Having regard to the text of the 16th Collective Agreement of the "National Enterprise of Electricity, Company Limited" (ENDESA) (Convention code number 9001860), which was signed dated 29 May 1996; on one hand, by the sections trade unions of UGT, CCOO, CSI-CSIF and CIG, representing the employees concerned, and of the other, by those appointed by the company's management, representing the company, 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 Statute of the Workers, and in Royal Decree 1040/1981, of 22 May, on the registration and deposit of Collective Labour Conventions,

This Directorate General for Work and Migration agrees:

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

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

Madrid, June 24, 1996. -Director General, Soledad Cordova Garrido.

XVI COLLECTIVE AGREEMENT OF THE " NATIONAL ENTERPRISE

ELECTRICITY, PUBLIC LIMITED LIABILITY COMPANY " (ENDESA)

CAPITAL I

Scope

Article 1. Territorial and functional scope.

This Convention shall be applicable to all current and future work centres, established or established by the "National Electricity Company, Company of the Anonima", belonging to the electricity sector.

The society's current work centers are as follows:

1. Madrid's work centre, which includes the headquarters.

2. Ponferrada's work centre, comprising the facilities of Compostille I, Compostille II, Barcena, substation and dam of Montearenas and Fuente del Sulsulphur.

3. Cornatel, Quereno, Penarrubia and Campanana work centre.

4. Santa Marina, Penadrada, Las Ondinas, Rioscuro, Las Rozas, Matalavilla, Villaseca and Villar.

5. Bibey-Jares-Tera work centre, which includes the water plants of San Agustín, Prada, Porto, San Sebastian, Moncabril and the dams of Prada, Pias, San Sebastián, Puenteporto, Playa, Cardena, Garandones, Vega de Conde and Mancas.

6. Esla (La Remolina) hydraulic system work center.

7. As Pontes de García Rodríguez work centre, which also includes the facilities of Ribeira and Eume.

8. The work centre of El Ferrol.

9. The work centre of Ceuta.

10. Melilla's work center.

11. The work centre of Andorra.

12. Escatron's work center.

13. Carboneras work center, in the percentage that corresponds.

14. Working centre of Carboneras Montaje Group II.

15. Barcelona work centre.

In each and every one of the above mentioned workplaces, all the facilities that integrate them and their corresponding complementary services and annexes are understood.

Article 2. Personal scope.

The rules contained in this Convention affect the workers of the "National Electricity Company, Limited Company", belonging to the electricity sector, with the legal exclusions of the personnel included in the Articles 1 (3), (c) and 2 (1) (a) of the Staff Regulations and the following peculiarities:

1. The Collective Agreement is the general framework governing the employment relations of all the staff of the Company, including all the personnel covered by Article 7 of this Collective Agreement.

2. Given the background to the normative treatment of the first category staff, the regulatory text of their industrial relations is added as an integral part of this Convention, respecting the rights of the economic and social in the recognized.

Article 3. Temporary scope and economic reviews.

Temporary scope: This Convention shall begin to apply on 1 January 1995, whatever the date of its official publication, and shall be for an initial period of four years, ending on 31 December 1998, without prejudice to the concepts with specific validity.

The economic increase for 1995 will be 3.5 percent over all economic concepts.

Wage revision year 1995: If the Consumer Price Index (CPI), established by the INE, is recorded on December 31, 1995, an increase of more than 3.5 per 100, an economic review will be carried out, in excess of it. This increase will be paid with effect from 1 January 1995, thus serving as a basis for the calculation of the 1996 economic increase.

The 1995 wage revision will be paid as soon as the provisional actual CPI is known.

Economic increase for the year 1996: The economic increase for 1996 will be from the expected CPI on all economic concepts.

The economic review, to proceed, will be carried out in excess between the actual CPI and the expected CPI, with the same criteria as for 1995.

Economic increase for the year 1997: The economic increase for 1997 will be from the expected CPI on all economic concepts.

The economic review, to proceed, will be carried out in excess between the actual CPI and the expected CPI, with the same criteria as for 1995.

Economic increase for 1998: The economic increase for 1998 will be from the expected CPI on all economic concepts.

The economic review, to proceed, will be carried out in excess between the actual CPI and the expected CPI, with the same criteria as for 1995.

Period of notice and denunciation: For the purposes of denunciation of this Collective Agreement, it may be made by any of the signatory parties with one month prior to the date of its term of validity; a notice period of the complaint of one month.

If you do not denounce the Convention by any of the parties that subscribe to it, it will be extended from year to year.

Article 4. Joint Commission for Interpretation and Implementation of the Convention.

How many doubts and differences may arise between the obligated parties, as well as questions of interpretation or application of the stipulations contained in this Convention and its annexes, shall be compulsorily submitted, and as a procedure prior to its knowledge by the competent court or administrative body, a Joint Commission, which shall be composed of seven members of the economic representation and seven members of the social representation of the which have integrated the Deliberating Commission of this Convention.

For the purposes of this Commission, it is established that the mandatory submission procedure, as referred to in the previous paragraph, will be made in any case, after 15 days from the start of the procedure. of complaint.

In any case, the Joint Commission of Interpretation and Implementation of the Convention shall meet when the request is motivated by any of the parties.

Regardless of the foregoing, and pursuant to the provisions of Article 91, second, third and fourth paragraphs of the Staff Regulations, in the cases of collective disputes arising from the application and interpretation of this Convention, the signatory parties may appoint by mutual agreement a mediator whose task shall be to facilitate the achievement of an agreement in the subject matter of dispute.

Article 5. Prior complaint within the company.

1. The parties have been convinced that a decrease in the litigation between the company and its employees will be in the interest of a better working environment, and in order to achieve lower levels of conflict within the company, as the following:

(a) In the case of collective disputes and complaints which, while being of an individual nature, may be of relevance to several areas or centres of work, the prior procedure shall be settled before the Joint Committee of Interpretation and Implementation of the Convention, in accordance with the provisions of Article 4.

b) Case of collective conflicts and individual complaints whose significance and effects do not exceed an area or work centre, will be evacuated to the Commission on Industrial Relations in those centres where the same (a) to the entry into force of this Convention or, failing that, to the Head of Labour Relations. In any event, if within 15 working days from the interposition of the dispute or complaint, no reply is given to it, the appropriate administrative or judicial route shall be issued.

2. They are expressly excepted from the provisions of this Article:

(a) Resources against the exercise of the disciplinary faculty of the company.

b) Conflicts concerning Social Security.

(c) Conflicts in which the State, Autonomous Communities, Diputations, Councils, or Organizations that are dependent on them are party to the transaction or agreement.

CAPITAL II

Organization of the job

Article 6. Organisation of work.

1. The organization of the work is the private faculty of the management of the company.

2. As a transitional measure, as long as the new system of professional classification is not developed by equivalent categories, the staff will be kept in the corresponding establishment plan. The complete establishment plans in force at any time shall be submitted to the workers ' representation; they shall contain the essential content of the post and the professional category of the post.

When the needs of the centres advise the modification of the referenced establishment plan, the representation of the workers will be provided complete information of the variations introduced to this effect by the Directorate of the company.

The establishment plan cannot be used as a limiting element of the functions to be performed.

3. The management of the company, within the framework of the organization of the work, will pay special attention to improve the environmental conditions of work in all those installations in which it is developed in annoying circumstances, applying for this, under the advice of the Provincial Technical Cabinets and the Health, Safety and Working Conditions Committees, how many experiences and technical advances exist in this field in order to ensure that the development of the work perform in the best possible conditions of safety, hygiene and comfort for the workers.

CAPITAL III

Staff Classification

Article 7. Categories and levels.

In order to evolve towards a more flexible structure and in line with current requirements, the parties agree to establish professional classification in the company through a system of equivalent categories.

As the same does not develop, the fixed staff of staff will continue to be classified within the professional groups, sub-groups, categories, levels and positions established in the XV C.C.E. and indicated below, performing the functions inherent in them:

Group I. Clinical staff.

Second category at levels 0, 1, 2, and 3, salary levels 0, 1, 2, and 3:

Service Chiefs.

Heads of Turn and Maintenance of First Special Thermal Central.

Heads of Central Office of the Central Office of the First Category.

Third category, salary level 4:

Service Subchiefs.

Practical in First Topography.

Eyeliner.

Shelves.

Chiefs.

Heads of Turno.

Technical Testers.

Service Managers.

Heads of Operation to the open-pit mining exploitation ground.

Heads of Turno de Sondeos.

Geotechnics Service Subchiefs.

Fourth category, salary level 6:

Practical in Second Topography.

Outlines.

testers.

Monter Technicians.

Probes of Sondeans.

Security and Hygiene Inspectors.

Technical Officers.

Fifth category, salary level 8:

Technical Auxiliary.

Bookmarks.

Prevention Technical Aids.

Group II. Administrative Staff.

Subgroup I. Administrative:

Second category at levels 0, 1, 2, and 3, salary levels 0, 1, 2, and 3:

Heads of Section or Negotiation.

Application Analysts.

Third category, salary level 4:

Branch Chiefs.

Section or Negotiated Subheads.

First programmers.

Fourth category, salary level 6:

Level A:

First Administrative Officers.

First Computer Operators.

Second programmers.

Surveillance officers.

At level B, salary level 8:

Second Administrative Officers.

Second Computer Operators.

Computer data transcription monitors.

Fifth category, wage level 9:

Administrative auxiliaries.

Computer Data Writers.

Subgroup II. Auxiliaries of Office.

Special category, salary level 7:

Warehouse managers.

First Category:

Level A, wage level 9:

Concierges.

At level B, salary level 10:

Telefonistas.

Economate Dependents.

Store.

Clinic Assistants: Nursing Mozos.

Flat players.

Ordinances.

Group III. Operative staff.

Subgroup I. Professional professionals.

First category, salary level 5:

Level A:

Electrical Monters.

Mechanical mounts.

Turbine managers and first special thermal central boilers.

Officio capataces.

Counterstress.

Safety and Hygiene Fire Chiefs.

At level B, wage level 6:

Subcapataces.

Generating power station operators, stations, and first-special transformer substations.

Surround excavator machines and stacker on caterpillars.

Mechanical or electrical equipment managers.

Auxiliary machinery equipment managers.

Second category, salary level 7:

Level A:

Machine machines combined.

3,500 KVA core machines or more.

Fogoneros.

Table operators.

First-of-the-classic trades officers.

Thermal power plant operators.

Open-pit mining operators.

Machinery for auxiliary machinery.

Sondists.

Safety and Hygiene Fire Drivers.

At level B, wage level 8 (as of 1 July 1994):

3,500 KVA core machines or more.

Fogoneros.

Table operators.

Second official trades officers.

Thermal power plant operators.

Open-pit mining operators.

Third category, wage level 9 (as of 1 July 1994):

Third officers.

Evaporators.

Subgroup II. Peonage.

First category, salary level 9:

Peon Manager.

Second category, salary level 10:

Specialists.

Third category, salary level 11:

Peons.

Group IV. Legal, health and complementary activities.

Second category at levels 0, 1, 2, and 3, salary levels 0, 1, 2, and 3:

Sanitary Technical Assistants.

Social Graduates.

Social Wizards.

EGB Teachers.

Special Feature Personnel:

General manager of residences, salary level 4.

Charge of residence, salary level 5.

Head of kitchen, salary level 7.

In charge of lingerie, salary level 8.

Cook/waitress, salary level 9.

waitress/cleaner, salary level 10.

Kitchen assistant, salary level 11.

Cleaning staff, salary level 11.

CAPITAL IV

Economic Regime

The economic regime of this Convention shall be constituted by the following remuneration concepts:

A) Concepts that have the legal consideration of salary:

Article 8. Salary of the Convention.

1. Annual salaries for each category and level are set out in the salary table in Annex I, consisting of basic salary and supplementary salary.

Such wages will be satisfied by equal parts, in each of the twelve monthly monthly payments.

2. Regardless of the above, the remuneration framework applicable to the second category is configured with two salary components:

The level salary, fixed according to the level resulting from the valuation of jobs. It is the basic component of the pay scale and aims to give back the responsibility and content of the post, regardless of the occupant's performance.

Encompasses, for economic purposes, the following fixed concepts: Salting base, extra pay, participation in benefits and supplementary salary.

The degree, variable, fixed for the person once granted, while remaining in the same position.

Article 9. Personal supplements.

1. Personal complement of seniority: The increases which have been generated for years of age will become part of a personal, non-compensable or absorbable supplement, not being paid new biennies from 1 July 1996. To this complement, the economic increases in the Convention will be applied in the future.

This concept, which replaces the previous seniority supplement, has a periodic remuneration character and will be satisfied and distributed in the twelve monthly instalments and in the four extraordinary bonuses.

2. Compensation for twenty years of service: The staff, from the moment they serve 20 years of service in the company, will receive a supplement for this concept, in accordance with the values set out in the table set out in Annex II to the Present Convention. This supplement will be satisfied both in the twelve monthly instalments and in the four extraordinary bonuses.

3. Salary supplement: The present remuneration is considered to be extinguished which, for the purpose of the basic salary supplement, will be paid, which will be maintained in a personal capacity. This supplement will be satisfied both in the twelve monthly instalments and in the four extraordinary bonuses.

4. The additions referred to in paragraph 3 of this Article shall not be of a consolidated nature, and may be subject to absorption and compensation for future promotions and promotions, without this being in any case in the remuneration that the worker was receiving. Any individual or collective personal supplements which are expressly recognised as non-absorbable are excluded from this treatment.

5. Personal complementary grades of the second category collective: It consists of salary increases on the level salary, depending on the performance of the holder in the post, without changing their duties. It aims to give back aspects such as the performance of the post, the dedication and the degree of fulfilment of the assigned objectives.

The maximum value of the remuneration per grade will be 9.9 per 100 for all levels, with the value of one grade being 3.3 per 100 of the level salary.

Each level will have three degrees.

Article 10. Add-ons for jobs.

1. Remuneration supplement for night work: The amount of the remuneration supplement for night work shall be the amount shown for each level in the table set out in Annex III to this Convention.

The supplement will also be paid to staff working at night on Sunday, holiday or rest day.

For these purposes, the period between the twenty-two and the six hours shall be understood at night.

During the holiday period, the amount of this plus will be charged for the nights you would have worked.

2. Job-to-shift add-on:

2.1 Staff working on rotating shifts covering the 24 hours of the day shall receive a supplement per shift carried out, in accordance with the amounts set out in Annex V-1 to this Convention and without prejudice to specific and pre-existing agreements on the subject.

2.2 Furthermore, it will be possible for staff who do not normally work on a shift basis to receive this supplement and to perform, exceptionally and as a result of scheduled stops or repairs, a day that covers two or more shifts around the twenty-four hours of the day.

2.3 Staff working on rotating shifts not covering the 24 hours of the day shall receive a supplement per shift carried out equivalent to 80 per 100 of the value of the shift set out in Annex V-1, in Annex V-2 or V-3, depending on the working arrangements.

2.4 This supplement is intended to compensate the worker for the disadvantages resulting from the provision of work on a shift basis, including the possible small hours of work carried out by the the obligation of the worker not to leave the shift until the relevant relay has taken place.

This supplement is compatible with the remuneration for night work and compensation for half an hour of rest.

2.5 The values of this plus will not suffer any modification as a consequence of absence derived from the enjoyment of holidays.

3. Plus per day daily activity for eight hours of effective work and one hour of transport: The staff of the mining operation in the centre of As Pontes de García Rodríguez, who, due to the need to carry out the relay on the machine, carry out their Working day in daily shifts of eight hours of effective work and one of transport, you will receive a plus per shift made according to the following amounts:

a) 2.269 pesetas when a shift is missing or attended to all of the month.

b) 2.112 pesetas when two to five shifts are missing, both inclusive, during the same period.

c) 1,939 pesetas when missing six or more shifts during a calendar month.

Assistance to trade union tasks within the company shall not be counted as faults, in accordance with the provisions of this Convention.

4. Plus continuous day: It is established for the staff to carry out their day on an ongoing basis, without being subject to shift, a plus of 461 pesetas per day of work attendance.

5. Plus compensatory amount of departure: The staff who take part in the day shall be entitled to compensation of 1,535 pesetas per day of work attendance, with the costs and other damages included in that compensation. (a) the provision of work in this working day scheme.

6. During the holiday period, the economic perceptions corresponding to the type of working day should be paid in the event of being employed in that period.

7. The following add-ons are set out in the As Pontes work centre for staff affected by specific agreements:

Plus of TPC.

Plus on Sundays and mine holidays.

Probes travel expenses.

Article 11. Add-ons for quality or quantity of work.

1. Overtime.

1.1 Established as a general principle that workers must develop their maximum capacity and professional knowledge to achieve optimum performance during the ordinary working day, the parties agree that, in the case of extraordinary hours, their classification shall be carried out in accordance with the following criteria:

1.1.1 Depending on the activity and public nature of the services provided by the company, which is considered the technical complexity of the production process and especially ensuring the health and physical integrity of the workers, consider extraordinary hours of inexcusable compliance with those performed in the provision of services such as:

(a) Claims, accidents and breakdowns resulting from stop or serious risk of stopping, as well as any other incident which reduces and puts at imminent risk of reduction in the safety of personnel or production.

b) Start-up activities.

c) Activities on the occasion of the compulsory discharge of installations on Sundays or holidays or at night.

d) Unplanned replacement of duty or non-deferred service personnel.

e) Completing or initiating services whose stop or suspension causes serious injury.

1.1.2 They will have the consideration of extra structural hours needed to cover:

Peak periods of production.

Structural circumstances arising from the nature and public activity of the service.

1.2 Both parties expressly agree that the value of the ordinary hour, for the purposes of calculating the extraordinary time, during the term of this Convention is as set out in Annex IV.

1.3 In the case of overtime, the worker may choose between his or her payment in cash, in accordance with the provisions of paragraph 1.2 of this Article, or his compensation with breaks, provided that this does not origine new overtime, do not leave the work equipment in less than 50 per 100 of its normal endowments and take the compensation within three hundred and sixty calendar days following the completion of the completion of the same, by mutual agreement with the company:

For the purposes of determining the computation of the referred breaks, the following table of equivalences is set:

For every extraordinary hour of daytime: One hundred minutes of rest.

For every night's extraordinary hour: One hundred minutes of rest.

For every extraordinary hour on Sunday, festive or rest dfa: One hundred and twenty minutes of rest.

1.4 In any case, for the performance of extraordinary hours by the staff, the approval of the heads of the facilities, services, sections or corresponding dependencies is required.

1.5 The desire to reduce overtime in such a way as to be able to study organizational improvements is established so that this reduction does not affect the production of the company, given the public nature of the services that you have entrusted.

1.6 Staff in turn: With regard to this staff, the various specific arrangements for this type of working day will apply in the different workplace, on the basis of the points set out in Annex XIII.

2. Plus for bad work: The staff, who are excluded from their normal duty on duty, who carry out extraordinary work, between the twenty-two and the six hours, shall be entitled to receive, as a result of the work The number of pesetas (1,654 pesetas), regardless of their employment status.

This amount must be credited to the worker, as many times as many times the call occurs during the time period. The same amount will also be effective if the notice is produced prior to the indicated schedule, being compensated by that amount for the time of transfer from your home.

This plus will be compatible with the payment of the corresponding overtime and the remuneration supplement for night work, as well as, if applicable, with the plus for jobs on Sunday, festive and rest day.

3. Compensation for the driving of vehicles: The workers driving at present, or in the future, vehicles owned by the company, in the event that they are deprived of the driving licence, for violations during the performance of such a service, either by judgment resulting from an accident of traffic, or by a governmental decision which does not result from the non-payment of fines, the amount of pesetas 17,821 pesetas per month for a maximum period of two years years, which will be made effective by the company itself or by the Insurance Company with which The appropriate policy.

4. Plus for work on Sundays, holidays and rest day: The staff who for performing extraordinary hours of inexcusable compliance pay their work on Sunday, public holiday, non-working day other than Sunday or public holiday, or day in which the weekly rest, you will receive a plus of 1,654 pesetas per day worked, whichever is your work category, and even if you enjoy the corresponding compensatory rest, being compensated by that amount for the time of transfer from your domicile.

It shall be expressly excluded from the accrual of this plus the staff working on a Sunday or a public holiday for the purpose of applying its system of duty.

Regardless of the above mentioned, the compensation for extraordinary hours will be collected and, in the event that the work is carried out between the twenty-two and the six hours, the perception will be entitled of the remuneration supplement for night work.

5. For the staff working between the twenty-two and the six hours of the Christmas Eve and New Year's Eve, an economic compensation of 8,910 pesetas is established.

Article 12. Maturity allowances of more than one month.

1. Extraordinary rewards: The staff affected by this Convention shall receive the amount of one twelfth of the annual basic salary corresponding to the salary level in which they are paid. (a) the number of persons who have been employed in the course of the year in which they are employed and who have been employed in the Member State in which they are employed; From this Convention, a holiday bag shall be established which shall be collected in the month of August of each year. The amount of the holiday bag will be 59,198 pesetas.

Staff entering or ceasing in the course of the year will receive the proportional share of these rewards at the time.

2. Profit participation: The staff affected by this Convention shall participate in the company's favourable results for each financial year, in accordance with the table set out in Annex VI, which shall be paid in January of the following year. their accrual. These amounts are equal to 16 per 100 of the twelve annual basic salary payments and the four extraordinary bonuses.

Staff who enter or cease in the course of the year will receive the proportional share of participation in benefits at work time.

Article 13. Supplement by residence.

