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Resolution Of 30 May 1995, Of The General Directorate Of Labour, By Which Registration Is Available In The Register And Publication Of The Text Of The Collective Agreement Only For The Working Staff Of The Ministry Of Labour And Social Security...

Original Language Title: Resolución de 30 de mayo de 1995, de la Dirección General de Trabajo, por la que se dispone la inscripción en el Registro y publicación del texto del Convenio Colectivo Único para el Personal Laboral del Ministerio de Trabajo y Seguridad Social, ...

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TEXT

Having regard to the text of the Single Collective Agreement for Labour Personnel of the Ministry of Labour and Social Security, INEM, FOGASA and INFES (code number 9003642), which was signed on 26 April 1995, by the trade union representatives of the CC.OO., UGT and USO Central, representing the working group concerned, and another by the representatives of the Ministry of Labour and Social Security, representing the administration, to which it is accompanied favourable report issued by the Ministries of Economy and Finance and Public Administrations (Executive Committee of the Inter-Ministerial Committee on Remuneration), in compliance with the provisions of Laws 39/1992 and 21/1993, both of the General Budget of the State for 1993 and 1994 respectively, and in accordance with the provisions of the Article 90 (2) and (3) of Royal Legislative Decree 1/1995 of 24 March, approving the recast of the Law on the Staff Regulations of Workers and Royal Decree 1040/1981 of 22 May 1981 on the registration and deposit of Conventions Work collectives, this Directorate General of Work

AGREEMENT

First.-To order the registration of the said Collective Agreement in the corresponding Register of this Steering Center, with notification to the negotiating commission, with the warning to the same of the obligatory compliance with the Laws 39/1992; 21/1993 and 41/1994 of the General Budget of the State for 1993, 1994 and 1995 respectively in the implementation of the Collective Agreement.

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

Madrid, May 30, 1995. -Director General, Soledad Cordova Garrido.

UNIQUE COLLECTIVE AGREEMENT FOR THE LABOUR AND SOCIAL SECURITY MINISTRY, NATIONAL EMPLOYMENT INSTITUTE, WAGE GUARANTEE FUND AND NATIONAL INSTITUTE FOR THE PROMOTION OF THE SOCIAL ECONOMY

PREAMBLE

This Collective Agreement has been negotiated by the representatives of the State Administration appointed for the purpose by the illustrious Mr. Undersecretary of the Ministry of Labor and Social Security and, by the social side, by representatives of UGT, CC.OO. and USO.

TITLE I

CHAPTER I

Scope

Article 1. Functional scope.

1. This Convention regulates and establishes the rules governing the working conditions of workers who maintain a contractual relationship with the Ministry of Labour and Social Security, the National Employment Institute (INEM), the Wage Guarantee (FOGASA) and Instituto Nacional de Fomento de la Economía Social (INFES), providing services within the national territory, in any of its units or centers.

The references made in this Collective Agreement to the Ministry of Labor and Social Security shall be understood as also being made to the National Institute of Employment, the Salarial Guarantee Fund and the National Institute of Promotion of the Social Economy.

2. The labour force providing services in the following administrative units and bodies is excluded from the scope of this Convention:

a) The Centre of Occupational Training "Hotel Escuela de Marbella", dependent on INEM.

(b) The Autonomous Body (OTP).

c) The General Secretariat for Social Security and its Management Entities.

d) The National Institute of Safety and Hygiene at Work (INSHT).

e) The Labor Department of the Spanish Embassies abroad.

All without prejudice to the subsequent accession or integration, where appropriate, by the legal procedures established for the purpose, of the working staff dependent on the units and bodies referred to in paragraphs (a), (b), (c) and (d) of point 2 of this Article.

Article 2. Personal scope.

1. Staff at the service of the Ministry of Labour and Social Security means the fixed, temporary, temporary worker, subject to a temporary employment relationship or any other relationship of a legal/labor nature according to the provisions in force, which performs its activities in its various administrative units.

2. It is excluded from the scope of this Convention:

(a) Staff who provide services in public or private companies, who have contracts for works or services with the Ministry of Labour and Social Security, in accordance with the Law on State Contracts and their implementing rules, even if the activities of such staff are carried out in their administrative units.

(b) Staff whose relations with the Department are derived from an administrative contract, for the performance of specific or specific work or, as long as they exist, for temporary collaboration.

c) Professionals whose relationship with the Ministry of Labour and Social Security derives from the acceptance of a minute.

(d) The "teaching expert" workforce subject to contracts for work or service/part time, which is governed by the provisions of his employment contract and the general rules of application.

Article 3. Temporary scope.

1. The present Collective Agreement shall enter into force on the day following its publication in the "Official Gazette of the State", its duration being until 31 December 1995. However, its economic effects will be rolled back to 1 January 1993.

2. Extension. This Convention shall be extended from 1 January 1996 to the year from 1 January 1996 if it does not express its denunciation by any of the signatory parties, at least two months before the end of the Convention. period of validity or of any of its extensions.

3. Denunciation. -Denunciated the Convention, the signatory parties undertake to initiate the negotiations, seeking to close them within the first quarter of the year.

4. Negotiation.-The negotiating commission of the following Collective Agreement shall be constituted within a maximum of 15 days from the date of the denunciation of the Convention.

5. All agreements on recruitment, collective bargaining or social improvements which are signed between the Public Administration and the trade unions will be carried out with the same binding nature.

The improvements made by legal provision, whatever their range, will be applicable in accordance with the principle of a more favourable standard or a more beneficial condition.

6. After 31 December 1995, the special negotiating body shall be set up in order to distribute the fund for the maintenance of purchasing power, which may correspond to the collective within the scope of the This is a collective agreement that applies to the provisions of Chapter III of the Administrative-Trade Agreements of 15 September.

CHAPTER II

Organization of the job

Article 4.

According to the current legislation, the organization of the work is the exclusive faculty of the Ministry of Labor and Social Security and its practical application corresponds to the heads of the heads of the different organic units. of the administrative areas and centres affected by this Convention, without prejudice to the rights and powers of the hearing, information and petition, which are recognised by the workers in Articles 40, 41 and 64.1 of Law 8/1980 of 10 March 2001. Workers ' Statute and Article 29 of the EC Treaty and detailed rules for development.

Joint Surveillance, Interpretation and Study Commission

Article 5.

1. Definition and composition: A Joint Committee will be set up as a body for the implementation, study and monitoring of the Convention, within 15 days of its publication in the "Official State Gazette". The Commission shall be composed of nine members from each of the parties. The representation of the workers will be made up of the trade union organizations that have signed this Convention in the following proportion: UGT, four members; CC.OO., four members and USO, one member, being able to contribute to both sides (i) advisers, without any expenses being incurred.

2. Duties: The tasks of the Commission shall be:

a) Binding interpretation of all clauses of the Convention.

b) Monitoring of compliance with the agreement.

c) Cause of information, evolution, programs, etc., that the Ministry of Labor and Social Security plans to carry out that can modify the working conditions.

d) Definition of functions and content of professional categories of new creation or not included in this Convention, as well as the allocation of the economic level corresponding to them.

e) Proposal for classification and proposal for professional reclassification of personnel affected by this Convention in cases where necessary.

f) Participation in the definition of the offer of public employment and development of the offer.

g) Reconciliation on those other issues that are subject to common agreement of the parties.

(h) Issue reports and proposals of the parties to higher-level negotiations affecting personnel within the scope of this Convention.

i) How many other activities tend to be more effective in the Convention.

j) Creation of any sub-commissions necessary for the Commission's competition matters and the appointment of its composition.

k) In the event of a collective conflict, the Joint Commission on Surveillance, Interpretation and Study may propose an arbitrator to mediate the conciliation procedure.

