Having regard to the text of the Collective Agreement for the Food Industries for Animals (code number 9900275), which was signed on 19 July 1995, by the Spanish Confederation of Manufacturers of Compound Foods for Animals, representing companies in the sector, and the other, by the union headquarters of Workers 'Union and Workers' Commissions, representing the affected labor group, and in accordance with the Article 90 (2) and (3) of the Royal Decree-Law 1/1995 of 24 March 1995 on the that the recast text of the Law of the Workers ' Statute, and in Royal Decree 1040/1981 of 22 May, on the registration and deposit of Collective Labour Conventions, is approved, this Directorate General of Labor agrees:

First. -Order the registration of the said Collective Agreement in the corresponding Register of this management center, with notification to the special negotiating body.

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

Madrid, September 27, 1995. -Director General, Soledad Cordova Garrido.

COLLECTIVE LABOR AGREEMENT FOR THE MANUFACTURE OF COMPOUND FOOD FOR ANIMALS. YEARS 1995/1996

CHAPTER I

General provisions

Article 1. Functional scope.

This Convention regulates industrial relations between undertakings engaged in the manufacture of compound feedingstuffs for animals, whatever their name and form of constitution, and the personnel provided by them. services.

Also included in the scope of this Convention are ancillary activities, such as premixtures, maize drying, alfalfa dehydration, warehouses, own transport, mechanical repair shops of machinery, experimentation farms and others, provided that they constitute dependencies of the company itself and are at the service of the main industry.

Article 2. Personal scope.

The Convention will affect all staff serving in the animal feed industry, under contract of employment. Persons who perform functions of management, government and council are excluded.

Article 3. Territorial scope.

This Convention shall apply throughout the territory of the Spanish State.

Article 4. Temporary scope.

Regardless of the date of its publication in the "Official Gazette of the State", this Convention shall enter into force on 1 January 1995, its duration being two years and for the period between this date and the of 31 December 1996.

It shall be tacitly extended from year to year from the date of the last day of not being reported by either party in advance of at least one month from the date of its termination.

Article 5. Linking to the whole.

The set of rights and obligations, agreed upon in this Convention, constitutes an indivisible whole and, therefore, the non-acceptance of some or some of the agreed conditions assume the nullity of the totality.

In the event that some or all of the provisions of this Convention are declared null and void by the competent Labour Authority, the Joint Commission shall remedy the deficiencies observed and if there is no agreement will carry out a new negotiation.

Article 6. Concurrency of Conventions.

This Collective Agreement has a binding force and imposes for the entire duration of its validity, with the exclusion of any other, all the employers and workers within its scope.

During its lifetime and up to one month before the termination of the same, no other concurrent Convention may be negotiated.

Article 7. More beneficial conditions.

The improvements agreed in this Convention, taken as a whole and on an annual basis, are without prejudice to those in conventions, clauses or situations currently implemented in the various nationalities, regions and (a) provinces, which involve more beneficial conditions in respect of the agreed pacts, which will remain for those workers who are enjoying them and at work centres and undertakings which also have them recognised.

The remuneration laid down in this Convention shall compensate for any other existing at the time of entry into force of this Convention, whatever the nature or origin of its existence.

Supplements not regulated in this Convention will be negotiated, in all cases, within each company.

The legal or agreed provisions in the future which involve an economic variation in all or some of the existing remuneration concepts or which involve the creation of new ones, will only be effective as soon as possible. (a) to be considered as those in full and in annual accounts, exceed the total level of this Convention, and should be understood, if not, to be absorbed by the improvements agreed upon in the Convention.

CHAPTER II

Organization of the job

Article 8. Faculty of management.

The organization of the work corresponds to the management of the company, who will be able to establish how many systems of organization, rationalization, automation and modernization consider opportune, as well as any structuring of the the company's sections or departments.

When these facts entail substantial changes in working conditions, the provisions of Article 41 of the Workers ' Statute will apply, according to Law 11/1994.

They will have the consideration of substantial modifications of working conditions, among others, that affect the following subjects:

a) Working day.

b) Schedule.

c) Working arrangements or shifts.

d) The remuneration system.

e) The work and performance system.

(f) Functions as soon as they exceed the limits for functional mobility provided for in Article 39 of the Workers ' Statute.

In the event that substantial changes in working conditions affect the matters referred to in points (a), (b) and (c), the worker who is injured shall be entitled without prejudice to the Within the month following the amendment to terminate his contract and to receive a compensation of thirty days of salary per year of service, the periods of less than one year and with a maximum of nine months are prorated for months months.

The workers affected by these modifications may be dedicated by the company to tasks other than the usual ones, provided that they are within the possibilities of the workers and correspond to the tasks (a) the general vocational training, while maintaining his/her own salary, unless the new task is assigned a higher level of remuneration.

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

For exceptional circumstances or force majeure and for a period not exceeding one month, workers in the same professional group may be assigned, on a daily and daily basis, to perform work of a lower category, perceiving the salary and allowances corresponding to their category of origin.

Article 9. Working relationships.

The systems of rationalisation or division of labour that are adopted will never be able to damage the vocational training that staff have the right and the duty to complete and improve with daily practice, and to forget that the efficiency and the performance of the staff and, in short, the prosperity of the company, depend on the satisfaction that is born not only of a fair and just retribution, but that the relations all work and, in particular, those that As a result of the exercise of the freedom that companies are recognized, they are settled on the justice.

CHAPTER III

Job Regime

Article 10. Working time.

1. The ordinary working day in 1994 shall be one thousand seven hundred and ninety-nine hours of effective annual work, distributed between two hundred and twenty-five days of the two hundred and seventy-three working hours per year, at the latest, in application of the provided in number 2 of this article.

2. Workers are entitled to a continuous weekly rest of two days, with one being on these Sunday and each company being able to distribute the work among its employees in the six days of the week.

3. Within the concept of effective work, the time schedules used in the days continued as rest ("the snack"), or other interruptions, shall be understood to be understood by means of legal regulation or agreement between the parties or by the party itself. work organization, be understood integrated in the daily working day, whether they are continued or not.

4. During the period from 1 June to 30 September, the administrative and laboratory staff will have a continuous working day, which may take place in the morning and/or afternoon, or on a rotating basis tomorrow and evening, in which case they will be recommends the agreement between the parties.

5. However, by agreement between each undertaking and the representatives of its employees, the annual working hours may be distributed in another form, regular or irregular, in accordance with the minimum rest periods laid down in the the Staff Regulations applicable to them.

Article 11. Overtime.

1. In view of the serious situation of existing unemployment and in order to promote job creation, the negotiating parties to this Convention agree that it is appropriate to reduce overtime in accordance with the following conditions. criteria:

1.1 Regular Extraordinary Hours: Reduction, with a tendency to delete.

1.2 Extraordinary hours due to force majeure: Those required for the need to prevent or repair claims or other extraordinary and urgent damages, as well as in case of risk of loss of raw materials.

1.3 Structural extraordinary hours: These are to be understood as those required by unforeseen orders, peak periods of production, unforeseen absences, shift changes or other structural circumstances arising from the nature of the work concerned, or maintenance. All of this, provided that they cannot be replaced by the use of the various types of procurement legally provided for.

2. Overtime, motivated by force majeure and structural, shall be reported monthly to the Labour Authority jointly by the undertaking and by the committee or staff delegate.

3. No account shall be taken for the purposes of the maximum duration of the ordinary working day or for the calculation of the maximum number of overtime authorised, the excess of those worked to prevent or repair claims or other extraordinary damage. and urgent, without prejudice to their payment as if it were overtime.

4. The number of overtime may not exceed what is authorised by the legislation in force.

5. Overtime shall be compensated for by time of rest at the rate of two hours of rest per hour worked. Where there is no possibility of compensation for rest, the amount shall be paid.

Article 12. Holidays.

The staff of the staff will enjoy twenty-two working days, paid holidays with 100 per 100 of the real salary.