1. Complement by residence in Cornatel, Quereno, Penadrada, Las Ondinas, Rioscuro, Santa Marina, Bibey and La Remolina: The staff with fixed residence in one of these centers or assigned to them that does not have housing in the mentioned localities He shall receive a supplement by residence in accordance with the amount set out in Annex VII to this Convention.

2. Supplement by residence in Ceuta and Melilla: Staff with fixed residence in the localities of Ceuta and Melilla will receive a residence supplement equal to all professional categories, equal to at least 100 per 100 of the salary interprofessional minimum in force at any time.

The current amount will be increased by the increment percentages that the interprofessional minimum wage will experience.

B) Concepts that do not have the legal consideration of salary:

Article 14. Travel diet, lunch or dinner diet and locomotion expenses.

1. Travel allowances.

1.1 Staff who, on a previously authorized secondment, move from the locality where their residence is established on a fixed basis, may choose to receive the corresponding travel allowance or benefit from the justified expenditure arrangements.

In case of a travel allowance, the amount of travel allowances will be 9,940 pesetas for each day.

When the staff takes advantage of the justified expenses regime, you will be able to make use of three star hotels, allowing, at the same time, the use of the same hotel as the companion of the highest category and, if you do not Breakfast, lunch or dinner at the hotel where you are staying, can be compensated by the following modules:

a) Breakfast: 423 pesetas.

b) Food: 2,543 pesetas.

c) Dinner: 2,327 pesetas.

1.2 When a worker moves into a service commission on account of his or her representative trade union position, and on behalf of the company, he will receive a diet of 9,940 pesetas daily or the second alternative provided for in the previous.

1.3 In cases where staff use the company's residences, they will be paid on the same average diet, taking as such 60 per 100 of the total amount of the entire diet.

1.4 When a worker moves from his or her specific work center for service needs, and cannot return to his home to perform the meal or dinner, he will be compensated with a diet of 2,892 pesetas.

1.5 On journeys made in secondment with the vehicle of its own, the same recognised treatment shall apply for the alleged driving vehicle of the undertaking, as referred to in Article 11.3 of this Regulation. Convention.

2. Lunch or dinner per day allowance: The staff who cannot return to their home for lunch or dinner for reasons of the service will receive a diet of 1,918 pesetas per meal, without distinction of categories.

This diet will be incompatible with the perception of the travel diet by service commission.

3. Cost of locomotion.

3.1 Staff who, on secondment of a previously authorized service, move from the locality where they have established residence on a fixed basis, shall be entitled to use the railway as a means of locomotion, in the first class or car-bed or similar, or the plane or boat in tourist class.

3.2 In the event that the person concerned moves in his own vehicle, he or she shall be entitled to have the fare per kilometre shown below:

Vehicles from 8 to 10.99 hp: 26 pesetas.

Vehicles from 11 hp onwards: 30 pesetas.

For each occupied square, in addition to the driver, the supplement of two pesetas per kilometer, whatever the power of the vehicle, will be paid.

The amount of the mileage fee shall apply for the duration of this Convention, without therefore being applicable to the economic increases laid down in Article 3.

Article 15. Gratification for currency bankruptcy.

Employees occupying jobs characterized by typical functions of the Chiefs of Treasury and Cengers, including those of the economy, will receive a reward of 19,874 pesetas in the form of a currency bankrupt. Annual report on all the work centres.

Article 16. Plus transport compensation.

To support the costs incurred by the transport is established, in favour of the staff of the Madrid and Barcelona work centre, as well as the staff residing outside the municipality in which the centre of Madrid is located A total of 266 and 238 pesetas per day, respectively.

This plus will be satisfied only by day of working day, as soon as in its consideration it will never cease to be compensatory of travel expenses or travel towards the exercise of the labor activity.

In addition, a compensatory plus of 175 pesetas per day of work is established for the staff of Ceuta and Melilla.

Also, a plus of 175 pesetas will be paid for those personnel who, residing within the same municipality in which the work center is located and outside the urban center, cannot use the transportation services. collective to exist.

The perception of the compensatory plus of transport, in its different modalities, is incompatible with the use of the collective transport services established in the different zones, which will be maintained in the conditions existing.

Article 17. General rule on remuneration.

The remuneration included in this Convention is gross and, consequently, both the tax and the social security contributions to the worker will be satisfied by the same and discounted in payroll.

The remuneration of staff, regardless of their employment status, will be paid for monthly periods of thirty days.

CAPITAL V

Jobs and promotions

Article 18. Employment.

1. The vacancy coverage will be performed according to the order of preference listed below:

1. No By free designation of the company, after report to the representation of the workers, regarding the personnel who are in situation of available, considering as such the personnel without occupation determined as the consequence of termination of a work or assembly, removal of a facility or service, or total or partial restructuring of a unit.

In these cases, the professional category and economic rights that are legally or conventionally appropriate shall be respected; in particular, it shall apply, where appropriate, as set out in Article 20.4.5 of this Convention.

2. º For workers who have been promoted by application of the promotion system provided for in Article 19 of this Convention, meet the requirements of professional training, experience and skills required for performance of the functions in question.

3. The test of competence or merit contest among all the personnel of the society that requests it. In this case, at the same level of merit or score, the staff will have a preference for the temporary staff.

4. Regardless of the above criteria, the template needs may be freely covered by the company in respect of workers of the same or higher category who request it, for which they will be made public. vacancies in a timely manner.

5. If once the above criteria have been applied, the template needs have not been met, they can be freely covered by the company.

2. By way of derogation from the above paragraph, the provision of the first category's template needs shall be free of the designation of the Directorate of the undertaking, with due regard for the specific characteristics of this group and the specific characteristics of the enterprise. Annex X to this Collective Agreement.

3. The need for a template which, in the opinion of the Directorate, is considered to be of special confidence, may be freely covered, with information prior to the representation of the workers.

4. The temporary staffing requirements for the Project, Works and Montages Unit shall be provided in accordance with the provisions of Article 35 of this Convention.

5. The provision of the template needs shall be carried out in accordance with the General Nomative Regulation for the regulation of the functional needs of the organisation, with the participation of the social representation in the terms contained therein.

6. The coverage of vacancies, including those for newly created places, must be announced within a period of one month from the date on which it was produced, except in those cases where it is for the convenience of the The service is not covered.

7. Any system of vacancy coverage is subject to the test periods provided for in the legislation in force.

Article 19. Promotions.

Regardless of the conditions laid down for the organisation of work in equivalent categories, the automatic promotions shall be produced in accordance with the years provided for in this Article, the merits and the completion of the training courses which the Directorate will establish on the basis of the organisational criteria set out above, as laid down in Article 24 of the Staff Regulations. Such requirements shall be deemed not to be covered where the professional attitude of the worker is not consistent with the interests of the undertaking as to the extent to which it is involved in the achievement of the objectives set out above, including these efforts in improving their training if they are required to do so.

1. The following economic enhancements are set:

1.1 The operating staff in the N-10 shall be N-9, when they meet the requirements of paragraph 1. and eight years have elapsed on the N-10.

1.2 The operating staff employed in the N-9 shall be N-8, when they meet the requirements of paragraph 1. and eight years have elapsed on the N-9.

1.3 The operating staff employed in the N-8 will be the N-7, when they meet the requirements of paragraph 1. and eight years have elapsed on the N-8.

1.4 The operating staff surveyed on the N-7 will be the N-6, when they meet the requirements of paragraph 1. and eight years have elapsed on the N-7.

1.5 The administrative staff in the N-9 shall be N-8 when they meet the requirements of paragraph 1. and eight years have elapsed on the N-9.

1.6 The administrative staff in the N-8 will ascend to the N-7 when it meets the requirements of paragraph 1. and eight years have elapsed on the N-8.

1.7 The administrative staff in the N-7 will ascend to the N-6 when it meets the requirements of paragraph 1. and eight years have elapsed on the N-7.

1.8 Technical personnel in the N-8 will be promoted to N-7, when they meet the requirements of paragraph 1. and eight years have elapsed on the N-8.

1.9 Technical personnel in the N-7 shall be N-6, when they meet the requirements of paragraph 1. and eight years have elapsed since the N-7.

2. For personnel with F.P. 2 or equivalent the following economic improvements are established:

2.1 Operating personnel N-6, with FP2 training or equivalent, will be promoted to N-5, when they meet the requirements of paragraph 1. and nine years have elapsed on the N-6.

2.2 Operating staff N-5, with FP2 or equivalent Fomation, shall be N-4, when it meets the requirements of paragraph 1. and eight years have elapsed on the N-5. (New salary level for this pool.)

2.3 Administrative staff N-6, with FP2 training or equivalent, will be promoted to N-5, when they meet the requirements of paragraph 1. and nine years have elapsed on the N-6.

2.4 Administrative staff N-5 (new level of this group), with FP2 training or equivalent, will be promoted to N-4, when it meets the requirements of paragraph 1. and eight years have elapsed in the N-5.

2.5 Technical personnel N-6, with FP2 training or equivalent, will be promoted to N-5, when they meet the requirements of paragraph 1. and nine years have elapsed on the N-6.

2.6 Technical staff N-5 (new level in this pool), with FP2 training or equivalent, will be promoted to N-4, when it meets the requirements of paragraph 1., after eight years of stay in the N-5.

3. Workers who have the category corresponding to salary level 4 shall have a promotion for economic purposes, provided that the latter is the one for the functions actually carried out and is in possession of FP2, equivalent to the difference between that and the salary level 3, of the new professional group, after nine years in total stay at that level. This promotion shall not apply in cases where the N-4 has been obtained by successive promotions of an automatic character.

The staff employed at any level of the second category, provided that they are the one for the functions actually carried out, shall have a promotion for economic purposes, and for one time only, at the level of the salary immediately above, after nine years in total stay at its current level. For the case of the second category, level 0, this promotion shall be understood at the equivalent level of the Top 1 Subchief of Section.

4. For the second category, the following routes of economic promotion and promotion are established:

4.1 Promotion:

The level change is understood by promotion.

You can change level:

For post change: When the employee is presented to a place of a higher level position and gets it. According to the vacancy provision mechanism set out in this Article.

By reclassification of the post: When the content of a position has significantly changed and a new assessment is requested, the position being framed at the resulting level, which may be the same or greater than the previous.

4.2 Ascensuses:

The rise consists of giving rise to paid increases called degrees, without changing positions or functions, on the basis of continued good performance.

The rise is linked, therefore, to the good performance of a given position, not being retained when changing from a post to a promotion.

The promotion will be carried out by the Hierarchical Director, based on objectivable criteria, such as performance, dedication and degree of compliance with the assigned objectives, assuming the Directorate the commitment to elaborate the relevant systems that allow for timely evaluation, giving information to workers ' representatives.

Any promotion (by reclassification or change of position) must result in a wage increase at least equivalent to one degree (3.3 per 100), with the minimum degree being allocated to the new level that allows for this increase.

5. Staff who have been promoted or promoted economically at a higher level of pay, under the provisions of each and every one of the cases referred to in this Article, shall be listed on the basis of the new level for social security, having the the obligation to carry out the functions of the new and previous levels.

6. Workers who are assimilated to the present Convention at the higher level of wages, in accordance with the 15th Electrical Collective Agreement, shall maintain the economic promotion that this implies.

7. Workers who are affected by the signing of this Collective Agreement in an assimilation process and in development

of article 19 will be found in the same, they will maintain their process of assimilation for one time, as established in the XV Electric Collective Agreement.

Article 20. Transfers, pemutas and displacements. Job changes.

1. Changes in post involving the worker in a variation of his habitual residence may be carried out:

a) At the request of the data subject.

b) By mutual agreement between the company and the worker.

c) By permuse.

d) For service needs.

In the transfers at the request of the interested party and in those established by mutual agreement will be to what both parties agree in writing.

Workers with a destination in different locations in which the company's work centers are located, and belonging to the same category and scale, will be able to arrange the permuse of their respective positions, subject to whatever the decision in each case, taking into account the needs of the service, the fitness of both permutants for the new destination and any other circumstances to be appreciated.

To consummate the swap, the workers will accept the change in remuneration to the effect that the change of posts could result in the absence of compensation in these cases.

Transfers for the needs of the service will be carried out in accordance with the provisions of the legislation in force, applying the conditions of shipment established at the meeting number 4, dated June 20, 1994, of the Commission Central to the Monitoring of the Preretirement Plan. In such cases, the worker shall be entitled to opt for the termination of his contract by way of compensation of two months per year of service, except for a more favourable arrangement.

notwithstanding the foregoing, the staff to be hired from the publication of this Convention in the "Official Gazette of the State", and for a period of not more than three years, subject to the term of the (a) the general conditions of the Convention on transfers shall be subject to the possibility of being transferred at one time, in order to improve their training by the time of their final position.

In any event, and regardless of whether individual or collective transfers are involved, the transfer decision must be notified by the company to the worker, as well as to the Enterprise Committee, at a time of two weeks ' notice. months to the date of their effectiveness.

2. For economic, technical, organizational or productive reasons, or for the special circumstances required by the contract, the company may temporarily transfer its staff, up to the limit of one year, to a population other than that of its habitual residence, paying, in addition to wages, travel expenses and allowances. If the posting is for a period of more than three months, the worker shall be entitled to a minimum of four working days of stay at his home of origin for every three months of posting, without counting as such travel, the costs of which are will be run by the company.

3. Where, by virtue of a transfer for the purposes of the service, one of the spouses changes his residence, the other, if he is also a worker of the undertaking, shall have the right to cover the first vacancy in the same category and similar specialty in the work center of the home of the transferred.

4.1 When the change of job is verified within the same zone or job center, because the needs of the service so impose, and also implies modification of the working time or schedule, will be paid to the workers, even if their express agreement is expressed and provided that they do not constitute a promotion, an indemnity equivalent to two monthly allowances, when the change is permanent. If the change is temporary, 474 pesetas per day of work shall be paid in the new post and this amount shall be maintained for a period of time equal to twice the performance of that function. The days in excess of the first thirty shall only give rise to the payment of 474 pesetas per day. At the time of the permanent consolidated change in the judgment of the Directorate of the undertaking, the worker shall be paid the abovementioned allowance of two monthly instalments.

4.2 Identical treatment, when required by the

needs of the service, shall have the assumptions of change of working time or timetable which do not entail a change of job and the change of job which do not entail a change of working time or schedule, if either, at the rate of half of the amounts referred to in the previous paragraph.

4.3 This system of compensation shall not apply to staff who pass on to the working day regime, as a result of being integrated into the staff of the Basic Unit of Works and Montages or attached to it or to the staff that has any specific agreement more favourable for a change of type of day.

4.4 In all cases where there is a need for a change of work within the scope of this paragraph, preference shall be given to the worker who voluntarily applies to him, provided that he is considered fit by the Management of the Company, which shall be entitled to receive the financial compensation referred to. 4.5 In cases where the change in the job, due to the needs of the service, involves a change in the working time arrangements, and this means a reduction in remuneration for such a concept for the worker, the following shall apply: economic compensation:

If the worker carries out his or her services twenty or more years in the working day regime that is modified:

During the first year, 75 per 100 of the decrease in remuneration resulting from the loss of salary supplements inherent in the working day regime.

During the second year, 50 per 100 of the decrease in remuneration resulting from the loss of salary supplements inherent to the working day regime.

During the third year, 25 per 100 of the decrease in remuneration resulting from the loss of salary supplements inherent to the working day regime.

If the worker carries his/her services between ten and twenty years in the working day regime that is modified:

During the first year, 75 per 100 of the decrease in remuneration resulting from the loss of salary supplements inherent in the working day regime.

During the second year, 50 per 100 of the decrease in remuneration resulting from the loss of salary supplements inherent to the working day regime.

If the worker carries out his/her services less than ten years in the working day regime that is modified:

During the first year, 50 per 100 of the decrease in remuneration resulting from the loss of salary supplements inherent in the working day regime.

The compensation provided for in this sub-paragraph shall in no case be applied in cases where the change in the position of work with modification of the working time system is an economic improvement for the worker. In addition, the above compensation will be compensable and absorbable with the economic improvements which, by any concept, may correspond or be applied to the worker from the moment of his recognition, excluding the economic increases in the general convention.

The provisions of this sub-paragraph are without prejudice to the establishment of specific agreements at the stage of implementation, which are considered to be extingir.

4.6 The economic compensation referred to in paragraph 4.5 above shall be compatible, where appropriate, with those set out in paragraphs 4.1 and 4.2 of this Article.

CHAPTER VI

Fouls and Sanctions

It is up to the Company's management to impose sanctions in accordance with the rules laid down in this Chapter and other binding rules.

Article 21. Fouls.

A lack of work is understood to mean any action or omission that would result in the violation of the basic duties incumbent upon the workers.

Faults: Every fault committed by a worker will be classified, taking into account its importance, transcendence and malice, in mild, severe or very serious.

Article 22. Minor fouls.

The following are considered minor faults:

1. From one to three unjustified faults of punctuality in the attendance at work, which does not exceed thirty minutes, are committed in a period of thirty days.

2. No notice of prior or, if any, within twenty-four hours of the absence, the reason for the absence of the work, unless it is proved by the worker that it is impossible to have done so.

3. Do not take the appropriate low, confirmation or medical discharge in due time when the temporary incapacity to work is lacking, unless it is proved impossible to do so.

4. Do not communicate with prior character or do not justify a posteriori the absences motivated by some of the causes that give rise to a paid leave.

5. The mere alteration or manipulation of any document issued by the company. If it is intended to circumvent any kind of work obligation, to obtain economic or other benefits, or to cause injury to the undertaking, it may be regarded as serious or very serious.

6. The abandonment of service, without cause, even if it is for a short time. If, as a result of the case, situations of danger or risk are generated for persons or installations or any type of damage to the undertaking, this fault may be regarded as serious or very serious, as the case may be.

7. Little neglected in the preservation of the material and tools of work.

8. Lack of grooming and personal cleansing.

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

10. Do not communicate to the company changes of residence or domicile.

11. Discuss with colleagues within the working day or in service acts. If the discussions were about foreign affairs to work or a notorious scandal, they could be considered to be serious or very serious, depending on the case.

12. To miss work one day for a period of thirty calendar days without cause to justify it.

Article 23. Serious fouls.

The following are considered to be serious faults:

1. More than three unjustified errors of punctuality in work attendance, committed over a period of thirty calendar days.

2. False two days to work for a period of thirty calendar days without reason to justify it.

3. Do not communicate with the punctuality due to the changes experienced in the family that may affect the Social Security. The falsehood or omission in this data will be considered to be very serious.

4. To be delivered to games or distractions, whatever they may be, within the working day or in acts of service.

5. Do not pay attention to the work entrusted.

6. Indiscipline or disobedience in any matter of service, including resistance or obstruction to the establishment or execution of rules, systems, methods or procedures of rationalization or organization of work. If the disobedience implies a manifest failure of the discipline or of the same one is caused to the detriment of the company or co-workers, it may be considered as a very serious fault.

7. Inneglect or neglect in the work that affects the good march of the same.

8. Unprudence in acts of service. If there is a risk of accident to the worker, to his or her companions or danger to the plant, it may be considered to be very serious.

9. To carry out particular works during the day for their own or third parties, without the appropriate permission, as well as to employ for their own purposes tools, material, equipment or installations of the company for the same purpose, even when this happens outside the working day.

10. Non-compliance with the rules on safety and hygiene at work, imposed by legal rules, procedures or working methods of internal character, or by business indication. If you are at risk for the life of the worker or for one of your colleagues, this behaviour may be regarded as very serious.

11. Those arising from the provisions of the fifth, sixth and thirteenth causes of the previous Article.

12. The recidivism in the slight lack (excluding the punctuality), even if it is of different nature, within a semester and having mediated verbal or written admonition.

Article 24. Very serious fouls.

The following are considered to be very serious:

1. More than 10 unjustified errors of punctuality in work attendance, committed over a period of six months or twenty for a year.

2. False Longer than two days to work for a period of thirty calendar days without cause to justify it.

3. The fraud, disloyalty or breach of trust, as well as theft or theft, either to the company or to the co-workers or anyone else, carried out within the company's premises or during an act of service in any place.

4. The simulation of disease or accident. It shall be understood that there is a lack of work of any kind, whether paid or not, on its own or other account, as well as any other type of activity, incompatible with its situation, where a worker in a low-state situation is in a situation of absence. medical or that hinder or retard the recovery or healing process. Any manipulation made to prolong the discharge by accident or disease shall also be included in this paragraph.

5. Simulate The Presence of another worker by signing or signing.

6. The theft of electric fluid or complicity with it, as well as the fraudulent or improper enjoyment of social benefits, through concealment, deception or falsehood.

7. Make it disappear, disable, destroy or cause damage in the first materials, tools, tools, machinery, appliances, installations, buildings, articles and documents of the company.

8. The conviction by a firm sentence of any degree of participation or authorship, imposed by the commission of a crime that carries the penalty of imprisonment for a year or more, even if it is carried out in freedom conditional.

9. The continued and usual lack of grooming and cleaning of such a nature that produces justified complaints from colleagues.

10. Drunkenness or drug addiction during the service.

11. The violation of the secret of correspondence, professional secrecy or confidential or confidential documents of the company.

12. Disclose required reserve data relating to the business and business of the company or relating to the employees.

13. To engage in activities which the undertaking, in the regular exercise of its powers, has declared incompatible or prohibited, or which will involve unfair competition towards it.

14. The bad treatments of words or work or the serious lack of respect for the dignity and honor of the superiors, companions and subordinates, as well as their relatives.

