

These rewards will be effective, the first included in the June payroll and the second between December 15 and December 20.

The staff who enter or cease during the year, the eventual and the interim will perceive these bonuses in proportion to the time worked, computing the fractions of month or week, depending on the cases, as months or full weeks.

Article 11.6 Antiquity.

All staff will enjoy regular service time increases consisting of two successive trienes and five-year periods.

The value of these triennial and five-year periods is set in the table in the annex.

For all staff, the limit for periodic increases is two triennial and four five-year increases. Compliance with the following five-year period is respected for workers who are in the consolidation tranche corresponding to it and were entitled under the previous regulation of the 1993 Convention.

In no case will the application of these rules mean any reduction in the amounts that are being collected for this concept.

The applicants, apprentices, recadists and buttons who have entered from 1 January 1978, their seniority will start to be computed from the date of their entry. Those entered into the undertaking before that date shall be taken into account in their seniority from 1 January 1978. In addition, the services provided in the trial period and by any temporary or temporary staff who will be employed in the company will be estimated.

The established periodic increases shall begin to become due from day 1 of the month following that in which they are fulfilled.

Those who are of category or change of professional group will receive the plus of seniority corresponding in the table to their new category or group.

In the event that a worker ceases at the company and subsequently reenters the company, the age count will be made from the date of the last entry.

article 11.7 Nocturnity.

The worker who provides his/her services at the end of the twenty-two at six hours will be charged a plus of Nocturnity, the amount of which for each category is shown in the table in the Annex.

This plus will be charged per day effectively worked at night and will not be made effective, therefore, in the worker's absences, even if these absences have the character of paid leave, except as provided in paragraph (d) of Article 12.16.

Article 11.8.

The staff who provide services in jobs where toxic substances are handled or work in premises where toxic substances are removed for health, or even without working with substances, do so in sections to which These substances may be toxic or harmful to health, they shall receive a work supplement in the amount laid down in the annexed table.

Bonifiability or insalubity works shall be determined by agreement between the Company and the Staff Committee or Delegates, and if there is no conformity, the competent jurisdiction shall be determined by the competent authority. Committee of the Company or Delegates of Personnel, and any other Committee that deems appropriate.

Cesara the payment of this plus at the time when it is credited to the competent jurisdiction by the company that the necessary measures have been taken to ensure that the work is carried out under normal conditions of health and safety. hygiene.

In those undertakings which, at the date of entry into force of this Convention, have an assessment of jobs in which the toxic or unhealthy conditions have been tempered, the table corresponding to the present shall not have effect. Article.

Article 11.9 Compensation per day.

For workers who are engaged in continuous working hours for a period of more than five hours uninterrupted in normal working hours, a rest period of 15 minutes is established.

However, in those jobs that in previous years did not come and enjoy this compensation, they will not be able to benefit from it.

If by the nature of your work you cannot rest the period of the fifteen minutes established, you will receive for this concept an amount equal to the fourth part of the value of the necessary extraordinary hour or structural the Annex, compensation which shall be effective for the day actually worked without such rest, unless it comes to the receipt of higher remuneration, irrespective of its weekly working day, in which case it shall keep it constant, not being absorbable or compensable and without on it no increase is made in time, until it is equal to or below the value that is reaching the fourth part of the necessary or structural extraordinary hour. Produced this fact, it will be adapted to this value.

The financial compensation referred to in the preceding paragraph is included in the separate box salary receipt under the concept of "Continuous Day Compensation" (CJC) and will not be counted as an extraordinary time. as set out in paragraph 9 of Article 9 (4).

Article 11.10 Profit participation.

Within the first quarter of the year following the validity of this Convention, and in terms of profit participation, the amounts shown in the tables in the Annex shall be paid.

The staff who have not completed the year corresponding to the profit participation due to their income or termination of the company will receive the proportional share of the service delivery time, as a full month the fraction of the same.

Article 11.11 Diets.

If, for the needs of the service, any worker from the locality in which he/she habitually has his/her destination is to be displaced, the company will pay him 75 per 100 of his/her daily wage agreement when he/she carries out a meal out of his/her home and 200 per 100 when you have to eat and stay out of it.

When the worker is unable to return to eat at home, the company works different from the usual ones, even if it is within his/her locality, he/she will be entitled to the diet for food.

The travel expenses will be borne by the company, which will provide first-in-rail and ordinary air tickets to all staff who have to travel.

If, due to special circumstances, the expenses incurred by the posting exceed the amount of the allowances, the excess must be paid by the company on account of the expenses incurred, without in any case the time spent on site trips at any extra cost because their duration exceeds the legal journey.

Article 11.12.

When, by the nature of their function, the worker has to move continuously from his or her work centre, even if it is within the same locality preventing him from eating at his home, the company will, on the basis of justification, cover him the costs of such displacements for a minimum of 1,000 guaranteed pesetas, unless other conditions are laid down in his individual work contract.

Article 11.13 Anticipates.

The worker will be entitled to receive advances on account for the work already done, without these being able to exceed 90 per 100 of the amount of the wage agreement accrued.

CHAPTER XII

A) Business Committee

Without prejudice to the rights and powers granted by law, the Company Committees are recognized as the following functions and competencies.

Article 12.1.

1. Quarterly to be informed by the management of the company on the general evolution of the economic sector to which the company belongs, the evolution of the business and the situation of the production and sales of the entity, on its production program and on the likely evolution of employment in the enterprise.

2. Each year, the balance sheet, the results account, the Memory and, in the case of the company magazine the form of company by shares or units, of all the documents are made known to the members.

Article 12.2.

Being informed with character prior to execution by the company:

1. The total or partial transfer of the business premises.

2. About the company's vocational training plans, exercising vigilance on the quality and effectiveness of the teaching of the company's training and training centers.

3. On the merger, absorption or modification of the legal status of the company, where this implies any impact affecting the volume of employment.

4. About changes in ownership of the company, precept in writing.

5. On the new staff recruitment, knowing the models of contract of employment used in the company, as well as the documents relating to the termination of the employment relationship (copies of TC2, finiquitos and company certificates).

6. In writing, of the holiday chart established by the company, which must be exposed before 1 April of each year.

7. From the calendar of work prior to his/her visa by the competent labour authority. This timetable must be drawn up within the maximum period of 30 days following the publication of the Convention in the Official Gazette of the State. In the event of a Convention establishing the working day before, the working calendar must be drawn up before 31 December if the Community's working calendar has been known in good time at that date. Corresponding autonomic.

8. Statistics on the rate of absenteeism and their causes, accidents at work and occupational diseases and their consequences, the rates of accidents, income, unemployment and promotions.

9. On workers who voluntarily take part in the process of jubilation laid down in Article 19.2.

10. The activity of the medical services in the company in all those aspects related to the protection of the health of the worker.

Article 12.3.

Exercise a surveillance task:

1. On compliance with the existing rules on employment and social security of the agreements, conditions or uses of the company in force.

2. Collaborating with the company's management in the fulfillment of how many measures it seeks to maintain and increase the productivity of the company, through the timely information.

3. On the staff selection process, not only to ensure compliance with current or agreed regulations, but also to ensure the principles of non-discrimination, gender equality and the promotion of a rational employment policy.

Article 12.4 Professional capacity and stealth.

1. The Committee on Enterprise is recognized as a procedural capacity, as a collegiate body to exercise administrative or judicial actions in all matters relating to the scope of its powers.

2. The members of the Enterprise Committee, as a whole, shall observe professional secrecy in respect of Articles 12.1 and 12.2 (1), even after they cease to belong to the Committee of Enterprise and in particular in all matters relating to the which the Directorate expressly points to the reserved character.

B) Staff Delegates

Article 12.5.

Staff Delegates shall have the duties and powers of the members of the Business Committee referred to in Articles 12.1 and 12.2.

C) Enterprise and Staff Delegates Committees

Article 12.6.

In all assumptions of the implementation of systems of productivity or substantial modification of the existing ones, the report of the Committee of Enterprise or Personnel Delegates will be required.

Article 12.7.

Changes in the classification of workers may be proposed. If there is no agreement with the management of the company, the Joint Committee will be resolved. In the event of disagreement in this Commission, the competent body or jurisdiction shall be resolved.

Article 12.8.

In the field of safety and hygiene, it is up to the Committee of the Company to designate the representatives of the staff who are part of the Committee on Safety and Hygiene, to revoke them when they consider it appropriate and to be informed of the activities of the Committee.

Staff Delegates will have the same privileges on the Safety and Hygiene Guards.

Article 12.9.

The Business Committee or Personnel Delegates, heard by the Safety and Health Committee or Security Vigilante, could, in the event of disagreement with the company, request proceedings before the social jurisdiction in order to toxicity of some job.

Also, in case of disagreement with the company, you may bring to the attention of the competent labor jurisdiction those cases in which, hearing the Committee on Safety and Hygiene, there is a certain risk, due to the working conditions accident or occupational disease.

Article 12.10.

To know and report preceptively in cases of substantial modification of the working conditions affecting the workers, unless there is agreement with the interested parties.

Article 12.11.

In the cases of employment regulation, for economic or technological reasons, a prior instance of negotiation with the company by the representatives of the workers and trade unions is established. They may be advised by their technicians and jointly study with the company the economic situation of the company when the file is motivated by economic reasons. The time limit for carrying out such a study may not exceed 20 calendar days, after which the undertaking is empowered to submit the file to the relevant labour authority.

This period of prior instance is independent of the period laid down in the relevant legislation.

Article 12.12.

Be informed through the Head of the Enterprise Committee and Secretary of the same or Personal Delegates, prior to the imposition of sanctions.

Article 12.13.

The Business Committee or Staff Delegates will participate jointly with the Company's management in the development of social, cultural and recreational activities.

The statement of accounts of the economic funds for these activities may also be released on a semi-annual basis.

Except for those social functions that have their own regulation, such as patronages, housing, economates, etc.

Article 12.14.

The Business Committee or Staff Delegates shall have the power to check the assumptions referred to in the articles of work of a higher and lower category, and in the event that the conditions laid down are not respected. In the same way, they will put these facts in the knowledge of the labor authority, whenever there is disagreement with the company's management.

Article 12.15.

In cases of modifications of existing work schedules, and of no agreement on the same with the workers concerned, it is the responsibility of the Committee of the Company or the Delegates of Personnel to go to the jurisdiction competent labour.

The company will not be able to implement the modification until it resolves that authority.

Article 12.16 Guarantees.

(a) No member of the Committee of Enterprise or Delegates of Personnel may be dismissed or punished during the performance of his duties, or within the year following his termination, unless the latter occurs by revocation or resignation, and provided that the dismissal or sanction is based on the action of the worker in the legal exercise of his or her representation. If the dismissal or any other sanction for alleged serious or very serious misconduct to other causes, a contradictory file must be dealt with, in which it shall be heard, apart from the person concerned, the Committee of Enterprise or other Delegates of Personnel and the Delegate of the Union to which he belongs, in the event that he is recognized as such in the company.

They will have priority of staying in the company or working center with respect to other workers, in the cases of suspension or extinction due to technological or economic causes.

(b) They may not be discriminated against in their economic or professional promotion because of the performance of their representation.

c) They may exercise the freedom of expression within the company, in the matters of their representation, being able to publish or distribute without disturbing the normal development of the production process, publications of employment or social interest, communicating all of this in advance to the company, and exercising such tasks in accordance with the legal standard in force.

d) Dispose of paid monthly hours according to the following scale:

Up to 35 workers: Fifteen hours.