3. Agreements. -Agreements on the interpretation of the agreement in this Collective Agreement will be in writing and binding on the signatory parties and will be published in the same centers.

4. Operating arrangements.-The members of the Joint Committee shall draw up a regulation on the functioning of the Joint Committee, which shall be adopted at the first meeting following the establishment of the Commission.

On an ordinary basis, the Commission shall meet once a month. However, it may be convened when the grounds of urgency so advise at the request of the majority of one of the parties within a period not exceeding five days from the request of the meeting, after telegraphic communication to the President and the other party.

5. Union availability. -Each of the members of the Joint Supervisory, Interpretation and Study Commission will also have a monthly credit of 40 cumulative trade union hours in one of the members of the Joint Committee of Surveillance, Interpretation and Study or in the worker designated by the Union. This calculation excludes the time of travel and meetings convened by the Administration itself, as well as the time spent on work resulting from the Convention itself.

TITLE II

CHAPTER I

Provision of vacancies

Article 6. General rules.

1. The selection and recruitment of labour personnel subject to this Convention, in the different centres of the scope of the Convention, shall be carried out under the principles of advertising, equality, merit and capacity.

2. The positions referred to in Article 15 (1) (c) of Law No 30/1984 of 2 August 1988, as amended by Law 23/1988 of 28 July 1988, may be filled by labour force and which are in accordance with normal, normal and permanent activity, will be attended by fixed staff.

3. They shall apply to staff falling within the scope of this Convention, Law 53/1984 of 26 December 1985 and Royal Decree 598/1985 of 30 April 1985 on Incompatibilities, as well as the implementing rules which may be given in this respect.

Every worker who is required to cease in his or her job because of incompatibility with the law in force in this matter will have the right to be granted the voluntary leave of absence in accordance with the provisions laid down in this Article. in Article 53.3 of this Convention.

Article 7. Provision of vacancies for permanent staff.

1. The provision of the vacant places provided for in the public employment offer for the Ministry of Labour and Social Security, INEM, FOGASA and INFES shall be carried out through the following stages, and in the order in which they appear:

Move Contest.

Reentry of voluntary surplus.

Promotion shift.

Free shift.

2. Without prejudice to the scope of application set out in this Convention, and subject to the report of the Joint Supervisory, Research and Study Commission, the different phases for the provision of vacancies shall be understood as independently to the Ministry of Labour and Social Security, INEM, FOGASA and INFES, and in relation to their respective staff catalogues.

Article 8. Contest for transfers.

1. Criteria: The vacancies referred to in the respective public employment offers will be previously offered to the permanent staff, by means of a transfer contest, which must be resolved by the Administration, after the Commission's report Peer of Surveillance, Interpretation and Study, within the maximum period of three months.

2. Incorporation. If the transfer contest is resolved, the worker must be entered in his new destination within a maximum of one month. Where the transfer takes place, there shall be 30 calendar days of paid leave for the purposes of the transfer. You may not give up on this transfer or apply for a new one until two years of effective work on the new destination.

Exceptionally and for reasons of service the cessation of the destination may be delayed for a maximum period of three months. The voluntary transfer shall not be entitled to any compensation.

3. In case of need, duly justified and after agreement with the person concerned, temporary transfers of temporary staff may be authorised to certain localities and destinations, provided that the proportion of the coverage of the personnel of this category in the province of destination is manifestly inferior to the proportion of coverage in the province of origin.

Article 9. Reentry of surplus volunteers.

1. The worker in a situation of voluntary leave may apply for re-entry under the conditions laid down in Articles 53 and 54 of this Collective Agreement.

2. Where the re-entry takes place in a different province from which the worker was assigned before obtaining the leave, he shall be given preferential right to opt in the contest for transfers to the first vacancy of his category which occurs in the province of origin.

3. Workers from voluntary leave for incompatibility shall have a right to return. For the other surplus volunteers and in case of a tie in the procedure provided by the Law of Legal Regime of Public Administrations and Administrative Procedure, priority will be given to the older applicant, computed in the terms provided for in this Convention.

Article 10. Promotion shift.

1. Requirements. A fixed labour force may participate, meeting the following requirements:

(a) Be in a position of asset or administrative situation with a reserve of post and classified in a lower category within the professional group of the place called and provided that it has at least a minimum age of seven months in its current professional category and the specific title of the called square.

(b) Not yet meeting the required qualification requirement, who hold for a continuous period of two years, a lower category within the professional group, except in the case of professional categories for which access Medium or higher degree qualifications are required.

2. Incorporation. If this phase is resolved, the worker must be brought to his new destination within a maximum of one month. In the case of staff in active employment, and whenever there is a change of residence, it shall have 30 calendar days of paid leave to make the arrangements for such change.

3. The promotion phase shall be national in nature and shall be convened annually by means of opposition, if the public offer and the existence of vacancies permit, and shall consist of the application of tests and professional scales to be considered. and in no case will the promotion take place for the sake of time.

Article 11. Free shift.

The rest of the places, together with those that become vacant once the previous phases have been completed, will be offered by means of annual public notice, by the system of free opposition, for permanent workers income.

The development of this selective process will be in accordance with the provisions of the Royal Decree 364/1995 of 10 March, approving the General Staff Regulations to the Service of the Administration of the State.

Article 12. Selection process.

1. Calls. Advertising. The call for the provision of vacancies in promotion, as well as the agenda for which it is to be governed, will be published in the bulletin boards of all the departments of the Ministry of Labour and Social Security in the field of Convention.

The call for the provision of vacancies in the free shift, in addition to the publication provided for in the previous paragraph, will be announced in the "Official Gazette of the State", with at least the number of places, destination, category and, where appropriate, in the case of special timetables, as well as the place where the basis for the call is given.

The calls and their bases, which will be negotiated in the Joint Commission on Surveillance, Interpretation and Study, will determine the requirements to be met by the applicants as well as the merits and tests to be carried out, in accordance with the provisions of Royal Decree 364/1995 of 10 March 1995. Prior to publication, the Administration shall transmit copies thereof to the representatives appointed for this purpose by the Joint Committee on Surveillance, Interpretation and Study.

Article 13.

In accordance with Chapter 15 of the Agreement on Employment and Trade Unions, the temporary employment conversion programme is fixed, in cases where the tasks are permanent and non-cyclical, the acquisition of It shall be carried out on a general basis within the framework of a plan of employment and ex-ante by means of the mechanisms provided for in Laws 22/1993 and 42/1994. In the case of cases, vacant places may be called by means of the system of competition or opposition, irrespective of the ordinary procedure laid down in Article 7.1, with particular relevance to the assessment of the merits of the services. provided and the professional experience acquired in the field of the bodies of this Convention.

Article 14. Recruitment of non-permanent staff.

1. During the period from 1995 to 1997, no new temporary staff will be recruited, or the appointment of interim officials, except in exceptional cases and to cover urgent and non-deferred needs.

Contracts to meet seasonal needs will automatically end when you beat your time limit.

2. Selection procedure. The recruitment of non-permanent staff shall be carried out by means of the systems of competition, opposition, or opposition, upon prior public notice in the bulletin boards of all the Ministry of Labour and Social Security of the Ministry of Labour. the province in which the places to provide are located. In these cases, the selection of staff will be carried out with the participation of the representatives appointed by the Joint Commission for Surveillance, Interpretation and Study.

However, the recruitment of non-permanent staff, when the journal is a matter of urgency, may be carried out without prior publicity or call by means of the selection of personnel who have already presented themselves. Preferably in the immediately preceding call to fill jobs of employees of the same job category and in the same locality, giving preference to those who would have obtained the highest score in the same. In addition, and after negotiation with the representatives appointed by the Joint Commission for Surveillance, Interpretation and Study, it may be carried out directly for contracts not exceeding six months, by means of the systems for the selection of employment offices.