15. Causing serious accidents by doling, negligence or inexcusable recklessness.

16. Abandon work in positions of responsibility.

17. Accept tips, gifts or any other advantage that may constitute bribery.

18. The voluntary and continuous decrease in the normal or agreed performance of the work.

19. Cause frequent and unjustified squabbles and pendences with your coworkers.

20. Actively participate in illegal strike action.

21. Behaviors that attack sexual freedom and involve sexual harassment, both verbal and physical.

22. The abuse of authority. It is understood as such when a superior commits an arbitrary act with a manifest and deliberate infringement of a legal precept and with obvious harm to a child.

23. Those arising from the provisions of Article 22 (5), 6 (6) and (11) and 3 (3), 6 (6), 8. and 10 of Article 23.

24. The recidivism in serious misconduct, even if it is of different nature, whenever it is committed within the period of one year.

Article 25. Sanctions.

The maximum penalties that may be imposed on the missing persons shall be as follows:

For minor lack:

Verbal admonition.

Admonition in writing.

Suspension of employment and salary up to two days.

For severe missing:

Suspension of employment and salary of three to 15 days.

For very bad:

Suspension of employment and salary from sixteen to ninety days.

Forced transfer to a different location without any right to compensation.

Dismissal with total loss of your rights in the company.

Article 26. Rules and procedures.

Minor faults shall be prescribed within ten days of their knowledge by the Directorate of the undertaking, and the serious or very serious, at the twenty and sixty days, respectively, from the date on which the company became aware of its In any case, they shall be prescribed six months after they have been committed.

The handling of the relevant disciplinary case will be required in cases of serious or very serious misconduct to be initiated within the maximum period of six months. In any event, and regardless of the final qualification of the fault, the opening of the file for the clarification of the facts will interrupt the limitation period during the processing of the case.

In the case of serious and very serious errors attributed to members of the Committees of Enterprise, Staff Delegates and Trade Union Delegates, the opening of a contradictory file will be opened, which will be dealt with in accordance with the legally established in this respect.

Companies will write down the sanctions imposed on them in their workers ' personal files. These notes will have no effect, with minor faults, if a year has passed without any further sanctions. In the case of serious or very serious misconduct, the period referred to above shall be three and five years respectively.

The sanctions that can be imposed on the work order are without prejudice to the passing of the blame to the courts when the misconduct can be a criminal offence. It may also be taken into account by the governmental authority.

Any sanction is deemed to be imposed without prejudice to the appeal to the Courts of the social order.

CHAPTER VII

Worktime, holidays, licenses, and leave time

Article 27. Working time and working hours.

1. Working day. During the term of this Collective Agreement, an ordinary annual day of 1,672 hours of effective work, distributed in two hundred and twenty working days, is established, respecting the existing agreements in each zone according to the specific characteristics of certain services.

2. The staff of the central offices of Madrid and the staff of the other centres of work, as well as the staff of offices and maintenance of the centre of the Bibey, will maintain the existing timetable, in the periods of 15 years. June and 15 September and 24 December and 6 January.

The staff of the central offices of Madrid will continue, as to date, to carry out the working day in a continuous and flexible schedule.

3. The staff on duty, regardless of the professional group and the job category to which they belong, will carry out the annual agreed working day, distributed in shifts of eight hours a day.

Except for the day referred to in the previous paragraph, the staff on three-shift daily shifts of nine hours each in the mine of the As Pontes work centre, which will carry out the annual agreed working day, distributed in Eight-hour shifts of cash and one of transport.

All shifts will be organized in such a way as to guarantee workers a rest of twelve hours, between days, and day and a half week, both for periods of up to four weeks.

4. The staff affected the basic staff of the Unit of Works and Montages, whatever the professional group and the category of work to which it belongs, will perform the annual calendar day, for five days a week, according to the needs of the services, on the basis of a working day or discontinuous, in order to adapt their work to the actual presence of the contractor in work. The same working arrangements will have the staff who are assigned to other units in a more or less permanent way, their own functions, related or complementary works and assemblies, be it in general the whole of the These units or with particular character part of it. Such is the case of the Services of Civil Works, Safety and Hygiene, Stores, Maintenance, etc.

5. The staff, regardless of the professional group or category to which they belong, of Production, Maintenance, Dispatches of Maniobra, Civil Work, Laboratory, General Services, Stores, Safety and Hygiene, Land and any other service (a) in paragraphs 2, 3 and 4 above, as well as those which do not need to be in turn in power stations and stop mining facilities, as long as such a standstill is maintained, shall carry out the annual agreed working day, on a continuous basis, or a party; whether it is being carried out under established or established conventions.

6. Within the time-limits laid down in the five preceding headings, the schedules and, where appropriate, timetables for the various work centres shall be determined by the Directorate of the undertaking, subject to compliance with the provisions of the in force.

7. The staff who provide services in the company's work economy, whatever the professional group and job category they belong to, will carry out a working day according to the timetable established by the Directorate of the company, on a proposal from the Administrative Board of the Economato, so that this staff can also benefit from a second day of rest a week.

8. The Safety Fire Service of the As Pontes work center of Garcia Rodriguez will continue to carry out its current day regime, since it is a checkpoint service performed by three teams.

9. Staff who provide their work in any of the working hours or hours referred to in the preceding paragraphs and pass on a transitional or permanent basis, to carry out their work on a different working day or time scheme than the one It shall be subject to all the effects of the new working time arrangements.

10. Exceptionally, personnel who currently carry out a number of working hours per year lower than those laid down in this Convention shall be respected, on a personal basis, as long as they remain in their current position of work and category. work.

Same criteria will apply to staff who change jobs, unless they do so on their own will.

11. The working day will begin to be counted and will be considered completed precisely in the respective job.

12. A tolerance is established in the time of entry to the work of up to five minutes in each entry.

13. The signing of this Convention guarantees the enjoyment of the 14 annual holidays. The application of this guarantee shall be carried out at each working centre, by mutual agreement and in accordance with the needs of the latter.

Article 28. Holidays.

1. All the staff will enjoy an annual vacation of twenty six days from which they actually corresponded to work and one more for the assumption that during the previous year there would have been no more than four days of work. For such purposes, the absence of a licence, leave of absence and sickness of less than four days shall be considered to be absent from the work.

In addition, staff over fifty years of age and those who do not have sufficient conditions to access retirement will have a vacation for twenty-seven days, of which they would actually work.

2. In central offices, the holidays should be taken on a continuous basis for three weeks of August, except for the personnel who, in the company's judgment, remain at a checkpoint. In the general offices of the zones, the respective Directors may establish the holiday system indicated in the preceding paragraph if they deem it appropriate for the services.

All staff affected by the previous provision will enjoy an annual vacation of twenty-seven days from which they would actually work.

3. The period or periods of holiday enjoyment shall be determined by common agreement between the undertaking and the worker, in accordance with the requirements of each unit. To this end, the holiday calendar shall be fixed before 31 March of each year, unless it is sufficiently justified, by prescribing the same on 15 January of the year following its accrual.

4. Where a number of workers request the simultaneous enjoyment of the holidays and cannot be accessed, preference shall be given to the choice of the superior category, and within the latter, to the older one, continuing to apply the system of established rotation.

5. The staff shall be entitled to receive payment of their assets for the days of the holiday before the start of the holiday.

Article 29. Licences and surpluses.

1. Paid leave: The company will give its staff paid leave in the cases and during the calendar days listed below:

a) When you get married: Fifteen days.

b) By birth of child: Five days.

(c) For serious illness of the spouse, father or mother of one or other spouse, children, grandparents, grandchildren and siblings: Three days, extendable in very justified cases.

d) By death of the spouse, father, children, grandparents, grandchildren, siblings and political relatives of the same grade: Five days.

e) For the transfer of the usual address: One day, extended to two days in the case of transfers to different working center.

(f) For the fulfilment of an inexcusable duty of public and personal nature, by means of the exercise of active suffrage: The time indispensable or legally established.

g) To be screened for an academic or professional degree: The precise days, in order to attend official examinations, provided that it is demonstrated by an official certificate of assistance and is justified by use.

Every worker with his/her illness shall be entitled to paid leave for the time strictly necessary to attend medical consultation, after notification and subsequent justification.

Paid leave shall be granted in cases of very justified need, to accompany the family members referred to in paragraph 1 (c) of this Article for medical consultation.

For the granting of other paid licenses, it will be in accordance with the legislation in force.

Staff representatives undertake to collaborate very closely with the Company's Directorate in order to correct any abuses that may arise from the application of this paragraph.

2. Unpaid licences: Workers may apply for special licences for special purposes, without the right to pay and with a maximum duration of 10 calendar days each, to be granted by the undertaking, if the requirements of the services permitting.

At the request of the employees, the company may also grant unpaid leave for a longer period of time when it considers it appropriate.

3. Voluntary leave: The staff may apply for the transfer to the situation of voluntary leave under the conditions, for the time and effects indicated by the legislation in force; in respect of the request for re-entry, a month of at least and shall be granted only where there are vacancies of equal or similar status to that of the applicant.

To qualify for another voluntary leave the worker must cover a new period of at least the time of leave of absence previously enjoyed. This period may be reduced in the case of an agreement between a worker and an undertaking.

The worker will be entitled to a period of leave to attend to the care of each child, both when it is by nature and adoption, in the terms provided for in the legislation in force.

4. Forced leave: Workers who are appointed to fill managerial positions, or who, for the convenience and decision of the undertaking and with the agreement of the person concerned are destined for another company, shall be in a position of leave of absence forced, with the same rights as the staff in active in all things regarding promotions and foresight.

To cease in the managerial position or in the society to which they have been destined, provided that the cessation has occurred for reasons other than the facts or reasons provided for in the labor legislation as sufficient cause of dismissal, Forced surpluses will be automatically activated, returning to the job corresponding to their category, with remuneration that will be at least equal to the average of what was perceived at that time in their category.

CHAPTER VIII

Different level jobs

Article 30. Mobility of staff.

The mobility of staff within the work centre itself will be carried out in accordance with Article 39 of the Staff Regulations and additional legal provisions, and will not have other limitations than those arising from academic or professional qualifications required to carry out the work and membership of the professional group or equivalent professional category.

The mobility regulated in this article shall be carried out in accordance with the requirements and, where applicable, compensation provided for in this Collective Agreement.

Article 31. Performance of tasks higher than those of the professional group or equivalent categories.

If, as a result of functional mobility, a worker is entrusted to a worker for more than five days on a continuous basis, corresponding to the higher professional group or equivalent categories to which he is assigned, the The worker will be entitled to receive the difference in salary between the two from the first day he began performing these duties.

After four months uninterrupted, the vacancy shall be deemed to have been created, in which case, if it is up to the worker who came to perform that function, it shall be deemed to be consolidated in the same, for all purposes, from the day he started doing those jobs. If the promotion does not correspond, the vacancy will be covered according to the regulations in time and form, and must then return the one who carried out those works to his previous situation and salary.

The above shall not apply to cases of replacement by military service or replacement social benefit, sickness or accident at work, permit or occupation of official posts which do not produce surplus In these cases, the substitution shall be for all the periods of time which have been the case, but the worker who performs these duties shall receive the remuneration corresponding to them.

The creation of the vacancy and its coverage in the time and form referred to in the second and third paragraphs of this article is an unavoidable obligation of the company to take effect, even if it does not measure any of the worker.

Article 32. Performance of functions lower than those of the professional group or equivalent categories.

If the company, for the needs of the service, is entrusted to a producer of professional group works or equivalent categories inferior to his, provided that this does not affect his professional training, the worker will come required to do so, retaining all the rights corresponding to the level of recognition.

It will not be considered as a detriment to vocational training to carry out the tasks related to the main function of the worker who, as a supplementary and transitional measure, can be entrusted to him.

What is established in this article will not be applicable when the change is at its own request, as in this case it will be agreed by both parties.

Article 33. Decrease in fitness for work.

To staff whose work capacity has decreased in such a way as to prevent them from performing their usual work as a result of illness or accident, the company, as far as possible and without discrimination with respect to others (a) workers who are available, will be assigned to work appropriate to their conditions, while retaining the same level and emoluments, and the improvements to be applied in the future will be calculated on the same level, with the exception of the previous job.

CHAPTER IX

Staff Fomation

Article 34. Training of staff.

It is considered a primary duty to attend to the training and improvement of personnel, with the following triple purpose:

Achieving the permanent adaptation of workers to the development of occupations and the content of occupations, so that training improves their skills and qualifications and the situation is also strengthened The competitive position of ENDESA and its staff.

Fostering the professional and social promotion of workers through training as an incentive measure for skills and personal development.

Anticipating and preventing the negative consequences that for employment can bring about the changes that are operating in the world of work, both economic and organizational and technological.

The training needs will be set up by the Directorate of the company with a view to: Maintaining the current skills and qualifications; procuring the acquisition by the workers of which they are required to (i) the establishment and operation of new facilities and equipment; incorporating technological innovations; implementing organisational changes; eliminating the training gaps identified in the performance of occupations and, finally, promoting the participation and cultural change in ENDESA. Once the relevant training planning has been carried out, the representation of the employees will be given to the participation recognised in the State Sectoral Agreement of Continuing Training.

The actions to be taken may be, among others, the following:

General education courses: Destinations for the acquisition of common skills, attitudes and general knowledge.

Basic vocational training courses: The aim is to acquire basic technical and scientific skills and knowledge relating to a family of equivalent professions or categories.

Conversion courses: They are intended to train assistants in a specific profession or trade other than the one they have.

Improvement courses: They provide a professional with theoretical, practical training, or both, that will enable him to achieve greater efficiency in his or her craft.

Promotion Courses: They provide the assistants with the theoretical, practical, or both, training necessary to enable them to overcome the tests required for the promotion to higher qualification levels.

Training courses for occupation: They aim to obtain the skills and knowledge of a specific occupation, so that they can be able to perform it satisfactorily.

Development courses and seminars: They provide attendees with the knowledge and skills needed for the development of their personality. They contribute to complement professional training with improvements in motivation, integration in the company and the general climate of interpersonal relationships.

The personnel must collaborate in the realization of an intellectual effort, as well as a continuous improvement in the work and make the most of the resources that are made available to them to achieve an integral formation of quality to achieve the proposed objectives. For this reason, attendance at general education courses, basic vocational training, retraining, training and training for the occupation will be compulsory, taking place as long as possible within the framework of the work. In case they are taken out of the day, they will give rise to compensation in breaks equivalent to the time spent in the course.

The methods and techniques of encouragement to be applied will be the appropriate pedagogical for each case, taught by own or foreign personnel, belonging to institutions or companies of recognized prestige and proven guarantee.

In all aspects of the study, promotion, development and supervision of the training of personnel in the company, there will be committees at the central level, the work centers and, where appropriate, the lines of work, in which they will be represented by the Committees of Enterprise or Delegates of staff or trade union delegates as determined for each specific situation.

ENDESA adheres to the State Sectoral Agreement on Continuing Training in the Electrical Sector of 18 January 1994, subscribed to the development of the National Agreement on Continuing Training, signed on 16 December 1992, by CEOE and CESMEs on the one hand, and the UGT and CC.OO trade unions on the other, and the IGC on the other.

In ENDESA there will be, at the central level and the work centers of Andorra, Ponferrada, Bridges and Carboneras, Units specifically dedicated to the training of the staff who will act as organs of work of the committees of respective training.

CHAPTER X

Project, Works, and Mount Staff

Article 35. Provision of the jobs of this Unit.

The jobs will be covered by free designation of the company's management from among the workers of the company who request their provision and are declared fit for their performance.

Once the vacancy has been awarded, the worker shall be assigned, for all purposes, to this Unit.

Article 36. Displacements of the staff of the Project, Works and Montages Unit.

1. Given the special nature of these works, the staff will be willing to move to any other installation or new project undertaken by the company, without another requirement to be notified at least three months in advance, respecting the their family situation.

2. The staff affected by the posting shall be entitled, for each movement, to receive an allowance equivalent to four monthly allowances, supplemented by the travel allowance of eight days, The company is responsible for the costs of moving the furniture and its own and the family's own.

Also, any posted worker shall be entitled to a paid leave of six working days, counted from the last day of work in a work and the first in the next work.

3. Where possible, the company shall provide the staff concerned with the transfer of adequate housing to his or her family needs, as well as the place of residence of the undertaking in the case of a single or married person who does not move with his family.

In the same way, the company will guarantee, as far as possible, the attention of the children of the displaced in terms of Basic General Education in the new locality in which it resides.

Article 37. Economic conditions of the Projects, Works and Montages Unit.

1. As a specific and specific economic condition, a daily diet of 6,907 pesetas is established, which will aim to compensate for the expenses that rent housing, lodging or residence can produce, as well as all the peculiarities that are in this work system.

Regardless of the above, the corresponding plus of the day will be collected.

In the event that the company provides housing or residence to the worker, the diet indicated in the preceding paragraph will be encrypted in the 60 per 100 of its amount.

2. In the event that a worker is temporarily assigned by the company to any project, work or assembly, the same economic treatment will apply to him as in the previous case, provided that it involves a change of residence.

3. If the incorporation into the Unit or the attachment to any project, work or assembly does not result in change of residence, the worker will be entitled to receive a diet of 1,535 pesetas per day effective work, in compensation for the same and all the The specific features of this work system, in addition to the corresponding number of working hours.

4. For the purposes of membership, the provisions of Article 20.4 of this Convention shall apply to cases which do not involve a change of residence, and the provisions of Article 36.2, first paragraph, where there is a house of residence.

The conditions laid down in Article 36 of the Convention shall also apply for future displacements.

Article 38. Employment of the staff of the Project, Works and Montages Unit during the time between two projects, works or consecutive assemblies.

Staff who, between two projects, works or consecutive assemblies, cannot be employed in works of other projects, works or assemblies, may be temporarily destined, until new ones are initiated, to work of their (a) speciality and category, both in the operation and maintenance services, as well as in the case of projects and periodic reviews of installations.

If the performance of the work involves the transfer of the work centre, it shall be carried out in receipt of the compensation provided for in Articles 36 and 37.1 of this Convention.

Article 39. Dissolution of the Project, Works and Montages Unit.

1. If, in accordance with the company's development plan, situations were created in which new projects, works or assemblies would not be foreseeable, these units would be dissolved and the staff of their projects would be coupled to the various centres of The company's work, for which it would have the right to occupy places, of its category and specialty by the turn of free designation, with preference on the other workers of the society. When the new job is attached, the right to receive the allowances laid down in Article 37 shall cease, and the worker shall be entitled to the economic scheme corresponding to his new job.

2. Where the coupling involves a change of residence, the worker shall be entitled to receive the compensation provided for in the first paragraph of Article 36.2.

3. In the event that these Units will be reorganized in the future, the personnel belonging to them will have the right to join them, if they so wish.

CHAPTER XI

Social Forecast

Article 40. Temporary incapacity.

1. In cases of temporary incapacity arising from common sickness and non-occupational accidents, and for the period from the first day from the low to the seventh, inclusive, of permanence in such a situation, the staff shall receive the 92.5 per 100 of the real salary, and from day eight onwards 100 per 100 of the same.

During the temporary incapacity resulting from an accident at work and occupational disease, as well as in maternity cases, you will always receive 100 per 100 of this salary.

For real wages basic salary is defined, supplementary salary, personal supplement of seniority, salary supplement, compensation for twenty years of service, plus of residence, complement of residence, plus of transport, Community, tourism, tourism, tourism, tourism, tourism, tourism, tourism, tourism, tourism, tourism, tourism, tourism, tourism, tourism, tourism, social policy

2. For the purposes indicated, the undertaking may verify the existence, cause and duration of the disease or injury, including by means of an inspection at the worker's address. If the information or inspection that is carried out is proven to be simulated or that the worker is not prevented from carrying out his duties, he shall lose the right to the expressed benefit, with the return, if any, of the (a) the Commission is not required to take the necessary measures to prevent the damage caused by the damage caused by the damage caused by the damage caused by the damage caused by the damage caused by the damage caused by the disease. sanctionable.

Article 41. Death.

The company will pay 222,766 pesetas to family members who live at the expense of any of their workers who died, raising this sum to 31,868 pesetas when the death was due to an accident at work.

Both in one case and in another the previous amounts will be increased by 71,284 pesetas for each child under the age of twenty-one or more incapacitated than the worker.

Article 42.

1. Collective life insurance: A collective life insurance is established for all staff affected by the present Convention of 4 000 000 pesetas in the event of natural death or absolute permanent invalidity, with an optional double the amount of the average annuity per employee's total account.

Said Insurance, arranged with the Insurance Mutuality of the INI (MUSINI), will be paid 60 per 100 by the company and 40 per 100 by the worker of the resulting premium.

In case of death resulting from an accident, this compensation will be complemented by another one of 4,000,000 pesetas, reaching in this case the amount of 8,000,000 pesetas. For the worker who does not want to benefit from this new modality, the Life Insurance collected in the XIV Collective Agreement will be maintained.

2. The Directorate will draw up a report on the current situation in the field of civil liability, in order to ensure that the measures are taken to ensure that the risks involved are covered by a suitable degree of coverage. workers.

Article 43. Social provision.

The Mutual Social Welfare of the ENDESA workers, created in the 1963 Collective Agreement, is maintained as an entity with its own independent legal personality, which is governed by its own Statutes and to which it shall continue to be binding on the staff concerned by the rules of this Convention, including in the personal field referred to in Article 2 thereof.

For the self-sufficient support of the Social Welfare Mutual, in order to cover its benefits, ENDESA will continue to bring to the workers, for the mutual benefit, the amount of the quota indicated in the the Statutes of the same.