The holidays will be enjoyed in proportion to the time effectively worked and on a rotating basis between the months of June and October, both inclusive, unless another period is agreed between the company and the worker.

It is considered as time effectively worked:

(a) Less than three months of I.T. per year, or that which, being higher than that period, is due to hospital detention or convalescence.

b) The absence of any kind of paid leave.

(c) The one on the basis of accident at work and maternity of the woman.

In case of sickness during the holiday period, the days of I.T. will not count as effectively enjoyed.

CHAPTER IV

Exceed and licenses

Article 13. Surplus.

1. Two classes are recognized, voluntary and forced. None of these classes is entitled to remuneration as long as the surplus is not rejoined to the service.

2. All workers who have been at the service of the undertaking for at least two years may apply for voluntary leave, provided that they are not engaged in another job as an employed person or a business in the same economic sector.

Requests for voluntary leave will be resolved within the month following your submission, and will be addressed within the demonstrable needs of the service.

Voluntary leave shall be granted for a period of not less than one year and not more than five years. To no effect shall the time of the same be computed. In order to qualify for another voluntary leave, the worker must cover a further period of at least two years of effective service in the undertaking.

In the event that the reason for the excess is the care for seriously ill first-degree relatives and for better care for the worker, when the compulsory leave has expired, he/she may opt for reentry into a similar category.

3. Workers shall be entitled to a period of leave of absence, not exceeding three years, to take care of the care of each child, whether by nature or by adoption, from the date of birth of the child. Successive children shall be entitled to a new period of leave of absence, which shall, where appropriate, end the period for which they are enjoying themselves. When the father and the mother work, only one of them will be able to exercise this right.

The period in which the worker remains in a situation of leave of absence in accordance with this paragraph shall be computable for the purposes of seniority and the worker shall be entitled to attend vocational training courses, whose participation must be convened by the employer, in particular on the occasion of his/her reinstatement. During the first year you will be entitled to the reservation of your job. On the expiry of that period, the reserve shall be referred to a post of the same professional group or equivalent category.

4. Forced leave will be granted in the following cases:

a) Nomination for public office to be carried out by decree or election.

b) Exercise of elective office in the union headquarters, in the Social Security, or agency of the Administration that for its importance make the assistance to the job impossible.

(c) From the day following the last day in which the benefit was received by I.T. and the duration of the service.

(d) a legally established mandatory military service or replacement social service, or the voluntary peer to anticipate its compliance, for the minimum length of time, and two more months to be counted from the date of licensing.

5. The reinstatement of the fixed worker from a surplus shall determine the automatic termination of the interim worker who has been hired to replace him, but the latter must be notified at least 15 days in advance and shall be given preference for the entry into the company.

The reinstatement on the voluntary leave must be requested two months in advance of the end of the period of leave and the right to return will be lost, except as provided for in the paragraph 3 above.

Effective reinstatement, both on voluntary and forced leave, will take place within 15 days of the company's communication of readmission.

Article 14. Licenses.

1. The worker, who is informed as well as possible in advance and duly justified, may be absent or absent from work, entitled to remuneration, for the reasons and during the following periods:

(a) For a period of 15 calendar days in the case of marriage, this license may be added to the holiday.

b) For three days which may be extended up to three more, where the worker needs to make a posting to the effect, in cases of wife birth or serious illness or death of spouse, child, father or mother of one or another spouse, grandsons, grandparents or siblings, whether they are consanguineos or like-minded.

c) For two days by moving from your usual address.

d) For the time indispensable for the fulfilment of an inexcusable duty of public and personal character, understood as the exercise of active suffrage. Where a particular legal or agreed period is established, the duration of the absence and its economic compensation shall be at the same time as it is available.

e) For the time required to attend exams.

f) One day in the case of marriage of parents, children and siblings, whether they are consanguineos or related, on the date of the celebration of the ceremony. When the ceremony is held in a distant location in more than a hundred kilometers and the difficulties of the trip require, it will be possible to extend the license in one more day.

2. The licences referred to in paragraphs (b), (c), (d) and (e) shall be granted on the spot without prejudice to any penalties which may be imposed if they are alleged to be false.

3. The worker may apply for a licence, without payment of any remuneration, for matters of his own which he does not accept. The undertaking, taking into account the needs of the service, shall decide within a maximum period of two days, unless the period of the case requires the immediate authorisation and without prejudice to the penalties which may be imposed if false. The request must be made in writing and in good time.

4. In all cases relating to rights or situations referred to in the earlier numbers, in which the condition of wife or/and spouse is the cause, the condition of a couple shall be understood to establish with continued coexistence, and sufficiently justified, give rise to the same rights and situations.

CHAPTER V

Safety and hygiene at work

Article 15. Safety and hygiene at work.

1. Safety and hygiene.

1.1 The worker, in the provision of his services, shall be entitled to effective protection in the field of safety and hygiene.

1.2 The worker is obliged to observe in his work the laws and regulations of safety and hygiene.

1.3 In the inspection and control of such measures which are enforced by the employer, the worker has the right to participate by means of his legal representatives in the workplace, if he does not have organs or specialised centres competent in the field under the legislation in force.

1.4 The employer is obliged to provide practical and appropriate training in the field of safety and hygiene for workers who are engaged, or when they change jobs or have to apply a new technique which can cause serious risks to the worker himself or to his colleagues or third parties, either with his own services or with the intervention of the official services concerned. The worker is obliged to follow these teachings and to carry out the practice when they are held within the working day or in other hours, but with the discount at that time spent on them.

1.5 The internal organs of the company responsible for safety and, failing that, the legal representatives of the workers in the workplace, who appreciate a serious and serious probability of accident by the Failure to comply with the applicable legislation in this field shall require the employer in writing to take appropriate measures to remove the risk status; if the request is not addressed within four days, they shall be addressed to the Competent authority; the competent authority, if it appreciates the circumstances, by means of a well-founded decision, require the employer to take appropriate security measures or to suspend his activities in the area or place of work or the material in danger. It may also order, with the precise technical reports, the immediate cessation of work if an accident is deemed to be serious.

If the risk of accident is imminent, the cessation of the activities may be agreed upon by decision of the competent organs of the company in the field of safety or by seventy five percent of the representatives of the workers in companies with discontinuous processes and all the same in those whose process is continuous; such an agreement will be communicated by imnediato to the company and to the Labor Authority, which in twenty-four hours will cancel or ratify the agreed standstill.

2. Medical examinations.

Workers affected by this Convention shall have the right and duty to a comprehensive and sufficient medical review at least once a year. When handling or using corrosive, infectious, irritant, pulvigous or toxic substances, which in particular endanger the health or life of workers, recognition shall be carried out with the frequency required by each case and, at least two a year.

Companies will provide the means necessary for these reviews to be carried out, ensuring that they are carried out within the working day.

3. Hygiene service.

Every working centre shall have sufficient supply of drinking water, as well as rooms of clothing and toilets, showers and services, in accordance with the provisions of Articles 38 to 41 of the General Ordinance on Security and Hygiene.

4. Cleaning of canteens and hygiene services.

The cleaning work of dining rooms, changing rooms, showers and services will be carried out by the staff assigned to the cleaning section.

In companies or workplaces where such a section does not exist, this task will fall on the worker who habitually comes to it.

5. Weight limitations.

The maximum load shall be 50 kilograms per bag or package at reception, handling or dispatch. A stacking limit is set for both warehouses and cargo on trucks not exceeding 1 meter 40 centimeters, and if this height is exceeded and up to a maximum of 1 meter 80 centimeters, it will be done with two workers.

This rule will govern those companies that do not have a mechanized system in charge and storage.

6. Loading and unloading by workers over the age of 60.

It is recommended that, as far as possible, companies should avoid carrying out loading and unloading tasks for workers over the age of 60, in the case of non-mechanised installations. It is understood that an installation is mechanized if there is, at least, conveyor belt.

7. Toxic or painful work by pregnant women.

During the pregnancy period, workers who are in such a state will be prevented from carrying out toxic or painful work.