From 36 to 100 workers: Twenty hours.

From 101 to 250 workers: Twenty-five hours.

From 251 to 500 workers: Thirty hours.

From 501 to 750 workers: Thirty-five hours.

More than 750 workers: Forty hours.

The hours of your working day that the employees ' representatives employ on the basis of their position, in accordance with the legislation in force, will be paid as if they were present in their job.

Members of the Business Committee or Staff Delegates may waive part of these hours or all of them, accumulating in one or more of these Committee members or Staff Delegates, without exceeding the maximum total that determines the Law. If this accumulation reaches the number of annual working hours, they may be relieved of it without prejudice to their remuneration.

Those who resign will sign an act that will include the resignation and acceptance of the one or those in which they accumulate and will make it to the company's management.

In addition, the excess over the same will not be computed within the legal maximum of hours due to the designation of Delegates of Personnel or members of Committees as components of the Negotiating Commissions of Conventions. Collective agreements, in which they are affected, and with regard to the holding of official sessions through which such negotiations take place and where the undertaking concerned is affected by the field of negotiation referred to.

In the case of sessions of the Joint Commission for Interpretation and Surveillance of the Convention and the Technical Commissions set up in this Convention, the worker shall enjoy the said permit even if his undertaking is not affected by the issues to be dealt with.

(e) Without exceeding the legal maximum, the paid hours available to the members of the Staff Committee or Delegates may be consumed in order to provide for the assistance of the members to training courses organised by their staff. Trade unions, training institutes or other entities.

Article 12.17.

In the event that new machinery is installed in a company whose jobs are not classified in the current Collective Agreement, the company's management, after consulting the Business Committee or Personnel Delegates, assign the professional group or category corresponding to those posts, and must inform the Joint Commission of Interpretation and Surveillance. In the event of disagreement on the part of the workers ' representatives, the CPIV shall seek information from both parties and decide on the professional group or category to be carried out.

Article 12.18 Assemblies

The workers ' representatives will have twelve hours a year for the holding of Assemblies of Staff within the working hours, without in any case disturbing the normal activity of the work processes in the continuous.

These Assemblies should be requested with forty-eight hours in advance, without prejudice to the possibility of studying urgent approaches in each case.

When working in shifts, because of the inadequacy of the premises or for any other circumstance, the entire establishment cannot be simultaneously met, without prejudice or alteration in the normal development of production, the various partial meetings to be held shall be considered as one and dated on the day of the first.

CHAPTER XIII

A) Trade union action

Article 13.1.

The two sides undertake to establish in the respective territorial scope Pariitary Commissions, composed of the Trade Union and the employers represented, that have as their mission to reach an agreement in the conflicts arising between workers and businesses.

Article 13.2.

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

Article 13.3.

Workers affiliated to a union may be at the workplace or workplace:

Constitute union sections in accordance with the provisions of the Statutes of the Union.

Hold meetings, after notification to the employer, collect fees and distribute union information outside the working hours and without disturbing the normal business activity.

Receive the information sent to you by your Union.

Article 13.4.

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:

In order to facilitate the dissemination of those notices that may be of interest to the members of the Union and to the workers in general, the company will make available to them tables of announcements that must be placed within the (a) the working centre and where appropriate access to the same worker is ensured.

To collective bargaining in the terms set out in the specific legislation.

Article 13.5.

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

The enjoyment of the unpaid leave necessary for the development of the trade union functions of his office, being able to establish, by agreement, limitations to the enjoyment of the same according to the needs of the production process.

For assistance and access to work centres to participate in the activities of their trade union or the workers ' group, after communication to the employer and without the possibility of interrupting the exercise of that right. the normal development of the production process.

Article 13.6.

Trade union representatives who participate in the Collective Agreements negotiating commissions, maintaining their links as workers in assets in any company, will be entitled to the granting of paid leave. they are necessary for the proper exercise of their work as negotiators, provided that the company is affected by the negotiation.

Article 13.7.

The Trade Unions will be able to develop their activity in the company with full guarantees for its efficient operation.

Article 13.8.

The Head of the Trade Union Central in the company shall have the same trade union rights and guarantees as set out in this Convention for the members of the Business Committee or Personnel Delegates while holding the post of responsible, except for the paid hours laid down for those by the legislation in force at any time. However, the companies are committed during the term of this Convention to give to the heads of the Central Trade Union all possible facilities for the performance of their trade union function.

B) Trade union delegates

Article 13.9.

In companies or, where appropriate, in workplaces that occupy more than 250 workers, whatever the class of their contract, the Trade Union Sections that may be constituted by the workers affiliated with the Trade unions, with presence in the Enterprise Committees, will be represented, for all intents and purposes, by union delegates elected by and among their affiliates in the company or in the workplace.

Article 13.10.

The number of trade union delegates per trade union section of the trade unions which have obtained 10 per 100 of the votes in the election to the business committee will be determined on the following scale:

From 250 to 750 workers: One.

From 751 to 2,000 workers: Two.

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

From 5,001 onwards: Four.

The Trade Union Sections of those Unions that have not obtained 10 per 100 of the votes will be represented by a single union delegate.

The Union that claims to have the right to be represented by personal ownership in any company must prove it to the same person in a feisty way, recognizing act followed by the said union delegate Representative of the Union for all intents and purposes.

Article 13.11 Duties of the Trade Union Delegates.

1. Represent and defend the interests of the union to whom it represents and of the members of the union in the company and serve as an instrument of communication between its Central Trade Union or the Union and the Directorate of the respective companies.

2. They may attend the meetings of the Committee of Enterprise, the Committee on Safety and Hygiene at Work and the Joint Committee on Interpretation, with a voice and without a vote.

3. They shall have access to the mime information and documentation that the company must make available to the Committee of Enterprise, in accordance with the provisions of the Law, being obliged to keep professional secrecy in the matters in which it is legally applicable. If they are not part of the Business Committee, they shall have the same guarantees and rights as recognised by the Law to the members of the Business Committee.

4. 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.

5. They shall also be informed and heard by the undertaking on the basis of:

a) About layoffs and penalties affecting union members.

(b) In the case of the restructuring of the workforce, employment regulations, the transfer of workers when they are a collective magazine, or of the general working centre, and in particular any project of business action which may affect substantially to the interests of the workers.

c) The implementation or review of work organization systems and any possible consequences.

Article 13.12.

The trade union sections of the most representative trade unions and those with representation in the Enterprise Committees shall be entitled to the use of an appropriate premises in which they can carry out their activities in those sectors. companies or job centres with more than 250 employees.

Article 13.13.

Trade union delegates or positions of national relevance of the Central and Central European Central Bank (Central) recognised in the context of the present Convention shall be allowed to leave for the meetings of the Joint Committee of Interpretation and Surveillance of the Convention and Technical Commissions created in this Convention, even if your company is not affected by the issues to be dealt with.

Article 13.14 Union quota.

At the request of the workers affiliated to the Central or Trade Unions holding the representation referred to in this paragraph, the companies will discount the amount of the union quota on the monthly payroll of the workers corresponding. The worker concerned in carrying out such an operation shall forward to the management of the undertaking a letter in which the order for the discount, the Central or the Union to which he is concerned, the amount of the quota, and the number of the Savings bank current account or book, to which the corresponding amount must be transferred.

Companies will carry out the following actions, unless otherwise indicated for periods of one year.

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

Article 13.15.

The trade unions and the national associations are aware of the need for greater contact and mutual cooperation, in order to obtain a more real knowledge of the sector. In this sense, and as a first step, they agree to implement every six months a meeting between the Central Trade Union and the national associations to develop this idea, exchanging in them the general information that is considered of interest.

Article 13.16.

Regarding the assumptions of practices that, in the opinion of some of the parties, may be described as anti-union, it will be within the provisions of the Laws.

CHAPTER XIV

Safety and hygiene at work

Article 14.1.

The signatory parties agree on the need to strengthen preventive actions in the field of occupational safety and health. Such actions shall have a method which directs and addresses the risk of a continuous form of analysis or, failing that, of controlling industrial accidents (accidents at work and occupational diseases).

To this effect, considering that the issues affecting occupational health and safety at work must be a priority, they make a serious call to the Directorates of Enterprise, Health Committees, Delegates of Prevention, Works and Delegates Committees for Personnel and Workers, for the strictest compliance, monitoring and enforcement of all the existing prevention and safety standards (general and enterprise or center) and the adoption of those actions (a) organisational, training and information which are deemed necessary for a real reduction in claims.

All companies in the sector must be sought the most absolute collaboration of all, so that preventive measures can effectively reduce the risks arising from the production process and the accidents that occur. in the same.

The promotion and intensification of organizational, training, and pre-ventionistic signs that allow staff to adapt to the organizational changes that the new technologies will be a priority are also a priority. can bring with them.

The signatory parties also agree that the medical and epidemiological surveillance aspects of the company's medical services should be strengthened.

Entry into force of the Law on the Prevention of Labor Risks dated February 10, 1996, which incorporates the Spanish leigislation in the field of prevention, safety and occupational health, the most advanced norms of Community law In the matter contained in the Directives of EEC 89/391, 94/33 and 91/383, the parties to this Convention consider that the best protection of workers in the sector in the field of occupational safety and health is obtained by reference to the Law on the Prevention of Occupational Risks and Regulatory and Development Standards, which They are the legislation in force and it is mandatory for companies and workers in the sector to apply and enforce it.

However, in those undertakings which, pursuant to Articles 14 (5) and 14 (6) of the previous Convention, have designated for the Committee on Safety and Hygiene any non-member of the Committee of Enterprise, they may maintain Those persons, as delegates of prevention under the same conditions as authorized by the articles, until the termination of the electoral mandate of the Committee of Enterprise which made the designation, period in which the signatory parties commit themselves to to negotiate the adequacy of the aforementioned articles to the future regulatory development of the Law.

CHAPTER XV

Absenteeism

Article 15.1.

In cases of occupational accidents or occupational diseases, companies will supplement the benefits of Social Security up to 100 per 100 of the real wage of the worker in ordinary working hours.

Article 15.2.

In cases of temporary incapacity for work due to a common illness or non-work accident, in the first fall within the calendar year, companies will supplement the benefits of Social Security up to 100% of the actual salary of the worker in ordinary day.

In order to obtain this benefit, the following conditions must be met:

1. Depending on the rate of absenteeism, for the whole of the workers in each working centre for common sickness or accident, whether at work or not in the calculation of the previous 12 months, the following scale is established for this Convention:

a) From 0 to 3.5 of absenteeism, 100 per 100 of the salary.

b) From 3.51 to 4.50 absenteeism, 95 per 100 of the salary.

c) From 4.51 to 5.00 of absenteeism, 90 per 100 of the salary.

d) From 5.01 to 6.00 of absentee, 85 per 100 of salary.

e) From 6.01 to 7.00 of absenteeism, 80 per 100 of the salary.

This index will be obtained by dividing the lost hours between normal working hours.

2. Notify the absence as soon as possible and present the disease or accident, extended by the Social Security, mutual or mutual insurance, within the 24-hour period.