This traction will take effect in the same way as it has been done since the beginning of the existence of the Mutual Social Security, in compensation to the compensatory payments that the workers have made and that they must be considered to be included in the globality of the clauses of the Convention and that in economic terms they represent the amount of the current quota necessary for the fulfilment of the purposes of that Mutuality.

The foregoing is understood to be linked to the provisions of the second act of supplementary agreements of this Collective Agreement.

Article 44. Widower, orphan and absolute permanent incapacity.

1. In order to favour pensioners with lower perceptions, the following minimum amounts are set out, to be applied to the following benefits:

Viudad: 18,352 pesetas per month.

Orphanage: 3,441 pesetas per month.

Absolute permanent incapacity: 17,205 pesetas per month.

2. These minimum amounts will affect all beneficiaries of the ENDESA's Mutual Insurance Fund, referred to in the previous benefits, whatever the date on which the event causing them took place, as well as to those in the They are entitled to the above benefits.

3. The minimum amounts mentioned shall be compatible with other perceptions received or received from the National Social Security Institute or any other institution. In the latter case, the benefits granted by the Social Security Fund are exempted.

4. The permanent and total disabled, whatever the cause of their invalidity, who would have been declared fit again for the job, will have the right to be reintegrated into the post which, with normal character, would be of the discharge, except in the case of the retirement age, entitled to the corresponding pension, and must apply for re-entry within the month following the declaration of aptitude, and the undertaking must be obliged to produces within 15 days of the request.

5. Workers who have ceased in the enterprise because they have become incourses in a partial or total incapacity, whatever their cause, when they have their functional recovery for a trade other than the one they were carrying out with Prior to the discharge, they shall have absolute preference for their readmission in the first vacancy which occurs in accordance with the function which they may perform under their physical and intellectual conditions, regardless of their age at the time of the first vacancy. recovery, and provided that on that date they are not entitled to a retirement pension, and that work to to be carried out by the persons concerned does not represent a danger to his or her life or health.

The disabled referred to in the first subparagraph of this paragraph shall be entitled to have access directly to the places in question, without, therefore, having to submit to the system for the provision of vacancies which provides for Article 18 of this Convention.

Finally, and for the purposes set out in this paragraph 5, the disabled will be computed to the disabled the age already established in the company prior to the date of the discharge.

CHAPTER XII

Social work

The Company's management recognizes that all workers have the same right to enjoy these benefits. The improvement of this right will be gradually achieved.

Article 45. Committee on Social Affairs.

1. In view of the importance and importance of social affairs, the following Commissions, which are of a joint and executive nature, are:

One in Ponferrada, which will study and resolve the issues of that area, as well as many others, with the same tasks, with respect to their own work centers, in Puentes, Andorra, Carboneras, Madrid, Ceuta, Melilla and Escatron.

2. These Commissions shall be composed of the following members:

Three company representatives.

Three staff representatives.

Article 46. Electrical power supply.

A) Live staff:

For the personnel affected by this Convention the right to supply of electrical energy, exclusively for lighting and domestic use, is maintained under the following conditions:

First. -An annual maximum quota of 30,000 KWh is set, at 0.15 pesetas/KWh per family unit.

The price that the distribution companies will charge to the company or the interested parties and, in the case of the company's own energy, will be applied to the price currently paid by the distribution companies.

Second. -The staff has the right to hire the distribution companies of the powers that they want according to their needs.

Third. The quota will be enjoyed in a personal and individual capacity and will be equally valid for the second housing of the worker, if he had one.

B) Retired staff:

1. It is maintained for retired staff, pensioners of total permanent incapacity, absolute and great invalidity, as well as for the widowers of fixed staff, who reside in localities where the company has established a concert with the distribution companies, the right to the supply of electrical energy in the same conditions as those laid down in paragraph A) of this Article for the active staff.

2. The staff referred to above, where they reside where the undertaking does not have a concert with the distribution companies, shall be paid the annual quota, as indicated under the previous heading, at the price of six pesetas KWh, as compensation of the actual cost of their consumption.

Article 47. Support for studies.

A) Aid for studies for the children of workers.

First. -Beneficiaries: The children of the workers in active situations may be eligible for the aid for studies, as well as the children of the producers who have died or are in retirement or invalidity. temporary or permanent incapacity, provided that they are economically dependent on their parents or guardians and do not pay paid employment for others, the aid in the case of the children of temporary workers being applicable only in time intended for the duration of the contract.

Studies must be completed in state or private institutions duly recognised or authorised by the Ministry of Education or other official bodies, or attend childcare facilities provided with the relevant licence. until the age of preschool education is reached.

Second. -Concepts comprising help for studies:

a) Plaza reserve in the center.

b) Enrollment.

c) Matriculation.

d) Medical recognition and psychotechnical test.

e) Text books.

f) Education book.

g) Teaching fees.

h) Heating. (i) School insurance.

j) Academic title.

k) School dining, provided that the expenses arising from the half-pension are incurred as a result of performing the midday meal in school canteens, or alternatively, school transport, provided it is carried out in collective means for the educational establishment. In terms of non-school urban transport, the following modules are, on an experimental basis:

Madrid: 9,060 pesetas quarterly.

Ponferrada: 7,234 pesetas quarterly.

Other job centers where you need to do

use of said means of transport: 7,234 pesetas quarterly.

This option should be carried out at the beginning of each school year, and cannot be modified during the course of the school year.

The school material will be paid in accordance with the integrated modules per school year, which follows:

Preschool education: 891 pesetas.

Basic General Education: 1,782 pesetas.

Multi-purpose Unified Baccalaureate and Vocational Training: 2,675 pesetas.

University Orientation Course and University Teaching: 3,884 pesetas.

The selectivity studies are also included in this aid.

Third. -Aid for studies: In general, the aid for studies shall consist of 60 per 100 of the teaching costs which have been listed, but the following shall be established: exceptions:

(a) Where the beneficiaries of the aid for studies are outside the place of the habitual residence of their parents or guardians, because there is no educational establishment in that place for the studies concerned, 60 per 100 of the expenses listed and 60 per 100 of the costs of stay in schools, residences and hospitality establishments will be paid.

When lodging takes place in family homes or on own or rented floors, the company will pay a quarterly fee of 70,000 pesetas.

A module of 637 pesetas per day is established without a dining room or accommodation for students residing in boarding schools, residences or university colleges, as an economic compensation to increase the bill of expenses which are affected by the current quarter by such a concept.

b) where the beneficiaries of the aid for studies are outside the place of habitual residence of their parents or guardians, in spite of the existence of the educational establishment concerned in this place, they shall be entitled to receive the amount of the same concepts as they would have had to carry out the studies at the place of the habitual residence.

(c) The teaching costs for which the aid is based, as well as the average pension of the beneficiaries whose parents or guardians reside in the work centres of Bibey, Cornatel, Quereno, Penarrubia and Campanana and de Penadrada, Las Ondinas, Rioscuro, Las Rozas, Santa Marina, Matalavilla and La Remolina, will be paid by the company in 70 per 100 of its amount, provided that these expenses are incurred as a result of the midday meal out of the domicile where they reside.

B) Study aid to the company's own workers: The staff of the company who study interest in their training, in the judgment of the company, will have the right to be paid 70 per 100 of the expenditure on the concepts on which the aid for studies for the children of workers is concerned.

C) Payment system: The amount of the aid for studies shall be paid on a quarterly basis, after verification by the Personnel and Social Action Units of the supporting documents of the expenditure incurred to be submitted to the December, March and June.

If the child of any worker is a beneficiary of a scholarship to the company, he or she will be obliged to make it known, and the amount of the aid for studies will be paid only on the costs which exceed the amount of the grant.

(D) This Article is developed in the Act of Criteria dated November 8, 1995 for the practical and uniform application of Article 47 of this Collective Agreement.

Article 48. Housing loans.

The company will endorse bank loans, for one time, up to a total of 1,200,000,000 pesetas for 1995, and will pay the staff, once the test period has passed, interest relative to 5 per 100 in the measure in which the types, agreed by ENDESA, are maintained between 9,50 and 10 per 100, in the event that these are down, the collaboration of ENDESA will decrease in a proportional way.

The company will endorse bank loans and will collaborate in the payment of interest up to a maximum of a capital of 6,000,000 pesetas, per household unit, for housing acquisition, being incompatible this right with any other aid for the same purpose.

Without prejudice to the bank guarantee to be used for the purchase of a house in the workplace itself, it being understood within a radius of less than 30 kilometers, the concession will be preferential for those workers who acquire the housing in the municipality in which the centre of work is installed.

People who have not enjoyed this aid before, or who are in the company's housing, may apply for such an endorsement to obtain housing rather than the work centre, provided the request is made. within 10 years prior to the date on which the petitioner is entitled to apply for retirement in the undertaking. The same benefit can be applied to the staff of Ceuta, Melilla and hydraulics, even if you do not enjoy the company's housing.

As for the assumptions of IPT and IPA and widower, the same treatment will be given as for retired personnel, guaranteeing, in any case, the company their return through the MPS.

The distribution of these funds between the various centres of work will be carried out according to the criteria set out in the document dated 31 October 1991, which was drawn up in this respect, updating with the incorporation of the new centres of work in ENDESA.

With regard to temporary workers, the benefits of the guarantee and the grant of interest shall not be eligible for workers whose contract is shorter than the time limit for the repayment of the loans. of the same, and, in any event, shall be granted only for the period between the date of their granting and the date of termination or termination of the contract of employment. The new wording of this Article will enter into force on 1 January 1996.

Article 49. Advances.

The staff of staff, once they have passed the probationary period, may apply for advances of six monthly instalments, on their fixed remuneration, to be granted by agreement of the Joint Committee on Social Affairs in each Member State. zone.

The Commission shall examine the requests which are made and shall, where appropriate, grant them, in accordance with the following criteria for implementation in the whole of the business centres of the undertaking:

1. For care of expenses arising from sickness or accident, which do not have adequate coverage in the Social Security of the worker, spouse and descendants in the first degree.

2. Expenses arising from repairs in housing and purchase of useful or household furniture.

3. Expenditure for the provision of funds as a result of judicial proceedings of a family nature and of civil liability.

4. Expenses of urgent and first need.

The above expenses will have to be duly justified.

These advances will not bear any interest and the reintegrals will be carried out in 36 monthly payments. No new advances may be applied for as long as two years have not elapsed since the total clearance of the previous year, except in order to cover the sickness costs referred to in the number 1 of the criteria indicated.

For these purposes, there may be no more than 35 per 100 of the firm's fixed template with advances in force, with each separate area being computed, excluding advances from three sub-items previously granted to the signature of this Convention and those corresponding to the number 1 of the criteria set out above.

In order to adjust the repayment of advances to the duration of the contract, temporary workers, given the nature of their contracts, will not be able to apply for advances when their contract is shorter than the duration of the contract. time-limits for the depreciation of the same. In any event, such advances may not exceed one-sixth of the fixed remuneration corresponding to the outstanding period of their respective contract, the refund being paid in proportion for the remainder of the period of validity of the contract. contract. In the event of an early termination of the contract for any cause, the company shall bring forward the advance payment which may be unamortised.

Article 50. Award of homes and places in the residences.

1. The Joint Committee on Social Affairs shall be responsible for the award of the property owned by the undertaking to the fixed staff affected by this Convention.

2. It shall also be the responsibility of the Commission to award seats in the residences for permanent staff governed by this Convention.

3. The above mentioned competences will be assumed in the work of Bridges by the Commission of Housing and Residences to this effect.

4. By way of derogation from the above paragraphs and in order to meet the needs arising in these respects as a result of the due care of the services in respect of the fixed staff included in the Convention, the Directorate of the is reserved for such staff fixed 8 per 100 of the dwellings and 10 per 100 of the places of residences, which will be of free adjudication of the same. For the calculation of the percentages mentioned, account will be taken of the total number of dwellings and places of residence that for the aforementioned staff exist in each working centre, so that once these quotas are covered, the Directorate of the The company may only dispose of other dwellings or places of residence when those who occupy the houses or places reserved for them are one or the other for the general scheme of award.

Article 51. Military Service.

The staff who are in compliance with the Military Service or the replacement social benefit shall receive 25 per 100 of their salary as set out in Article 8, increased by overtime and pay benefits, as long as this situation lasts.

Article 52. Special social issues.

1. Fund of vehicles: A special social fund is constituted for an amount of 3.300,000 pesetas for the purpose of subsidizing the expenses that may be incurred as a result of the damages suffered by the vehicles of private property used in the displacements in secondment.

2. Health care: During the term of the Convention, a collective health care policy will be arranged, the individual cost of which will be paid by 60 per 100 per company. In any case, the overall cost of such a policy for the company will be offset by savings in other concepts.

The amount that was paid in the form of a health care fund, excluding the proportional share for the centres of Madrid, Ceuta, Melilla and Barcelona, will be maintained until the moment of formalisation of the collective policy.

3. Other complementary social care:

(a) The existing social services, which relate, regardless of those already mentioned in previous articles, will be maintained to the following aspects:

Formative: Concerts with the educational authorities for the implementation of alternance practices for students of vocational training in the company or others.

Cultural and sports: Enterprise, cultural and sports groups; summer camps; facilities and help for sports clubs.

Generals: Economates, dwellings, single staff residences, support for patron saint parties, prizes, bronze and silver medals for services provided to the INI or entities that replace it (TENEO, SEPI, IEA).

Special: They affect the staff of the towns attached to the plants of Quereno, Santa Marina, Penadrada, Las Ondinas, Rioscuro, Bibey (San Agustín, Prada, San Sebastian, Porto and Moncabril), La Remolina and Escatron, and refer to the adoption by the company of measures to improve the conditions of the transport of workers and family, medical care, primary education to children, purchase of food and clothing at reduced prices and recreation and Distraction of workers and their families.

b) In these aspects, the various Social Affairs Committees set up in the different work centres may be involved and/or collaborate.

Article 53. Social assistance.

In those job centers that the number of your staff require, the company will establish, in the service of its workers, social assistance teams, that will collaborate with the staff in the solution of those problems personal, family and social in which the interested parties request help from the company, giving them advice and making the necessary steps to this end.

In the event that the Mutual Social Security Social Security Assistance to the Subnormal would extend its protective action, this policy would be extended to the children of producers with physical disabilities, thus extending the policy already existing for mental disabilities.

Article 54. Loyalty prizes.

This award will be credited to any worker for the services continued in the company and without any interruption for voluntary leave or for unpaid leave of more than three months, and without having been punished for lack of serious.

It will be granted on two occasions: one, when it meets the twenty-five years of the company, and another, when it is forty years old. In the first of the occasions, you will receive the amount equal to three monthly salary allowances, and the amount of five monthly allowances in the second, on the basis of the monthly salary of the twelfth part of the basic salary and supplementary, supplementary salary, personal supplement of seniority, participation of benefits and extraordinary pay, compensation for twenty years of service, holiday bag and, where appropriate, personal complement of the first category.

Article 55. Retirement.

For the purpose of promoting employment, as well as for repositioning the mining surpluses and ENDESA in general, both parties agree:

1. The payment of the proportion of the loyalty prizes, that of the two most beneficial, to the staff who, having paid contributions to the Social Security, before 1 January 1967, will retire at the age of 60. years of age. Such a loyalty prize shall also be paid, in proportion to the years accrued, to those staff who, having not paid contributions to Social Security before 1 January 1967, shall retire at the age of 60 and five years.

2. Retirement Award: Workers who retire at the age of 60, or for a maximum of two months, will receive the amount of 459,162 pesetas.

3. The compulsory retirement is established at the age of 60 and five years, provided that the worker has a sufficient period of contribution, in order to receive the benefit of the Social Security.

CHAPTER XIII

Trade union action in the enterprise

Article 56. Representation and exercise of workers ' trade union rights.

In order to implement industrial relations based on mutual respect and to facilitate the resolution of how many conflicts and problems arise from the social dynamics, both sides consider valid interlocutors:

a) The Work Center Enterprise Committees.

b) Staff Delegates.

c) The trade union sections duly recognized in the field of the company, through their trade union delegates.

(d) The Inter-centre Committee.

Article 57. From the Works and Delegates of Staff Committees.

1. The members of the Works and Staff Delegates Committees shall be elected and revoked by the workers in accordance with the provisions in force in this field.

2. The following shall be the functions of the Work Centre Enterprise Committees and the Staff Delegates:

a) Representing:

They will hold the representation of all the workers attached to the respective work centers for the defense of their interests, intervening in how many issues are raised in relation to the personnel they represent.

This representation will be exercised by the Working Center Company Committees in a collegiate manner and by the staff delegates jointly.

They will be specially trained for the denunciation, initiation and deliberation of collective bargaining, with the power to appoint representatives of the Deliberative Commission that, without prejudice to the powers of the Commission An interpreter shall be the sole legitimation for the knowledge and negotiation of this Convention and its Annexes.

b) Information:

1. Annually, know and have at your disposal the balance sheet, the results account, the Memory and how many documents are disclosed to the shareholders.

2. Quarterly, on the general evolution of the economic sector to which the company belongs, on the evolution of the business and the situation of the production and sales of the entity, on its program of production and probable evolution of the employment in the company.

3. On a quarterly basis, on the relationship of the contractors and the subject-matter of the contract. This information shall be of a confidential nature and, therefore, subject to professional secrecy.

4. On the basis of environmental and pollution studies, the company has access to them. This information shall also be confidential.

5. The functional establishment plan of the company and the work centre in particular, with the variations and modifications which in the latter and punctually occur.

6. The model or models of work contracts normally used by the undertaking shall be provided, the Committee being entitled to make appropriate claims to the undertaking and, where appropriate, to the labour authority.

7. The Committee shall also be informed:

On sanctions imposed for serious and very serious faults, with access to the file that is instructed to the effect.

On any productivity improvement plan.

Regarding statistics on the rate of absenteeism and their causes, accidents at work and occupational disease, and rates of accident, income movement and unemployment and promotions.

Performing top-category jobs.

8. Monthly, on the number of extraordinary hours performed, their causes and distribution by sections.

9. The Company and Staff Delegates Committees are empowered to request any information that may be deemed necessary for the performance of the functions that are recognized as representatives of the staff, without the the company may refuse to provide them, except in the case of confidential information or concerning its power of management.

c) A hearing prior to its implementation by the Company Address:

The Company's Committees shall have the right to be heard prior to their implementation by the Company's Directorate, in the cases indicated below. The right of prior hearing shall be exercised within five working days from the day following the day on which the receipt by the Company Committee of the relevant communication of the undertaking takes place, without prejudice to the of the time-limits specified in point 1 of this paragraph. After these deadlines are not received by the Committee of the Company or Delegates of the staff, the procedure will be understood.

However, when the nature of the measures proposed by the Directorate and due to its importance for the staff or the company itself, the Committee, exceptionally, may waive the exercise of the prior hearing in favour of the Intercentres Committee, which shall have full powers for the exercise of the same; in this case it shall communicate that decision to the undertaking. In any event, the hearing procedure shall be deemed to have been completed 15 working days from the communication to the Working Centre Committee.

This prior hearing may be exercised in the following cases:

In advance of a month to be executed by the company, on the restructurings of staff; total or partial closures, which have personnel at their service, and total or partial transfers thereof.

At the same time, in the decisions regarding the use of raw materials that have an impact on the health of the worker; in the cases of implantation or revision of systems of organization of work and any of its possible consequences: Study of times, establishments of systems of premiums or incentives and valuation of the jobs.

For the correct use of the right of prior hearing, the company will provide the Enterprise Committee with the organizational studies that will be carried out and affect the workers ' groups, and the complete information concerning the decisions mentioned above.

d) Previous information:

You must also be informed prior to your execution by the company in the cases of:

1. Vocational training schemes in the company, through the relevant Training Committee.

2. Creation and definition of new professional positions, levels and categories.

3. Do not exceed the test periods, both in the case of new income, and in the assumptions of promotions.

4. Changing jobs for service needs and permutas.

5. Relocation of staff with reduced capacity for work under the conditions set out in Article 33 of the Convention.

6. Displacements in secondment, where they are of a permanent nature.

7. Sanctions and dismissals of workers who have union representation.

8. Establishment and modification of working time, working hours, reduction of working hours and time schedules.

9. Changes in the working hours or schedules for individual purposes, which are final.

10. Integration into the company of collectives from other companies.

11. Company agreements with other companies or institutions that affect the volume of employment, staff training, etc.

e) Surveillance on the following matters:

Compliance with the rules in force in the field of work and social security, as well as the respect of the agreements, conditions or uses of the company in force, making, where appropriate, the appropriate legal actions before the company and the competent legal bodies.

The quality of teaching and the effectiveness of teaching in the company's training centers.

The conditions of safety and hygiene in the development of works in the company's facilities, through the respective Safety and Hygiene Committees.

f) Proposal:

They will have the right to propose to the management of the company how many measures are considered appropriate in terms of organization as well as higher or lower performance of the facilities or services.

May also propose measures to facilitate the integration and comfort of personnel in their jobs, be they environmental, technical or normative.

g) Participation:

The Company and Staff Delegates Committees will participate with the Company's Management in the following organizations:

Safety and Hygiene Committees at Work. In the form provided for in the legislation in force and Annex XI to this Convention. They will have competence to ensure the safety of staff at ENDESA facilities.

Social Affairs Committee. In a joint and executive way in the decisions taken within the scope of its powers.

Staff Training Committee. With powers of study and proposal, in a joint way, and, in case of a tie, with the vote of quality of the President, that will be appointed by the Management of the company.