Article 15. Test period.

Staff hiring, according to the salary levels, will have the following test periods:

Levels:

1 and 2: Three months.

3: Two months.

4, 5 and 6: One month.

7 and 8: Fifteen working days.

During the probationary period the worker shall have the rights and obligations corresponding to his or her professional category and to the job which he performs, as if he were a fixed template, except for the derivatives of the the employment relationship, which may occur at the request of any of the parties during its course, without prior notice and without any right to compensation.

The non-improvement of the test period will be communicated to the representation of the workers, with expression of the causes that motivate it.

The situation of temporary incapacity (I.I.) affecting the worker during the probationary period, interrupts the calculation of the same, except in the cases of temporary employment in which case it will be established in the rules applicable to the same.

The temporary incapacity for work accident shall not interrupt the probationary period.

CHAPTER II

Mobility

Article 16.

Functional mobility that does not involve change of locality will be motivated by exceptional needs, and in any case, it will be agreed by the Administration, after deliberation with the representatives of the workers in the Provincial scope and written communication to the interested parties.

In the case of functional mobility affecting several workers, the unit concerned shall apply the following criteria: voluntariness, seniority and order number in the call for access. In the absence of volunteers, the oldest and in the case of a tie shall choose the best order number in the call for access.

Article 17. Geographical mobility.

The mobility of staff between work centres in different locations may have a source of some of the following:

1. Voluntary transfer.

a) Move Contest.

b) Mutual agreement.

c) Permuse.

2. Forced removal.

a) Service needs.

b) Sanction.

The mobility of labour personnel which may arise as a result of the needs of the service, provided that it does not entail a substantial change in working conditions or does not involve changes of residence, will not have the consideration of geographical mobility, even if it involves a change of administrative unit, and shall not, where appropriate, have other limitations than the number of vacancies within the same category or professional group. Such mobility shall be without prejudice to the economic and professional rights of the worker arising from his professional status.

Article 18. Voluntary transfer.

1. Contest for transfers. It shall be the result of the procedure laid down in Article 8.

2. Voluntary transfer by mutual agreement.

a) Interprovincial.

With the independence of the transfer contest there will be a permanently open call to be resolved by the Administration on a quarterly basis, following a report by the Joint Supervisory Committee, Interpretation and Study. The processing shall be carried out by written application of the worker.

b) Intraprovincial.

Shipments that affect units in the same province will be agreed upon by the Administration's resolution, after negotiation of the Provincial Directorate and the representation of the workers.

(c) Exceptionally and whenever circumstances of force majeure are present, which do not advise waiting for the quarterly decision, the transfer may be agreed upon at the request of the worker, where appropriate circumstances are appropriate. justified.

3. Voluntary transfer by permuse.

The permuse may be made at the request of the interested parties prior to the authorization of the Administration.

4. Authorized shipments referred to in points 2 and 3 of this Article, the worker must be incorporated into his new destination within the maximum period of three calendar days counted from the day following the notification of authorization; transfer occasioning change of residence and in order to make arrangements for the transfer will be considered these three days as paid leave.

Exceptionally and when the needs of the service are advised, the incorporation to the new destination may be deferred within the maximum period of one month.

The transfers referred to in points 2 and 3 of this Article may be carried out among the various bodies falling within the scope of this Convention, in terms of their respective templates. Of all the transfers assigned by the application of this article, the Joint Commission for Surveillance, Interpretation and Study will be informed.

Article 19. Forced removal by service needs.

1. Workers in the Ministry of Labour and Social Security may not be transferred to a work centre other than that in which they carry out their activity involving change of residence, except where there are proven technical reasons, (a) the organisation or production of which is accredited, prior to the report of the relevant Staff Committee or Delegates and in accordance with the requirements laid down in Articles 40 et seq. of the Staff Regulations.

Authorized the shipment, the workers affected by this situation will have the right to be compensated in the costs of transportation of relatives to their care and in beings that are produced as a result of this transfer, as well as compensation, for one time, for an amount of two monthly allowances, all in accordance with the limit of amounts set in Royal Decree 236/1988 of 4 March 1988 of compensation for the service or provisions which replace it.

2. The worker who is forcibly transferred for service needs shall have the preference to fill the vacancies in his category which occur in the province of origin, provided that he so requests.

For the incorporation of the same they will govern the deadlines and other conditions established for the contest of transfers.

TITLE III

CHAPTER I

Professional classification

Article 20.

In the field of professional classification, the provisions of Articles 16, 22 and the following of the Staff Regulations shall apply.

Article 21.

The remuneration changes that may arise from the processes of professional reclassification must in any case respect the limits of the growth of the wage bill that are established in the successive Laws of General Budget of the State.

Article 22.

The relationship of professional categories contained in this Convention is merely enunciative and does not presuppose the obligation to have covered all the groups, specialties or levels listed.

Article 23.

The most significant functions and contents of each professional category are listed as an appendix to this Convention.

Professional categories of the Ministry of Labor and Social Security

Category/Level

Titled Top. /

Dining Manager. /

Deputy Director of Redaction. /

Head of Section for Writing. /1

Editor. /

Head of Area. /

Head of Division. /

Titled, Middle Grade. /

Master/A of the Guarderia. /

ATS Guarderia SS.CC. /

Analyst. /2

Project Manager. /

Chief of operation. /

Head of Kitchen. /

Chief Maintenance Officer. /

Head of printing. /

Chief 1 administrative officer. /

Administrative Technician. /

Chief 2 administrative officer. /

Head of workshop section. /

Charge. /

Regent. /3

Analyst programmer. /

Job Manager. /

Head of Shift. /

Programmer. /

Manager. /

Computer Operator. /

Teaching experts (AE). /

Teachers (AE). /

Chef 1./

Official 1. /

Official 1. /

Team Chief. /

Head of Dining Room. /

Cook. /

Writing Assistant. /

Drafting taquitography. /4

Corrector. /

Reprographic Officer (AE). /

Maintenance Officer (AE). /

Control Officer (AE). /

Surveillance Officer (AE). /

Telefonista-Receptionist (AE). /

Warehouse Assistant (AE). /

waiter. /

Ruler/a. /

Driver. /

Motorist. /5

Nursery Auxiliary. /

Official 2. /

Official 2. /

Telephone. /

Store. /

Officer 3. of trades. /

Administrative Auxiliary. /6

Kitchen helper. /

Dining Helper. /

Concierge. /

Night Watchman. /

Subalternate. /7

Pawn or mozo. /

Cleaner/a. /

Kitchen and cleaning staff. /8

Laundry employee. /

Article 24. Catalogue of jobs.

1. The catalogue of jobs for permanent staff may be amended in accordance with the rules in force, at the initiative of the Ministry of Labour and Social Security, on the basis of the proposals made by the relevant departments, Report of the Joint Committee on Surveillance, Interpretation and Study.

2. Before 31 May of each year, the nominal employment relationship shall be made public, with indication of category, seniority and destination. The catalogue of jobs by professional categories will also be published.

CHAPTER II

Top and Bottom Category Jobs

Article 25. Top and bottom category jobs.

Where the needs of the service so require, and after informing the employees ' representatives, the competent authority of the Administration may authorise its employees to perform duties corresponding to a a higher professional category than the one with which, for a period not exceeding six months for one year, or eight months for two years. The decision of the Directorate-General of the Department shall be required, in excess of three months, and the Joint Commission for Surveillance, Interpretation and Study shall be informed thereof.

Article 26.

If these deadlines were exceeded, there would be a vacant job of the same category, which would have to be covered through the procedures for the provision of vacancies established in this Convention.

Article 27.