3. In the centres where there is a medical company, the sick or injured person shall go through the service once a week and, in the event that the disease or accident prevents him from posting, he/she shall notify him for the purpose of the doctor's possible visit to his/her domicile.

The Business Committee will be informed monthly of the absenteeism index, will analyze it and will be able to arbitrate the measures it deems appropriate

Article 15.3.

In the second low for temporary incapacity for work in the case of a common illness or non-work accident within the calendar year, during the first seven days of the year, 60 per 100 of the real salary will be paid, except that the The amount resulting from the application of this procedure to the common contingency regulatory base is higher.

Article 15.4.

In the third and successive casualties, within the same calendar year, during the first ten days the provisions of the previous article will apply.

Article 15.5.

In the cases referred to in the previous two Articles and after the respective periods of seven and ten days have been exhausted, the supplements to be applied shall be calculated in accordance with the table set out in the Article 15.2, paragraph 1.

CHAPTER XVI

Life Collective Insurance

Article 16.1.

In companies attached to this Convention there will be collective insurance, which will cover the following risks, with the compensation details:

a) Death from common disease, 1,250,000 pesetas.

b) Death by non-professional accident, 1,250,000 pesetas.

c) Death from occupational disease, 2,500,000 pesetas.

d) Death from work disease, 2,500,000 pesetas.

e) Absolute permanent validity by common illness or non-work accident, 1,250,000 pesetas.

f) Absolute permanent validity by occupational disease, 2,500,000 pesetas.

g) Absolute permanent validity by professional accident, 2.500,000 pesetas.

These allowances shall apply once the policies are updated, which shall be done within a maximum of one month from the date of publication in the "Official State Gazette" of this Convention.

The payment of the premium will be made by the contribution of 55 per 100 of the premium by the company and 45 per 100 by the worker. Membership of this Insurance will be voluntary on the part of each worker.

In case of early retirement, at the request of the retiree and agreement with the insurance institution regarding the coverage of the contingencies, it will be maintained in equal conditions of contribution by company and worker the Insurance referred to in this Article, up to the age of sixty-five years. The contingencies to cover in this case will be:

Death from common disease.

Death by non-professional accident.

Death from professional illness.

Absolute permanent disability due to common illness or non-work accident.

Absolute permanent disability due to occupational disease.

Companies that currently have a collective insurance agreement will be able to choose, by common agreement with the workers, to join the Insurance that is established in this Convention or to continue with their own.

CHAPTER XVII

Child labour and vocational training

Article 17.1.

In this area, the legislation will be available at any time.

Article 17.2 Technological modifications.

In the event that a job position is affected by technological changes, the Directorate will offer the workers who occupied it a training course for the time reasonably necessary for their adaptation to the new technologies.

Article 17.3 Vocational training.

The Directorate will collaborate at the provincial, regional or state level with the agencies that proceed to impart in the company courses of occupational training occupational trash and general that store to raise the cultural and technical level of the workers.

ASROLE will report these courses to the Convention's signatory trade unions.

The signatory parties assume the full content of the National Agreement on Continuing Training of 16 December 1992, stating that it will develop its effects in the functional scope of this Collective Agreement.

The Joint Committee is empowered to develop any necessary initiatives conducive to the implementation of this Agreement.

CHAPTER XVIII

Garments

Article 18.1.

Companies shall provide their workers with divers, monkeys, pets, gowns or similar garments in number of two, appropriate to the functions they perform. Personnel who treat acids or other corrosive materials will be provided with equipment suitable for their purpose, and those who work in the weather or in wet clothing and wet-wear sites as comfortable and as light as possible.

A uniform will be made available for workers to be used by the company.

The term of use of the same will be of one year and for your computation will always be understood the effective working time and never natural periods.

CHAPTER XIX

Special retirement at sixty-four years

Article 19.1.

The parties to this Convention have examined the possible effects on the employment of the establishment of a system that allows for retirement with 100 per 100 of the passive rights of the workers in the sixties and four years of age and the simultaneous recruitment by the employers of young workers or recipients of unemployment insurance in number equal to that of early retirement which is agreed with contracts of the same kind as those which are replace, taking into account the Royal Decree 1194/1985 of 17 July 1985.

Article 19.2 Voluntary retirement incentivised.

For workers who decide their voluntary retirement before they are sixty-four years old, the following amounts are set:

At sixty years old: 925,000 pesetas.

At sixty-one years: 650,000 pesetas.

At sixty-two years: 500,000 pesetas.

At sixty-three years: 350,000 pesetas.

Companies are obliged to comply with this voluntary retirement scheme up to a maximum of 8 per 100 employees per year. However, in companies of less than 13 employees, one worker per year may be retired in these conditions.

In order to have access to this voluntary early incentive retirement, the worker must have at least one seniority in the five-year-old company.

In the event that other conditions exist for early retirement in some companies, the worker may opt for the one that he considers most beneficial of the two, being therefore incompatible.

By the age of sixty-two years, workers may choose between the replacement contract (partial retirement), the one set out in Article 12 of the Workers ' Statute, the Royal Decree 1991/1984, or the total retirement voluntary, referred to in this Article.

CHAPTER XX

Multijobs

Article 20.1.

The parties to this Convention consider it appropriate to eradicate pluriemployment as a general rule.

For these purposes it is necessary that the penalties provided for in the legislation in force in the cases of non-discharged workers in Social Security be applied with the utmost rigour, due to the fact that they are already discharged in another country. company.

in order to contribute to the objective of controlling pluriemployment, it is considered essential that the exact fulfilment of the requirement to make known to the legal representatives of workers the newsletters of social security contributions is considered essential. models of written work contracts used in the enterprise, as well as documents relating to the termination of the employment relationship, as provided for in Article 64.1.5 of the Staff Regulations. Failure to comply with this obligation shall be deemed to be serious for the purposes of its sanction by the labour authority.

CHAPTER XXI

Voluntary conflict solution procedure

Article 21.1.

The parties to this Convention ratify the agreement signed on 23 March 1996 of accession to the Agreement on the Extractive Solution of Collective Conflicts, signed last January by the parties. CEOE and CESME employers ' organisations and the Union Confederations of UGT and CC.OO., and, as a result, agree:

1. To ratify in its entirety and without any conditions the Agreement on the Extrachaujudicial Solution of Labor Conflicts, as well as its implementing Regulation, linking, consequently, to the totality of the workers and businessmen included in the territorial and functional scope they represent.

2. The parties agree, accordingly, to hold fully the mediation and arbitration bodies established by the Interconfederal Mediation and Arbitration Service, in accordance with Article 5.2 of the ASEC.

3. The scope of this agreement is determined by the Article 1 of the State Collective Agreement of Pastas, Paper and Carton, and also affects those companies in the pulp, paper and cardboard industries with their own Convention.

4. The effective implementation of the procedures provided for in the ASEC shall be in accordance with the provisions of the final provision of the ASEC itself and on the date and form specified by the trade union and employers ' organisations of this Agreement.

Additional disposition first.

A Joint Technical Commission composed of two members from each of the Central Trade Union's signatories to this Convention and the same number of representatives from ASROLE is hereby established to undertake the study and update of the professional classification in the companies of the sector listed in the Annex to the Convention.

The work will have to be initiated after the signing of the Convention and the agreements, subject to the consideration of their respective entities and associations, will be incorporated into the text of the next Convention.

Additional provision second.

The parties to this Convention are aware of the problems that may arise in the near future with the current Social Security pension system for young workers and new income especially, What they understand should be a campaign to raise awareness among employers and workers and to undertake studies of possible supplementary pension schemes at sectoral or company level. To this end, it is agreed that a Commission should be set up to deal with the start of these composition studies identical to that provided for in the first provision.

A member of each Central Trade Union signatory to this Convention shall have the necessary paid leave to carry out its duties in these Commissions.

Transitional provision (effective 1 January 1996 to 31 December 1997). Failure to implement the wage increase in loss-making enterprises.

The percentage of increase in the total gross theoretical remuneration of each worker, as set out in Article 11.1, will be negotiated in companies which provide objective and reliable credit losses in the accounting years of the previous two years of each of the years of validity of the Convention. The forecasts for the year/s of the Convention shall also be taken into account.

In these cases, the setting of the salary increase will be in line with the company's scope, after negotiation between the company's management and the workers ' representatives and framing this decision within a plan of the future, which must contain industrial, commercial and financial measures to guarantee the industrial and employment future.

In addition, in this negotiation, which will be completed before 1 January 1997 or 1998, the subsequent updating of salaries should be fixed.

The credit of the differences that are left to be collected will be made as soon as it is established objectively and reliably that the company has a surplus or profits, except the opposite pact of the parties.

The request to adjust the wage increase to the loss situation of the companies will be initiated, at the request of the company's management, within a maximum period of thirty days from the signing of the Convention. The company shall communicate this to the Staff Delegates or Members of the Enterprise Committee and the Trade Union Sections of the Federations that are signatories to this Convention.

This communication must be made in writing and will be accompanied by the following documents:

Explanatory memory of the economic, technological and productive causes that motivate the request.

Economic documentation consisting of the Balance Sheet and the Results Account of 1994 and 1995 or 1995 and 1996, respectively.

Company Tax Statement referred to in the preceding paragraph.

Report on the Company's financial, productive, commercial and organizational aspects.

Report of the Audit Jury and/or Audit Report.

Company forecasts for 1996 and 1997, respectively.

General and specific measures that you intend to take to resolve the situation (future plan).

From that moment, a 30-day period of consultation and negotiation will begin between the company's management and the workers ' representatives. In this process, representatives of the Convention's signatory Federations will necessarily have to participate directly.

In the event of an agreement, the agreement will be sent to the CPIV of the Convention for its knowledge and control prior to its definitive application.

In the event of disagreement, the parties may voluntarily request the mediation of the CPIV, upon request in writing and for the referral of all information. The time limit for the ruling shall be 15 days.

For the follow-up to the agreement a Monitoring and Control Commission will be set up, which will meet, as

minimum, every three months to assess the effects of the future plan and decide on the measures to be taken in this regard.

ANNEX I

Defining each

' s own categories and jobs

professional group

TABLE 1

A) Directives

1. Director-General. -He is the one who directs the general activity of the company or group of companies.

2. Directors. -They are those who, at the orders of the Directorate-General and within the service or management unit entrusted, develop and implement the company's general policy, characteristics of the following positions or similar: production, Technical Director, Chief Financial Officer, Administrative Director, Chief Commercial Officer or Chief of Staff.

Also included in this category are factory and company directors.

3. Deputy Directors. -They are those who assist the Directors in all their duties and assume their responsibilities in the absence of them.

4. Technical Chiefs. -These are those that, to the immediate orders of the Directors or Deputy Directors, cooperate in the plane superior to the directive function.

The concrete determination of the positions of the management group will be the responsibility of the company's Directorate-General, which must do so by granting the specific category corresponding to each case.

B) Technical professionals

These professionals are divided into the following categories:

1. Superior technical professional. -It is the one who, being in possession of a degree awarded by a Higher Technical School or a university faculty, exercises within the company, with direct responsibility, the functions proper to his profession.

2. Average technical professional. -It is the one who, being in possession of a degree awarded by the Technical Schools of the Middle Grade, exercises within the company, with direct responsibility, the functions proper to his profession.