Vaccine Provision Commission. Joint, with capacity to study and proposal for the development of the bank of programs and data of the company's jobs and the updating of the same, as well as of the general bases of call.

h) Collaboration:

To achieve the fulfillment of how many measures are needed to maintain and increase productivity in the company, participating in the monitoring of the measurements that, if any, are carried out. They will also collaborate in the implementation of actions aimed at reducing absenteeism for unjustified and/or fraudulent causes.

Will lend their collaboration to the Directorate in order to the most correct use of the benefits of school aid and consumption of electrical energy, avoiding any abuse in its application and taking into account regarding the excess of consumption, the area of the domicile and the family circumstances of the beneficiary.

3. For the exercise of the above functions, the Committee of Enterprise is recognized as a procedural capacity, as a collegiate body, and the staff delegates, jointly, to exercise administrative or judicial actions in all matters relating to the field of their competence.

4. The members of the Enterprise Committee, as a whole, shall observe professional secrecy in respect of numbers 1, 2, 3 and 4 of paragraph 2 (b) of this Article, even after they no longer belong to the Enterprise Committee, and in particular in all the matters on which the Directorate expressly points out the nature of the reservation.

Article 58. Intercentres Committee.

The Intercenters Committee for Electrical Ordinance staff is constituted with a maximum of thirteen members, appointed by choice between the components of the different Work Center Enterprise Committees or Delegates of staff, whose composition will preserve the proportionality of the trade unions, according to the results of the elections considered overall in the company.

the role of the Intercentre Committee will be to address the company's general problems. It may be taken over by a Committee of the Centre, having in this case procedural capacity as a collegiate body to exercise administrative or judicial action in all matters relating to its jurisdiction.

The Committee shall also be entitled to the exercise of the hearing prior to its implementation by the undertaking in the cases referred to in Article 57 (c).

For the exercise of the above functions, the members of the Intercenters Committee are empowered to hold two ordinary meetings a year and the extraordinary ones that are motivated by the need to report in the cases. referred to in Article 57 (c) of this Chapter.

Displacements and attendance at meetings of the Intercenters Committee will entitle them to the perception of the corresponding diets, being on behalf of the company the expenses of locomotion. The prudential time spent on the displacements shall not compute within the established hours credit.

The displacements must be communicated to the Directorate in advance sufficient to guarantee the good progress of the services.

Article 59. Council of Delegates.

The Council of Delegates is the body formed by all the members of the Committees, the staff members of the company and the trade union delegates.

It is recognized as a consultative and discussion character, with the faculty of proposal to the Committees of the Center, the Intercenters Committee and the Management of the company.

The Council may hold a meeting per year, with a maximum duration of forty-eight hours, with the time of the meeting being carried out by the assistants ' union hours, but not the time of the meeting.

The company will grant a grant or aid in the form of allowances and travel expenses similar to that granted for the holding of this same meeting in previous years.

The holding of the meetings of the Council of Delegates shall be held at the request of the Committees of Enterprise, when the sum of the members of the Committee of Delegates shall be greater than 51 per 100 of the total of the delegates of the company.

In addition, each Union may hold an annual meeting, with the Delegates and Committee members belonging to it, under the same conditions as those mentioned in the preceding paragraphs.

Article 60. Guarantees of the members of the Committees of Company and Delegates of staff.

(a) No member of the Business Committee or Staff Delegate may be punished or dismissed during the performance of his or her duties, or within the year following his or her termination, unless the latter occurs by revocation, and provided that the dismissal or sanction is not based on the action of the worker in the legal exercise of his or her representation. If the dismissal or penalty for alleged serious or very serious misconduct is due to other causes, a contradictory file must be dealt with, in which the interested party, the Business Committee or the other Staff Delegates and the Delegate shall be heard. of the Union to which it belongs.

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

(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, those publications and communications of labor, social and/or union interest, exercising such tasks in accordance with the legal standard in force.

The company's management will make available to the Committees the tables of notices currently in existence, proceeding in a similar way to the current one in the new centers of work that are created and the number of the for more effective information.

The company will also provide the company's management with the technical means available for the production, reproduction and submission of communications. If the exercise of this right could result in controversy, a budget of expenditure shall be drawn up and proposed. The right of free expression shall be respected in the reproduction, issuance and dispatch of statements, without prejudice to the legal liability of the same.

d) They will provide the credit of paid monthly hours that the law determines. The excess that may occur at the time of the designation as components of the Negotiating Commission of the Collective Agreement in which they are accepted shall not be counted within the legal maximum of hours, and with regard to both official sessions as preparatory, where appropriate, provided that the undertaking is affected by the field of negotiation referred to.

For the purposes indicated, the number of paid monthly hours will be determined by the voting census in each workplace in the last union elections.

The members of the Business Committee shall also have an annual unpaid leave of up to 15 days.

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

f) They shall not account for the purposes of the legal maximum the hours spent on displacements and meetings corresponding to calls from the company's management.

(g) Trade union hours may be accumulated in two members of the Committee, individually, by appointment.

(h) As regards the alleged practices which, in the opinion of some of the parties, may be classified as anti-union, the provisions of the laws, without prejudice to the prior exercise of the rights, shall be subject to the provisions of the reconciliation in the field of the enterprise.

Article 61. From the Trade Unions.

Considering both sides of the trade unions as basic and consumable elements in order to face, through them, the necessary relations between workers and management, it is expressly recognized for these rights and guarantees that the LOLS, the Workers ' Statute and the Trade Union Participation Agreement in the Public Enterprise determine.

1. Trade union sections:

The trade union rights that the LOLS recognizes and guarantees on a general basis will be extended, for those unions that are more representative according to the LOLS and that have representation in the Committees of Enterprise, or possess 35 per 100 at least of the members of an Enterprise Committee, at the following ends:

A bulletin board by a differentiated operating center, in place where the proper access to it by the workers is guaranteed.

A suitable local, equipped with telephone and furniture, in which they can develop their activities, in those centers of work that have a staff of more than 200 workers.

Quarterly computation of your trade union hours, in the event that this is requested by the corresponding Delegates.

Accumulation of trade union hours in other delegates of the same working center belonging to the same union.

The accumulation of the hours in question, as far as the trade union delegate is concerned, may be carried out by the various centres.

2. Trade union delegates:

In addition to the rights and guarantees recognized in the LOLS and the Trade Union Participation Agreement in the Public Enterprise, the Trade Unions referred to in the foregoing point are recognized as follows:

a) Attend the Committees of the Enterprise Committee with a voice and without a vote.

b) Be informed and heard with prior character:

In view of the adoption of collective measures affecting workers in general and the members of the Union in particular.

About layoffs and sanctions affecting union members.

In terms of template restructurings, employment regulations, workers ' transfer when magazine collective, or work center in general, and especially project or business action that affects substantially to the interests of the workers.

Implementation or review of work organization systems and any possible consequences.

c) Be informed monthly on the number of extraordinary hours performed, their causes and distribution by sections.

The Central Trade Union Section Delegate shall have the trade union hours credit to be provided by the members of the Business Committee to perform union-related functions of the Section or Union to which they belong.

3. Business union delegate:

Trade Unions with implementation in the company according to the preceding point will be entitled to the appointment of a Delegate at the company level.

It is up to the trade union delegate to represent the interests of its union and its affiliates in the company, serving as an instrument of communication between its union and the management.

You will enjoy the rights and guarantees recognized to the Center Delegates and members of the Business Committee, and will have a credit of hours of forty hours per month.

In addition to that credit, you will be entitled to a three-day paid leave of absence per month, and any travel expenses that may result from your activity in the company's various job centers. These activities include meetings with trade union representatives from other companies in the ENDESA group.

This license will be computed on a quarterly basis and, exceptionally, upon authorization of the company, the use of the same may be delegated to another representative of the Union, which has the status of union delegate.

Will have transit and free access to the company's facilities.

You will be able to hold meetings with your representatives in the company's premises, without altering the productive work, outside of the working hours and prior notice to the company's management.

You can use the company's internal mail and other means of communication to facilitate coordination between the zones.

You will be entitled to a local in the workplace, which will be your union section, with phone and furniture to exercise the task and functions that are your own.

You will have an annual unpaid leave of 15 days, to deal with trade union issues, according to the needs of the production process.

The business union delegate will have at his disposal the same information that can be provided to the Committees of Enterprise and the Intercenters Committee, with identical obligations regarding the professional stealth.

It will be heard by the Directorate in the treatment of those problems of a collective nature that affect the workers in general and the members of the Union in particular.

You will also be informed and heard with prior character:

(a) In the case of restructurings of templates, employment regulations, transfers of workers of a collective nature, or of facilities with personnel to their service and above all project or business action that may affect the interests of the workers.

b) On the implementation of new systems of work and their possible consequences.

c) On the integration of collectives from other companies.

(d) Company agreements with other institutions or companies when they affect the volume of employment, or the training of staff, or other aspects of work or business life.

e) About layoffs and penalties affecting union members.

4. Assemblies of workers:

The workers 'right of assembly is recognized and guaranteed in the terms provided for in Articles 77 to 80 of the Workers' Statute.

Article 62. Union participation in the public enterprise.

The Agreement on trade union participation in the public enterprise is annexed to the text of the Convention.

Single transient arrangement.

For its operation during the term of this Collective Agreement, a Commission Delegated to the Negotiator is created, with the generic name of the Committee on Development, Adjustment and Employment Promotion, whose composition and committed shall be as follows:

1. Its membership will be equal, made up of seven members of the social representation and seven members of the economic representation.

2. It shall have the power to develop the Collective Convention in the matters covered by this provision, passing the agreements which, where appropriate, are to be supplemented by the 16th Collective Agreement.

3. In view of the importance of any action to create jobs in the future, the Commission will examine and analyse the possibilities for the recovery of jobs and functions which may be developed by ENDESA staff; opportunities in new plants of ENDESA, and/or units in IEA and diversification of activities.

4. The precise criteria will be adopted which make it possible to establish, as soon as possible, a wage structure in line with the times and the needs of the company. It will especially consider the economic conditions and specific treatment for new income staff.

5. Union participation in continuous improvement plans, quality circles, work in teams, etc.; in particular, the social representation of the objectives and conclusions obtained in the different plans will be realized.

6. Participation, negotiation and collaboration, if any, in actions of a social-complementary nature that mitigate and encourage solutions to the effects that the plans of competitiveness and reorganizations can assume, etc.

7. Moreover, the adaptation of Annex XI to this Convention, "Working Conditions and Occupational Health", to the provisions of Law 31/1995 of 8 November of the Prevention of Occupational Risks, shall be the task of this Commission.

Supplementary provision first. Guarantee of employment.

The employment of all staff of the staff in ENDESA is guaranteed in this company, during the term of this Collective Agreement with respect to its economic and social rights. From the signing of the Convention will be created a Commission Delegate of the Negotiating Commission, which together with the management of the company will analyze the forecasts of the future of the job centers, referring to the exploitation, volume of employment, composition of the workforce, etc., in a future medium-term projection.

Without prejudice to the Commission Delegated to the previous paragraph, and in order to make the Commission more operational, it will be created in the work centres where the future needs demand it, a specific Commission integrated by the Directorate and the various trade union representations, with competence referred to that work centre.

Without prejudice to Article 18, and within the terms set out in the first paragraph of this supplementary provision, the personnel belonging to the electrical sector of the As Pontes work centre The Commission will be able to take the necessary steps to ensure that the Commission's future work is carried out in the future, and that it will be considered as a result of the constraints imposed on the mining operations of this centre of work. To be free to appoint the Directorate to the vacancies that occur in ENDESA, with respect for the category and professional group held before the change and the economic and social rights which are legally applicable to them.

In the same way, surplus personnel in the mining sector will be treated, once the preferences referred to in Article 18, 1. º, 2. º and 3. º are applied.

Second Supplementary Provision. Bilingualism.

Of all the notes or notices of the Address that are published in the bulletin boards, a copy will be provided to the Enterprise Committee.

Notes and notices will be published as soon as possible in the bulletin boards also in the vernacular language of the Historical or Autonomous Communities.

Additional provision third. Compensation and absorption.

The rules contained in this Convention are, as a whole, more beneficial to the staff than those laid down by the provisions in force.

The improvements to this Convention may be absorbed or compensated, as a whole and in annual accounts, with increases in remuneration, whatever form, character or concept they adopt, even if they have their origin in provisions of the Ministry of Labour, judicial decisions and administrative arrangements.

Supplementary provision fourth. Register of the Convention and link to the whole.

If the competent jurisdiction substantially modifies or declares any of the clauses of the Convention null and void in its current wording, its meaning is distorted, the Convention will lose its effectiveness and the Negotiating Commission will have to meet consider, if possible, to amend the clauses which are the subject of a judicial decision, while maintaining the rest of the content of the Convention, or if, on the contrary, the amendment requires a review of the concessions which have been made the parties.

Single additional disposition.

Criteria to be applied for work incidents that occur as a result of the impairment of access to the job:

1. The hours not worked as a result of the impairment of access to the job for any cause not attributable to the Management of the company may be recovered at the rate of one hour per day, at most, in the following days.

2. Prior to the recovery of the hours not worked, the representatives of the workers shall be informed of the cause of recovery.

3. As an alternative to the recovery of the hours not worked, these may be compensated for individually with a few hours of the workers concerned.

4. In both cases, the worker shall be paid the remuneration which, for all the concepts, has been paid to him for not having been unable to provide the work.

5. The provisions of this Article shall apply in general to all the work centres of the undertaking as from the date of signature of this Convention.

ANNEX I

Pay Table

Add-on

job position

(16 pages)/Total salary/Level

salary/First category/Pay

(12 pages)/Salary

complementary

(12 pages)

1/Special Head of Division/2.795.400/2.972.880/1.813.920/7.582,200

2/Special Head of Department/2.775.960/2.418.840/1.489.440/6.684.240

3/First Head of Department/2.376,000/2.362.680/1.489.440/6.228.120

4/Special Section Chief/2.752,560/1.744.560/1.132,800/5.629.920

5/First Section Chief/2.355.120/1.764.360/1.132,800/5.252.280

6/Second Section Chief/2.091,600/1.365.840/1.132,800/4.590.240

15/Special Section Subchief/2.730.240/1.113.120/974,880/4.818.240

7/First Section Subchief/2.323.080/855,000/974,880/4.152.960

8/Second Section Subchief/2.070.360/758.520/974,880/3.803.760

10/First Base/2.299.320/172.080/736.320/3.207.720

11/Second Base/2.048.760/143.640/736.320/2.928.720

12/Second income/2.073,720/0/0/2.073,720

0/2. ª Technique/0/-/-

2. Administrative/0/2.069.280/1.960,200/4.029,480

2. Personal Legal, Health and Complementary Activities/0/-/-/-

1/2. ª Technique/1/-/-/-

2. Administrative/1/1.92400/1.810.440/3.732.840

2. Personal Legal, Health and Complementary Activities/1/-/-/-

2/2. ª Technique/2/-/-/-

2. Administrative/2/1.704,600/1.558.440/3.263.040

2. Personal Legal, Health and Complementary Activities/2/-/-/-

3/2. ª Technique/3/-/-/-

2. Administrative/3/1.407.960/1.534.320/2.942.280

2. Personal Legal, Health and Complementary Activities/3/-/-/-

4/3. ª Technique/-/-/-/-

3. Administrative/-/1.158.840/1.581.120/2.739.960

3. Personal Legal, Health and Complementary Activities/-/-/-/-

General Manager of Residency/-/-/-/

5/1. Oficio Professionals/A/1.079.280/1.512,000/2.591.280

Residence Manager/-/-/-/-

6/4. ª Technique/-/-/-/-

4. First official administrative first/A/1.060,560/1.395.720/2.456.280

1. Oicio/B/-/-/-

7/2. Oicio Professionals/-/-/-/

First Officer/A/987,840/1.370.520/2.358.360

Head of Kitchen/-/-/-/-

Office Auxiliary Special/-/-/-

8/5. ª Technique/-/-/-/-

4. Administrative, Second Officer/B/955,800/1.286.640/2.242.440

Lingerie manager/-/-/-/-

9/1. Office Auxiliary/A/-/-/-

5.

2. Office Professionals, Second Officer/B/923.040/1.212.480/2.135.520

1. First Peonage/-/-/-

Cocinera-Camarera/-/-/-/-

10/3. Third Office Professionals, Third//-/-/-

1. Office Auxiliary/B/910.440/1.112.760/2.023.200

waiter-cleaner/-/-/-/-

2. Peconaje/-/-/-/-

11/Kitchen Assistant/-/-/-

3. Peonaje/-/887.440/1.033.920/1.921.320

Cleaning/-/-/-/-

Staff

ANNEX II

Compensation table for twenty years of service

Year 1995

Monthly Amount

(30 days)/Annual Amount

(16 pages)/Level

Pay/First Category/Daily Amount

1/Special Head of Division/86/2,580/41.280

2/Special Head of Department/86/2,580/41.280

3/First Department Head/80/2,400/38.400

4/Special Section Chief/86/2,580/41.280

5/First Section Chief/80/2,400/38.400

6/Second Section Chief/80/2,400/38.400

15/Special Section Subchief/86/2,580/41.280

7/First Section Subchief/80/2,400/38.400

8/Second Section Subchief/80/2,400/38.400

10/First Base/80/2,400/38,400

11/Second Base/80/2,400/38.400

12/Second income/80/2,400/38,400

0/2. ª Technique/0/-/-

2. Administrative/0/106/3.180/50.880

2. Personal Legal, Health and Complementary Activities/0/-/-/-

1/2. ª Technique/1/-/-/-

2. Administrative/1/106/3.180/50.880

2. Personal Legal, Health and Complementary Activities/1/-/-/-

2/2. ª Technique/2/-/-/-

2. Administrative/2/106/3.180/50.880

2. Personal Legal, Health and Complementary Activities/2/-/-/-

3/2. ª Technique/3/-/-/-

2. Administrative/3/106/3.180/50.880

2. Personal Legal, Health and Complementary Activities/3/-/-/-

4/3. ª Technique/-/-/-/-

3. Administrative/-/-/-

3. Legal Personnel, Health and Complementary Activities/-/73/2.190/35.040

General Manager of Residency/-/-/-/-

5/1. Oficio Professionals/A/73/2.190/35.040

Residence Manager/-/-/-/-

6/4. ª Technique/-/-/-/-

4. First Official Administrative First/A/68/2.040/

32,640

1. Oicio/B/-/-/-

7/2. Oicio/-/-/-/-

First Officer/A/55/1,650/26,400

Head of Kitchen/-/-/-/-

Office Auxiliary Special/-/-/-

8/5. ª Technique/-/-/-/-

4. Administrative, Second Officer/B/55/1,650/26,400

Lingerie manager/-/-/-/-

9/1. Office Auxiliary/A/-/-/-

5.