When performing higher category jobs, the worker shall be entitled to the remuneration difference between the assigned category and the function that he effectively performs.

If it were necessary to exceed the three-month period on the proposal of the management center, and after informing the union representatives, the Department of Personnel of the Department will decide on the permanence in this performance.

Article 28.

If, for the purposes of the productive activity, the administration needs to allocate a worker to tasks corresponding to a category lower than that which it holds, it may only do so for a period of not more than within one month, within the same year, with the remuneration and other rights of their professional category, subject to written communication to the worker concerned and to the employees ' representatives.

TITLE IV

CHAPTER I

Structure of salary

Article 29.

The remuneration structure of the staff covered by this Convention is constituted by the following concepts:

1. Legal salary.

1.1 Balance-base.

1.2 Extraordinary pages.

1.3 Plus Convention.

1.4 Salary Supplements.

A) Antiquity.

B) Other personal.

C) Job position.

D) By quantity or quality of work.

E) Residence.

F) Special day.

2. Non-wage perceptions.

LEGAL SALARY

Article 30. Base salary.

It is the part of the remuneration of the worker fixed per unit of time, according to his professional category and level, the amount of which is specified in Annex I which forms an integral part of this Convention.

Article 31. Extraordinary pagas.

1. Workers falling within the scope of this Convention shall be entitled to two allowances per year, equal to the basic salary and seniority, which shall be paid in respect of the remuneration of June and December.

2. For the purposes of calculating the payment of these payments, the period of June shall be understood to give back the period from 1 January to 30 June and the period corresponding to December for the period of service between 1 July and 31 December.

3. Where the labour supply does not cover the whole of the year, the proportional share of the extraordinary pay corresponding to the working time shall be paid, considering the month's fraction as a complete unit.

Article 32. Plus Convention.

It is the one that encompasses those other paid concepts perceived on a fixed basis and which therefore do not respond to any of the determining circumstances of the perception of salary supplements. The plus Convention shall not serve as a basis for determining the amount of the salary supplements defined below, unless specified therein.

SALARY SUPPLEMENTS

A) Antiquity.

Article 33. Complement by seniority.

This supplement shall be payable from the first day of the month in which three or three years of effective service are met and shall have a fixed value for all categories for each three-year period.

For these purposes, the services provided in the period of testing shall be computed, as shall those services which are eventually provided for in the scope of this Convention, provided that the worker acquires the of a template fixed with no continuity solution.

The age will have the following values:

(a) The age consolidated before 31 December 1991 shall remain constant.

(b) The value of the three-year period after 31 December 1992 shall be 3,012 pesetas.

B) Other personal.

Article 34. Transitional personal supplement.

The compensated or transient personal supplement will be compensated and absorbed as set out in the corresponding State General Budget Laws, for the official staff and will be counted in 50 per 100 of their the amount of the increase referred to base salary and plus Convention, if applicable. In no case shall trienes or other supplements be considered for quality or quantity of work.

C) Job position.

Article 35. Supplement by penalty, toxicity or danger.

This supplement shall be collected by the competent labour authority and with a report from the Subcommittee or Committee on Safety and Hygiene at the level of employment in posts classified as penious, toxic or dangerous. The amount will be 20 per 100 of the salary plus the plus Convention corresponding to your professional category.

Article 36. Complement for Nocturnity.

Those workers who provide their services between twenty-two and six hours in the morning will receive a supplement of 25 percent of the base salary.

However, the provisions of the preceding paragraph, if the needs of the service permit, the worker may enjoy the same proportion of free time.

If the time of service in night time is less than four hours a day, only this supplement will be paid in proportion to the working time.

They will not be entitled to receive this supplement workers who would have been hired for their work exclusively in the night.

Article 37. Complement of special responsibility.

You will adopt the following modes:

(a) Special technical preparation: This supplement shall be carried out by all workers included in levels 1 and 2 in the light of the special responsibility for the exercise of command or leading technical qualifications. Its annual amount will be 57,924 pesetas for level 1 and 48,576 pesetas for level 2, distributed in twelve monthly payments.

(b) Attention to the public: Administrative Technicians, Administrative Officers and Administrative Auxiliary to provide their services in the Employment Offices or the Prstations of the Provincial Directorates of the INEM, taking into account the functions of information or the recognition of economic rights, as well as those workers of the Administrative Auxiliary category who provide their services in the Administrative Information Office, Information Offices Socio-Labour and in the Central Register, they will receive this supplement in the amount of 113.124 Annual pesetas distributed in 12 monthly instalments.

c) Trade specialists: This supplement will be collected by the trade personnel of all categories belonging to levels 3, 4, 5 and 6, for an annual amount of 70,152 pesetas distributed in twelve monthly instalments.

(d) Computer-specific: This supplement shall be collected by the IT staff in accordance with the table set out in Annex II.

e) Administrative Function Add-On: This add-on will be:

The employees of the Chief Administrative Officer, Chief Administrative Officer, and Administrative Technician, for an annual amount of 48,576 pesetas distributed in twelve monthly instalments.

The workers of the categories of Officer 1. Administrative and Auxiliary Administrative who do not receive the complement of care to the public, in the amount of 5,328 pesetas a year, distributed in twelve monthly payments.

f) Speciality: Architects, who in addition to the usual tasks of their profession are concerned with the management of works and project writing. Its annual amount will be 81,468 pesetas, distributed in twelve monthly payments.

Article 38. Complement of more dedication.

This supplement will result in the effective realization of a higher than normal working day when the organization of the activity requires it as well as the full availability of the worker to his job, not exceeding the working day, in the weekly computer, for forty hours, without prejudice to the special dedication.

Its annual amount will be 278,976 pesetas, distributed in twelve monthly payments, with its perception incompatible with overtime.

In any case, the grant of the said supplement shall be made by the competent body on the proposal of the Deputy Director General and/or Provincial Director, after acceptance of the worker and deliberation with the Committee of Enterprise or Staff delegates. The six-monthly review shall be carried out with the control and monitoring systems established by the Joint Supervisory, Interpretation and Study Commission.

D) By amount of work.

Article 39. Overtime.

The calculation of the amount of overtime defined in Article 47 of this Convention shall be calculated according to the following formula:

Salary/Time = (Annual Base Salary + Plus Annual Convention +

+ Antiquity) /1,711

E) Residence.

Article 40.

This supplement will be collected by the workers who provide services in Ceuta and Melilla, and their amount will be 25 per 100 of the base salary.

NON-WAGE PERCEPTIONS

Article 41.

The indemnities and suplies of the labor personnel derived from commissions of services ordered by the Administration will be regulated by Royal Decree 236/1988 of 4 March, and the other provisions that develop it on compensation for the reasons for service, in respect of the causes, conditions and amounts of their accruals, as well as the schemes for the justification of such claims in accordance with the table annexed, with the exception of those supplied by vehicle or local.

Compensation level for service reason

Group/Effects

1/II

2/II

3/III

4/III

5/IV

6/IV

7/IV

8/IV

CHAPTER II

Day and Time

Article 42. Day.

1. The effective working day, in annual computation, is established in 1,711 hours, distributed weekly in 37 hours 30 minutes, without prejudice to the improvements that will be made in future higher standards.

The staff who are coming in the afternoon will not be subject to any discrimination with respect to the rest periods and any reductions in schedule that may apply to tomorrow's staff.

2. Effective work. For all intents and purposes, it is considered to be effective work on the part of the time established and the one corresponding to the permits recognized in Articles 8, 10, 18, 19, 50, 51, 57 and the eighth additional provision, as well as the credit of hours. paid for trade union functions.

3. Rest. Within the day, the worker will be entitled to a break of twenty minutes a day, which will be computed as effective work.

4. The staff whose functions are in the data entry on screen shall enjoy a rest of ten minutes for each hour or thirty minutes for every three hours of uninterrupted work, counting as cash.