3. Graduates. -They are those who, possessing a diploma issued by educational institutions for whose studies are not required conditions required in the Spanish Technical Schools, carry out within the industry technical functions for which they have been contracted by virtue of his diploma.

C) Technical personnel

This technical staff is divided into the following subgroups:

1. Organizational staff. -They are the workers who study, advise and, where appropriate, organize the production procedures and the commercial and administrative operations. They plan and analyze the studies of times and movements, make recommendations to improve performance and monitor their compliance.

This staff is divided into the following categories:

a) Head of organization. -It is who, with initiatives and responsibility, performs all kinds of studies of improvement of methods and times, plans and watches the studies of the times and movements and controls them in all cases.

b) Technical organization of the first. -It is the one who performs the following functions related to the scientific organization of work: Cronomets and studies of times of all kinds; studies of methods with saturation of equipment (a) any number of operators; economic estimates, the production of complete tokens, the definition of lots or working sets for programming purposes, the calculation of the working time of the same establishment of the load tables in the all cases; establishment of complete material needs based on the difficulties of assessment, cutting of all classes and subsequent croquisations, inspection and control, collaboration in the establishment of assembly order for batch of parts or areas of general planning functions of production collaboration and resolution of problems of medium difficulty approach and graphical representations.

c) Second organization technician. -It is who performs the following works: Cronomesuits of all kinds, collaboration in the selection of data for the production of standards, study of working methods of medium difficulty and Equipment saturation of up to three variables; preparation of complete sheets of medium difficulty, economic estimates, reporting of works with difficulty of assessment in the data collection; definition of working sets with precise indications of his superiors; time calculations with data taken on a plane and works of medium difficulty and Consequently, assessment of the need for materials in cases of normal difficulty, inspection and control, collaboration in approach functions and graphic representations.

d) Auxiliary organization. -It is who performs simple work of scientific organization of work, such as simple timekeeping, accumulation of data with well defined guidelines, revision and preparation of worksheets, analysis and payment, control of simple operations, file and numbering of plans and documents, stock records of materials and order movement tokens (essentially work of transcription of information); calculation of times starting from well defined data and rules or rates and graphical representations.

e) An aspiring organization. -It is who with more than sixteen years works in organizational tasks, willing to start in the functions of this organization. When you are eighteen years old, you will have the category of Organization Auxiliary.

2. Technical office staff. -They are the workers who, acting under the direction and supervision of their superiors, perform tasks of a technical nature to assist in the preparation and execution of all kinds of projects.

This staff is divided into the following categories:

(a) Head of technical office. -He directs the activity of the services destined to study projects and to carry out all kinds of works and assemblies, as well as the improvement and/or reform of the facilities of the company.

b) Delineante-Projectista. -It is who, within the specialty to which the section in which it provides its services, projects or details what its immediate superior indicates or, the one without having it, does what it personally conceives according to the technical data or conditions to be provided. He has to be able to direct assemblies, to raise topographical drawings of the sites of the works to study, to mount and to repose. Within all these functions, the main ones are: To study all kinds of projects, to develop the work to be constructed and the preparation of data that can serve as a basis for the budgets.

(c) Delineant. -It is the one who develops the simple projects, raises plans of set and detail, be of the natural or of schematics or foreprojects studied, croquization of machinery together, order of materials for consultations and The invention also covers the use of higher amounts, the verification of resistance of parts, mechanisms or mechanical structures, prior to the knowledge of the working conditions and the effort to which they are subjected.

d) Auxiliary of technical office or Calcador. -It is the one who limits his activities to copy, by means of transparent papers of cloth or vegetable, the drawings, calcos or lithographs that others have prepared and to draw in scale croquis simple, clear and well interpreted, copying drawings of the stamp or drawings in clean, collaborating in the own works of the technical office.

3. Quality control personnel. -They are the workers who, acting under the guidelines of the Head of Service or the Production Technician, monitor and check that the product in production process conforms to the specifications given by the customer or order of manufacture, for the purpose of tests or examinations which the circumstances advise, while indicating to the higher or the production staff the anomalies which they observe in order to be corrected and to avoid, as far as possible, in any manufacturing process until the end of the product.

This staff is divided into the following categories:

(a) Head of Quality Control. -It is who, with initiative and responsibility, directs this section and verifies and verifies that the product in the process of manufacture or finish conforms to the specifications required by the client or established by the Directorate.

b) Quality controller. -It is who, with initiative and responsibility, verifies whether the product in the course of manufacture or already manufactured responds to the specific characteristics prefixed, detecting the anomalies that I will observe and giving account for the correct production, adapting it to the specifications required.

c) Quality control aid. -It is the one who performs auxiliary work of product control in the course of manufacture or already finished.

4. Laboratory personnel. -They are the workers who carry out research and chemical or physical analysis applied fundamentally to test, elaborate and perfect and test all those products related to the industry and to perfect and analyze the optimization of manufacturing processes.

This staff is divided into the following categories:

a) Head of laboratory. -It is who, with initiative and responsibility, directs research on improving the qualities and characteristics of products manufactured by the company, while checking and optimizing the manufacturing processes; it is also responsible for the verification and analysis of all types of products involved in this industry.

b) Analyst. -It is who performs the most delicate works of process control, raw materials and manufactured products. It must have acquired sufficient knowledge of analytical, qualitative and quantitative chemistry, and can continue with any analysis. He shall have responsibility and command over the rest of the laboratory staff if any.

c) Process Analyst. -It is who performs the analysis of pulp and paper, water and other products related to the paper industry and can carry out, under the supervision of the Analyst or the Head of Laboratory, other analysis that require further specialization.

d) Lab aid. -It is by itself the simplest analyses that this industry usually requires.

e) Sample Tomador. -It is the one that is in charge of the collection and collection of samples destined for the laboratory, also taking care of the good order and cleaning of the tables and material.

5. IT staff. -They are the workers who handle automatic machines that classify, select, calculate, resolve and record scientific, technical, commercial, economic, personal or other data, and also handle devices that serve as a complement to the data management team, such as those transferring data from cards to tapes or vice versa, high speed printers, etc.

This staff is divided into the following categories:

(a) Head of Computer Science. -It is the technician who is in charge of the management and planning of the different activities that coincide in the installation and operation of a computer, as well as the responsibility of analysis of applications and programming. It is also the responsibility of the resolution of the problems of analysis and programming of the normal management applications that can be developed by them.

b) Data processing Analyst. -It is who verifies organic analysis of complex operations to obtain the mechanized solution of the same as regards: Cadenas of operations to follow, documents to obtain, design of the same, file to treat and definition of their treatment, collaboration to the program of the tests of "logic" of each program and finalization of the technical files of complex applications.

c) Programmer. -It is who studies the complex processes defined by the Analyst, making detailed organigraps of the treatment. Write programs in the programming language that is indicated to you and make test trials, point the programs, complete the technical files of the programs, and document the console manual.

d) Operator. -It is who manipulates and controls computers equipped with operating system capable of working in multiprogramming, mainly equipment and programs of a complex nature. They should know how to detect and resolve operational problems by defining them as machine or operation errors.

e) Perforista-Recorder-Verifier.-It is who performs the perfect handling of the boring and/or verifying machines, and/or alphabetic and/or numerical recordings, to drill and/or verify the information of source documents. It follows the specific phases of drilling that have been coded and prescribed in detail and requires little or no selection, coding or interpretation of the data.

D) Commercial personnel

This staff is divided into the following categories:

1. Head of Sales. -It is the one who is at the front of one or several commercial sections with direct command or surveillance of the staff affected to it and with faculties to intervene in the sales and to have the convenient for the good functioning of the sections.

2. Sales Delegate. -Who directs a commercial dependency of a company, organizes and controls its personnel, both sales and administration, in order to comply with the program of commercial activities that is imposed on it, informing its superior to the results of their management, market situation, etc.

3. Head of sales team. -It is the person who has the task of scheduling the sales of the personnel to his orders, inspecting markets and deposits, making visits to clients personally when he considers it necessary and requesting from his staff information details of its activities.

4. Seller. -It is who, in addition to performing the duties of the traveler, takes care of obtaining all kinds of commercial information about the products he sells, fluctuations of the prices, charges, etc.

5. Traveler. -It is the person to the exclusive service of the company that runs routes preset by that, which serves limited geographical areas, offering items, taking notes of orders, informing the customers, transmitting the orders received and caring for their compliance.

E) Administrative staff

This staff is divided into the following categories:

1. Administrative Chief. -It is the responsibility of the administrative management of various sections or departments, having their orders to the administrative personnel who require the services.

2. Head of administrative section. -He is in charge of directing and directing the section he has in his office, as well as coordinating and distributing the work among the staff that he depends on.

3. First administrative officer. -That is the one who has a certain function, within which he exercises initiative and has responsibility, with or without employees to his orders.

4. Second administrative officer. -It is who with initiative and restricted responsibility, carries out works of a secondary character that, however, demand knowledge of the administrative technique.

5. Administrative auxiliary. -It is the one who performs administrative elementary operations and, in general, the purely mechanical inherent to the work of those.

6. Administrative aspirant. -It is he who, with more than sixteen years, works in his own offices, ready to start his own functions. When he is eighteen years old, he will hold the category of Administrative Auxiliary.

7. Telephone: It is the one who takes care of the management of a telephone exchange and/or telex or telex for the communication of the different dependencies of the company with each other and with the outside. Reception functions may be assigned.

F) Other intermediate controls

1. Head of Section. -In addition to the posts listed under the category of Section Chief, there may be others with this same category covered by those who are ordered by their superiors, within the section where they provide their services, from the distribution and good execution of the work.

2. Counter-stress. -They are the direct orders of the Head of Section monitor the good progress of the section and have the necessary knowledge to, in the absence of the Chief of Staff, know how to organize the work and correct any momentary differences or casual.

The Contramaestres are divided into two categories, which will be first or second, depending on the importance of the section or responsibility and functions assigned to them. The counter-stress of the manufacturing and repair section shall be of the first category.

3. Room Master:

(a) First-room teachers. -They are the ones who, in addition to the functions of mere surveillance of the staff of the room, carry the control of the production of the same, taking care of the expeditions and invoices with direct command on the staff attached to such work.

b) Second room master. -They are those who perform the same functions as the first category, except for the issue of invoices, having direct control over Enfarders and Embalers, in addition to the responsibility of the Room staff.

G) Service personnel

This group comprises the following categories:

1. Head of services. -He directs the activities of a group of workers who are dedicated to covering the services of a factory, such as warehouses, collection of materials, loading, unloading and transport, distributing the work of the staff to their orders and also taking care of the maintenance of the vehicles used.

2. Service contractor. -It is who, at the orders of his superior, develops with initiative and responsibility the services in one or several areas.

3. Store. -It is in charge of receiving the materials and goods, distributing them in the premises of the warehouse, dispatching the orders, recording in the books or files the movement of each day, completing the parts of entrances and exits. You will order the job from the dispatchers that you depend on, if any.

4. Dispatcher. -It is who, with knowledge of the articles whose office is entrusted to them, issues the same against delivery of the corresponding voucher or order of departure, taking care of the surveillance, grooming and replenishment of the goods and products of storage, by making the appropriate annotations.

H) Custody and control personnel

This group comprises the following categories:

1. Concierge. -It is who has under his orders to Porters, Ordinance, cleaning staff, etc., taking care of the distribution of the service and order, cleaning and cleaning of the various dependencies of the company.