2. Office Professionals, Second Officer/B/38/1.140/18.240

1. First Peonage/-/-/-

Cocinera-Camarera/-/-/-/-

10/3. Third Office Professionals, Third//-/-/-

1. Office Auxiliary/B/38/1.140/18.240

waiter-cleaner/-/-/-/-

2. Peconaje/-/-/-/-

11/Kitchen Assistant/-/-/-

3. First Peonage/-/38/1,140/18.240

Cleaning/-/-/-/-

Staff

ANNEX III

Remuneration supplement for night work

Year 1995

Night Time/Pay Level/Offices/Maintenance/Turno

0/425/425/425

1/425/425/425

2/375/375/375

3/314/314/314

4/287/287/287

5/282/282/282

6/242/242/242

7/228/228/228

8/218/218/218

9/208/208/208

10/208/208/208

11/205/205/205

ANNEX IV

Overtime

Difference between:

Extra time value

and Ordinary Time Value/Wage Level/Extra Time/Ordinary Time Value

0/4,880/2.789/2.091

1/4,880/2.789/2.091

2/4,306/2.461/1,845

3/3.696/2.112/1.584

4/3.266/1.866/1,400

5/3.048/1.742/1.306

6/2,952/1.687/1,265

7/2.807/1.604/1.203

8/2,699/1.542/1.157

9/2.632/1.504/1.128

10/2,576/1,472/1.104

11/2.492/1.424/1.068

ANNEX V-1

Shift Work and Compensation Plug-in for Half-Hour of Rest and Holidays (Closed Shift)

When a shift is missing

or all in one calendar month/When five shifts were missed, both inclusive/When six or more shifts were missed

during the quoted period/Three

shifts/Value

on shift/half hour/hours

comp. /Total/Value

on shift/half hour/hours

comp. /Total/Value

on shift/half hour/hours

comp. /Total/Levels

0/1.469/1.153/1.285/3.907/1.369/1.153/1.285/3.807/1.264/1.153/1.285/3.702

1/1.469/1.153/1.285/3.907/1.369/1.153/1.285/3.807/1.264/1.153/1.285/3.702

2/1.469/1.038/1.153/3.660/1.369/1.038/1.153/3.560/1.264/1.038/1.153/3,455

3/1.469/870/964/3.303/1.369/870/964/3.203/1.264/870/964/3.098

4/1.469/825/909/3.203/1.369/825/909/3.103/1.264/825/909/2,998

5/1.469/731/795/2.995/1.369/731/795/2.895/1.264/731/795/2.790

6/1.469/723/789/2,981/1.369/723/789/2,881/1.264/723/789/2,776 7/1.469/630/685/2.784/1.369/630/685/2,684/1.264/630/685/2,579

8/1.469/617/670/2,756/1.369/617/670/2,656/1.264/617/670/2,551

9/1.469/598/652/2.719/1.369/598/652/2,619/1.264/598/652/2,514

10/1.469/593/644/2.706/1.369/593/644/2,606/1.264/593/644/2,501

11/1.469/512/551/2,532/1.369/512/551/2,432/1.264/512/551/2,327

ANNEX V-2

Work-to-shift (open shift) add-on

When a shift is missing

or all in one calendar month/When you missed two to five shifts,

both inclusive/When six or more shifts are missing

during the cited period/Two

shifts

Levels/Value

shift/Half hour/Total/Value

shift/Half hour/Total/Value

shift/Half hour/Total

0/1.177/1.153/2.330/1.092/1.153/2.245/1.038/1.153/2.191

1/1.177/1.153/2.330/1.092/1.153/2.245/1.038/1.153/2.191

2/1.177/1.038/2.215/1.092/1.038/2.130/1.038/1.038/2.076

3/1.177/870/2.047/1.092/870/1.962/1.038/870/1.908

4/1.177/825/2.002/1.092/825/1.917/1.038/825/1,863

5/1.177/731/1,908/1.092/731/1,823/1.038/731/1,769

6/1.177/723/1,900/1,092/723/1,815/1.038/723/1,761

7/1.177/630/1,807/1.092/630/1,722/1.038/630/1,668

8/1.177/617/1,794/1.092/617/1,709/1.038/617/1,655

9/1.177/598/1,775/1.092/598/1,690/1.038/598/1,636

10/1.177/593/1,770/1.092/593/1,685/1.038/593/1,631

11/1.177/512/1,689/1.092/512/1,604/1.038/512/1,550

ANNEX V-3

Shift Work and Compensation Plug-in for Half-Hour of Rest and Holidays (Open Shift)

When a shift is missing

or all in one calendar month/When five shifts were missed,

both inclusive/When six or more shifts are missing

during the cited period/Two

shifts/Value

on shift/half hour/hours

comp. /Total/Value

on shift/half hour/hours

comp. /Total/Value

on shift/half hour/hours

comp. /Total/Levels

0/1.177/1.153/1.285/3.615/1.092/1.153/1.285/3.530/1.038/1.153/1.285/3,476

1/1.177/1.153/1.285/3.615/1.092/1.153/1.285/3.530/1.038/1.153/1.285/3,476

2/1.177/1.038/1.153/3.368/1.092/1.038/1.153/3.283/1.038/1.038/1.153/3.229

3/1.177/870/964/3.011/1.092/870/964/2.926/1.038/870/964/2,872

4/1.177/825/909/2.911/1.092/825/909/2.826/1.038/825/909/2,772

5/1.177/731/795/2.703/1.092/731/795/2.618/1.038/731/795/2,564

6/1.177/723/789/2,689/1,092/723/789/2,604/1.038/723/789/2.550

7/1.177/630/685/2.492/1.092/630/685/2.407/1.038/630/685/2.353

8/1.177/617/670/2.464/1.092/617/670/2.379/1.038/617/670/2.325

9/1.177/598/652/2.427/1.092/598/652/2.342/1.038/598/652/2.288

10/1.177/593/644/2,414/1.092/593/644/2,329/1.038/593/644/2.275

11/1.177/512/551/2.240/1.092/512/551/2.155/1.038/512/551/2.101

ANNEX VI

Benefit participation table

Amount

participation

benefits/Level

salary/First category/Salary

computable

1/Special Head of Division/3.727.200/596.352

2/Special Head of Department/3.701.280/592.205

3/First Department Head/3.168,000/506,880

4/Special Section Chief/3.670.080/587.213

5/First Section Chief/3.140.160/502.426

6/Second Section Chief/2.788.800/446.208

15/Special Section Subchief/3.640.320/582.451

7/First Section Subchief/3.097.440/495,590

8/Second Section Subchief/2.760.480/441,677

10/First Base/3.065.760/490.522

11/Second Base/2.731.680/437,069

12/Second Income/2,724,960/435,994

0/2.759.040/441,446

1/2.563,200/410.112

2/2.272,800/363,648

3/1.877.280/300.365

4/1.545.120/247.219

5/1.439.040/230.246

6/1.414.080/226.253

7/1.317.120/210.739

8/1.274.400/203,904

9/1.230.720/196,915

10/1.213.920/194.227

11/-/-

ANNEX VII

Add-on to residency. Year 1992

(Personal with fixed residence in Quereno, Cornatel, Penadrada, Las Ondinas and Santa Marina)

Monthly

(30 days)/Annual

(12 Pages)/Pay Level/Daily

0/428/12.840/154,080

1/428/12.840/154,080

2/428/12.840/154,080

3/428/12.840/154,080

4/428/12.840/154,080

5/428/12.840/154,080

6/428/12.840/154,080

7/428/12.840/154,080

8/428/12.840/154,080

9/428/12.840/154,080

10/428/12.840/154,080

11/428/12.840/154,080

(Personal with fixed residence in Bibey)

Monthly

(30 days)/Annual

(12 Pages)/Pay Level/Daily

0/540/16.200/194,400

1/540/16.200/194,400

2/540/16.200/194,400

3/540/16.200/194,400

4/540/16.200/194,400

5/540/16.200/194,400

6/540/16.200/194,400

7/540/16.200/194,400

8/540/16.200/194,400

9/540/16.200/194,400

10/540/16.200/194,400

11/540/16.200/194,400

ANNEX VIII

Holiday compensation hours

Personal Shift

Maximum amount to be perceived

by this concept in the year 1992/Wage level/Time shift amount

0/2,612/292,544

1/2,612/292,544

2/2.335/261.520

3/1.938/217.056

4/1,828/204,736

5/1.596/178,752

6/1.572/176,064

7/1.354/151,648

8/1.320/147,840

9/1.289/144.368

10/1.266/141,792

11/-/-

ANNEX IX

Work-to-shift (closed shift) add-on

When a shift is missing

or all in one calendar month/When you missed two to five shifts,

both inclusive/When six or more shifts are missing

during the quoted period/Three

shifts

Levels/Value

shift/Half hour/Total/Value

shift/Half hour/Total/Value

shift/Half hour/Total

0/1.469/1.153/2.622/1.369/1.153/2.522/1.264/1.153/2.417

1/1.469/1.153/2.622/1.369/1.153/2.522/1.264/1.153/2.417

2/1.469/1.038/2.507/1.369/1.038/2.407/1.264/1.038/2.302

3/1.469/870/2.339/1.369/870/2.239/1.264/870/2.134

4/1.469/825/2.294/1.369/825/2.194/1.264/825/2.089

5/1.469/731/2,200/1.369/731/2,100/1.264/731/1,995

6/1.469/723/2.192/1.369/723/2.092/1.264/723/1.987

7/1.469/630/2.099/1.369/630/1.999/1.264/630/1,894

8/1.469/617/2.086/1.369/617/1.986/1.264/617/1.881

9/1.469/598/2.067/1.369/598/1.967/1.264/598/1,862

10/1.469/593/2.062/1.369/593/1.962/1.264/593/1,857

11/1.469/512/1,981/1.369/512/1.881/1.264/512/1,776

Age chart by biennies and first-rate staffing levels

Effective up to July 1, 1996

Levels/Num.

bienios/Coefficient/1/2/3/4/5/6/7/8/10/11/12/13

0/0.000000/4.162.637/4.162.637/3.546.816/4.162.637/3.546.816/3.160.954/3.546.816/3.160.954/3.546.816/3.160.954/3.160.645/4.162.637

1/0.025000/104.066/104.066/88,670/104.066/88,670/79,024/88,670/79,024/88,670/79,024/79,024/104,066

2/0.050625/210.733/210.733/179,558/210.733/179,558/160.023/179,558/160.023/179,558/160.023/160.023/210.733

3/0.076891/320.068/320.068/272.717/320.068/272.717/243.048/272.117/243.048/272.717/243.048/243.048/320.068

4/0.103813/432.135/432.135/368.205/432.135/368.205/328.148/368.205/328.148/368.205/328.148/328.148/432.135

5/0.131408/547.005/547.005/466,081/547.005/466,081/415.375/466,081/415.375/466,081/415.375/415.375/547.005

6/0.159693/664,746/664,746/566.403/664,746/566.403/504,784/566.403/504,784/566.403/504,784/504,784/664,746

7/0.188686/785.430/785.430/669.234/785.430/669.234/596.427/669.234/596.427/669.234/596.427/596.427/785.430

8/0.218403/909.132/909.132/774,635/909.132/774,635/690.362/774,635/690.362/774,635/690.362/690.362/909.132

9/0.248863/1.035,926/1.035,926/882,671/1.035,926/882.671/786,644/882,671/786,644/882,671/786,644/786,644/1.035,926

10/0.280085/1.165.890/1.165.890/993.408/1.165.890/993.408/885.334/993.408/885.334/993.408/885.334/885.334/1.165.890

11/0.312087/1.299.103/1.299.103/1.106,914/1.299.103/1.106,914/986.492/1.106,914/986.492/1.106,914/986.492/986.492/1.299.103

12/0.344889/1.435.647/1.435.647/1.223.257/1.435.647/1.223.257/1.090.178/1.223.257/1.090.178/1.223.257/1.090.178/1.090.178/1.435.647

13/0.378511/1.575,604/1.575.604/1.342.509/1.575.604/1.342.509/1.196.456/1.342.509/1.196.456/1.342.509/1.196.456/1.196.456/1.575.604

14/0.412974/1,719.060/1,719.060/1,464,742/1,719.060/1.464,742/1.305.391/1.464,742/1.305.391/1.464.742/1.305.391/1.305.391/1,719.060

15/0.448298/1.866.103/1.866.103/1.590.031/1.866.103/1.590.031/1.417.050/1.590.031/1.417.050/1.590.031/1.417.050/1.417.050/1.866.103

16/0.484506/2.016.821/2.016.821/1.718.452/2.016.821/1.718.452/1.531,500/1,718.452/1.531,500/1,718.452/1.531,500/1.531,500/2.016.821

17/0.521618/2.171.307/2.171.307/1.850.084/2.171.307/1.850.084/1.648.811/1.850.084/1.648.811/1.850.084/1.648.811/1.648.811/2.171.307

18/0.559659/2.329.656/2.329.656/1.985.006/2.329.656/1,985.006/1.769.055/1.985.006/1.769.055/1.985.006/1.769.055/1.769.055/2.329.656

19/0.598650/2.491.963/2.491.963/2.123.302/2.491.963/2.123.302/1.892.306/2.123.302/1.892.306/2.123.302/1.892.306/1.892.306/2.491.963

20/0.638616/2.658.328/2.658.328/2.265.055/2.658.328/2.265.055/2.018.637/2.265.055/2.018.637/2.265.055/2.018.637/2.018.637/2.658.328

21/0.679582/2.828.853/2.828.853/2.410.352/2.828.853/2.410.352/2.148.127/2.410.352/2.141.127/2.410.352/2.148.127/2.148.127/2.828.853

22/0.721571/3.003.640/3.003.640/2.559.281/3.003.640/2.559.281/2.280.854/2.559.281/2.280.854/2.559.921/2.280.854/2.280.854/3.003.640

23/0.764611/3.182.797/3.182.797/2.711.933/3.182.797/2.711.933/2.416.899/2.711.933/2.416.899/2.711.933/2.416.899/2.416.899/3.182.797

24/0.808726/3.366.433/3.366.433/2.868.402/3.366.433/2.868.402/2.556.346/2.868.402/2.556.346/2.668.402/2.556.346/2.556.346/3.366.433

25/0.853944/3.554,659/3.554,659/3.028.783/3.554.659/3.028.783/2.699.278/3.028.783/2.699.278/3.028.783/2.699.278/2.699.278/3.554.659

Age chart by biennies and levels (other categories)

Effective up to July 1, 1996

Levels/Num.

bienios/Coefficient/0/1/2/3/4/5/6/7/8/9/10/11

0/0.00000/3.094.138/2.875.315/2.551.814/2.094.682/1.706.592/1.587.437/1.564.08/1.453.805/1.408.704/1.361.933/1.348.013/1.316.0275

1/0,02500/77,353/71,883/63,795/52,367/42,665/39.686/39.115/36,345/35.218/34,048/33,700/32,907

2/0.05062/156,641/145,563/129,186/106,043/86,396/80,364/79,208/73,599/71,316/68,948/68,243/66,636

3/0.07689/237.910/221.085/196.211/161.061/131.221/122.059/120.304/111.784/108.316/104.720/103.650/101.209

4/0.10381/321.211/298.495/264.911/217.455/177.166/164,796/162.426/150.924/146.242/141.386/139,941/136,646

5/0.13141/406.595/377,840/335.329/275.258/224.260/208,602/205,602/191.042/185.115/178,969/177.140/172.969

6/0.15969/494.113/459.169/407.508/334.507/272,532/253.503/249.858/232.163/224.961/217.492/215.269/210.200

7/0.18869/583,820/542,531/481.491/395.237/322.010/299.527/295.219/274.312/265.802/256,977/254.351/248,362

8/0.21840/675,769/627,977/557.324/457.485/372,725/346,701/341,715/317,515/307,665/297.450/294.410/287.478

9/0.24886/770.016/715.559/635.052/521.289/424.708/395.054/389.373/361,798/350.574/338.935/335.471/327.572

10/0.28008/866.620/805.331/714.724/586.688/477.990/444,617/438.223/407.188/364.556/381,456/377,558/368,668

11/0.31209/965,639/897,347/796,387/653,722/532,605/495,418/488.293/453,713/439.638/425.041/420.697/410.792

12/0.34489/1.067.134/991,664/880.092/722,432/588.585/547.489/539,616/501,401/485,846/469,715/464,915/453,969

13/0.37851/1.171.165/1.088338/965.890/792.860/645,964/600.862/592.221/550.281/533.210/515.507/510.238/498.225

14/0.41297/1.277.798/1.187.430/1.053.832/865.049/704,778/655,570/646.142/600.383/581,758/562.443/556.694/543,587

15/0.44830/1.387.096/1.288,998/1.143,974/939.042/765.062/711.645/701,411/651,738/631.519/610.552/604.312/590.084

16/0.48451/1.499.127/1.393.106/1.236.368/1.014.885/826.853/769.122/758.061/704.377/682,525/659.864/653.120/637,743

17/0.52162/1.613.959/1.499.817/1.331.073/1.092.624/890.190/828.036/816.128/758.331/734.806/710.409/703.148/686.593

18/0.55966/1.731.661/1.609.195/1.428.145/1.172.307/955.109/888.423/875.647/813.635/788.393/762.218/754,427/736,665

19/0.59865/1.852.306/1.721.308/1.527,644/1.253,982/1.0221.652/950.319/936,653/870.321/843.321/815.321/806,988/787,988

20/0.63862/1,975,967/1,836,223/1,629,630/1.337,698/1.089.858/1.013.763/999,184/928.424/899,622/869,753/860.863/840,595

21/0.67958/2,102,720/1,954,012/1.734.166/1.423,508/1.159.769/1.078.792/1.063,279/987,979/957.330/925.545/916.085/894.517

22/0.72157/2.232,641/2.074.745/1.841.316/1.511.463/1.231,428/1.145.449/1.128.976/1.049.024/1.016.481/982,732/972.688/949,786

23/0.76461/2.365.811/2.198.497/1.951.144/1.601.616/1.304.878/1.213.771/1.196.316/1.111.595/1.077.110/1.041.349/1.030.705/1.006.438

24/0.80873/2.502.310/2.325.342/2.063,718/1.694.024/1.380.165/1.283.801/1.265.339/1.175.730/1.139.255/1.101,431/1.090.173/1.064.506

25/0.85394/2.642.221/2.445.358/2.179.107/1.788.741/1.457.334/1.355.582/1.336.088/1.241.468/1.202.954/1.163.015/1.151.128/1.124.025

ANNEX X

First Category Staff Working Relationships Regulatory Text

Preamble.

The employment relationships of the first category personnel will be regulated according to the following points:

1. Application Scope:

Staff: It will affect the first category staff of the Technical, Administrative (subgroup I) and Legal, Health and Complementary Activities (hereinafter the first category).

As not specified in this text, it will be applicable to the articles of the Collective Agreement in force.

Temporary: This text will have an initial duration of two years, starting from the date of its signature, and may be extended from year to year, without the mediation of any complaint to the contrary by any of the parties that subscribe to it.

2. º Category and Jobs: The affected collective is classified in the following categories and levels:

Top second:

Income (for new hiring staff only).

Base.

Section Deputy.

Section Chief.

Top first:

Section Deputy.

Section Chief.

Head of Department.

Special Superior:

Section Deputy.

Section Chief.

Head of Department.

Head of Division.

3. Classification of posts: Jobs will be taxed for the needs of the company; properly described, valued and published, they will receive the corresponding level, following the designation of the person in accordance with the procedure specified below. The provisions of paragraph 4. of this text shall be the subject of the creation or updating of any post of work.

4. Job creation and provision system:

Creation: Once the annual budgets are drawn up and approved, the entire group of the first category will be informed of the plans for the creation of planned places, as well as the date of its provision.

This information will be sent to the Monitoring and Control Commission for information, plans for the creation and provision of vacancies, who will be able to issue a report to the company's management to be held in consideration. In cases of urgency, the Commission shall also be called upon to inform the Commission of urgency.

Provision: Once the appropriate call is made, the interested persons will make the corresponding request.

The following procedure will follow, in order to find the most suitable person:

(a) Candidates who perform a job position of more than or equal to that of the vacancy shall be considered in advance.

b) The rest of the applicants will be analyzed.

c) All collective will be considered.

Before proceeding to give effectiveness to what results from the above, the Monitoring and Control Commission will be informed, which will be able to issue a report to the company's management to be taken into consideration.

If once the above criteria have been applied the vacancy has not been provided, it can be covered freely by the company, complying with all the requirements for the internal staff.

In order to facilitate the reduction of time limits it is understood that the initiation of a file does not mean that it should end in the provision of the vacancy, and that the successive steps can be considered simultaneously, although its Final consideration should be chronological.

As regards the hiring of any, in the event of not having applied the rules that precedes will not be able to be consolidated as fixed, the rescission of his contract must proceed, once it has reached the term of the same.

5. º Promotions: For base and Subchief, Top and Special levels, the following regime is maintained:

Base level: New income personnel will automatically ascend to this level after the six-month trial period.

Top Second Subchief: It will be based on this level, after a period of twelve months remaining on the base.

Top first: It will be reached in a maximum period of eight years of permanence in the Superior second.

Special Superior: It will be achieved in a maximum period of twelve years of stay in the Superior first.

In the latter case, the favorable report of the hierarchical line and the Directorate of Labor Relations will be mandatory.

6. Salary Guarantee: It is guaranteed that in homogeneous conditions, the percentage increase of the salary mass of the first category will be equal to that of the rest of the collective. Increases which are marked for the first category shall be non-discriminatory in respect of the rest of the staff.

7. º Wage Structure: The salary composition of the first category staff is made up of the following concepts:

Base salary.

Supplementary salary.

Job Plug-in.

Personal Add-ons.

The first three may not be subject to decrease or absorption as a result of job change.

The personal complement may not be absorbed in a quantity greater than 50 per 100 of the increase that results in the ascent.

Add-ons are maintained for seniority, compensation for twenty years of services, participation in benefits and personal supplementary grade (GCP), which aims to motivate the professional development of people by awarding their effort with promotions.

This GCP has "advance promotion" character, and must be partially or fully absorbed when the promotion is actually produced. The value of 1 GCP will be 2 per 100 of the salary of tables, being able to arrive a holder to accumulate up to a maximum of 5 GCP.

8. A special dedication: This supplement replaces the current complements with special dedication and merit assessment.

These concepts are nourished by a fund which is thus constituted by the contribution of part of the salary mass of the staff of the first category, being proportional to the amount of the latter.

Of the total sum resulting from this concept, 50 per 100 will be distributed in proportion to the salary of the tables of the category and level of employment that the stakeholders have at each moment.

The remaining 50 per 100 will be distributed with objective criteria of valuation for each Direction to the collective of the first category.

9. Compensation for guards and checkpoints: The responsibility, inconvenience and inconvenience that their realization carries with them will be compensated economically, adding it to the complement for special dedication and days of rest by guard or held.

10. Career plans: The management of the company will establish for periods of five years the career plan of each person, including in this plan the timely rotations between positions belonging to different Units.

Annually the corresponding Commission will analyse the individual situation of the staff of the first category, in order to detect the unjustified cases of stagnation.

11. Review and social improvements: The provisions on foresight and social work will be applied to the first class staff in the current Collective Agreement:

(a) Life insurance: As regards the collective life insurance, the equivalent of an average annuity of this collective (4,000,000 pesetas for 1985) is established, with the participation of 40 per 100 of the annual premium in charge of the employee, it is optional to double the amount of the average annuity on behalf of the employee.

In case of death arising from accident, such compensation will be supplemented by another one of 4,000,000 pesetas.

b) Credit for six monthly payments: The credit of six monthly needs for needs is maintained, in the opinion of the corresponding Commission, duly justified and whose regulation will be established by rules of operation of the Commission.

c) Banking Aval: The bank guarantee system is maintained and paid by the company, in part of the interest that these credits entail.

To be entitled to the bank guarantee, it is necessary to prove that the amount is intended for the purchase of a house in the center of work, understanding it within a radius of less than 30 kilometers with exclusive destination for the habitual domicile of the person concerned and his/her family, but the acquisition may be effected in places other than the centre, provided that the request is made within 15 years prior to the date on which the petitioner is entitled to apply for retirement at the Company.