Article 43.

1. Except in point 1 of the previous Article, those who have been expressly hired for a lower day, in which case it is the latter who are obliged to provide and, in the case of not being specified, the one who is making the actuality. In this case, at the request of the worker, the Administration may grant the extension of its journey up to the limit laid down in the previous article, provided that the organization of the work and the needs of the service allow it, respecting the limits marked on the authorised wage bill. With a view to the new hires taking place in the workplace for the same professional activity, requests for the extension of the working day may be considered.

2. In cases where it is compatible with the functions of the post and with the functions of the centre of work, public employees, with the approval of the body concerned, may make a reduced working day, (i) of course, from nine to fourteen hours, with a total of 75 per 100 of the total remuneration.

Article 44. Schedule.

1. The working hours shall be adjusted to the general set in the Public Administration, unless expressly specified in another time in the contract of employment or voluntarily accepted, in this case the representatives of the representatives of the workers.

2. The change in working time will be based on the provisions laid down in Article 41 of the Staff Regulations and other applicable provisions and agreements.

Article 45. Rotating shifts.

1. In the work places where the presence is required, even without reaching twenty-four hours during the seven days of the week, the staff will work up to a maximum of fifteen shifts in public holidays. No more than two weekends or more than two public holidays will be available. These guards shall not cause a reduction in the weekly rest and shall be left to the worker to enjoy, during the two months following the performance of the guard, the corresponding rest days, after communication and acceptance. by the person responsible for the service.

2. The positions of staff of the categories subject to the 15-shift procedure referred to in the preceding paragraph shall be covered by the type of quadrant drawn up by mutual agreement between the Directorate of the Centre and the representation of the staff. work.

Such service quadrants shall comprise the annual distribution of working days, holidays, weekly breaks or between days and other working days, within the meaning of the day set out in this Convention. In the first month of the year the Administration undertakes to publish the annual service quadrant of the aforementioned shifts.

Five days before the beginning of each month, the quadrant of services corresponding to that month will be exposed in a visible place.

The categories to be performed by these shifts are: Project Manager, Chief Operating Officer, Job Manager, Head of Turno, Manager and Computer Operator, and for that reason they will be able to receive the special day supplement, by a amount of 14,049 pesetas per month for the duration of this Convention.

Article 46.

The IT jobs of the units that provide their services in the hours of tomorrow, afternoon or night will be determined in advance by the Administration and once this has been carried out by the workers of the respective units. categories covering these posts shall choose between these schedules according to a score scale in which the following variables are considered: Antiquity, 40 per 100; personal circumstances, 20 per 100, and adequacy to the rated shift by the Head of Service, 40 per 100. The new income workers will elect a duty of a rigorous opposition order.

The criteria for the choice of schedule set out in the preceding paragraph shall be determined annually and shall be carried out on an ordinary basis within the last quarter of each calendar year for the following calendar year; the INEM Directorate-General for Informatics and Statistics with a report from the Joint Commission on Surveillance, Interpretation and Study.

In the distribution of the schedules, it will be taken into account by the person responsible for the unit the precise overlaps for an effective relay among the workers with consecutive hours.

In the event of no relief in due course, the worker or the outgoing shift officer shall immediately inform the Head of the shift, so that he/she takes the necessary steps to remedy this.

Article 47. Overtime.

1. Special hours shall be taken into account in excess of 1,711 in annual accounts.

2. The initiative to work overtime corresponds to the Ministry of Labor and Social Security, in view of the needs of the administrative units, being free their acceptance by the workers, the limits must be respected Quantitative restrictions on the legislation in force. The Ministry of Labour and Social Security acquires the commitment to reduce the number of overtime hours to the maximum, limiting itself to truly exceptional cases, and the possibility of compensation for rest periods is also possible. provided that there is agreement on both sides.

3. The performance of overtime shall be recorded on a daily basis, with a copy of the quarterly summary to the worker and to the employment representation, as well as the forecast for the performance of the work.

Semestrally will be provided to the Joint Commission of Surveillance, Interpretation and Study Summary of the hours made.

4. Extraordinary hours are prohibited during the night or in the public holiday, except in cases and special activities duly justified and expressly authorized by the Ministry of Labour and Social Security.

5. The accrual module or overtime compensation shall be as follows:

Devengo: Salary time x 1.75.

Compensation: Two hours for one.

Article 48. Work schedule.

Work schedules shall be determined in accordance with the requirements of the public service provided, in accordance with the provisions of Article 4.3 of Title II of Royal Decree 2001/1983 of 28 July 1983, or provisions to replace it.

CHAPTER III

Holidays, permissions, and licenses

Article 49. Annual leave.

1. All workers affected by this Convention shall be entitled to enjoy, for each full year of active duty, a period of annual leave of one calendar month.

2. Workers who on the date determined for the holidays would not have completed a full year of work will enjoy a number of days proportional to the service time provided. When the needs of the service advise the closure of the centre or administrative unit the enjoyment of the holidays will be adjusted to this period. In this case, workers who have not completed a full year of service will not suffer any impairment in their salary.

3. The distribution of the holiday periods will be done by agreement between the Centre's Directorate and the representation of the employees and must be taken into account in the specific nature and the correct attention to the beneficiaries, as well as the Chapter 36.3 of the Administrative and Trade Union Agreements. Preferably, for the rest of the months of the year, it will be enjoyed in the months of June, July, August and September.

4. The holiday distribution table will be set out in the notice boards before 30 April each year.

5. All cases arising from the application of this Article and having a general impact on the collective of workers affected by this Convention shall be discussed in the Joint Committee on Surveillance, Interpretation and Studies.

Article 50. Unpaid leave.

1. Staff who have completed at least one year of effective work may apply for unpaid leave for a period not exceeding three months. Such licences may be granted provided that the needs of the service so permit, within 15 days of receipt of the application. The cumulative duration of this licence may not exceed three months every two years.

2. An unpaid leave shall be deemed to be the period necessary for the attendance of the training courses required in the corresponding calls for evidence of access to the Civil Service.

Article 51. Paid leave.

The worker, upon appropriate justification, shall be entitled to apply for paid leave for the following times and causes:

a) Fifteen calendar days in case of marriage.

b) Two days in the case of birth of a child and in death, serious illness of a family member, until the second degree of consanguinity or affinity. When they

cases occur in a different location from that of the worker's home, the time of the license will be four days, except if the event occurs in the town of its work center.

c) One day per usual home move. This permit shall be incompatible with those referred to in Articles 8, 10, 18, 19 and the eighth additional provision.

(d) For final examinations, releases and other final tests of fitness and evaluation at the centre officially recognised during the time of the holding and the necessary transfers for the same, as well as for the selective testing for entry into the various public administrations.

e) For the time indispensable for the fulfilment of an inexcusable duty of a public and personal nature, the requirement of which must be documented, without the worker being paid any compensation or compensation The fifth part of the quarterly working hours can be exceeded by this concept. In the event that the worker receives remuneration or compensation for the performance of the duties or performance of the charge, the amount of the salary to which he is entitled shall be deducted.

f) Workers, who are breastfeeding for a child under nine months of age, will be entitled to an hour of absence from work, which may be divided into two fractions. The woman, by her will, will be able to substitute this right for a reduction of the working day in half an hour, for the same purpose. This right may also be exercised by the father, provided that he proves that he is not used by the mother at the same time. This right shall also apply in the case of adoption.

g) Up to six days each calendar year, for particular matters not included in the above assumptions. Such days may not in any case be cumulated with paid annual leave. The staff may distribute these days at their convenience, subject to the authorization of the corresponding unit of staff and always respecting the needs of the service.

h) On 24 and 31 December. Like the licences of paragraph g), where the nature of the public service prevents the cessation of its benefit during those days, the Directorate, in accordance with the representation of the employees, may distribute the enjoyment of those days. during the rest of the year or during the month of January of the following year. In any case, it will be ensured that on 24 and 31 December, the greatest possible part of the workers will be enjoyed.