2. Ordinance. -It is who is in charge of the distribution of correspondence and internal documentation of the company, copies documents, dates and numera, recados, guides and attends to the visits and performs any other type of services related to the order and clean up their dependencies.

3. Goalkeeper. -It is who has the attention and vigilance of the goal and the operations of the scale, in the cases that there is no Pesador, as well as the information to the public to make it to the different dependencies of the company, becoming Telephone charge outside of office hours, where necessary.

4. Pesador. -It is the person who performs the weighing of the materials that enter and leave the factory, delivers the appropriate proof and carries the general record of these operations by making the corresponding summaries.

5. Court-jury or Vigilante-jury. -It is the one who has entrusted the functions of security and surveillance within the premises of the company, subject to the legal provisions that regulate that charge, in order to prevent the damages and it may cause the facilities or personnel to be discovered by the competent authorities or their agents and be made available to the competent authorities or their agents and, where appropriate, to the service of the goal.

6. Guarda or Sereno. -It is the person who performs, either day or night, functions of surveillance and custody of the company's premises, fulfilling his duties subject to the laws that regulate the exercise of the mission he has entrusted and making charge, if any, of the goalkeeping service.

I) Cleaning and external care staff

This group comprises the following categories:

1. Cleaning/a. -It is who is in charge of cleaning and good order of the dependencies of the company assigned to them.

2. Gardener. -It is who has in his care the maintenance of the ornate spaces of the factory or work center.

J) Social services staff

This group comprises the following categories:

1. Social Assistant. -It is who under the orders of his superior assumes and provides the services of social assistance in the company and helps to solve the difficulties of social order and personnel in which the members of the community are found.

2. Cook. -It is the person who makes the menu of the dining room of the company, watches and coordinates the works of his assistants, if any, and carries out the order or the purchase of the materials that he needs to fulfill his task.

3. Kitchen assistant. -It is who, with culinary knowledge, performs the operations that the Cook takes care of, monitors the cleanliness and good order of the local and takes care of himself, as well as the cleaning of the cutlery used.

4. Waiter. -It's who serves in the dining room of the company, prepares the tables by placing tablecloths, cutlery and condiments and withdraws the service that has been used.

K) Minors

This group comprises the following categories:

1. Back-Buttons. -It is who performs functions similar to those of Ordinance. At the age of 18, he will be able to take up a job appropriate to his knowledge, in the light of existing vacancies.

2. -The operator is older than sixteen years and less than eighteen years old who performs the same tasks as the Peon, compatible with the requirements of his age.

TABLE 2

Group A:

Pawn. -He is the oldest operative of eighteen years whose work requires only physical effort and attention.

Group B:

Assistant for the discharge and collection of wood. -It is the operator whose function is to assist the Descharger and the wood-apillator (rollide and/or splinters) and to the Desapstacker of the same, taking care of the cleaning, placement and good order of the park wood.

Descortezator helper. -It is the operator whose function is to assist the driver of the descortezadora in all the operations inherent in this job.

Trocer Assistant. -It is the operator whose function is to assist the Tracer Conductor in all the operations inherent in this job.

A discontinuous remote helper. -It is the operator whose function is to assist the Bulldozer Driver or Discontinuous Digestors in all the operations inherent in this job.

Assistant preparation pastes in paper and cardboard factories. -It is the operator whose function is to assist the Pasta Preparation Conductor.

Assistant kitchen and size-press. -It is the operator whose function is to help the cook of the stucado and size-press in all the operations inherent to his job.

A waffer helper. -It is the operator whose function is to assist the driver of the waffer in all the operations inherent in this job.

Duplex cutter 2. -It is the operator whose function is to assist the Conductor and the first duplex cutter assistant in all the operations inherent in that job.

Packaging helper-automatic paper and cardboard box-keeper. -It is the operator whose function is to assist the packing-packing driver-automatic paper and cardboard-atadora in all the operations inherent in the packaging. job.

Painter helper. -It is the operator whose function is to assist the painter conductor in all the operations inherent in that job.

Label. -It is the operator whose function consists in the confection and placement of labels.

Steam boiler helper. -It is the operator whose function is to assist the Steam Driver or Fogonero in all the operations inherent in this job.

Wastewater plant helper. -It is the operator whose function is to assist the Wastewater Plant Operator in all the operations inherent in this job.

Assistant water treatment plant. -It is the operator whose function is to help the Operator plant water treatment in all the operations inherent in this job.

Masonry Assistant. -It is the operator whose function is to assist the Masonry Officer in all the operations inherent in this job.

Assistant driver's machine driver. -It is the operator whose function is to assist the Driver of these machines in all the operations that he performs.

Sample Tomador. -Defined previously.

Manual Costor.

Loader or Helper Helper.

Manipulation machine dryer.

Mermero of tube machines and bag funds.

Cardboard hanger in outdoor dryers.

Group C:

sharpening saw. -It is the operator whose function is to disassemble, sharpen and mount the saws.

Helper section uncut and cut. -It is the operator whose function is to help the Conductor uncut and cut section in all the operations inherent in this job.

Money Laundering. -It is the operator whose role is to assist the Laundering Driver in all the operations inherent in this job.

Recovery boiler helper. -It is the operator whose function is to assist the recovery boiler driver in all the operations inherent in this job.

Colada Peaks Helper. -It is the operator whose function is to attend to the colada peaks, keeping them free from any obstruction, so that the salt flows freely. Periodically performs analysis of the concentration of the green liquor of the dissolver. It turns on and watches the combustion of the boot burners and the pilot flames.

Caustic Helpers. -It is the operator whose function is to help the Driver caustification in all the operations inherent in this job.

Cal oven helper. -It is the operator whose function is to assist the lime kiln conductor in all the operations inherent in this job.

Calandra Assistant II. -It is the operator whose function is to assist the driver of the calender classified with the number II in all the operations inherent in this job.

Winder II and Rewind Helper II. -It is the operator whose function is to assist the Winder Driver II and rewind II in all the operations inherent in this job.

Simple cutter helper. -It is the operator whose function is to assist the simple cutter driver in all the operations inherent in this job.

Selector or choice. -It is the operator whose function is to select or choose sheets of paper, cardboard or cardboard, classifying them according to defects.

Tissue Manipulation Machine Helper.

Paper and cardboard handling machine helper.

Packed line controller.

Group D:

Driver saw logs. -It is the operator whose function is to attend to the operation of a mechanical saw to cut wood rolewood to the measures that point to it.

Descortezadora conductor. -It is the operator whose function is to set in motion, to drive and to stop the uncortezado installation constantly monitoring its operation and maintaining the proper flow of wood of the same, preserving the installation in correct cleaning state.

Troceadora conductor. -It is the operator whose function is to start, drive and stop the operation of cutting, constantly monitoring its operation and maintaining the proper flow of wood in the same and its distribution to the outlet, cleaning and changing the blades.

Bleach reagent helper. -It is the operator whose function is to assist the white reactive driver in all the operations inherent in this job.

Cylindrical, Molista, Pedrero. -It is the operator whose function consists in loading and treating the raw and auxiliary materials properly, in cylinders, grinds and stones, transvasing the resulting product.

Assistant 3. Machine I. -It is the operator whose function is to assist the Conductor, the first and the second Machine Assistant I in all the operations inherent in those jobs.

Assistant felt (cat, rinconer). -It is the operator whose function consists in assisting the machine operators in the works entrusted to him.

Assistant 2. Machine II. -It is the operator whose function is to assist the Driver and the first Helper of Machine II in all the operations inherent in these jobs.

Assistant 1. Machine III. -It is the operator whose function is to assist the Driver of Machine III in all the operations inherent in that job.

Assistant 1. Duplex Cutter. -It is the operator whose function is to assist the duplex cutter driver in all the operations inherent in that job.

Guillotinero. -It is the operator whose function is to drive, feed and evacuate the normal guillotine.

Packer. -This is the operator whose function is to make packages.

Embaler. -It is the operator whose function is to make bullets.

Wrapping. -It is the operator whose function is to make coils.

Enfardador. -It is the operator whose function is to make farts.

Counter. -It is the operator whose function consists in counting, classifying and grouping sheets of paper, cardboard or cardboard.

Lab Auxiliary. -Defined previously.

1/2 m defibrator conductor.

Thickening conductor.

Cardboard hype machine helper.

Semi-automatic toilet winding conductor.

Feeder and collector tubes and bottoms in sacks.

Mojator, Pick.

Prensista, Satinator.

Sacador.

Group E:

Sharpening blade. -It is the operator whose function is to sharpen, recuse and adjust the blades of the different factory installations.

Adjutant section continues. -It is the operator whose function is to assist the driver of the distance or digester continuously in all the operations inherent in this job.

Driver washing of pastes. -It is the operator whose function consists in the execution and control of all the necessary operations to obtain a correct washing of the paste through the process line.

Bleaching driver II. -It is the operator whose function is to serve the operation of a machine composed of less than three phases and consists in the execution and control of all the necessary operations to achieve results optimum in the bleaching of the paste by the addition of the corresponding bleaching chemicals.

Refining Operator. -It is the operator whose function consists in treating and purging the paste, giving the grade of refining according to the instructions received, and can also mix and add the appropriate raw and auxiliary materials for Each class of paper, cardboard or cardboard.

Calandra Assistant I. -It is the operator whose function is to assist the driver of the calender classified with the number I in all the operations inherent in that job.

Chef de size-press. -It is the operator whose function consists in loading, mixing and dosing the products used for the preparation of the sauces (baths or masses) of size-press.

A waffer driver. -It is the operator whose function is to drive, feed and evacuate the gaffer.

Winder I and rewind helper II. -It is the operator whose function is to assist the winder driver I and rewind I in all the operations inherent in that job.

Carpetero. -It is the operator whose function is to drive forklift trucks or tweezers in storage, loading, unloading, transporting material, etc. It must take care of the maintenance and proper functioning of the same, making for it the necessary mechanical checks and recording the incidents occurring in its work shift.

Wastewater plant operator. -It is the operator whose function is to achieve the proper functioning of the wastewater plant, carrying out the inspection of records, the observation of existing pipelines, prevention of needs, etc.

Driver machine driver. -It is the operator whose function is the feeding and driving of a machine or set of machines for the manufacture of mandrels, controlling the different variables of the process to his position and taking responsibility for all the operations inherent in it.

Defibrator 1 m driver.

Pulper or pulpero conductor.

Group F:

Receptionist-wood meter. -It is the operator whose function consists in weighing, measuring and cubing the wood (grounder and/or splinters), applying in his case coefficients of penalization. Covers or fills out the printed forms for this purpose.

Operator debugging pastes. -It is the operator whose function consists in the execution and control of all the necessary operations to obtain a correct purification of the paste through the process line.

Driver cutter pastes. -It is the operator whose function consists in the execution and control of all the necessary operations to achieve optimal results in the drying and cutting of the paste sheet.

Packaging driver pastes. -It is the operator whose function consists in the execution of the necessary operations for the pressing in the bullets of paste, packed, tied, numbered and stacked in the farts.

Evaporator operator. -It is the operator whose function consists in the execution and control of all the operations necessary to obtain a concentration of black liquor previously established between certain values and some controls The invention also allows the production of soaps from liquor foams to be maintained and maintained, while maintaining the levels of weak and strong black liquor.