Article 16. Working garments.

The companies will deliver to the production, transportation, maintenance and laboratory personnel two complete sets of working garments suitable for the work to be performed, such as monkeys, trousers and jacket, caps, gowns, footwear, gloves, mandiles, etc. One of these games will be delivered in the first fortnight of the month of April each year and the other game in the first fortnight of September, unless agreement between the parties, must be each suitable to the time of the year in which deliver.

When outdoor tasks are performed, appropriate garments will be provided.

Likewise, in jobs that by their nature an extraordinary wear and tear of garments will occur, they will be replaced as they become impaired.

CHAPTER VI

Remuneration

Article 17. Remuneration concepts.

The remuneration of the staff covered by this Convention shall be composed of the basic salary and the allowances detailed and corresponding to the normal working day set out in Article 10:

Personal: Age.

Job: Nocturnity and/or Penosity.

By quantity or quality of work: Premium for assistance.

Top-of-the-month periodic maturity: Extraordinary pay.

Article 18. Base salary.

The base salary of the staff affected by this Convention is the one specified in Annex number 2 for each of the categories.

Article 19. Seniority.

The fixed workers covered by this Convention will enjoy, as an age, a periodic supplement for the time of service provided in two biennies of 5% and, if they are completed, four five-year periods of 10 years. by 100, calculated in both cases on the base salaries in force at each moment, not only in terms of the increases of the new maturity, but also for those already perfected. Once the 50 per 100 is reached, even if the base salary is subject to subsequent modifications, they will not be passed on and will not be taken into account in the payment of the old-age allowances.

The seasonal workers will enjoy the same benefit, although, for the recognition of each biennium, they must have lent five hundred and forty six days of effective work, and for that of every five-year thousand three hundred Sixty-five days, in both cases in the same company.

Article 20. Complement of Nocturnity.

The complement of the Nocturnity during the term of this Convention shall be 25 per 100 on the salary of the Convention.

Those workers who work more than four hours on their day in the period from twenty-two hours to six hours will be entitled to the collection of the said supplement.

Those workers who make less than four hours of night time will receive the complement of nocturnity in proportion to the time worked.

It is excluded from the receipt of the expressed supplement, the nursery and monitoring staff who perform their function during the night, as well as the staff who recover hours not worked or those who have been specially hired for perform a work on that night time.

Article 21. Penosity.

Workers carrying out toxic, painful and dangerous jobs will receive a plus of 25 per 100 on the salary of the Convention, in proportion to the time actually worked in such conditions. The qualification of such works shall be carried out between the undertaking and the business committee or by a staff delegate, subject to a report by the security committee, the security watchdog or the workers ' representatives. This plus will be extinguished when the cause of such qualification disappears.

Article 22. Assistance premium.

As a remuneration supplement, workers of all categories shall receive an assistance premium of 700 pesetas per day actually worked, without being counted for the purposes of seniority, overtime, Non-recoverable statutory and/or statutory bonuses and accruals of non-recoverable holidays. On holiday it will be calculated relative to the average of the premium obtained in the previous quarter.

Article 23. Periodic maturity supplements exceeding the month.

Four extraordinary pages are established for an amount, each of them, of thirty days of base salary and seniority, which will be collected respectively in the last ten months of March, June and September and 22 of December, or the day before if it is a public holiday.

Staff who enter or cease in the company during the course of the year will be paid the extraordinary payments due to the service time, with the fractions of the month being completed as complete. This same rule applies to campaign workers, casual and interim workers.

Staff with reduced working hours or working for hours will receive overtime pay in proportion to the time worked.

Workers in a situation of sick leave, accident or leave, will receive the extraordinary payments in the part that corresponds to them as if they were in active duty.

In the extraordinary pages, the proportion of the unjustified assistance is not due.

Article 24. Payment of assets.

The payment of the assets shall be made in accordance with the provisions of the Law. The delivery of the salary sheet shall be compulsory at the time of payment.

However, for exceptional reasons, the salary sheet supporting the payment made may be given to the worker within 15 days of the payment.

Salary Receipts should reflect all the remuneration concepts that workers perceive.

CHAPTER VII

Revenue, promotions, and ceases

Article 25. Recruitment of staff.

The recruitment of staff referred to in Article 2 of this Convention shall be made in writing, the full contractual text of which shall be provided to the worker at least 24 hours in advance of the signing of the contract.

Everything regarding the types of contract and duration, suspension and extinction of the same, will be governed by what is established the legislation in force at every moment.

Under the provisions of Article 15 (1) (b) of Article 15 of the amended text of the Staff Regulations referred to in Article 3 (2) (c) of Royal Decree No 2546/1994, the contract of employment (a) a period of time determined by market circumstances, accumulation of tasks or excess of orders, may have a maximum duration of one year, counted from the time when that cause occurs.

Article 26. Test period.

1. The new entry staff will be on a provisional basis during a variable trial period, provided that it is written in writing, depending on the nature of the work to be performed and according to the following scales:

Technical staff: Six months.

Rest of staff: Two months.

Unqualified staff: Two weeks.

The transient incapacity situation will interrupt the trial period, if it will be included in the contract.

2. The worker in the probationary period shall be obliged to carry out the professional tests, psychotechniques and medical examinations deemed appropriate by the undertaking.

During the periods indicated, both the worker and the company may withdraw from the test or terminate the contract without prior notice or right to compensation.

3. The worker shall enjoy, during the probationary period, the remuneration corresponding to the professional category of work in which he has been classified. The probationary period shall be computed for the purposes of seniority.

4. After the test period, the worker shall become part of the company's staff with the appropriate category in each case, with the fixed or agreed time, in accordance with the provisions in force.

Article 27. Promotions.

All company personnel will have, on an equal basis and with the exceptions that are then indicated, a right of preference to fill the existing vacancies in any of the professional groups of the company.

The promotions will be carried out according to the following rules:

Technical staff.-The vacancies of technical personnel shall be freely covered by the corresponding titles, professional competence and the means of organization and command specified by those appointed to cover the post. vacant.

Administrative staff.-Administrative staff vacancies will be covered according to the following rules:

(a) The vacancies of the Administrative Chiefs shall be covered by the staff of the company or other than the company, freely designated by it.

(b) The remaining vacancies of administrative staff shall be provided by seniority, after examination of aptitude, among those belonging to the lower immediate category. It is excepted from the post of Cajero, which will be covered freely by the company.

Commercial personnel.-Commercial personnel vacancies will be covered according to the following standard:

The vacancies of Heads of Purchasing or Sales and of Heads of Zone and Sales Promoters will be provided freely by the company.

Deputy staff.-The Conserje will be freely appointed by the company between the Porters and the Ordinances.

The places in these last categories will be provided preferably within the companies among their workers who have suffered accidents or some incapacity and are not entitled to a subsidy. The remaining staff of these categories will be free to choose the company among the staff who apply for the vacancies, and in the absence of any requests, among other staff members of the company.

Workers ' personnel.-The vacancies of this group will be covered by seniority, within each specialty, among the staff of the immediate lower category and whenever the one to whom it corresponds is declared fit in the test eminently practice to be submitted to him. In the absence of suitable staff it will be covered with staff outside the company.

Where the places to be covered correspond to aptitude tests, the undertakings shall, in their respective workplaces, announce at least two months ' notice of the date of the conclusion of the test, the vacancies or posts to be filled. cover, dates on which the exercises are to be carried out, the programme to be carried out, the conditions required for the purpose of the exercise, requirements to be considered by preference, in order to establish the professional capacity of the persons concerned.

Court of qualification.-The courts which will judge the contest contest or aptitude test, for income and promotions, will be formed, respectively, by two persons appointed by the management of the company and others shall be appointed by the representatives of the employees. All members of the Court shall have an equal or higher professional status than those corresponding to the places to be covered.

Article 28. Cesses.

1. Workers who voluntarily cease to work in companies shall be obliged to inform them of the same by complying with the following periods of notice at least:

Technical, administrative, commercial and commissioned personnel: One month.