In case of non-working days of 24 and 31 December, the worker may use two additional days of paid leave until 15 January thereafter.

Article 52. Contract suspension.

1. Suspension with reserve of post and count of seniority, for the purposes provided for in Article 33 of this Collective Agreement.

Without prejudice to Articles 45 and 48 of the Staff Regulations and other implementing rules, workers shall be entitled to such suspension in the following cases:

a) Biological maternity of the working woman, for a maximum duration of sixteen weeks, extendable to eighteen in case of multiple birth, distributed at the option of the interested person, provided that six weeks are immediately after delivery.

In the case of adoption if the adopted child is less than nine months, the suspension will last for a maximum of eight weeks counted from the court decision making the adoption. If the adopted child is older than nine months and under five years of age, the suspension will last for a maximum of six weeks. In case the father and the mother work, only one of them will be able to apply for this right.

(b) In the case of maternity leave without a period of temporary incapacity or incapacity legally declared as well as the adoption of a child, the Administration shall pay 100 per 100 of the salary set out in this Convention, up to a maximum of eighteen months uninterrupted.

c) Compliance with compulsory or voluntary military service, or replacement or equivalent social service, with reinstatement to work, within the maximum period of sixty days, from the termination of the service. The reinstatement must be requested two months in advance of the desired date, and if no application has been made the day before the expiry of the maximum period, it will be lost to the job, causing low in the body.

Received the request the Administration undertakes to carry out the necessary procedures immediately and as a matter of urgency, in order to facilitate the reinstatement.

This staff will be entitled to 50 per 100 of the corresponding salary and 100 per 100 of the extraordinary pay, provided that the person concerned has children, or first-degree disabled relatives, who are economically dependent on The Committee on Social and Economic and Social Committee's opinion on the proposal for a Council Directive on the

Personnel who perform the voluntary military service, or replacement or equivalent social service, may receive these amounts for the number of months that the provisions in force determine for the duration of the service. compulsory military or social service, provided that the family charges described in the previous paragraph are met.

(d) The eventual employment staff for the implementation of International Cooperation programmes, or for the designation or choice for a public office or elective trade union function, under the same conditions and terms as provided for in the Article 55, which regulates the compulsory leave of absence of permanent staff.

e) Privation of the worker's freedom, as long as there is no firm conviction, including both preventive detention and provisional imprisonment.

2. Suspension by mutual agreement without reservation of post or count of seniority.

The eventual labor worker will be entitled to the suspension of his contract in the following cases:

(a) Staff contracted by a given work or service under Royal Decree 2104/1984, which has completed at least three years of effective work in such contractual arrangements, may apply for a suspension of no less than one year. year or more than three years.

The cumulative duration of these suspensions may not exceed three years in a period of ten years. For this three-year period, the periods enjoyed in respect of the non-paid leave which governed the 50.2 of the previous Convention shall be included.

Such suspension may be granted as long as the needs of the service permit, within the month following receipt of the application.

(b) For the care of a child under three years of age, under the same conditions and terms as provided for in Article 53.2, which regulates the voluntary leave of staff for this reason.

Article 53. Voluntary leave. Embodiments.

1. Voluntary leave of interest:

It may be requested by fixed workers with one year, at least, of seniority, and provided that three years have elapsed since the end of another previous voluntary leave.

Its duration may not be less than one year and not more than ten.

This situation will not entitle you to reserve position, and the length of stay in it will not be entitled to pay or be computed to any effect.

2. Voluntary leave for child care:

May be requested by fixed workers for child care under three years of age.

Their duration may not be longer than three years from the date of birth of the child, and in which the initiation of a new period of leave by a new child shall end, where appropriate, to which he or she is enjoying himself.

The length of stay in this situation shall not be entitled to any remuneration; however, in accordance with the provisions of Law 4/1995 of 23 March, the period in which the worker remains in this situation of surplus shall be computable for the purpose of seniority.

During the first year you will have the right worker to reserve your job. On the expiry of that period, the reserve shall be referred to a post of the same professional group or equivalent category.

Terminated the situation of excess may the worker apply for re-entry under the conditions set out in the following article.

3. Voluntary leave for incompatibility:

The fixed worker who, as a result of the rules of incompatibilities, must opt for a job, will be left in which he has ceased in a situation of voluntary leave for incompatibility.

It will remain in this situation as long as the incompatibility with the position for which it has opted will remain.

The worker shall retain the right to reentry indefinitely in accordance with Articles 9 and 54, and the length of stay therein shall not be entitled to remuneration and shall not be taken into account.

4. Time limits for application: the worker must apply to be declared on a voluntary leave of absence with a minimum of one month in advance of the desired date of application; he cannot be declared in this situation if he is on file disciplinary.

Article 54. Re-entry of voluntary leave.

1. The voluntary surplus, without reservation as it applies for reinstatement, shall have the right to re-enter whenever there is a vacancy in its category; if it has not been vacant in its own category and is vacant in a category lower than that of The holder may, within his or her professional group, opt for it or wait for the one to take place.

If you opt for a lower category vacancy you will be entitled to the first vacancy in your category that occurs, saving the priority set for the forced removal case.

2. The voluntary surplus worker must either apply for re-entry or move to another form or type of leave of absence from those covered by this Convention, if it were to do so, two months in advance of the desired date of effect. If no application has been made on the day before the expiry of the maximum period of the leave or period for which it was granted, it shall lose the right to its place of work, causing it to be discharged from the body concerned.

Article 55. Forced leave.

1. The compulsory surplus shall be granted to fixed workers for the implementation of international cooperation programmes, or for the designation or choice for a public office or an elective trade union function, in accordance with the statutes of the trade union a regional, provincial or higher level that makes it impossible for work to be attended.

2. The length of stay in this situation shall not be entitled to any remuneration, although it shall give the right to the reservation of the position and the calculation of seniority during its validity.

3. Time limits for application: the worker must apply to be declared in a situation of forced leave, preferably one month in advance of the desired date of effect; he cannot be declared in this situation if he is not on file disciplinary.

4. Re-entry of forced leave. The forced surplus worker must either apply for re-entry or the pass on to another surplus of those covered by this Convention, if it is in accordance with it, two months in advance of the desired date of effect. If no application has been made on the day before the expiry of the maximum period of the leave or period for which it was granted, it shall lose the right to its place of work, causing it to be discharged from the body concerned.

Received the request the Administration undertakes to carry out the necessary procedures immediately and as a matter of urgency, the object of facilitating the reinstatement.

Article 56. Termination of the contract.

The employment contract will be extinguished in the cases set out in Article 49 of the Workers ' Statute.

TITLE V

Training, improvement and professional promotion

Article 57.

In accordance with Article 22 of the Staff Regulations, and in order to facilitate the promotion and vocational training at work, the staff affected by this Convention shall have the following rights and benefits, according to the following training classes:

1. The work staff will have access to the Department's Permanent Training Plan on a level playing field that the official staff.

2. Studies to obtain an academic or professional degree.

Workers who perform the studies to obtain an academic or professional degree will have the preference to choose work shift, in their case, and annual leave, as well as to the adaptation of the ordinary working day. In the case of work, it is necessary to ensure that the work is carried out in the course of the course. They shall also be entitled to the days of paid leave in order to be screened in accordance with the terms laid down in Article 51 (d) of this Convention.

3. Professional training courses not organized by the Body to which you belong.

Workers who request the courses referred to in this section shall be entitled to the following:

(a) The adaptation of the ordinary working day to facilitate attendance at the courses, when the organization of the work permits.