The maximum amount shall be 7,000,000 or 4,000,000 pesetas, in the case of the acquisition or construction of the first dwelling, or of the change of the first dwelling by another which meets better conditions. The interests of the staff of 1 category shall in no case exceed 6 per 100.

It is generally established as essential requirements for the granting of the endorsements and interest payments:

First Housing:

Be fixed in template and have a minimum of two years old.

Not having company housing.

Present, at the time of application for the credit, an affidavit of not owning property on the property.

Commit to the guarantee regime that will be set by the company.

Housing change:

Provide affidavit that the applicant does not own more than one property on the property regime.

Demonstrate that housing is insufficient for family needs, as long as it has made use of the maximum amount set for the first housing.

Commitment, through affidavit, to sell your first floor within six months of the date on which the new floor is to be filled and in any case never within a period of more than one year after the concession of the endorsement.

Have cancelled all of the credits you have requested from ENDESA for housing.

To have a minimum of ten years in the company if the credit that is requested is the second, and of being fixed and two years in other cases.

Commit to the guarantee regime that will be set by the company.

In none of the above assumptions will be considered as housing, in order to compute the number of them, those that the worker has to satisfy that their value in public writing is equal to or less than 3,000,000 pesetas and, in addition, the cadastral value of the housing of the contribution receipt is equal to or less than 2,000,000 pesetas.

d) Award and maintenance of homes of the company: According to the availabilities of each area and leaving to the right of the company's management to freely award four to six first category homes according to the area, it shall be carried out by means of a standard which shall be subsequently drawn up by the Commission appointed for that purpose.

e) Medical Assistance: The system currently in force for the payment by the company of 60 per 100 of the shares of the members of the Health Care Service of the INI is maintained, well understood that the staff of the first category A special or official health insurance system shall have the right to have the undertaking reintegrate an amount equivalent to the one indicated above.

12. Training: Support for courses, seminars, visits to facilities or other activities aimed at improving staff training will be promoted, encouraging the completion of. These activities are the due exchange of experience.

13. Information: A system of upstream and downstream information will be structured, both via the hierarchical and direct lines, by establishing the appropriate means of control to determine that the information is effective, both in terms of technical, economic and managerial for the performance of the functions that are of its own, without the management of the company being able to deny to facilitate them, except in the area of personnel management that will only occur when there are variations.

14. Diets: The current criterion for displacement abroad is preserved, and the choice between diet, or expenses incurred, on presentation of invoices, in hotels up to four stars is maintained in the national displacements.

The allowance scheme set out in the ENDESA Collective Agreement for Works and Montages staff shall apply to the first category staff belonging to such service.

15. Monitoring and Control Committee: It will be formed by the Executive Committee of the association. You will have the following mission:

a) To monitor compliance with the Statute.

b) Propose revision or update when applicable.

c) Designate the members who by the first category will form the commissions of: Creation and classification of jobs, provision of vacancies, career plans, foresight and social improvements, and all those in their time is considered necessary.

Transitional disposition.

In order to arrive at a system of valuation of jobs that adequately reflects the current situation of the company, a Commission is created in accordance with point 15, which within three months will have to elaborate a Proposal for a study to bring this assessment into effect.

In the event that no agreement is reached, the company's management will draft a proposal to bring the aforementioned valuation into effect.

Final clause.

The provisions of this text shall be incorporated into the individual contract of employment of each of the interested parties.

To modify its content in whole or in part during its term, it will be a prerequisite to have the agreement of the absolute majority of the first category.

ANNEX XI

Working conditions and occupational health

A) General principles.

Article 1. The company's attention to occupational health and the prevention of work risks will be a priority for any other aspect of the development of its activities. This premise will mark the performance of all the units of the company and will be expressly stated by the maximums responsible in the guidelines that they provide for the execution of any type of work.

We understand as health the state of physical, mental, and not only the absence of disease.

Workers, through their union representations and the specific organs in working conditions and health, will have the right to participate in the organization of the general plans and safety guidelines, hygiene and occupational health, to access all kinds of information related to these topics and to know the control of the results of accidents and diseases of the workers.

Article 2. º The company will dedicate the appropriate means to the tasks of safety, hygiene and occupational health, with the participation of the representative organs of the workers contemplated in the current legislation and agreements established.

The units of the company dedicated to safety, hygiene and occupational health, will deal with the following activities: Safety, accident prevention, work medicine, medical care, preventive medicine, hygiene In the case of industrial, ergonomics and conditions of employment, all this is without prejudice to the adequacy of the rules emanating from the management of the company and to what is currently available in the legislation in force.

Article 3. º In the repairs to be carried out under any tension, or with the installation in discharge, in addition to the specific training and tool that for the performance of such works has to be procured to the workers, the minimum number of the work team will be two workers. Any worker, after communication to the Head of Line, may refuse to carry out a work with tension or with the installation in discharge if all the above requirements are not met.

Article 4. º The company undertakes to carry out a study of the working conditions in order to know the risks of the jobs. Once known, these risks will be assessed and the technical and organisational measures possible will be taken to remove or diminish the conditions outside the minimum requirements of the law or the internal rules of the law itself. company.

For any work that after the measurements and analysis of the previous paragraph is declared unsanitary, painful, toxic or dangerous, the appropriate technical means will be put in place for this condition to disappear, having such individual means of protection shall be of a provisional or complementary nature.

The management of the company, with the collaboration of the Central Committee of Working Conditions and Labor Health and the Working Conditions and Labour Health Committees of each area, will develop the appropriate program to control the working conditions in order to avoid any negative factors for the integrity and/or health of workers.

In any case, the company will provide all workers with adequate means of protection according to the risks analyzed in the workplace and explain how protective garments should be used. Workers will have access to all information on the possible risks inherent in their job.

The collaboration and participation of all the controls and workers, as well as the members of the Working Conditions Committee and Labor Health, are understood both in the study and evaluation of the working conditions and in the adoption of corrective measures to reduce or eliminate the risk.

Article 5. In any extension or modification of the production process, the new technology and the processes or products to be incorporated into the process will decrease the risks that have previously occurred, and will tend not to generate others that exceed the actual values set.

In the case that for a given technology there are no rules or means in Spain that regulate the level of demand in the field of risk prevention, the company will be obliged to maintain the levels and means are compulsory in the country of origin of the said technology.

Article 6. Any accident at work, occupational disease and other damage to the health of the worker arising from the work, shall require the adoption of all measures necessary to prevent the repetition of such damage. The corrective measures and reports which as a result of these accidents and occupational diseases develop the competent units of the company, or are transmitted to the same by the official organs of the Administration will be provided to the members of the Working Conditions Committee and Labour Health within a maximum of 15 days from the date of their receipt.

Article 7. º The worker shall immediately inform his or her immediate superior about any work situation which, in his opinion, involves, for reasonable reasons, a serious and imminent danger to his or her life or health.

The worker who had interrupted his work to consider, for reasonable reasons, that he himself posed an imminent and serious danger to his life or health, will not be able, demonstrated the reasonableness of the decision, to be punished for such a cessation or loss of the corresponding salary.

The provisions of the foregoing paragraphs are understood independently and without prejudice to the provisions of Article 19 of the Workers ' Statute, although the company shall hear the Working Conditions Committee and Labour Health prior to the adoption of any measure.

Article 8. The participation of workers in the preventive work will be carried out through the specific working conditions and occupational health bodies, which will be as follows:

Working Conditions and Labor Health Committees, referring to all the company's work centers and safety mining delegates for the Area of Bridges Directorate, as reflected in the Minero Statute.

Article 9. º In all the work centers of the company there will be a Committee of Working Conditions and Health of a Joint Labor, with the exception of Puentes de García Rodríguez, in whose center of work will exist, in turn, another Committee referred to the Open Sky Mine.

The composition of the Working Conditions and Labour Health Committees will be as follows:

(a) A President, elected by the Committee from among its members.

(b) Representatives of the workers elected by majority agreement of the Enterprise Committees corresponding to the number proportional to the template of the holding, on the basis of the following scale:

Two Vowels on farms of up to 100 workers.

Four Vowels on holdings of 101 to 500 workers.

Six Vocal in holdings of 501 to 1,000 workers.

Eight Vocals in farms of more than 1,000 workers.

(c) Representatives appointed by the employer in the same number as the representatives elected by the employees.

d) The following Vocals, with voice but no vote:

The Head of Technical Security Service or, failing that, the specialized Technician of the highest category.

The Chief of the Medical Service of the Company or person in which the most category of the Medical Officer or Assistant Medical Assistant is delegated, or, in the absence thereof.

A security technician or medicine freely appointed by the company, among Superior Technicians, Medical, Medium-grade Technicians and Sanitary Technical Assistants.

The (or) the security mining delegate, who will act as a spokesman for the Puentes area committee.

A Secretary, who will be freely elected by the Committee itself, among the administrative staff of the operating staff.

If during the term of the Collective Agreement there were changes or alterations of the current regulations, in terms of the composition of the Committees, the company will, in any case, comply with the provisions of the aforementioned regulations.

Article 10. They will be eligible to be elected Vocal representative of the workers in the Working Conditions Committee and Labor Health:

a) Belong to the farm template.

b) Having a five-year age within the profession.

(c) To have a minimum general training and basic knowledge of security, hygiene and occupational health, enabling them to be effectively prepared in the fields necessary for the development of their position.

The Vocal representatives of the workers of the Working Conditions and Labour Health Committees will receive on immediate dates their taking of possession, through intensive courses, the specialized training in safety, hygiene and prevention of professional risks necessary for the performance of the job. These lessons will be programmed and taught by technical staff of the company itself, or by specialized agencies or entities agreed by the company. These courses will be carried out within the working day or in other hours, but with the discount of that time spent on the same.

Article 11. The Working Conditions and Health Committee shall meet at least monthly and whenever the Chair so requests or at the request of three or more of its constituents.

The hours employed in meetings or actions of the Committee shall be considered as working, for eighteen hours per month, cumulative, if any, to those held as a guarantee of the position of trade union representation.

The order of business to be dealt with shall be set out in the convocation of each meeting of the Committee.

For each meeting, the corresponding record shall be drawn up, which shall be forwarded to the Management of the Company and to the Enterprise Committee, in which the agreements adopted with its foundations and, where appropriate, the oppositions or disagreements of the members.

The Working Conditions and Labour Health Committee will draw up an internal operating regulation.

The Working Conditions and Health Committee shall annually draw up a report on activities, which shall be forwarded to the Directorate and the Enterprise Committee, the Provincial Labour Inspectorate and the Technical Cabinet. Provincial of Safety and Hygiene or competent body which, if necessary, replaces or performs equivalent functions.

The Working Conditions and Labour Health Committees are collegiate bodies, and there is therefore no individual competence in favour of some of their members.

Article 12. Specific tasks of the Working Conditions and Labour Health Committees shall be:

1. To cooperate with the management of the company in the elaboration of the implementation of the plans and programs of prevention of occupational risks, as well as in the analysis and evaluation in all aspects of the working conditions.

2. Collaborate with the technical and medical services in the field of safety, hygiene and occupational health.

3. To encourage the participation of workers in safety, health and health plans and programmes and to promote initiatives on methods and procedures for the effective prevention of occupational risks.

4. To be directly aware of the situation regarding safety, hygiene and occupational health at the farm by means of visits to the different places and places of work.

5. To know how many documents and reports relating to working conditions are relevant for the performance of their duties.

6. To know and inform, prior to implementation, and as regards their impact on safety, hygiene and occupational health, on new working methods and modifications in premises and facilities.

7. To investigate accidents at work and occupational diseases occurring on the holding, in order to assess their causes and circumstances and to propose the necessary measures to avoid their repetition.

8. To monitor and control the enforcement of legal and regulatory measures on safety, hygiene and occupational health, informing the employer of the deficiencies in order to correct them and proposing corrective measures adopted within it.

9. Require the company's management, in writing, when it appreciates a serious possibility of an accident due to non-compliance with the applicable rules, with a proposal of the appropriate measures for the disappearance of the risk situation.

10. Request from the company's management or, if appropriate, agree in the terms of Article 19 of the Workers ' Statute, the cessation of work or work, if the risk of accidents is imminent, communicating it immediately to the the employer and the competent authority, referring to all the centres of work affected by the Electrical Ordinance.

11. Report regularly to the Company's Directorate and the Enterprise Committee on its actions.

12. To study and, where appropriate, to resolve the discrepancies between undertakings and workers arising as a result of the application of the rules on the interruption of work in danger.

13. Receive from the security mining delegate of As Pontes periodic information about his performance.

14. Receive information on incidents that may occur at the company's premises.

Article 13. In the holding of the open pit mine of As Pontes there shall be a security mining delegate, who shall be elected by a majority of the staff of the holding, by secret ballot, on the proposal of a third party of candidates made by the Committee of Enterprise, or among the candidates presented by the Trade Union Sections with implementation and endorsed by a number of workers superior to 5 per 100 of the workforce.

The requirements to be chosen as the security mining delegate will be the same as those required for Vocal representative of the workers in the Working Conditions and Health Committee.

Prior to the commencement of their performance, those who have been elected Delegates shall be subject to a medical examination to determine their physical fitness for the exercise of their duties, in accordance with the characteristics of the of the center of work where they will be held, that is, in As Pontes de García Rodríguez.

There will also exist in each mining operation a backup mining delegate who, elected by the same procedure as the incumbent Delegate, will replace the latter during his temporary absences.

Article 14. The security mining delegate in As Pontes, holder and alternate, will receive, on immediate dates to his inauguration, the specialized training necessary for the performance of his position, which will be imparted in form and conditions similar to the planned one. for the Vocals representatives of the workers in the Working Conditions and Health Committees.

Article 15. The security mining delegate in As Pontes shall have the rights, duties and obligations laid down for that representative office in Articles 39, 40 and 41 of the Mining Statute, respectively.

Article 16. The duration of the term of office, both of the staff representatives on the Working Conditions and Occupational Health Committee and of the security mining delegate, shall be four years.

This command will end with some of the following causes:

a) Over the course of the four years.

b) For causing low in the workforce of the mine or mine, according to the representatives of the Committee or of the mining delegate, respectively.

c) For physical incapacity for the performance of the charge.

(d) By revocation agreed by the two-thirds of the Enterprise Committee and, in the case of the security mining delegate, also by agreement of two-thirds of the workforce.

e) By resignation of the position.

Article 17. Central Committee on Working Conditions and Employment Health.

The right of participation referred to in Article 19 (3) of the Workers ' Statute shall be made effective through the Working Conditions and Labour Health Committees, which exist in the various labour and labour centres. Central Committee on Working Conditions and Employment Health.

The Central Committee on Working Conditions and Employment Health will be part of the Joint Committee and will be composed of a representative of each of the Working Conditions and Labour Health Committees of each working centre, as well as the representatives of the management of the company.

The joint bodies referred to above shall draw up their Rules of Procedure.

Article 18. The company will develop the general plan of occupational health that will consist of a general plan of prevention and a plan of preventive and care medicine with the knowledge and the collaboration of the workers, through the organs of representation referred to in Article 17.

This plan will mark the master lines for the subsequent elaboration of each center's prevention plans.

This general prevention plan will have an annual development plan for the prevention plan, as well as the deadlines and objectives that the Working Conditions and Labor Health Committees will agree on.

The activities reflected in the overall plan will be framed within the following action lines:

Technical assistance.

Study and research.

Training.

Industrial hygiene.

Promotion, disclosure.

Advice.

ANNEX XII

Agreement on trade union participation in the public enterprise

Article 21 of the Economic and Social Agreement provides that the Government, through the decision-makers of the public undertaking and the General Union of Workers as a signatory of the Agreement, shall initiate, immediate, negotiations for the establishment of trade union participation measures concerning the increase of trade union rights in the public enterprise.

In compliance with this commitment, the National Institute of Industry, represented by its President, Mr. Luis Carlos Croissier Batista; the National Hydrocarbons Institute, represented by its President, Don Oscar Fanjul Martin; the Ministry of Economy and Finance, represented by the Director General of the State Heritage, Don Prudencio García Gómez; the Ministry of Public Works and Urbanism, represented by the Undersecretary of the Department, Don Baltasar Aymerich Corominas; the Ministry of Agriculture, Fisheries and Food, represented by the Deputy Secretary of the Department, Don Francisco Peña Diaz;

Ministry of Education

Transport, Tourism and Communications, represented by the Assistant Secretary of the Department, Mr. Ricardo González Anton, on the one hand, and the General Union of Workers, represented by its Secretary General, Mr. Nicolas Redondo Urbieta, on the other hand, subscribes to this Agreement which is a manifestation of the constitutional right of collective bargaining, namely in the form of the Framework Agreement, which establishes obligations for its signatories. These obligations shall be implemented by the negotiating committees in the development of the activity to be negotiated from the Collective Agreements, or from the complementary agreements thereof, by collecting the content of this Agreement.

The stipulations contained in this Agreement have a global character of covenant, constituting a whole concatenated one.

TITLE I

Nature, effects, and scope of application

Article 1. This Agreement is signed pursuant to Article 21 (b) of the Tripartite Agreements forming Title I of the Economic and Social Agreement as a manifestation of the right to collective bargaining in the variant Agreement to order the business activity. Their signatories are obliged to insert their content into the Collective Agreements in which they are a party, without prejudice to the respect for the most beneficial conditions which in this specific area may be legally or contractually recognised.

With respect to the Conventions that have not concluded their term of validity at the date of subscription of this Agreement, their content will be incorporated, immediately, through the corresponding agreements of the Commissions. Paritaires or other negotiating formulas that ensure their effectiveness.

Article 2. This Agreement shall have its effects, within the scope of the public undertaking and as long as the undertaking to which it is applied retains this character.

are included within the scope of the public undertaking, for the sole purposes of this Agreement, commercial, industrial, commercial, financial, agricultural and service companies in whose capital direct participation or the indirect management of the State or its Autonomous Bodies is a majority, as well as the entities governed by public law with legal personality, which must carry out their activities under the private law.

This Agreement shall have effect from the date of signature and shall last until 31 December 1987. If on that date it has not been denounced by any of the parties, it shall be automatically extended for the same duration and so on.

TITLE II

Trade union rights in the public enterprise

Article 3. º The trade union rights that the Organic Law of Freedom of Association recognizes and guarantees in general will be increased, in the specific field of the public enterprise, with the following:

1. The right to have a union delegate when a company or a working centre has a minimum number of 200 workers.

2. The right to join the workers in the province in the province, in order to be able to reach the minimum figure required of 200 workers to have the right to a union delegate.

3. The right to the accumulation of paid hours at the disposal of the trade union delegates for the performance of their duties, in one or more of them, without exceeding the total legally established maximum.

4. The right to have a minimum number of three delegates in a company and to have several work centres, there is one more trade union delegate, who will assume the representation of the Trade Union Section for those issues that transcend the the scope of a single work centre.

5. Right of the trade union delegates to attend, in addition to the meetings of the Enterprise Committee, with a voice but without a vote, to all the committees of union participation of a mixed nature in matters of safety and hygiene, productivity, employment and, in general, as many as are of interest to the best development of the work activity.

6. Any other right that the parties may freely agree with, with the effects and scope of application that they establish.

TITLE III

Trade union participation in the public enterprise

Article 4. º The union participation in public enterprises is recognized and guaranteed, employing 1,000 or more workers and will be effective, either through the incorporation of the union representatives to the administration of undertakings which review the legal form of companies administered by Boards of Directors or bodies of a similar nature, either by the integration of those representatives into the Information Commissions and Monitoring, which will be created, where appropriate, in implementation of this agreement.

Article 5. For the purposes of determining the number of workers referred to in the previous article, the following shall be:

1. All workers employed in the year immediately preceding the negotiation of the relevant Collective Agreement or, where appropriate, of the supplementary agreement referred to in Article 1 of this Agreement shall be counted.

2. Discontinuous fixed workers and those linked by a fixed term of more than one year shall be counted as if they were fixed workers.

3. Contracts for up to one year shall be counted according to the number of days worked in that year. Every two hundred days worked or fraction will be computed as one more worker.

Article 6. The right to participate in trade union organizations that would have obtained, at least, 25 percent of the number of delegates of staff and members of the Enterprise Committee.

Article 7. The adoption of one or another formula for participation shall be implemented in each undertaking in the framework of the negotiation for the implementation of this Agreement. In the event that no agreement is reached in the negotiations in each of the companies, the Negotiating Commission of this Agreement will determine the alternative to be applied.

Article 8. The incorporation into the management body of the company will be done according to the following criteria:

1. There will be a representative for each of the Trade Unions with the right to participate. In the event that only one Union holds more than 25 per 100 of the number of staff members and members of the Enterprise Committee, it shall be entitled to two representatives on the Board of Directors.

2. At the request of the undertaking concerned, the Trade Unions with the right to participate shall propose the name of the representative to be part of the Council, which shall be appointed in accordance with the ordinary procedures for designation.

3. The members of the Board of Directors proposed by the trade union organisations shall have the same rights and duties as the other members of the Council.

4. The necessary measures shall be taken to ensure that, as a result of the implementation of this Agreement, the State participation in the Boards of Directors is not in the minority.

Article 9. The Information and Monitoring Committees will be set up and will be composed of representatives of the unions with the right to participate and for directors of the company.

They will meet once a quarter or at least half of their members. The Commission shall be provided with the appropriate means to fulfil its objectives.

Article 10. The following are general functions of the Information and Monitoring Committees:

1. A study of how many industrial or economic plans are relevant to employment policy, industrial relations, or the level of employment of the company.