Deputy and worker staff: Eight days.

If not, you will lose as a penalty a day of salary for each day of delay in the notice, to be deducted from the liquidation that is practiced or to where it reaches this.

2. Two days before the termination of the employment relationship, the undertaking shall be obliged to provide the worker with a copy of the liquidation which is to be carried out on that occasion.

Article 29. Functional and geographical mobility.

1. In the field of functional and geographical mobility, the provisions of Articles 39 and 40 of the Staff Regulations shall apply.

2. Workers who have the obligation to use the meat of driving for the performance of their work, and who, by judicial or administrative decision, are deprived of it, provided that it is not due to negligence, incompetence or any other circumstances sanctioned by labour law, will have the right to hold another job in the company for the duration of such a situation.

CHAPTER VIII

Trade union action

Article 30. Trade union rights.

Companies will respect the right of all workers to be freely stated; they will admit that workers affiliated with a union can hold meetings, collect quotas and distribute union information outside of hours. and without disturbing the normal activity of the companies; they will not be able to hold the employment of a worker to the conditions that they do not take hold or renounce their union membership and also not to dismiss a worker or to harm him of any other form, because of their membership or trade union activity. The trade unions may send information to all undertakings in which they have sufficient and appreciable membership in order for it to be distributed outside the working hours and without, in any event, the exercise of such a practice. to interrupt the development of the production process. In the case of workplaces holding a staff of more than 75 employees, notice boards shall be held in which the duly established trade unions may insert communications, to which they shall direct copies of the same prior to the address or title of the centre.

In those job centers with a workforce that exceeds 75 workers, the union or central representation will be held by a delegate.

The union which claims to have the right to be represented by personal ownership in any company must prove it to the union in a feisty manner, recognizing that, in accordance with its condition of representative of the trade union for all intents and purposes.

The union delegate must be an active worker of the respective companies and appointed in accordance with the statutes of the central or union to whom it represents. He will preferably be a member of the business committee.

Article 31. Rights of trade union delegates.

1. To represent and defend the interests of the union to whom it represents, and of the members of the union in the company, and to serve as an instrument of communication between its trade union centre or union and the Directorate of the respective companies.

2. They will be able to attend meetings of the business committee, committee on safety and hygiene at work and joint committees of interpretation, with a voice and without a vote, and whenever such bodies admit their presence beforehand.

3. They shall have access to the same information and documentation which the undertaking must make available to the business committee, in accordance with the provisions of the Law of the present Convention, being obliged to keep professional secrecy in the matters in question. legally applicable. They shall hold the same guarantees and rights as recognized by the Law and this Collective Agreement to the business committee or delegate of staff.

4. They will be heard by the company in the treatment of those problems of a collective nature that affect the workers in general and the members of the union.

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

a) About layoffs and penalties affecting union members.

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

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

6. They will be able to collect quotas from their affiliates, distribute union propaganda and hold meetings with them, all outside the working hours.

7. In order to facilitate the dissemination of those notices which may be of interest to the respective members of the union and to the workers in general, the company shall make available to the union whose representation the delegate is, a board (a) the notice to be established within the undertaking and where it is ensured, as far as possible, an appropriate access to it by all workers.

8. In the case of meetings, both parties, as regards the procedure, shall adjust their conduct to the laws in force.

9. In those institutions where this is materially feasible, and in which they hold a staff of more than 75 employees, the management of the undertaking shall facilitate the use of a premises in order for the representative of the trade union to carry out the functions and tasks as such.

10. The delegates will have their tasks to carry out the trade union functions that are their own.

11. Union quota. At the request of the employees affiliated to the plants or trade unions representing the representation referred to in this paragraph, the undertakings shall be deducted from the monthly payroll of the employees of the corresponding trade union quota. The worker concerned in carrying out such an operation shall forward to the management of the undertaking a letter in which he shall clearly express the order of discount, the central or union to which he belongs, the amount of the fee, and the number of the Current account or savings bank account, to which the corresponding amount must be transferred. The undertakings shall carry out the following measures, unless otherwise specified, for periods of one year.

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

12. Surplus. The situation of surplus may be requested by that worker who holds a union position of provincial relevance, at the level of the secretariat of the respective union, and at national level in any of its modalities. You will remain in such a situation as long as you are in the exercise of that position, rejoining your company if you request it within a month at the end of the performance of the same.

13. Participation in the negotiations on collective agreements. To the union delegates or national offices of national central offices and to participate in the negotiating commissions of Collective Agreements, maintaining their links as workers in the assets of some company, (a) to facilitate their work as negotiators and during the course of the above negotiation, provided that the undertaking is affected by the negotiation in question.

Article 32. Company Committee.

1. Without prejudice to the rights and powers granted by the Laws, the works councils are recognized as the functions listed in this article.

2. General character functions:

2.1 Represent all employees of the company to the same.

2.2 Will have legal capacity for collective bargaining within the same company.

2.3 The assembly of workers may be convened, after communication to the employer and subsequent acknowledgement of receipt with forty-eight hours in advance, guaranteeing the order, the non-disturbance of the production process and the conduct of the non-company assistants. It cannot be dealt with in the same way as those mentioned on the agenda. The Presidency shall inform the employer of the invitation to tender and the names of the persons not belonging to the undertaking who are to attend the assembly and shall agree with him on appropriate measures to avoid prejudice to the normal business of the undertaking.

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

2.5 Being informed by the Company Address:

Annually, to know and to have at its disposal the balance sheet, the results account, the memory and, in the case that the company magazine the form of society by actions or participations, of how many documents are made known to the partners.

Prior to their execution by the company, on template restructurings, total or partial closures, definitive or temporary, and day reductions; on the total or partial transfer of the facilities The company's business training plans and plans for the company's professional training.

Depending on the subject matter:

On the implementation or revision of systems of work organization and any of its possible consequences, studies of times, establishments of systems of premiums, incentives and valuation of jobs.

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

The employer shall provide the business committee with the model or models of contract of employment which it habitually uses, the committee being entitled to make the appropriate claims to the undertaking and, where appropriate, the Authority. Competent labour.

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

2.6 Exercise surveillance work on the following subjects:

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

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

The conditions of safety and hygiene in the development of work in the company.

2.7 The committee of business is recognized as a procedural capacity, as a collegiate body, in order to exercise administrative or judicial actions, in all matters relating to the field of its competence.

3. Labor relations:

3.1 You will be informed or will be able to collaborate with the company management on issues related to:

Training and promotion of staff.

Wages.

Awards and sanctions.

Accidents at work.

Professional diseases.

Social Works.

3.2 Safety and hygiene at work:

It will collaborate in carrying out the accident prevention plan to be drawn up as a result of reports emerging from the safety and hygiene committee at work, as well as the medical review schedule.

3.3 Organization of the job:

Will monitor strict compliance with legal regulations in matters related to:

Schedule and working time (as referred to in Article 10 of this Convention).

Distribution and holiday control.

Extraordinary hours (according to Article 11 of this Convention).

Holiday calendar (bridges, party changes).

Staff Classification.

Change of categories.

3.4 Staff.

You will be informed by the company of the evolution of the template (casualties, transfers, additions, etc.).

3.5 Production and market.

You will be informed by the company of:

The productivity level of the labor force.

General production march.

Market Outlook.

The information in all these paragraphs will be given by the company to the committee with a minimum quarterly frequency.

Article 33. Union guarantees.

1. Each of the members of the committee or delegates of staff at each working centre shall have a credit of monthly hours paid for the exercise of their representation functions according to the following scale:

Up to 100 workers, fifteen hours.

From 101 to 250 workers, twenty hours.

From 251 to 750 workers, thirty hours.

From 501 to 750 workers, thirty-five hours.

From 751 onwards, forty hours.

In order to carry out the precise controls, workers, union and staff delegates and members of the business committee, who wish to make use of the credit of hours in accordance with Article 68 E of the Workers ' Statute, must notify the use of the credit of hours in good time, and subsequently justify the number of hours employed in the union activities.