Calandra driver II. -It is the operator whose function consists in driving, feeding and evacuating the calander classified with the number II.

Simple cutter driver. -It is the operator whose function is to drive, feed and evacuate the simple cutting machine.

A striped conductor. -It is the operator whose function is to drive, feed and evacuate the machine.

Officer 3. of auxiliary trades. -It is the operator who, being in possession of the professional training that enables him to exercise the trade, provides his services in the mechanical, electrical, carpentry, masonry, electronic, control, etc. In order to pass to the Official of 2. it will have to exceed the theoretical-practical tests that the company establishes, subject to the norms established in this Convention.

Lubricator or Engraser. -It is the operator whose function is to grease and lubricate all the manufacturing facilities that need it, controlling the levels of oil or grease and taking care that the installation is always in perfect conditions of lubrication, making for this the appropriate periodic reviews.

Gruista-Palista-Trachtorist.-It is the operator whose function is to drive, within the scope of the factory, tractors, loading blades, cranes or the like, having to carry out the necessary mechanical checks and recording the incidents in your work shift. He must be in possession of the driving licence of the appropriate class.

Operator water treatment plant. -It is the operator whose function is to keep water treatment lines and the auxiliary facilities of fresh water, storage and dosing in perfect state of operation. of reagents, storage of treated water, etc. It will also take care that there is always water in the quality and sufficient quantity to cover the needs of the boiler and the proper functioning of the boiler.

Conductor conductor. -It is the operator whose function consists in the handling of a blocks stapler machine, responding to the quality of the finished product and the supply and evacuation of this product.

A plasticizer conductor. -It is the operator whose function consists in the setting of the plasticizer machine, localization and the subhealing of defects in the process, conduction of the same, supply of the raw material and evacuation of the finished product.

Cosered driver-bag-filling of bags and blocks. -It is the operator whose function consists in the setting up of the machine cosered-enraptor of sacks and blocks, localization and the subhealing of defects in the process, driving of the supply of the raw material and the disposal of the finished product.

Mini-slotter driver. -It is the operator whose function is the driving and handling of these machines, making the adjustments and adjustments necessary for their correct operation according to the instructions received.

Driver cutter corrugated cardboard. -It is the operator whose function is the placement of blades and hedges, checking the measurements and performing the cuts according to the established programs.

press-platen driver.

Tapping Driver.

Group G:

Conductor section descortezado and cut. -It is the operator whose function consists in the driving and control of the march of the joint uncortezado and chopped installation, taking responsibility for the entrance of wood and exit of Chips.

Driver machine-pastes. -It is the operator whose function consists in the execution and control of all the necessary operations to achieve optimal purification and a good formation of the paste sheet in the machine.

Steam turbine driver. -It is the operator whose function is to drive and control the operation of a turbine driven by steam or water, generating electrical energy and sending air and/or steam to the pressure due to all the factory departments, start the turbine and follow the directions of the board to increase or decrease the speed according to the needs.

Driver caustification. -It is the operator whose function consists in the execution and control of all the operations necessary to supply to digestion a high quality white liquor.

Conductor of lime oven. -It is the operator whose function consists in the execution and control of all the operations necessary to supply a production of lime according to the needs, both in quantity and quality.

Assistant 2. Machine I. -It is the operator whose function is to assist the Driver and the first Machine I Assistant in all the operations inherent in these jobs.

Assistant 1. Machine II. -It is the operator whose function is to assist the Driver of Machine II in all the operations inherent in that job.

This is the operator whose function is to help the stuctor driver in all the operations inherent in his or her job.

Stucado cook and size-press. -It is the operator whose function is to load, mix and to dose the products used for the preparation of the sauces (baths or masses) of the stucado or size-press.

Winder driver II and rewind II. -It is the operator whose function consists in feeding, driving and evacuating the machines classified as winder II and rewind II.

Packaging driver-automatic paper and cardboard packer. -It is the operator whose function is to feed, drive and evacuate the automatic packaging machines-paper and cardboard packers.

Contractor driver. -It is the operator whose function is to drive, feed and evacuate the counterquilting machine.

Brushing driver. -It is the operator whose function is to drive, feed and evacuate the brushing machine.

Painter conductor. -It is the operator whose function is to drive, feed and evacuate the paint machine.

Driver guillotine precision. -It is the operator whose function consists in driving, feeding and evacuating the precision guillotine.

Driver of passenger cars, vans and vans. -It is the operator whose function is to drive the passenger cars, vans and vans of the company and to carry out the necessary mechanical checks. You will be able to collaborate on loading and unloading them. It must be in possession of the legally required driving licence.

Conductive adhesive machines. -It is the operator whose function consists in the conduction of an application installation of adhesives to the support of previously siliconized paper, monitoring the production parameters and with operators to their orders.

Conductor semi-automatic machine for blocks. -It is the operator whose function consists in the tuning and conduction of the semi-automatic blocks machine according to the specifications that are determined and constant observation of the same and the finishing of the materials, adjusting all the necessary precision controls.

Assistant machine tubes and bags for sacks. -It is the operator whose function is to assist the Conductor in all the operations inherent to the job.

Engomador-paraffinator driver. -It is the operator whose function is to drive with full responsibility the machine. It will make the necessary changes, taking care of the entertainment and the preservation of the same. It should also address the supply, removal and handling of the article.

Driver group waver. -It is the operator whose function is the manufacture of the simple side of corrugated cardboard of any kind, according to the specifications of the production order, also taking on the point and the General driving of the single-sided groups and of all the additional work required for the manufacture of corrugated cardboard.

Cliché and die preparer. -It is the operator whose function is the preparation of clichés and dies according to the established programming, keeping them collected, ordered and duly clean.

Hygienic driver II. -It is the operator whose function is the feeding and driving of an automatic winder for tissue paper of less than 450 meters per minute. It will control the different variables of the process and will be responsible for all the operations inherent to it.

Driver saw hygienic rolls. -It is the operator whose function is the feeding and driving of a saw or tropper of rolls, controlling the different variables of the process to his position and taking responsibility of all the operations inherent in the same.

A packaging driver for hygiene. -It is the operator whose function is the driving of a packaging machine for hygiene, controlling the different variables of the process in his position, taking responsibility for all the operations inherent in the same.

Wave helper. -It is the operator whose function is to assist in the manufacture of the corrugated cardboard plate of any type and performs complementary works for the manufacture of corrugated cardboard.

Process Analyst. -Defined previously.

Colero in sack manufacturing.

Group H:

Driving driver or digesters. -It is the operator whose function is to conduct the digestion process from the load of the leer or digester to its discharge, maintaining the different parameters in its correct values by the control of temperatures, pressures, input of reagents, etc.

Reactive driver bleaching. -It is the operator whose function consists in the execution and control of all the necessary operations to achieve optimal results in the elaboration and transformation of the chemical products bleaches.

Driver preparation pastes in the manufacture of paper and cardboard. -It is the operator whose function is to obtain the correct mixing and purification of raw and auxiliary materials up to the tub of head of the machine, taking into account staff the pulper and refines.

Assistant 1. Machine I. -It is the operator whose function is to assist the Machine Driver I in all the operations inherent in that job.

Calandra driver I. -It is the operator whose function is to drive, feed and evacuate the classified calander with the number I.

This is the operator whose function consists in commissioning, driving, feeding and evacuating the stucators, out of the machine, according to the characteristics specified in the " order of manufacturing ".

Winder driver I and rewind I. -It is the operator whose function is to feed, drive and evacuate machines classified as winder I and rewind I.

Duplex cutter driver. -It is the operator whose function is to drive, feed and evacuate the duplex cutting machine.

Officer 2. of auxiliary trades. -It is the operator who, being in possession of the professional training that enables him to exercise the trade, provides his services in the mechanical, electrical, carpentry, masonry, electronic, control, etc. To pass to Officer of 1. ª will have to overcome the theoretical-practical tests that the company establishes with subjection to the norms established in this Convention.

Steam boiler driver or Fogonero. -It is the operator whose function is to maintain the correct operation and safety of the boiler and all those equipment and installations directly related to the generation of steam. (fuels, burners, fans, steam nets, feed water, additives, degassing, etc.).

Truck driver. -It is the operator whose function is to drive the trucks of the company and carry out the necessary mechanical checks. You will be able to collaborate on loading and unloading them. It must be in possession of the legally required driving licence.

Wave conductor. -It is the operator whose function is the manufacture of the corrugated cardboard plate of any kind, according to the specifications of the production order, also taking care of the tuning and General driving of the equipment and how many complementary works are required for the manufacture of corrugated cardboard.

Conductor slotter (die-chelator). -It is the operator whose function consists in the driving and setting of die-cutting machines of any kind, according to the specifications stipulated in the order of manufacture.

Cardboard machine driver.

Group driver automatic printer machines.

Machine driver napkins, tablecloths and toallets.

Driver machine driver.

Driver facial machines.

Automatic absorbent packer driver.

Group I:

Money Laundering Driver I. -It is the operator whose function is to serve the operation of a machine composed of three or more phases and consists in the execution and control of all the necessary operations to achieve optimal results in the bleaching of the paste by the addition of the corresponding bleaching chemicals.

Driver machine III. -It is the operator whose function consists in the commissioning and driving of the paper, cardboard or cardboard machines, classified as machine III, according to the characteristics specified in the "manufacturing order".

Driver machine for automatic blocks. -It is the operator whose function consists in the handling of an automatic machine of production of blocks, putting the same function according to the specifications to be determined from the product, with constant attention on the running of the machine and the quality of the finished product, so it will introduce in the process all those suitable adjustments for this purpose.

Driver automatic replacement of blocks. -It is the operator whose function consists in the handling of an automatic machine of blocks of blocks, putting to the point the machine for any specification that is determined and monitored the finishing of materials, so it will introduce in the process all those corrections that it creates opportune for a better production.

Driver machine tubes and bags for sacks. -It is the operator whose function is to drive with full responsibility the machine. It will make the necessary changes, taking care of the entertainment and the preservation of the same. It should also address the supply, removal and handling of the article.

Hygienic driver I. -It is the operator whose function is the feeding and driving of an automatic winder for tissue paper of speed equal to or greater than 450 meters per minute. It will control the different variables of the process and will be responsible for all the operations inherent to it.

Group J:

Recovery boiler driver. -It is the operator whose function consists in the conduction of the installation of steam production and in the execution and control of the necessary operations to effect the burning of black liquor and obtain green liquor under optimum conditions.

Driver machine II. -It is the operator whose function consists in the commissioning and driving of the paper, cardboard or cardboard machines, classified as machine II, according to the characteristics specified in the "order" ".

Officer 1. of auxiliary trades. -It is the operator who, being in possession of the professional training that enables him to exercise the trade, provides his services in the mechanical, electrical, carpentry, masonry, electricity, control, etc.

Analyst. -Defined previously.

Group K:

Machine driver I. -It is the operator whose function consists in the commissioning and driving of the paper, cardboard or cardboard machines, classified as machine I, according to the characteristics specified in the " order of manufacturing ".

TABLE 1

Group 0:

Organizational aspirant.

Administrative aspirant.

Recadero-Buttons (16-17).

Pinche (16-17).

Group 1:

Cleaner.

Group 2:

Gardener.