(b) If the organisation of the work does not permit the adjustment of working time, as referred to in paragraph (a), the worker may apply for the reduction of the working time up to 50 per 100 of his/her duration, with a reduction of his/her remuneration in the same proportion. In both cases, the worker shall be entitled to the benefit of the paid leave necessary to attend the examinations, provided that it is established that the performance of the permits coincides with the working day.

(c) Where there is a holiday shift scheme, workers attending this class of courses may apply for their shift to coincide with the time of examination.

The worker will ask the Administration, and with a minimum of one month in advance, to attend the course, accompanying the program.

The Administration will appreciate the opportunity of the training action. Where appropriate, paid or unpaid leave may be granted. The agreements adopted shall be communicated to the workers ' representation.

The Commission on Vocational Training and Promotion, referred to in Article 60 of this Convention, shall be informed on a quarterly basis of the motivation and volume of the authorised training

,

4. The Ministry of Labour and Social Security, directly or in concert with officially recognized centres, will organise training courses for the adaptation of workers to the technical modifications operated in the posts of work, as well as vocational retraining courses to ensure the stability of the worker in his employment in cases of transformation or functional modification of the body.

5. The Ministry of Labour and Social Security may send the workers to seminars, round tables, congresses concerning their specialty or specific work, when the assistance to the Ministry can derive benefits for the Administration.

6. The courses referred to in paragraphs 4 and 5 of this Article shall be counted as effective work provided that they are carried out within the schedule to be fulfilled by the worker.

Article 58. Commission for Vocational Training and Promotion.

It is created within the Joint Concession of Surveillance, Interpretation and Study a Subcommission that may make proposals for vocational training plans for the workers included in this Convention.

TITLE VI

Disciplinary regime

Article 59.

Workers may be punished by the Ministry of Labor and Social Security as a result of job defaults, according to the graduation of faults and penalties established in this title.

Article 60. Disciplinary fouls.

The disciplinary faults of the workers, committed on occasion or as a result of their work, may be mild, serious and very serious.

1. The following are minor faults:

1.1 Incorrectness with the public and with colleagues or subordinates.

1.2 The delay, negligence or neglect of the performance of your tasks.

1.3 The failure to communicate with due notice of lack of work for justified reasons, unless it is proved impossible to do so.

1.4 Lack of work assistance without a justified cause of one or two days per month.

1.5 Repeated errors of punctuality without justified cause of three or five days per month.

1.6 The neglect of the preservation of the premises, material and documents of the services.

1.7 In general, dereliction of duty due to negligence or inexcusable carelessness.

2. The following are serious faults:

2.1 The lack of discipline at work or respect due to the higher or lower partners.

2.2 The failure to comply with the instructions of the superiors and the specific obligations of the job or the negligence on which they are derived or may result in serious damage to the service.

2.3 Disconsideration with the public in the exercise of work.

2.4 The failure to comply with or abandon safety and hygiene standards and measures at work established, where risks may arise for the health and physical integrity of the worker or other workers.

2.5 The lack of assistance to work without justified cause, for three days a month.

2.6 Repeated errors of punctuality without justified cause, for more than five days a month and less than ten days.

2.7 Abandonment of work without justified cause.

2.8 The simulation of illness or accident.

2.9 The simulation or cover-up of other workers ' faults in relation to their duties of punctuality, attendance and permanence in the work.

2.10 The continued and voluntary decline in normal or agreed work performance.

2.11 The negligence that may cause serious damage to the preservation of the premises, material or services documents.

2.12 The exercise of professional, public or private activities without having requested compatibility authorization.

2.13 The improper use or dissemination of data or matters of which you are aware of the work in the Administration.

2.14 The recidivism in the commission of minor faults, even if they are of different nature, within the same trimester, when they have mediated sanctions for the same.

2.15 Failure to comply with deadlines or other procedural provisions for incompatibilities, where they do not involve the maintenance of a situation of incompatibility.

2.16 Abuse of authority by superiors in the performance of their duties.

3. The following will be very serious:

3.1 Fraud, disloyalty, and breach of trust in the management of the administration, as well as any criminal acts of wrongdoing.

3.2 Manifest individual or collective insubordination.

3.3 The voluntary distortion of data and service information.

3.4 The lack of support for work not justified for more than three days a month.

3.5 Repeated errors of punctuality not justified for ten days or more days per month, or for more than twenty days per quarter.

3.6 Failure to comply with the rules on incompatibility.

3.7 The recidivism in serious misconduct, even if it is of different nature within a period of six months when they have mediated sanctions for them.

Article 61.

1. In order to determine the applicable sanction, the intention shall be to account for the intentionality, disturbance of the service, attack on the dignity of the Administration and reiteration or recidivism.

Top bosses who tolerate or cover up the faults of the subordinates will incur liability and will suffer the correction or sanction that is considered appropriate, taking into account the one that is imposed on the author.

2. Any worker may give an account in writing, either through his representatives or through his representatives, of acts which lack respect for his or her privacy or for consideration due to his or her human dignity or work. The Administration, through the management body to which the person concerned is attached, shall open the appropriate information or instruct the disciplinary file to be provided in its case.

Article 62. Sanctions.

The penalties that may be imposed according to the rating of the faults shall be as follows:

1. For minor fouls:

Admonition in writing.

Suspension of employment and salary of up to two days.

Proportional discount of the remuneration for the actual time left to work due to lack of assistance or non-justified punctuality.

2. For serious faults:

Suspension of employment and salary of two or four days to one month.

Suspension of the right to attend selective testing or promotion for a period of one to two years.

3. For very serious faults:

Suspension of employment and salary from one to three months.

Disabling for promotion for a period of two to six years.

Forced removal without right to compensation.

Dismissal.

Article 63. Procedure.

The penalties for serious and very serious misconduct will require the prior processing of disciplinary records, the initiation of which will be communicated to the workers ' representatives and the person concerned, giving an audience to the latter, and being heard those in the same way prior to the possible interim suspension of employment and salary agreement which may be adopted by the competent authority to order the examination of the file.

For the imposition of penalties for minor faults, the prior instruction of the file referred to in the preceding paragraph shall not be required, except for the processing of the accused who must be evacuated in any event.

Article 64. Time limits for prescription.

1. The faults will be prescribed according to the following deadlines:

The mild to ten days.

The severe ones at thirty days.

The very serious ones within sixty days from the date the Administration became aware of its commission and, in any case, six months after its mission.

2. Such time limits shall be interrupted by any act of the instructed or preliminary file which may be instructed, where appropriate, provided that the duration of the file as a whole does not exceed the six-month period without the worker's fault issued.

TITLE VII

Safety and hygiene at work

Article 65. General principles.

1. The worker has the right to an effective protection of his physical integrity and to an adequate policy of safety and hygiene at work, as well as the correlative duty to observe and implement the precautionary measures of risks to be adopted legal and regulatory. It also has the right to participate in the formulation of the policy of prevention of its workplace and in the control of the measures adopted in its development, through its legal representatives and the internal and specific organs of participation in this field, that is, of the Committees on Safety and Hygiene at Work.

2. The Administration is obliged to promote, formulate and implement a proper policy of safety and hygiene in its work centres, as well as to facilitate the participation of workers in the workplace and to ensure practical training. (a) appropriate in this field of workers who hire or when they change jobs or have to apply new techniques, equipment and materials which may be at risk to the worker himself or his colleagues or third parties. The worker is obliged to follow these lessons and to carry out the practices which take place within the working day or in other hours, at a discount in the latter case, of the time spent on the working day.