Companies may require that the time of commencement and termination of the proceedings be entered in the relevant supporting documents. However, for the purposes of the aforementioned calculation, account shall be taken of the time of absence of the centre of work.

The components of the works councils, staff delegates and trade union delegates of the same central bank, may give up all or part of the above hours to be accumulated in favour of one of their colleagues of central year in progress, and sufficient notice is given to the management of the company.

In addition, the excess over the same will not be computed within the legal maximum of hours, due to the designation of the staff delegates or members of the business committee as components of commissions. (a) the negotiations on collective agreements in which they are affected, and, as regards the holding of official meetings, through which such negotiations will take place and where the undertaking concerned will be affected by the Referred negotiation.

The hours consumed in public bodies at the request of the public authorities shall not be counted for the purposes of the maximum laid down in the previous scale, in the same way as the paid licences referred to in Article 14 (d) of the present Convention.

2. The works councils or staff delegates shall participate in a joint manner in the management committee of the social works which the undertakings have established or which are established in the future (canteens, scholarships, etc.).

3. No member of a business committee or a delegate of staff may be dismissed or punished during the performance of his duties or within the year following his or her termination, unless the latter occurs by revocation or resignation and provided that the dismissal or sanction is based on the action of the worker in the legal exercise of his representation. If the dismissal or any other sanction for alleged serious or very serious misconduct, obey other causes, a contradictory file must be dealt with, in which the interested party, the business committee or other staff delegates will be heard. and the delegate of the union to which it belongs, in the event that it is recognised as such in the undertaking.

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

They may not be discriminated against in their economic or professional promotion, for cause or reason of their performance

representation.

4. Without exceeding the legal maximum, the paid hours available to the members of staff committees or delegates may be consumed in order to provide for the assistance of such committees to training courses organised by their trade unions, training and other entities.

CHAPTER IX

Multiple Provisions

Article 34. Workers ' rights and obligations.

Workers will have the rights and obligations established by the Laws.

Article 35. Breaches, faults and penalties for workers.

1. Fouls.

1.1 Workers may be punished by the Company's Directorate under employment non-compliance, in accordance with the graduation of faults and penalties determined in this Convention and those established in the applicable legal provisions, all in accordance with the provisions of Article 58 of the Staff Regulations.

1.2 All misconduct committed by a worker will be classified, taking into account its importance and transcendence, in light, severe and very serious.

1.3 Mild Faults:

1.3.1 One to three faults of punctuality in the attendance at work (up to thirty minutes of delay), without due justification and committed within the period of one month.

1.3.2 Do not take the time to leave in due time when the work is missing for justified reasons, unless it is proved impossible to do so.

1.3.3 Abandon without justified cause of service, even if for a short time.

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

1.3.5 Do not communicate your changes of residence or address to the company.

1.3.6 False to work one day per month, unless there is cause to justify it.

1.4 Constitute serious faults:

1.4.1 More than three, not justified, punctuality in the attendance at work (up to thirty minutes of delay), committed within a period of thirty days. When the faults were committed in order to relieve another worker, the commission of two faults of punctuality will suffice to be qualified as serious.

1.4.2 False two days to work, within a period of thirty days and without cause to justify it.

1.4.3 Deliver to games, whatever they are, being in service.

1.4.4 The simulation of diseases or accidents.

1.4.5 Simulate the presence of another worker, signing or signing for him.

1.4.6 Denial or desidia at work that affects the service's good march.

1.4.7 Disobedience to its superiors in any matter relating to the service of the category and functions corresponding to the worker, taking into account the provisions of Article 8 of this Convention.

1.4.8 The recklessness in act of service. If there is a risk of accident for the worker, for his companions or danger of damage or fire of the premises or goods, it could be considered as a very serious fault.

1.4.9 To perform without the appropriate permission, particular works during the day, as well as to use for own uses tools of the company, even when it occurs outside the working day.

1.4.10 The state of drunkenness at work.

1.4.11 The recidivism in a slight lack, except in the case of the relative to the punctuality, even if they are of different nature, committed in the same trimester.

1.5 Very serious faults:

1.5.1 More than ten non-justified errors of punctuality in the attendance at work (up to thirty minutes of delay), committed within a period of six months, or of twenty faults, committed for one year.

1.5.2 Fraud in the management and theft or theft, either to the company or to his or her co-workers or to any other person in the premises of the workplace or during the service, anywhere.

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

1.5.4 Violate the secret of the correspondence or reserved documents of the company.

1.5.5 Reveal to foreign elements to the company required reserve data.

1.5.6 Bad work deals, or serious lack of respect and consideration to their superiors, colleagues or deputies, provided they do not constitute causes of disciplinary dismissal.

1.5.7 Causing serious accidents, by negligence or inexcusable recklessness.

1.5.8 Abandon the job in a position of responsibility.

1.5.9 The voluntary, continuous and proven decrease in the normal performance of your work.

1.5.10 Originating frequent and unjustified squabbles and pendences with your coworkers.

1.5.11 The recidivism in serious misconduct committed within the same semester and even if it is of different nature.

2. Sanctions.

The maximum penalties that may be imposed on workers who incur the faults specified in the preceding paragraph of this Article shall be the following:

For minor faults: Amonstation in writing.

Suspension of employment and salary up to two days.

For severe faults:

Suspension of employment and salary of three to 15 days.

For very serious faults:

Suspension of employment and salary from fifteen to sixty days.

Disciplinary dismissal in cases where the absence of the contract is in breach of contract.

Article 36. Sanctions regime.

It is up to the company to impose sanctions in the terms of the provisions of this Convention.

In any event, the company will give written and prior written account to the business committee or staff delegates of the sanction to be imposed on the affected worker, who will have been heard, as well as the representation of the workers.

Article 37. Diminished capacity.

1. All those workers who, by accident at work or occupational disease, with a reduction in their physical or intellectual faculties suffer a diminished capacity, will be given preference to fill the most suitable positions, in relation to the conditions that exist in the company. In these cases, the salary to be paid to the worker in his new situation shall be that assigned to the professional category concerned, in any case respecting the salary which he has been enjoying before the incapacity for work and the seniority increases, which will be calculated on the new salary basis.

2. Undertakings whose staff exceeds 50 fixed workers shall, at least, reserve 2 per 100 of them for workers in a capacity situation of diminished capacity, in the form laid down by the legislation in force.

Article 38. Special conditions of admission.

They will have a preferential right for income, on equal merits, who have performed or perform functions in the company with an eventual, interim or fixed-term contract.

Article 39. Canteens.

Without prejudice to the existing legislation on eaters for workers, companies will enable a local with due hygiene conditions, equipped with tables, chairs, drinking water and conditioning to be able to heat meals and be used as a dining room.

Article 40. Compensation in the event of death or permanent invalidity due to accident.

1. Irrespective of the compulsory social security allowances to be paid, the undertaking-by means of a cover policy agreement with an insurance undertaking-shall guarantee its employees or, where appropriate, their heirs, and assumptions that are specified, the following indemnities:

1.1 By accident non-work:

1.1.1 Death of the worker: The company shall pay to the heirs of the worker or, failing that, to the person whom he himself has designated, the amount of 3.500,000 pesetas.

1.1.2 Total permanent invalidity or permanent permanent invalidity of the worker: The company will pay the worker the amount of 3.500,000 pesetas.

1.2 By Job Accident:

1.2.1 Death of the worker: The company shall pay to the heirs of the worker or, failing that, to the person who has designated the worker, the amount of 4,000,000 pesetas.

1.2.2 Total permanent invalidity or permanent permanent invalidity of the worker: The company will pay the worker the amount of 4,000,000 pesetas.

2. For the purposes of paragraph 1 of this Article,

following definitions shall apply:

2.1 For total permanent invalidity, the inability to permanently disable the worker to carry out all or the fundamental tasks of his/her usual profession, even if he/she can dedicate himself to a different one.