Goalkeeper.

Ordinance.

Kitchen helper.

waiter.

Pesator.

Coast Guard.

Group 3:

Concierge.

Telephone.

Dependent economate.

dispatcher.

Quality Control Auxiliary.

Group 4:

Guard-Jury or Vigilante-Jury.

Technical office assistant or Calcador.

Administrative Auxiliary.

Master room 2. ª.

Group 5:

Drill-Recorder-Verifier.

Economate Cashier.

Cook.

Master Room 1. ª.

Store.

Organization Auxiliary.

Quality driver.

Group 6:

Organization Technician 2.

Travelling.

Administrative Officer 2.

Contractor.

Group 7:

Contractor 1. ª

Administrative Officer 1. ª

Organization 1. Technician

Delineant.

Operator.

Social wizard.

Seller.

Group 8:

Chief Economic Officer.

Programmer.

Eyeliner.

Head or section manager.

Group 9:

Head of sales team.

Head of Organization.

Head of Stores.

Administrative section chief.

Group 10:

ATS.

Head of manufacturing section.

Head of Services.

Head of Quality Control.

Head of technical office.

Data Processing Analyst.

Sales Delegate.

Group 11:

Head of Manufacturing.

Head of Sales.

Chief Maintenance Officer.

Head of Lab.

Head of Computer Science.

Chief administrative officer.

Company physician.

Chief of staff.

Group 12:

Chiefs Technicians.

Group 13:

Subdirectors.

Group 14:

Directors.

TABLE 2

Group A:

Pawn.

Group B:

Wood download and collection helper.

Descortezator helper.

Trocer helper.

Discontinuous remote helper.

Assistant preparation of paper and cardboard factory pastes.

Stucado and size-press kitchen helper.

Waffer Helper.

Duplex cutter 2.

Packaging helper-automatic paper and cardboard box-maker.

Painter helper.

Label.

Steam boiler helper.

Wastewater plant helper.

Assistant water treatment plant.

bricklayer helper.

Driver driver driver's machine.

Sample Tomador.

Manual Costor.

Loader or Helper Helper.

Manipulation machine sapper.

Mermero of tube machines and bag funds.

Cardboard hanger in outdoor dryers.

Group C:

Sierra sharpening.

Uncut and chopped section helper.

Helper bleach.

Recovery boiler helper.

Colada Peaks Helper.

The caustification helper.

Lime Oven Helper.

Calandra Helper II.

Winder II and rewind helper II.

Simple cutter helper.

Selector or Pick.

Tissue Manipulation Machine Helper.

Paper and cardboard handling machine helper.

Packed line controller.

Group D:

Driver saw logs.

Discortezator driver.

Trocker conductor.

Bleach reagent helper.

Cylindrical, Molista, Pedrero.

Helper 3. Machine I.

Helper felts (cat, rinconer).

Assistant 2. Machine II.

Assistant 1. Machine III.

Assistant 1.

Guillotinero.

Packer.

Baler.

Wrapping.

Enfter.

Counter.

Lab Auxiliary.

1/2 m defibrator conductor.

Thickening conductor.

Cardboard hype machine helper.

Semi-automatic toilet winding conductor.

Feeder and collector tubes and bottoms in sacks.

Mojator, Pick.

Prensista, Satinator.

Sacador.

Group E:

Sharpening blades.

Helper section continues.

Conductor washing of pastes.

Bleach driver II.

Refining operator.

Calandra Helper I.

Size-press cook.

A waffler conductor.

Winder I and rewind helper I.

Carpetero.

Wastewater plant operator.

Driver machine driver.

Defibrator 1 m driver.

Pulper or pulpero conductor.

Group F:

Wood-meter receiver.

Paste debug operator.

Conductive cutter paste.

Packaging driver pastes.

Evaporator operator.

Calandra Driver II.

Simple cutter driver.

A rayer driver.

Officer 3. of auxiliary trades.

Lubricator or Engrater.

Gruista-Palista-Tractorist.

Operator water treatment plant.

Stapler Conductor.

A plasticizer conductor.

Cosered driver-bag-sizing driver and blocks.

Mini-slotter driver.

Corrugated cardboard driver.

press-platen driver.

Tapping Driver.

Group G:

Conductor section uncorked and cut.

Driver-dry machine driver.

Steam turbine driver.

Caustification driver.

Lime Oven Conductor.

Helper 2. Machine I.

Assistant 1. Machine II.

The stucter helper.

Stucate and size-press cook.

Winder driver II and rewind II.

Packaging driver-automatic paper and cardboard box-maker.

Contractor conductor.

Brushing driver.

Painter conductor.

Driver guillotine precision.

Driver of passenger cars, vans and vans.

Adhesive machine driver.

Semi-automatic marquine driver of blocks.

Tube machine helper and bag funds.

Engomador-paraffinator driver.

Driver group driver.

Cliché and die preparer.

Toilet-winding conductor II.

Driver saw hygienic rolls.

Hygienic-packer driver.

Wave Helper.

Process Analyst.

Colero in sack manufacturing.

Group H:

Driving driver or digesters.

Reactive driver bleaching.

Driver preparation pastes in papermaking and cardboard.

Helper 1. Machine I.

Calandra I. Driver

Stuctor conductor.

Winder I and rewind driver I.

Duplex cutter driver.

Officers 2. of auxiliary trades.

Steam boiler driver or Fogonero.

Truck driver.

Wave conductor.

Slotter conductor (die-cutter).

Cardboard machine driver.

Group driver automatic printer machines.

Machine driver napkins, tablecloths and toallets.

Driver machine driver.

Driver facial machines.

Automatic absorbent packer driver.

Group I:

Bleach driver I.

Machine driver III.

Auto-machine driver of blocks.

Automatic machine driver replacement of blocks.

Machine driver tubes and bags for sacks.

Toilet-winding driver I.

Group J:

Recovery boiler driver.

Machine driver II.

Officer 1. of auxiliary trades.

Analyst.

Group K:

Machine I driver

Definitions

Machine I. -It is the continuous paper of more than 2.50 meters of useful width and more than 100 meters/minute of speed. Also the continuous cardboard of more than two meters of useful width.

Machine II. -It is the continuous paper of a useful width between 1.40 and 2.50 meters. Also those that manufacture papers of less than 20 grams/square meter and the cardboard machines of less than two meters of useful width (continuous).

Machine III. -Rest of the machines.

Bobinators and rewinders I. -Those with a useful width of more than 2.50 meters.

Bobinators and rewinders II. -Those with a useful width less than or equal to 2.50 meters.

Calandra I. -Those with a useful width greater than two meters and with 12 or more rollers.

Calandra II. -Those with a useful width less than or equal to two meters and with less than 12 rollers.

Toilet Bobinator I. -These are automatic machines with a speed greater than or equal to 450 meters/minute.

Toilet Bobinator II. -These are automatic machines with a speed of less than 450 meters/minute.

Bleaching I. -Processes composed of three or more phases.

Bleaching II. -Rest of processes with less than three phases.

Social Security contribution rates

As long as the Social Security contribution rate system is maintained, each group is assigned a rate number according to the following equalization:

Groups/Rates/Groups/Rates

Hopefuls/7/A/10

Recaderies-Buttons-Pinches/11/B, C, D, E, F and G/9

1/10/H, I, J and K/8

2, 3, 4 and 5/6//

6 and 7/5//

8/4//

9/3//

10/2//

11, 12, 13 and 14/1//

Those workers who are currently listed for a higher rate than those who, according to the previous equalization, will continue to pay for it in a personal capacity.

Workers who are entitled to a higher rate than the equalization table for their qualifications will be listed by the same, provided that they have been recruited for their qualifications.

The Social Assistant, belonging to Group 7, which has been assigned the rate group 5 will continue to be listed by the rate group 2.

ANNEX II

Fouls and Sanctions

Article 1. Classification of the fouls.

The faults committed will be sanctioned and classified, taking into account their importance or transcendence, in light, serious or very serious.

Article 2. Mild high.

They are considered minor faults:

1. The neglect, negligence and delays attributable to the worker, in the execution of any work, that do not cause serious disturbance in the service entrusted.

2. Do not present within the next 24 hours the corresponding part of the discharge when the work is missing for reasons of temporary incapacity for work.

3. Small oversights in the preservation of the material in charge of the material which produce a slight deterioration of the material.

4. The lack of cleaning of the machines or tools entrusted to them, provided that the company provides the necessary means for it.

5. Do not attend to the public with due diligence, when this attention is proper to their work duties.

6. Discussions on matters other than work during the day leading to changes in the service entrusted. If such discussions produced a notorious scandal, they could be considered as serious misconduct.

7. Change clothes before departure time, when you are not expressly authorized by the company.

8. Throw papers, rags, shells, waste, etc., out of the places intended for this purpose.

9. Make phone calls during working hours that are not related to it as long as they are not authorized by the company.

10. Enter the place of work in different shift and time than the one that corresponds to it, without authorization for it.

11. Do not communicate to your immediate boss material defects or the need for material to continue to work as long as there is no serious disorder.

12. Do not present to those in charge of scoring the entries and outputs of the job, or not to sign on the control clock.

13. Do not communicate with due punctuality the changes experienced in the family that may affect the compulsory social insurance, the institutions of forecasts or family assistance.

14. Leave clothes or effects outside the changing rooms.

15. Use for own uses without authorization hand tools outside of the working day.

16. Use machines or tools for which you are not authorized.

17. Distractions or readings outside of work during the working day. If serious injury is caused, it is considered to be a serious fault.

18. Ride in vehicles of the company without authorization.

Article 3. Serious fouls.

Are considered serious faults:

1. The recidivism and/or reiteration at a slight lack within three months.

2. Do not give notice of the lack of assistance to the job.

3. Missing a day to work without justified cause.

4. The malicious concealment of data to the company that could affect the compulsory social insurance, the institutions of foresight or the family aid, salary or any salary supplement.

5. Neglect or neglect at work that seriously harms the good progress of the work and the quality of the product.

6. Delays in compliance with the orders given or services entrusted to the company when serious damage to the undertaking is caused.

7. Do not give immediate notice of the damage or abnormalities observed in the machinery, materials and works in charge, when serious damage to the company is derived.

8. Do not warn your superior about the completion of the work or the need for material to continue to work, if this is caused serious harm.

9. Participate in games or games.

10. Inuse, deterioration or loss of materials, parts, machinery, tools, equipment and furniture, due to imprudence attributable to the worker.

11. The deterioration or inutilization of the communications placed in the bulletin boards.

12. Absent from the sections or offices or leaving the premises without proper authorization. If, as a result, serious injury to the company or cause of accident to a co-worker is caused, it can be regarded as very serious.

13. Write or set signs on the furniture or on the walls of the company's premises. If such signs are offensive to the company or any of the workers, the fault will be described as very serious.

14. The deception or simulation to obtain a permit.

15. To assemble in vehicles from the company to persons other than those expressly authorized by it.

16. Drunkenness or drug addiction at work.

17. The recklessness at work. If there is a risk of accident to him or to his colleagues or danger of a very serious damage to the facilities, it may be considered to be very serious.