2. To issue reports and proposals on such issues, as well as to be informed about the proposed implementation of these plans.

3. To draw up proposals concerning the strategy for the organisation of work, industrial relations and employment, as well as the health and hygiene of workers and vocational training.

4. In general, whatever else the parties through collective bargaining want to assign to you.

Article 11. The regulation of the trade union participation referred to in Articles 4 to 10 shall be completed at the level of the undertaking in accordance with the following criteria:

1. The trade unions will have the right to participate, with at least 10 per 100 of the staff delegates and members of the Joint Undertaking's Enterprise Committees.

2. For such purposes, public undertakings shall be understood as grouped in the units listed below:

a) Grupo Nacional de Industria.

b) National Institute of Hydrocarbons.

c) Group Directorate General of State Heritage.

d) Rest of public companies not included in the above groups.

3. A Commission on Information and Monitoring will be set up in each of the internal groups, constructed by trade union representatives, on the one hand, and those responsible for the management and management of the group, on the other hand, with powers and criteria referred to in Article 10, referring to all the undertakings in the group.

4. These Commissions shall be provided with the appropriate means to carry out their duties.

ANNEX XIII

24-hour and three-hundred hour closed shift regulations

sixty-five days (eight hours)

1. All overtime hours of the shift will be changed by breaks, which will be enjoyed in the first few days of running or according to the regulations approved at each center.

To do this, the Directorate is committed to making the sixth man effective if an agreement is reached.

2. For this purpose an individual bag of hours is established and the compensation shall be one day's rest every eight hours.

3. The person who has to supply on one day of his rest shall have sixteen hours in the bag if he is on a shift and eight hours if he is in a sliding system.

4. The one who needs the service to prolong his day will have for the bag twice the hours of prolongation. Likewise, the accompanying or running back who is warned to come to another shift on the same day will have for the bag twice the hours made until the moment of the notice.

5. Any change not motivated by the calendar in which you do not measure twelve hours, will be given four hours for the bag.

6. Interweekly holidays will be rested day by day and will be fixed in the calendar.

7. Seven days ' annual rest period shall be fixed on the calendar for the quarter of the hour of the snack.

8. The days rest, for the hours of the bag and the quarter of the hour, will have equal pluses that if they work, and without penalty.

9. The holidays will be governed by the General Regime, with a minimum of eighteen days to be fixed in the calendar, enjoying the rest of the days of mutual agreement.

10. New concepts that go on to tournicity will be paid proportionally as they have been.

11. The staff committees or delegates of each centre must present rules for replacements, as well as the timetable.

12. Up to a maximum of four days ' rest, equivalent to thirty-two hours of the stock exchange, may be carried out at the end of the year.

13. Notices to staff on leave to be incorporated into work with a deadline of less than twelve hours will have four hours for the bag. These hours replace the current call plus.

14. For staff working on two eight-hour shifts and arrange for your running time schedule, the above points will apply. For the calendar of two shifts which do not have a running time, they will not be applicable and will rest the quarter of the hour on the day itself.

15. A maximum of forty-eight hours is set to accumulate in the bag. The necessary measures shall be taken to ensure that this value is not exceeded by regular checks on the state of the stock exchange and, if this value is exceeded, they shall be obliged to rest until the obligation to reduce the limit and the undertaking is reduced. to grant such breaks.

16. The remuneration for the 14 bank holidays will not be lost.

17. In any event, the criteria set out in the act of compliance with the transitional provision of the 14th Electrical Collective Agreement, signed on 17 April 1992, will apply to all workplaces.

FIRST ACT OF SUPPLEMENTARY AGREEMENTS TO THE XVI ENDESA ELECTRICAL COLLECTIVE AGREEMENT

Wizards:

Economic Representation:

Don Ramiro Piñera Gil-Delgado.

Don Segundo Caeiro Rios.

Don Jesús Fernández García.

Don José Bruquetas Sierra.

Don Jose Luis Ciorraga Gomez.

Dona Carmen Romera Santamaria.

Don Miguel Ángel Martínez Fernández.

Don Agustín López-Boado Rey.

Don Javier Tejedor Velarde.

Don Juan Carlos Luján Asensio.

Social representation:

UGT:

Don Plácido Molina López.

Don Faustino del Cerro Sanchez.

Don Juan Abad Bascuas.

Don Roque Vidal Macias.

Don Guillermo Gonzalez Rodriguez (Advisor).

Don Manuel Francisco Alonso Josa.

Don Juan Francisco Fernandez Fierro (Advisor).

Don Rafael Camacho Mendez.

Don Antonio Garcia Casado (Advisor).

CC. OO.:

Don José A. Carrasco Fernández.

Dona Gloria García Pacheco.

Don Jose Hurtado Amardor (Advisor).

Don Angel Alonso Cal.

Don Vicente Miron Vázquez (Advisor).

Don Juan Sobredo Gancedo.

CSI-CSIF:

Don Jesus Rodriguez Quindos.

Don Lorenzo Gutierrez Marquez (Advisor).

Don Manuel Vicente Martin Andres (Advisor).

CIG:

Don Ricardo Teruel Lopez.

Don Fernando Blanco Parga (Advisor).

Don Xaime Castro Paz (Advisor).

In Madrid, the 19-hour period of 29 May 1996, the persons in the related margin, in the representation also indicated, reached the following agreements of a complementary nature to that of the same date concerning the 16th ENDESA Electrical Collective Convention:

1. Early housing advances: The stock exchange will increase by 100,000,000 pesetas per year of the Convention.

2. Vehicle advances: This is considered to be within the advances laid down in Article 49 of the Convention, for a maximum of 1,500,000 pesetas, and no new credit may be requested for this reason until no a minimum period of six years has elapsed since the previous concession.

3. In terms of limitations and compensation of overtime, both parties refer to the General Labor Regulations in force, recognizing as such the maximum ceiling of eighty hours/year above the official annual day laid down in the Staff Regulations; this is without prejudice to the financial or other compensation referred to in Article 11 (1.3) of the Convention for excess work hours.

4. The economic increase of the supplementary salary corresponding to 1998, two points will be transferred to the base salary.

5. As the development of Article 18 of the Convention, the text of the General Rules of Procedure shall be negotiated no later than three months after the signing of the Convention.

6. The signatory parties assume in their entirety the content of the mediation carried out by Mr. Minambres Puig on criteria for the development of the professional classification by equivalent categories, as well as the development of the The same is done by the company's management. Both documents are incorporated as Annexes I and II to the present.

7. Regarding the concept of seniority, from July 1, 1996, you will have the following treatment:

Personal complement with a biennial situation as of 1 July 1996, updated in the future with the increase of the Conventions that are agreed upon.

The first year will apply a technical interest of 4 per 100.

Compensation for the ten years calculated with an annual increase of 3 per 100 and a technical interest of 8 per 100, with the age limit being 60 years.

For those workers who cannot legally retire at the age of sixty, the calculation will take place until the date when they can do so (sixty-five years maximum).

The total amount of the compensation to be charged shall be paid, in a single payment, the month following the signature of the Convention.

The total amount of compensation will be 440,000,000 pesetas. This quantity shall be distributed linearly among workers under the age of 50, in accordance with the allocation set out in Annex III.

8. The Act of Criteria dated November 8, 1995 for the practical and uniform application of Article 47 of the 16th Collective Agreement is incorporated as Annex IV to this Act, taking into account that the deadlines set out in point 2 They could be interrupted due to serious illness, military service or substitute social benefit, causes all of them duly accredited.

9. The annual computation of the day agreed in the Collective Agreement shall not imply the irregular distribution of the day.

10. The incorporation of the economic concept on holiday stock into the actual salary referred to in Article 40, as well as its inclusion in the amount corresponding to the loyalty awards referred to in Article 54, shall have effect from 1 January July 1996.

MEDIATION TO THE SUPPLEMENTARY MINUTES TO THE XVI CC. ACCORDING TO CRITERIA FOR THE DEVELOPMENT OF PROFESSIONAL CLASSIFICATION BY EQUIVALENT CATEGORIES

1. The aforementioned classification is performed on a universal basis according to the criteria expressed by the R.E. and contained in the preliminary documentation used for this purpose. (Annex I.)

In particular, these criteria for occupations and training will be based on the occupations described in the catalogue of certified qualifications which, as laid down in the occupational training plans, will be determined in each branch of the activity.

2. The associated salary levels will be as follows (an example of a case of operation is given as an example, the philosophy being homogeneous for other branches of activity):

Fogonero

Turban

-

N-7/Training

(Article 19)/Operary

from Site A

-

N. S. -6/R. Molinos

R. Boiler

-

N-8/Training

(Article 19)/Operary

plant B

-

N. S. -7/Training

(Article 19)/Professional

Operary

from Central

-

N. S. -6

Note: The staff who are currently assimilated to the salary level corresponding to the occupation horizon or in the process of assimilation, will be assigned a personal complement equivalent to the salary level 5, absorbable or compensable for future promotions or assimilations, by reaching the qualification for Operario de planta C.T.

The wage level of the horizon occupation (N-6) for lower-level personnel may be graduated over time, with a maximum of three years.

3. The occupations involved in the various phases of the plan will be considered as belonging to the strategic template.

4. For workers over fifty-three years, participation in the plan will be voluntary.

5. No worker may be forced to participate in the scheme, where he or she has provided an optional opinion.

6. The Directorate undertakes that under no circumstances will it consider a case for incapacity for an over-coming or inadequate technology for workers who, for any reason, have not exceeded the training provided for in the plan in relation to the functions of the Horizon occupancy.

7. Workers who have not passed the training and are not applied the benefits of the new occupation will not be required to have the polyvalence or the functional mobility of the horizon occupation.

8. Workers interested in this training will be given the possibility of repetitions of the training courses of the plan in a maximum of five attempts.

9. Both parties will be involved in the Joint Commission during the development of the reclassification of possible variations of criteria.

10. Those workers who do not have the training plan for various reasons, outside their will, will not be affected by all the requirements laid down in Article 19.

11. Geographical mobility: In terms of geographical mobility, the provisions of the legislation in force (Article 40 of the Staff Regulations of Workers) shall apply, with the conditions for relocation laid down by the Commission monitoring the plan Of Preretirements.

(OMITTED ORGANIZATION)

PROFESSIONAL CLASSIFICATION BY EQUIVALENT CATEGORIES

Professional classification by equivalent categories will be carried out in order to achieve full labour flexibility (polyvalence and functional mobility) between these categories, according to the procedure described above. at the negotiating table and which will be developed at the same time with a higher level of detail.

The new system maintains classification by category, and consequently the existing business structure.

By training, professionalism is improved and a career plan is established for the affected staff, according to the certificates of professionalism, provided by the Ministry of Labour and Social Security (Royal Decree 797/1995, of 19 May).

The improvement of professionalism through training is seen as the only system suitable for promoting the relocation of surpluses.

The affected staff will be able to graduate the successive economic improvements over a period of three years, with a maximum ceiling for the occupations horizon level 6 currently existing.

However, for personnel who are currently assimilated to the horizon level or in the process of assimilation, they will be assigned a personal supplement equivalent to the salary level 5, absorbable or compensable for future promotions or assimilations, by reaching the qualification corresponding to the Plant Operary C. T.

The process of assigning equivalent categories will be voluntary for the staff of fifty-three years, given their pre-retirement status.

The application of the classification system by equivalent categories will enable the application of the new Article 19, relating to automatic promotions, in accordance with the criteria laid down in the new Article 19. Article 24 of the Staff Regulations.

A Joint Commission will be set up to monitor the process of allocating equivalent categories, which will understand how many issues can be raised during the process.

In order to establish a homogeneous system throughout the company, offering the necessary guarantees for its optimal development, the necessary external support will be contracted.

ANNEX III

Linear cast 440,000,000 pesetas

Increase

compensation/Media

weighted/Age/Template/Coffe/100

23/2/151/186.009/372,019

24/-/148/182,314/0

25/4/145/178,618/714,473

26/8/142/174,923/1.399.382

27/10/139/171.227/1.712.272

28/24/136/167.532/4.020.759

29/37/133/163,836/6.061.935

30/39/130/160.141/6.245.481

31/84/127/156.445/13.141.379

32/92/124/152.749/14.052.948

33/140/121/149.054/20.867.544

34/173/118/145.358/25.146,992

35/170/115/141,663/24.082,673

36/197/112/137,967/27.179.545

37/186/109/134.272/24.974.533

38/236/106/130.576/30.815.967

39/220/103/126,881/27.913.727

40/222/100/123.185/27.347.076

41/197/97/119.489/23.539.427

42/229/94/115.794/26.516.809

43/236/91/112.098/26.455.217

44/212/88/108.403/22.981.99

45/187/85/104,707/19.580.260

46/201/82/101.012/20.303.356

47/194/79/97.316/18.879.337

48/150/76/93,621/14.043.093

49/130/73/89,925/11.690.259

Total 440.037,861

440,000,000 3,580

123.185

ANNEX IV

Criteria for the practical and uniform application of Article 47 of the 16th Collective Agreement, on the aid of studies

1. Requirements to be beneficiaries:

(a) To be children of fixed workforce workers and temporary workers only in the intended duration of the contract of employment.

b) to be the children of workers who, having regard to fixed staff, have passed away or are in a situation of pensioners for retirement, temporary invalidity, permanent incapacity or pre-retirement.

(c) Which, in both cases, are economically dependent on their parents or guardians and do not carry out paid employment for an employed person during the school year.

(d) Exceptionally, children who, before the completion of the studies, have entered into marriage, will only be beneficiaries if they are economically dependent on their parents, which is accredited by means of a Certificate of the Mayor's Office, another accreditable of the studies that they are pursuing and any other document that the company considers necessary to request (for example, certifications of the Social Security).

In this case, you will only receive the aid until the start of the career started when your situation was that of a single person.

e) Consequently, any other degree of kinship excludes and nullifies the right to school aid.

(f) The Interpreting Commission or, where appropriate, the Social Affairs Committees of the Areas shall address those particular situations not referred to in the preceding paragraphs.

2. Duration and conditions for maintaining the company's help:

(a) Each beneficiary shall be assisted in all successive levels of study to a higher degree, including his/her Doctorate, as set out in point 2-e), as well as the end-of-the-career projects which were required to obtain the corresponding title.

(b) Student aid is not tolerated for its second or successive races, while the specific costs of two simultaneous courses may be accepted, the second may be started in any course, without any duplication of pension or accommodation expenses, dining or school transport, which shall apply, if appropriate, to one of the studies carried out and the aid shall be maintained until the end of the first race.

(c) A single change of career shall be permitted, with the limitation set out in point 2-e.

d) If at the end of a career of Middle Grade or Diplomacy it is desired to continue the studies for obtaining the corresponding Superior Title, the beneficiary will be assisted to the end normally, although according to the general provisions of the following points.

e) The help of studies will be maintained with the following limits:

Over six-year runs up to a maximum of three additional years.

Over four or five years of teaching, as well as Technical Engineering and Technical Architecture, up to a maximum of two additional years.

Middle Grade or Diploma races up to a maximum of one additional year.

EGB up to a maximum of one additional year.

BUP and COU or FP up to an additional two years.

In any case, only 3, 2, 1, 1, 2 repetitions of courses, respectively, will be paid in each cycle.

3. Requirements of the teaching centre where the studies are carried out:

(a) Teaching centres which issue academic or professional qualifications of official and general validity must be public, private or concerted centres duly recognised or authorised by the Ministry of Education and Science.

(b) Child nurseries must be provided with at least the relevant municipal licence.

c) Consequently, they are excluded from this help:

The teaching fees of private teachers, both in the case of supplementing those made in a given center, and to supplement the lack of the Center in the municipality of its habitual residence.

Teaching fees for subjects complementary to the official course, such as language, music, drawing, etc., mainly or for activities (gym, sports, dancing, artistic groups, etc.).

4. Study classes and place of their realization to receive the help:

(a) Those recognized in the General Law of Education and in the Organic Law of General Ordination of the Educational System, as well as the titles of official and general validity that, granted by official centers (Public Administration), are required for the development of a profession or occupation.

(b) Where the beneficiaries of the aid for studies are outside the place of habitual residence of their parents or guardians, in the absence of such a place in which the educational centre is in the running of the studies concerned The same module, established in the Convention for non-teaching day without a dining room in the open, will be paid in the form of half board and school transport.

(c) Where the beneficiaries, by personal decision, carry out their studies outside the place of habitual residence of their parents or guardians, in spite of the existence in their municipality of the educational establishment corresponding to the studies they are entitled to receive only the amount which comes under the same concepts-nature of payment which would have been for them to carry out the studies at the place of the habitual residence, with the exception of the lodging and the maintenance.

d) As there are beneficiaries of EGB, BUP, FP and Universities who, while performing these studies, perfect in their municipality or outside of the language, Music or Drawing, mainly, they will be helped by the justified, registered and texts of such studies in official centres which, respectively, will be the Official Language School, the Conservatory of Music or the School of Applied Arts and Arts, but will not be considered as the (a) the right to a person who is a person who is a person who is a person (a) to carry out these expenses, which shall be solely for his/her

e) If at the end of the COU, the student wishes to continue exclusively the studies of Languages, Music or Drawing, and there are no official centers in the municipality of his parents ' usual domicile, he can move to where they exist with the right to be assisted in the costs arising from the concepts set out in the Collective Agreement, provided that they document a minimum of ten weekly teaching hours of class attendance.

f) If in the course of studies of the Middle or Higher Degree a language other than the one in EGB and BUP or FP is required, the beneficiary will be assisted if he/she is registered for the required Language, either in the same Faculty or in the Official School of languages, in the concepts of tuition and texts, as well as the corresponding in the main race.

g) Support for studies abroad is supported as long as they are equivalent to those recognised in the study plans of the Ministry of Education and Science, being only: EGB, BUP, COU, FP different branches, Diplomatures and Bachelor's degree. The approved economic modules shall apply for each course, as shown in table annex.

h) Finally, studies are excluded from this financial aid:

Preparation for any type of oppositions (of income in Bank Entities, Ministries or other public or private entities or entities, of income in Military Academies, to Teachers of EGB, previous course in ICE and of access to professorships, preparation for (MIR) Domestic Medical Practitioners, and other similar situations).

Monographic or specialization courses, complementary to your degree.

5. Clarifications to the concepts that are the object of help:

(a) The amount paid as a "slot reservation" for the next course must be deducted in the first quarter of the following year.

b) In "textbooks" they will be accepted:

The supporting documents detailing the denomination and the amount of each of them, not accepting the generic denomination of " Text books of 7. º of EGB, 4,300 pesetas for example, considering that only the corresponding to a manual for each of the subjects in the relevant course.

The supporting documents will also be accepted for photocopies of text book replacement notes.

Reference books, dictionaries and encyclopedias, whose recommendation by the Professor must be credited, will be accepted for an amount that, in each course, does not exceed 20 per 100 of the cost of the textbooks.

(c) "pension or lodging", where the beneficiaries necessarily carry out studies outside the municipality of the habitual residence of their parents or guardians, in the absence of such a place of education corresponding to the studies in question shall be paid 60 per 100:

Pension plus restaurant duly legalized.

Of the expenses justified by stays in major schools, residences or establishments suitable for hospitality; to the staff in this option, to present a certificate of the school or residence in which they are hosted the absence of dining services on Saturdays and Sundays, shall be paid the amount per day resulting from the percentage of the module established in the Convention.

d) If the host is made in family homes or on own or rented floors, the module of 70,000 gross pesetas will be paid, per quarter.

e) In "dining or school transport", one or another concept, not both, shall be paid alternately, in an option exercised with an irreversible character at the beginning of each course, highlighting the following peculiarities:

The concept of "dining or school transport" is incompatible with that of "pension or accommodation".

The "school dining room" is the result of a half-day meal in school canteens.

School transport at pre-school, EGB, COU and FP levels will, in particular, be supported by supporting expenditure by means of collective means, not individual cars, to the educational establishment.

When the transport to the study centre is carried out in urban regular service transports of difficult justification by means of the ticket keeper, replacement modules have been established, which will only be applied in cases the normal use of public transport and for distances exceeding 500 metres.

f) School material is integrated and will only be paid in the first quarter of the school year according to modules.

g) The fees for teaching justified in the concept of psychopedagogical support are admitted in the EGB and BUP upon presentation of the report of the INSERSO (disability rating) or, failing that, assessment of the municipal Psychopedagogue.

(h) Finally, it is stated that the school aid is paid for the costs incurred in the normal course, except in exceptional and justified cases, which will be extended to 15 July, as well as childcare facilities to be paid for 11 months.

i) The prescription period for receipts will be one year.

6. Assistance from studies to be carried out by the Company's own workers:

This shall be paid as appropriate to the provisions of Article 2 of the Collective Agreement.

The following ends are clarified:

(a) For employees, only the expenses of lodging and maintenance produced as a result of their exclusive assistance to official examinations, which must be documented, are authorized.

ANNEX

Colleges and Higher Technical Schools

1. quarter/2. th quarter/3. quarter

Tuition/27.360/-/-

Books/10,328/-/-

Teaching Fees/69.084/69.084/69,084

School Transport/5,382/5,382/5,382

Total/112,154/74,466/74,466

BUP, COU, or equivalent

1. quarter/2. th quarter/3. quarter

Place Reserve/1.060/-/-

Tuition/17.921/-/-

Books/6,908/-/-

Teaching Fees/27.566/27.566/27.566

Heating and insurance/923/-/-

Dining Room/22.619/22.619/22.619

Total/76,997/50,185/50,185