2.2 For absolute permanent invalidity, the incapacity to disable the worker permanently for every profession and trade.

3. The company is obliged to submit to the company committee or delegate of staff photocopies of the policy and the receipts of payment of the premium.

4. The company has a period of 30 days from the date of approval of the Convention by the negotiating commission, to formalize the modification of the policy in order to adapt it to the quantities that are secured or guaranteed in paragraphs 1.1 and 1.2 of the preceding number 1 of this article.

Article 41. Travel expenses.

Workers who, out of need of the undertaking, have to travel or travel to populations other than that in which they radiate their working centre, shall, where appropriate, receive the following quantities: for food, 1,349 pesetas; for dinner, 1,349 pesetas; for accommodation, 2,441 pesetas, and for breakfast, 384 pesetas. In any case, the company shall require the appropriate supporting documents for the expenditure.

Transport or travel expenses shall be borne by the undertaking, which shall, in each case, establish the means of transport which it considers most appropriate, without the worker being liable to use his own vehicle for services of the company, unless otherwise agreed between the parties.

Article 42. Currency break.

The Cashiers will receive a monthly payment of 2,511 pesetas in the form of a currency break.

Article 43. Supplements due to a situation of temporary incapacity.

In order to improve the position of workers in a situation of low temporary disability due to illness or accident, companies will supplement the benefits of Social Security, in accordance with the provisions of the Article 23, as follows:

(a) In cases of temporary incapacity for common sickness and non-occupational accidents, duly verified, the sum of the benefits of the Social Security plus the supplementary benefits shall be equal to the amount represent the percentages, which are set out below for the various situations, applied to the social security contribution bases, for common contingencies, of the period of absence, excluding the pro rata of the extraordinary payments:

Lows with duration between one and twenty days: 75 per 100.

Casualties with duration between twenty-one and thirty days: 75 per 100 for the period from one to twenty days. 100 per 100 from day twenty-one.

Low with duration over thirty days: 75 per 100 for the first three days. 100 per 100 from the fourth.

Low with independence of their duration requiring health care in closed institutions: 100 per 100 from day one.

b) Where the temporary incapacity, duly established, is a consequence of an accident of work or occupational disease, the sum of the benefits of Social Security plus the supplementary benefits shall be attained by the 100 per 100 of the bases of contribution to the Social Security, for the contingencies of accidents of work and occupational diseases, of the period of absence, excluding the prorrata of the extraordinary pagas. The amount thus calculated shall be collected from the first day.

Notwithstanding the above, the most beneficial conditions that under custom or concession of the companies are established will be respected.

Article 44. Early retirement for workers who are 64 years old during 1995.

Workers who are 60 and four years of age in 1995 and, where appropriate, during the year 1996, will be eligible for early retirement under Royal Decree 1194/1985 of 17 July, which will be compulsory for workers. the company to replace them with another worker in accordance with the provisions of the Royal Decree.

Article 45. Retirement of workers who are sixty-five years old.

Workers who are 60 and five years of age and who are eligible for retirement requirements under the Social Security regulations, equal to 100 per 100 of the benefits for such a concept, will have to cause a reduction. by retirement in the company.

CHAPTER X

Interpretation of the Convention and Conflict Solution

Article 46. Dispute settlement procedure.

1. In any matter which arises as a result of the fulfilment, interpretation, scope or application of this Convention, the parties undertake, after having exhausted all the channels of negotiation and solution at the level of the undertaking, to raise the The problem is that the problem is to be dealt with by a collective of workers.

The intervention of the Joint Committee shall be requested by any of the organizations which have signed the Convention, by writing to the address of the commission, and with copies to each of the trade unions and confederation.

The Joint Committee shall decide within 15 working days, its resolutions being binding and therefore enforceable.

2. Furthermore, the Joint Committee, after submitting the parties to its decision, may make arbitration in the individual conflicts between undertakings and workers. The arbitration shall be jointly requested by the parties in dispute, in writing in which the points or extremes submitted to arbitration are revealed. This document must be delivered at the address of the Joint Committee, with a copy to each of the trade unions and confederation.

Article 47. Joint committee.

In accordance with the provisions of the legislation in force and in Article 46 above, it is established to comply with the matters arising from this Convention and to decide on the arbitrations in conflicts that may be submitted, a joint committee, whose composition and operation shall be governed by the following rules:

(a) It shall consist of six representatives of the companies affected by this Convention, designated by the Spanish Confederation of Food Manufacturers Committed to Animals.

b) Six sector workers appointed by the signatory trade unions: four by UGT and two by CCOO.

(c) In addition, two advisers may be part of the joint committee of the Spanish Confederation of Food Manufacturers for Animals and two for the plants, freely designated by them, with a voice but without vote.

(d) The Joint Committee shall meet whenever its intervention is required, in accordance with Article 46 (1) and (2). He will have his address in Madrid, Gran Vía, number 68, home of the Spanish Confederation of Food Manufacturers for Animals, which is obliged to convene meetings and to transfer to the headquarters the requests that motivate them. and the communications and notifications which, if appropriate, present to the Directorate-General for Work.

(e) The Joint Committee shall be validly constituted when the meeting is attended by half plus one of the representatives of employers and workers, respectively, with the adoption of the agreements by a majority of 60 per 100 votes, within each representation.

f) In the case of any case involving undertakings and workers forming part of the Joint Committee, the other components shall be heard by the other components, but shall not be present in the relevant deliberations, maintain the parity of the representation.

CHAPTER XI

Final Provisions

Article 48. Review and wage growth clauses for 1996.

1. Wage revision:

1.1 The salary table and the assistance premium referred to in Articles 18 and 22 shall be reviewed with effect from 1 January 1996, in the event that the consumer price index established by the Institute National Statistics as at 31 December 1995 is higher than 4% in relation to the consumer price index at 31 December 1994.

1.2 Such a wage revision will be agreed by the negotiating body of the Convention, applying the excess to 31 December 1995 between the increase of the resulting price index and the aforementioned 4 per 100, to the wages and premiums of the assistance which has been used as a basis for calculating the 1995 figures, and which will enter into force on 1 January 1996.

2. Wage growth:

2.1 In any event, the salary table and the assistance premium referred to in Articles 18 and 22 of this Convention shall be increased with effect from 1 January 1996 at the same percentage as the increase in the salary. of the consumer price index to be provided by the State Government for the year 1996, plus a half-point.

2.2 The percentage increase for which the application is made in accordance with paragraph 2.1 above shall be calculated on the salary table and the assistance premium set out in Annex 2 and Article 22 of this Regulation respectively. Convention, or on the amounts which, where appropriate, result from the application of the salary revision referred to in the number 1 of this Article, if the same has been done.

Article 49. Companies in a situation of deficit or loss.

The salary conditions set out in the respective table of this Convention (Annex number 2) and the amount of the assistance premium, will not be necessary or required for those companies that credit objectively and reliably. (a) situations of deficit or loss held in the accounting years 1993 and 1994 or, as the case may be, 1994 and 1995. The forecasts for 1995 or, in the case of 1996, will also be taken into account.

In such cases, the companies in which such circumstances are given and are engaged in this exception will negotiate with their workers the differential wage treatment that is adapted to the economic conditions for which they are going through.

Both companies and workers affected by the application of the provisions of this Article must inform the Joint Committee of the Convention of the differentiated wage treatment established.

Article 50. Supplementary rules.

The rules on the matter that are established by the general legislation will be applicable as far as is not foreseen or regulated in this Convention.

Repeal provision.

The Collective Agreement published in the Official Gazette of the State No 261 of 1 November 1994 is hereby repealed.

Additional disposition first.

The provisions of this Convention shall apply from the date of their signature, whatever the date of their publication in the "Official State Gazette".

Additional provision second.

The payment of the differential amounts that are produced by the application from January 1 to the day of the signature, of the economic amounts of the Convention, will be realized by the company when making the payment of the payroll of the month following the signature of the Convention.

ANNEX 1

Classification of staff and definitions

Section first. Classification

Rule 1.