Recklessness is presumed to exist in the following cases:

(a) If engines or machines are put in place at risk of accidents.

b) If you are working with clothes without having dinner, buttoning or holding in the places close to machines or transmissions that can be held, it is the company's obligation to provide the appropriate clothing to the function that you perform.

c) Perform jobs on high voltage pipelines without making sure the lines are disconnected.

d) Spend unnecessarily under suspension loads or stand under them.

(e) to amend or withdraw, on its own initiative and without authorisation, the protective devices and devices.

18. Enter without authorization in the prohibited premises.

19. To enter the premises of toilet intended for staff of different sex, not being authorized to do so.

20. Tolerate subordinate workers who break the safety and hygiene rules at work.

21. Smoking in places where it was prohibited.

22. Use for own uses, without authorization, machines or materials of the company outside of their working day.

23. The refusal of the periodical recognition by the medical services of the company.

24. Evacuate physical needs outside the toilets.

25. The continuous and usual lack of grooming and cleanliness of such a kind that produces justified complaint of his co-workers.

Article 4. Very serious lack.

They are considered very serious faults:

1. The incidence and/or reiteration in serious misconduct within six months.

2. Unjustifiably missed two days to work for a period of two months.

3. Fraud, disloyalty or breach of trust in the management and theft or theft.

4. Destroy or cause damage in raw materials, useful products, tools, machines, appliances, installations, buildings, articles and documents of the company.

5. The simulation of disease or accidents.

6. Drive vehicles of the company without authorization.

7. To carry out, without the appropriate permission, particular works during the working day.

8. The disobedience to the orders of the superiors dictated according to the Laws and Conventions in force, as well as the induction to it.

9. Falsify data in the work control documents.

10. Voluntarily causing injury to simulate a work accident, or simulating a work accident to assert as such injuries caused by non-work accident.

11. Usual drunkenness or drug addiction during work.

12. Violating the company's correspondence secret.

13. To compete with the undertaking or to provide services in business equal to or similar to that of the undertaking, unless authorised by the undertaking.

14. The ill-treatment of words and work or the serious lack of respect for the Chiefs, companions and subordinates, as well as the respective family members.

15. Abuse of authority. When a superior made an arbitrary fact, with the detriment of a lower and transgression of a legal precept, such an act would be considered as abuse of authority, being considered to be a very serious fault, instructing the timely file.

The worker concerned shall put in such cases the fact in the knowledge of the Committee of the Company or the Delegates of Personnel within a period of three days for his transfer to the Management of the company, which shall initiate the appropriate file in a maximum period of 10 days from the date of the communication of the Staff Committee or Delegates.

If the Management of the Company does not initiate the file within the said period, the injured party shall give written account, within the period not exceeding 15 days, and through the Delegate of Personnel or the Committee of Enterprise to the Delegation Provincial Labour. If it is appropriate, it shall instruct the undertaking to send the records of the case and if, prior to the relevant advice, the event has been proved, it shall decide as appropriate.

16. Direct or indirect participation in the commission of crimes defined in the Penal Code, provided that it is recognized in a final judgment.

17. In the case of the disappearance of goods which affect the assets of the undertaking or of the employees, the company may order registration at the lockers or personal effects thereof, with the presence of a representative of the workers to proceed to the registration, provided that they are in the company. The refusal to pass such control will be considered to be very serious.

18. Sleep during the working day, both in and out of work, except for authorization.

19. Voluntary and continuous decline in performance or activity.

20. Originate rines and fights.

21. Serious faults when I mediate bad faith manifest.

22. Simulate the presence of another producer, signing or signing for him. The signed or signed producer shall not be involved in the same fault from the moment when he becomes aware of the fact.

Article 5. Fouls of punctuality.

The delay of up to ten minutes in the entry to the job will be punished with written warning, when this is not repeated three times in a calendar month, counted since the first fault was committed.

Each of the following within the same period will be sanctioned with suspension of employment and salary of one day, up to the seventh inclusive. Each fault of the same type, within the same time limit, shall be considered as a minor fault.

If the delay is greater than ten minutes and less than thirty and repeated three times in the same time, it will be sanctioned with a two-day suspension of employment and pay.

Each fault of the same type and within the same period will be considered to be a serious fault.

If the delay is greater than thirty minutes and is repeated twice in the same time, it will be sanctioned with suspension of employment and salary of one day.

The third such failure within the same period will be sanctioned with four days of suspension of employment and salary, and from the fourth, each fault will be considered to be very serious and will be sanctioned as such.

Punctuality faults will have no impact on the incident regime and/or reiteration of any other fault.

Serious misconduct by this concept can only be sanctioned with suspension of employment and salary for a maximum period of 15 days.

The first very serious lack of this concept will be sanctioned, after a mandatory negotiation with the workers ' representatives, within the sanctions foreseen for the very serious faults that are included in the article of sanctions. In the following very serious absence this obligation of prior negotiation disappears.

Article 6. Sanctions.

The penalties that will be imposed in each case according to the faults committed will be as follows:

For minor faults:

Verbal admonition.

Admonition in writing.

Suspension of employment and salary for one day, communicating it to the producer in writing.

For severe faults:

Suspension of employment and salary for a maximum period of 15 days.

Temporary disablement by no longer than three years to move to a higher category.

For very serious faults:

Suspension of employment and salary for a period of not less than sixteen days and not more than six months.

Temporary disablement to move to a higher category for a period of not more than six years.

Dismissal.

The penalties for serious and very serious misconduct will be communicated to the worker in writing.

The sanctions that can be imposed are without prejudice to the passing of the blame to the courts where the failure to commit can constitute a crime or a failure or to give an account to the governmental authority if appropriate.

Article 7. Prescription.

In the matter of prescription, it will be in accordance with the legal provisions in force.

Article 8.

The chapters relating to faults and sanctions of the Rules of the Interior and replaced by this Annex shall be repealed.

ANNEX III

1996 convention salary

Group/Annual/Month or Day

366 days or 12 months

+ 60 days or 2 months

Pesetas/Pesetas/month/

0/1.293.411/92.386/1.181.231/84.374/1.142.827/81,631

Pesetas/Pesetas/day//1.127,621/2,647

1/1.434.721/3.368

Pesetas/Pesetas/month/

2/1.533.039/109.503

3/1.553.533/110,967

4/1.581.793/112.985

5/1.667.260/119.090

6/1.771.024/126.502

7/1.858.985/132.785

8/2.037.551/145.539

9/2.204.018/157.430

10/2.419.225/172.802

11/2.638.049/188.432

Pesetas/Pesetas/day/

A/1.434.721/3.368

B/1.441.806/3.385

C/1.455.396/3,416

D/1.469.888/3.450

E/1.490.768/3,499

F/1.497.915/3.516

G/1.505.017/3.533

H/1.540.527/3,616

I/1.568.870/3.683

J/1.583.173/3,716

K/1.597.138/3,749

1/824/419

2/874/446

3/888/451

4/912/471

5/968/502

6/1.041/550

7/1.104/590

8/1.224/664

9/1.345/735

10/1,495/827

11/1,650/923

A/824/419

B/828/419

C/834/422

D/839/425

E/854/436

F/863/445

G/867/445

H/891/456

I/913/473

J/924/476

K/929/477

Age

3

-

Pesetas/day/Years

groups/6

-

Pesetas/day/11

-

Pesetas/day/16

-

Pesetas/day/21

-

Pesetas/day/26

-

Pesetas/day/31

-

Pesetas/day/36

-

Pesetas/day/41

-

Pesetas/day

1/84/177/361/537/713/887/1.067/1.244/1,420

Pesetas/month

2/2,889/5,771/11.538/17.310/23.081/28.849/34,621/40.392/46.164

3/2,924/5,846/11.693/17.542/23.386/29.236/35.097/40.943/46.794

4/3.020/6.046/12.093/18.137/24.184/30.231/36.259/42.301/48.347

5/3.259/6.518/13.039/19.553/26.073/32.593/39.100/45.621/52.134

6/3,529/7.091/14.183/21.265/28.358/35.450/42,532/49.619/56,710

7/3,789/7.568/15.149/22.722/30.297/37.871/45.430/53,001/60.580

8/4,282/8.555/17.119/25.680/34.238/42,799/51.356/59.885/68,437

9/4.737/9.480/18.959/28.438/37.909/47.390/56,874/66,354/75,830

10/5,332/10.663/21.326/31,997/42,661/53,323/63,998/74,663/85,329

11/5.936/11.873/23,744/35.613/47.488/59,363/71.238/83.110/94,981

Pesetas/day

A/84/177/361/537/713/887/1.067/1.245/1,420

B/84/177/361/537/717/899/1.067/1.245/1,420

C/84/187/364/545/728/906/1.124/1.314/1,499

D/90/187/365/556/739/923/1.124/1.314/1,499

E/90/191/376/567/752/943/1.147/1.337/1.530

F/90/191/383/570/760/950/1.147/1.337/1.530

G/94/191/383/575/762/954/1.147/1.337/1.530

H/94/198/391/596/796/991/1.185/1.380/1.579

I/105/199/407/608/815/1.019/1.205/1,403/1,604

J/106/207/410/620/823/1.029/1.245/1.450/1,658

K/108/209/412/623/835/1.042/1.262/1,470/1,683

Overtime

H. E. major force/H. E. required

Normal/22 to 6 h. /Fest. /Normal/22 to 6 h. /Fest.

1/1.065/1.382/1.592/1.244/1,622/1,865

2/1.136/1,479/1,706/1.329/1.729/1.986

3/1.152/1.498/1.729/1.350/1.755/2.017

4/1.172/1.523/1.760/1.369/1.777/2.059

5/1.226/1,604/1,849/1,446/1,876/2.169

6/1.316/1.706/1.971/1.528/1.992/2.302

7/1,380/1,787/2,064/1,610/2,098/2,415

8/1,508/1,962/2,263/1,760/2.289/2,645

9/1,632/2.123/2,445/1,905/2,477/2,858

10/1,790/2,324/2.687/2.098/2.719/3.146

11/1,959/2,540/2,934/2,284/2,966/3,422

A/1.065/1.382/1.592/1.244/1,622/1,865

B/1.066/1.384/1.604/1.246/1,624/1,874

C/1.079/1.407/1.622/1.257/1.637/1,889

D/1.095/1,415/1,635/1.266/1.656/1,905

E/1.103/1,439/1,659/1.288/1.672/1,935

F/1,108/1,444/1,666/1.294/1,674/1,938

G/1.115/1,449/1,672/1.305/1,699/1,959

H/1,140/1,487/1,720/1,331/1,731/2,002

I/1.162/1.511/1,749/1.358/1.763/2.035

J/1.172/1.523/1.760/1.369/1,777/2.059

K/1,187/1.538/1,782/1,384/1,793/2,076

Participation

in benefits/Group

0/71.534

/62,881

/59.970

/60.652

1/75.189

2/80,438

3/81,422

4/84.185

5/90.749

6/98,716

7/105.470

8/119.148

9/131,968

10/148.498

11/165.309

A/75.189

B/75,746

C/76,823

D/77,972

E/79,624

F/80,191

G/80,749

H/83,565

I/85,814

J/86,952

K/88,081

In the table are the values of the participation in benefits for the worker without seniority. In order to determine the value of each age, this value must be multiplied by the corresponding factors set out below.

Years of Age

-

Years/

Factor to apply

3/1.05

6/1.10

11/1.20

16/1.30

21/1.40

26/1.50

31/1.60

36/1.70

41/1.80