1. The classification of the staff entered in this Convention is merely indicative and does not entail the obligation to cover all the places listed, if the needs and volume of the industry do not require it.

2. In factories which do not have employees of all categories by their staff, one must carry out the tasks of several of them and shall receive the highest remuneration corresponding to this Convention for the work it carries out.

3. The various tasks assigned to each category or craft are also set out.

Rule 2.

The staff providing their services in the industries listed in Article 1 of the Convention shall be classified in the light of the basic function they perform in the following professional groups:

A) Technical Staff.

B) Laboratory Auxiliary Personnel.

C) Computer Personnel.

D) Administrative Staff.

E) Commercial Personnel.

F) Production Personnel.

G) Maintenance and Transportation Personnel.

(h) Subalternate Staff.

Rule 3.

Within the groups described in the previous rule, the staff will be classified into the following categories:

A) Technical Staff:

1. Titled Superior.

2. Titled Middle Grade.

3. Not Titled.

B) Lab Auxiliary Personnel:

1. Laboratory Auxiliary.

2. Aspiring Laboratory Auxiliary.

C) Computer Personnel:

1. Head of Computer Equipment.

2. Analyst.

3. Head of Exploitation.

4. Computer programmer.

5. An Computer Operator.

D) Administrative Staff:

1. Chief Administrative Officer.

2. First Administrative Officer.

3. Second Administrative Officer.

4. Administrative Auxiliary.

5. Aspirant.

E) Commercial personnel:

1. Head of Sales and/or Purchasing.

2. Head of Zone.

3. Sales promoter.

F) Production Personnel:

1. Commissioned.

2. First official.

3. Second officer.

4. Specialist.

5. Pawn.

G) Maintenance and transport personnel:

1. Maintenance manager.

2. First official.

3. Second officer.

4. Assistant.

5. Apprentice.

H) Subalternate staff:

1. Ordinance.

2. Vigilant.

3. Cleaning staff.

4. Buttons.

Section 2. Definitions

Rule 4.

A) Technical Staff:

1. Entitled Superior. -It is the employee to whom for the performance of his or her role he is required to have a higher professional title, issued by a Faculty or Special School, and that he is paid by salary, without subjection, therefore, to the scale (a) the usual fees of his/

2. Entitled "middle grade". -It is the employee to whom for the performance of his or her role he is required to have a professional title, issued by official centers or schools which has no higher degree character.

3. Not entitled. -It is who without the need for a professional title performs the complementary functions of a technical character that are entrusted to him by the graduates and under the supervision of these.

B) Lab Auxiliary Personnel:

1. Laboratory Auxiliary. -It is the person who performs functions merely material or mechanical in the laboratory work, and for which no professional title is required.

2. Applicant for Laboratory Auxiliary. -An applicant under the age of eighteen years who works in the laboratory's own work shall be deemed to be in the process of preparing, through his/her practice, for the step to the category of Auxiliary.

C) Computer Personnel:

1. Head of Computer Equipment. -It is the technician who has in charge the management and planning of the different activities that coincide in the installation and operation of a computer of big type, medium or small, as well as responsibility of application analysis and programming equipment. It is also the responsibility of the resolution of problems of analysis and programming of the normal management applications that can be developed by them.

2. Analysts. -Verifies organic analysis of complex applications to obtain the mechanized solution of the same as soon as it is re-fiere to:

Chain of operations to follow.

Documents to be obtained.

Design of the same.

Files to be treated, their definition.

Point-to-application of applications.

Creation of test games.

Enumeration of failures that may occur and define your treatment.

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

Financing complex application technical files.

3. Head of Exploitation. -It has the task to plan, organize and control the operation of all the information processing equipment, perform the functions that correspond to a console operator and the management of the equipment control.

4. Computer programmer. -It is up to you to study the complex processes defined by the analysts, making detailed organigraps of treatment.

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

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

Document the console manual.

5. Computer operator. -Manages the computers for the processing of the information and interprets and develops the instructions and orders for their exploitation.

D) Administrative Staff:

1. Chief Administrative Officer. -It is the employee who, with or without power, bears the responsibility, inspection, review or direction of one or more of the administrative works of the Company, is responsible for printing them unit, distributes them, directs and provides its initiatives for the proper functioning of these initiatives.

2. First Administrative Officer. -It is the employee who acts on the orders of a Chief, if any, and who has a specific service in his or her capacity, within which he exercises initiative and has responsibility, with or without other employees to his or her orders, performing work requiring appropriate calculation, preparation or conditions. In offices which have up to ten administrative offices, the upper class may be the first category.

By way of orientation, they are indicated as functions that correspond to this category:

Drafting of documents, contracts, projects, budgets, writing and correspondence requiring special knowledge of the business of the company and for whose mission it is necessary to interpret provisions or precepts regulations.

Elaboration of statistics, with the ability to project, analyze, and interpret them.

Invoices and calculations for them, provided that you are responsible for this mission.

To carry official books of accounts or current accounts with delegations, branches, agencies or co-responsibility, and drafting of drafts of them.

Settlement of commissions, interest, taxes, payroll, wages or salaries, and similar operations with capacity for interpretation and solution, and provided that for these tasks the employee does not have fixed tables or standards and, by the It must take into account various factors, such as the importance of cities, companies, etc.

They are considered to be included in this category: Accountable with capacity for discernment and solution, when carrying the accounting; Translators; Taquimecaographers in foreign language who take the dictation one hundred words per minute translating them correctly and directly to the machine in six.

3. Second Administrative Officer. -It is the employee who, with initiative and responsibility restricted and subordinated to a Chief or a First Officer, if any, performs auxiliary or secondary works that only require knowledge general of the administrative technique. As functions of this category, and by way of example, the following are listed:

Correspondence wording and processing documents.

Development of notes or brief indications.

Collecting statistical data.

File and file organization.

Take books from current accounts not included in the section corresponding to the First Administrative Officer.

Application of fees, settlement of commissions, taxes and complementary operations for these works according to fixed rules expressed in a table or analogous procedure.

They are assigned to this category: Operators of accounting machines; taquimecanographs in national language that take one hundred and fifteen words per minute, translating them correctly and directly to the machine in six. Typists who, with any correction, write to the dictation with an average equal to or greater than three hundred and fifty pulsations per minute or with that of three hundred and twenty pulsations in copy works.

The agents of advertising, propaganda, production and research will be put on the same footing.

4. Administrative Auxiliary. -It is the employee of eighteen years who is engaged in administrative elementary operations and, in general, to the purely mechanical inherent to the work of offices or office. For example of functions corresponding to this category the following are mentioned:

Simple write and copy jobs.

To take care of telephone and telex services and also the reception of people outside the company.

Transcript or clean copy of accounting books according to already redacted seats.

Making, mechanized or not, of tokens, addresses, receipts, vouchers and "tickets".

Simple Correspondence, such as sending heels, invoices, etc.

In this category, typists who write with press and correction, the stenographers who do not reach the speed and correction required of the officers of the second and the operators of calculating machines, are included in this category.

5. Aspirants. -They will be understood by aspirants who, in the age of sixteen to eighteen years, work in their own office of office willing to start in the peculiar functions of them, preparing, through their practice, for the passage to the Auxiliary category.

The step of Aspiring to Auxiliary will take place at the age of eighteen, as long as the company considers it with sufficient capacity.

This capacity may be judged by its performance throughout its aspirant, or by examination in a court formed as provided for in Article 27 of this Convention. If the exam is not convincing, the Applicant will move to the category of Ordinance, if there are vacancies of this place in the company or a square of workers ' personnel if there is vacancy; otherwise, it will be dispensed with its services.

E) Commercial personnel:

1. Head of sales and/or purchases. -It is the employee who bears the responsibility, the review and coordination of the commercial operations and contributes their initiatives for the proper functioning of the same and/or performs permanently, well in the centers of producers or establishments, general purchases of goods which are the subject of the commercial activity of the undertakings.

2. Head of Zone. -It is the employee who bears the responsibility, review, inspection and coordination of his area, to the direct orders of the Chief Sales Officer, with or without staff in his position.

3. Sales promoter. -It is the employee responsible for performing sales with practical knowledge, making the trips indicated to offer items, taking note of order, informing customers, transmitting the received orders and taking care of their compliance, being able to be employed by the company in other appropriate tasks outside of time destined for the trips.

F) Production personnel:

1. In charge. -It is the operator who, under the immediate orders of a superior, directs the works of a section, with the consequent responsibility on the way of ordering them, indicates to the worker how to order them, indicates to the worker the form of execute those, has knowledge of one or several specialties to carry out the orders entrusted to him by his superiors and is responsible for the discipline of his section, with complete practice of his task.

2. First Officer. -It is the operator who, under the immediate orders of a superior, executes his team's own works, with the consequent responsibility for its realization; he tells the workers in charge of the way to carry out the works, and is responsible for the discipline of the section, with complete practice of its task.

3. Second Officer. -It is the worker who, at the orders of his immediate superior, performs work of his specialty or specialization with sufficient degree of perfection and quality.

4. Specialist. -It is the operator who is dedicated to the functions which, without constituting a trade proper, require some practice and skill.

5. Pawn. -It is the worker over the age of eighteen who executes tasks for whose realization only the contribution of his performance and physical effort is required, without requiring special knowledge.

G) Maintenance and transport personnel:

1. Maintenance officer. -It is the worker who, under the orders of his immediate superior, directs the work of maintenance and repair of the facilities and machinery, with the consequent responsibility on the way to order them, the officers of the various trades and the way to execute those, possesses knowledge of various specialties, and is responsible for the discipline of their section.

This category can only be covered in those job centers that have been organized by the Maintenance Section, and when the maintenance officer has several trades affected by his or her section.

2. Officers. -They are the ones who, depending on their corresponding superior, possess at their level professional qualities of capacity, knowledge and experience in the specific technique, being able to interpret and perform the tasks themselves They are responsible for the work carried out by lower-grade officers.

The following degrees will exist, based on the breadth of knowledge, experience, and responsibility:

First Officer.

Second Officer.

Helper.

The most characteristic specialties of this staff are: Chauffeur, Mechanics, Electricians, Carpenters, Masons, Painters, etc.

Chauffeur is the operator who, with the permission to drive enough, is in charge of the company's vehicles and also collaborates in the work of unloading his vehicle.

H) Subalternate staff:

1. Ordinance. -It is the subaltern whose mission is to do errands, copy documents, carry out the orders entrusted to him between one and another department and outside the company, collect and deliver the correspondence and carry out other works elementary. It is considered exclusive of this category every worker who carries out only functions of recadero inside the premises of the company.

2. Vigilante. -It is the subaltern that has exclusive duties of surveillance, day or night, and must fulfill its duties according to the instructions received from its superiors, taking care of the factory or local accesses.

3. Cleaning staff. -They are responsible for cleaning the premises of the company.

4. Buttons. -It is the subaltern of sixteen years and less than eighteen years, responsible for carrying out work of distribution in and out of the place to which it is attached. The Buttons, when they are eighteen years old, will follow the regime foreseen for the Administrative Aspirants.

ANNEX 2

Pay Table

The following salaries are assigned to the staff of the animal compound food industries:

Categories/Base Salary-Pesetas/Day/Base Salary-Pesetas/Month/Base Salary + Extraordinary Pages/Year

A) Technical personnel:

1. Titled top/-/105.262/1.684.192

2. Titled medium grade/-/101,821/1,629.136

3. Not titled/-/95.210/1.523.360

B) Lab auxiliary staff:

1. Laboratory Auxiliary/-/85,822/1.373.152

2. Laboratory Auxiliary Applicant/-/67,633/1.082.128

C) Computer personnel:

1. Head of Computer Equipment/-/101,821/1,629.136

2. Analyst/-/95.210/1.523.360

3. Chief operating officer/-/94,564/1.513.024

4. Computer programmer/-/91,300/1.460,800

5. Computer operator/-/87,817/1.405.072

D) Administrative staff:

1. Chief Administrative Officer/-/101,821/1,629.136

2. First/-/95,210/1.523.360

Officer

3. Second/-/91,300/1.460,800 Administrative Officer

4. Administrative Auxiliary/-/85,822/1.373.152

5. Administrative Applicant/-/67,633/1.082.128

E) Commercial personnel:

1. Head of Sales and/or Purchases/-/101,821/1,629.136

2. Zone Head/-/95,210/1.523.360

3. Sales promoter/-/91,300/1.460,800

F) Production personnel:

1. Manager/3.057/-/1.482.645

2. First Officer/2.960/-/1.435.600

3. Second Officer/2.906/-/1.409.410

4. Specialist/2.861/-/1.387.585

5. Pawn/2,809/-/1.362.365

G) Transport and maintenance personnel:

1. Manager/3.057/-/1.482.645

2. First Officer (Chofer)/3,000/-/1,455,000

3. First officer (other specialties)/2.960//1.435.600

4. Second Officer/2.906/-/1.409.410

5. Helper/2.861/-/1.387.585

6. Apprentice/2.222/-/1.077,670

H) Subalternate staff:

1. Ordinance/-/85,822/1.373.152

2. Vigilante/-/85.236/1.363,776

3. Buttons/-/67,633/1.082.128

4. Cleaning staff/2.809/-/1.362.365

Cleaning staff (1/2 day)/1.405/-/681,425

Calculation formula time value:

(Base salary year + Extraordinary pages + Old year): 1,799

ANNEX 3

Rules to be followed in the absence of the work center

I. General rules:

(a) Any absence must be communicated before, except for the cause of force majeure.

b) Your request must be in writing.

c) The reason for the absence of documentation should be justified.

2. Specific cases:

2.1 Punctuality High:

Wasted time will be deducted at cost.

Work will be allowed up to an hour and a half after the start of the day. Up to this authorised time limit, it will be expected that the quarter-hour fraction will be met for incorporation into the work.

Regardless of what is established here, the legislation in force will apply.

2.2 Medical Visits:

In the case of exits to the Social Security physician, the company will pay the necessary time as soon as the visit coincides with the work schedule. For your credit it will be mandatory for the flyer to be signed and dated with an hour by the doctor. In any case, the hours of consultation, transport difficulties and other circumstances shall be taken into account.

The rest of the hours of absence will be deducted at cost or recovered.

2.3 Public duty compliance:

The time spent will be paid. The company shall adjust to the timetable specified by the worker in order to enable it to comply with the public duty.

It will be considered "public duty compliance":

(a) National identity document. -It shall be paid only in case of renewal and once every five years, with the exceptions of loss, theft, etc., duly justified.

Everyone must be provided with the national identity card upon entry into the company.

b) Military Government. -Citation of this organization as long as the worker is not on the permit of the military service. The subpoena document shall be the supporting document.

The military magazine will be considered as a particular permit.

(c) Citation of Courts. The summons shall be justified by the absence but not of the right to receive remuneration for the time lost. Only when the cause followed is imputable to the worker, the absence will be qualified as a particular permit.

2.4 Particular Permissions:

It will be discounted at cost price.

2.5 Unlow disease:

They will be paid three days a year. Where a worker has exhausted the three days, he shall continue to be required to justify these absences and, in another case, the absence shall be qualified as unjustifiable. Exhausted the three days will be deducted at cost.

In order to be considered a disease, the justification presented must indicate without a doubt the impossibility of working that day. The justification for having attended a consultation or a similar one shall be rejected.

As for the obligation to notify, it must be done during the first three hours of the working day.

2.6 High without justifying:

They will be deducted at cost.

Note: Working day cost calculation formula:

Days paid: 480 or 485.

Days worked:

365-(52 Sundays + 52 Saturdays or Mondays + 14 holidays + 22 days holiday) = 225.

Cost Social Security: 32.78 per 100.

Worked day cost:

(Base Salary + Extraordinary Pay + Antiquity (Annual): (225) x 1.3278