3. The formulation of the policy of safety and hygiene in each workplace, will be based on the statistical and causal analysis of the accidents at work and the occupational diseases occurring in the workplace, the detection and identification of risks. and material agents which may react to them and of the measures and systems of prevention or protection used so far; such security and hygiene policy shall be planned annually for each work centre in which tasks are carried out or functions of technical production and data processing and, with a triannual frequency in offices and centres administrative work. In any case, it must understand the studies and projects necessary to define the most significant risks due to their severity or their frequency, and to put in place effective systems or measures of prevention, protection against them, improvement the work environment; it shall also include programmes for the implementation of preventive measures and for the control and inspection of them, as well as the training and training plans of the staff required.

4. For the preparation of safety and hygiene plans and programmes, as well as their implementation and implementation, the Administration may have specialised technical equipment and means, where possible and advisable by its size or by the the intensity of their safety and hygiene problems. In the absence of such means, it shall request the cooperation of the National Institute of Safety and Hygiene at Work, in particular as regards planning, studies and preventive projects and, of security systems, or protection, training of workers and technicians, specialised documentation and any other technical measures required.

Article 66. Territorial structure.

1. The National, Provincial and/or Regional Work Safety and Hygiene Committees shall be established for the implementation and implementation of this Title.

2. The National Committee will exercise, among others and as the main function, the coordination of the various Provincial and Comarcales Committees in terms of monitoring and compliance with the regulations in force in this area.

3. The Provincial and Comarcales Committees shall be constituted in the relevant territorial areas with competence in the various centres of the bodies covered by this Convention.

4. The constitution of these Committees shall take effect within 15 days of the publication of this Convention.

Article 67. Measures.

Are general obligations of the Ministry of Labor and Social Security, the following:

1. To comply with the provisions of the Ordinance and any other relevant application in the centres or places of work, due to the activities carried out in them.

2. To adopt as many means as necessary in order to the most perfect organization and full effectiveness in prevention of the risks that could affect the life, integrity and health of the workers.

3. By the Ministry of Labour and Social Security, workers with reduced physical conditions must be made accessible to workers with reduced physical conditions, removing architectural barriers or obstacles that hinder their physical mobility.

4. To provide as much for the maintenance as necessary for the protection of the machines, tools, material and useful working in due conditions of safety.

5. To have at the disposal of his staff and of each of the members of the Committee on Safety and Hygiene at Work, a copy of the General Ordinance on Safety and Hygiene at Work. If there is no Committee, at the disposal of the Security Watch.

6. The Ministry of Labour and Social Security shall take appropriate steps to ensure that workers are provided with medical assistance in those workplaces which are deemed to be appropriate, subject to the report of the Committee on Safety and Hygiene.

7. Workers shall be entitled to initial and annual medical examinations, which shall be guaranteed by the Administration and shall be compulsory for them. In the case of workers engaged in food handling, they shall be obliged to carry out the examinations which the legislation has established in order to obtain and maintain such accreditation.

8. By the Ministry of Labour and Social Security, filters or other similar measures will be provided to the TRC monitors or screens.

9. During the period of pregnancy, the right to change of work shall be entitled without any economic harm, where, in the opinion of the medical services or the Committee on Safety and Hygiene, it is considered that the stay in the workplace is detrimental to the mother or the fetus and especially in cases where the TRC screens or monitors are worked.

10. The Administration shall make use of the channels to implement the measures set out above, from the date of publication of this Convention.

Article 68. Costume endowment.

1. The Administration is obliged to provide work clothes and means of personal protection to all those workers whose clothing may suffer, in order to carry out their duties, danger of fouling or deterioration normal.

2. If the work clothes provided are observed, a deterioration higher than normal, in such a way that their use is impossible or impaired, provided that such deterioration does not respond to voluntary action by the worker, exceptionally may be reimposed in the time before the established normal replacement date.

3. Where the working conditions or the environment require special protection of workers, the centres shall be equipped with garments for that purpose, irrespective of which they have been determined as personal attachment such as: protection or health, masks, etc.

4. The Administration may also provide working clothes or identification elements in the cases not previously mentioned.

5. The worker shall be obliged to wear the clothing or identification elements provided by the Administration during the performance of his work.

6. The Ministry of Labour and Social Security shall provide the working room listed in Annex IV.

7. The deadline for the delivery of the clothes, will be before March 31 of each year or at the time of the incorporation to the center of work for the staff of new income.

TITLE VIII

Assistance and social action

Article 69.

The representatives of the signatory unions will make an independent proposal for the distribution of funds for assistance and social action in the Ministry of Labour and Social Security and the National Employment Institute, according to the agreements to be adopted in the National Commission of Social Action.

Article 70.

Without prejudice to the provisions of the foregoing Article, a sub-committee on Social Assistance and Action shall be established, in accordance with Article 5 (j) of this Convention, which shall be aware of the agreements, distribution of funds, etc., for this paragraph, in the personal field of the application of the Convention.

TITLE IX

Trade union representation rights

Article 71. Direct representation.

1. The Business Committee is the representative and collegiate body of the workers of the company or work center for the defense of their interests, constituting in each work center whose census is 50 or more workers. In those workplaces where the labour census is less than 50 workers, those powers shall be exercised by the Delegate or Delegates of staff.

2. To this end, until new union elections are held, it will be understood as independent centers of work that were considered in the last electoral process.

3. All the Company's Committees shall have an appropriate and suitable premises for the activities of their representation.

4. The displacements originated as a result of the meetings of the Committees of Enterprise, and in their absence Delegates of staff, within the territorial scope of the same, and whenever they do not exceed in the annual computation of six meetings, they will be charged to the Administration.

Article 72. Trade union sections and released from the Convention.

1. The Ministry of Labour and Social Security shall respect the right of all workers to be freely given. It will allow workers affiliated to a union to hold meetings, collect fees and distribute union information outside of working hours, without disrupting normal work activity. They may not condition the employment of a worker to the fact that he or she is not affiliated, nor shall he force him to give up his union membership. They will also not be able to fire or harm you in any other way because of their affiliation or union activity.

In the workplace there will be bulletin boards in which the unions, duly established, will be able to insert their statements.

2. Trade unions or confederations may establish trade union sections and be released in accordance with their Statutes and the Organic Law on Freedom of Association.

The number of union delegates for each trade union section of the trade unions that have won 10 per 100 of the votes in the election to the Business Committee or Staff Delegates shall be:

From 150 to 300 workers: One.

From 301 to 1,000 workers: Two.

From 1,001 to 4,000 workers: Three.

From 4.001 onwards: Four.

In any case, a trade union delegate may be appointed representing the section established in the headquarters of the Provincial Department of the Department or INEM, even if it does not have the minimum number of workers indicated.

3. The trade union delegates, who must be active workers of the respective working centre, will enjoy the same rights and guarantees as the representatives of the workers in the Committees of Centres or Delegates of Staff, and who regulates in the following article.

4. The trade unions which are signatories to this Convention shall have a maximum of 12 released from the Convention, in proportion, UG.5, CC.OO.5 and USO.2.

Article 73. Guarantee of workers ' representatives.

In addition to the guarantees provided for in Article 68 (a), (b), (c) and (d) of the Staff Regulations, staff representatives shall have a credit of paid monthly hours in accordance with the following scale:

Centers for up to 100 workers: Thirty hours.

Centers from 101 to 250 workers: Thirty-five hours.

Centers of 251 to 500 workers: Forty hours.

501 to 750 workers: Forty-five hours.

Centers for more than 750 workers: Fifty hours.

The use of the credit hours will be of a preferential nature, with the only limitation of the obligation to communicate before its beginning, as well as the incorporation to the job at the moment of the occurrence.

The credit of paid monthly hours of staff or members of the Business Committee may be cumulative to any of its components, communicating it in good time.

Article 74. Meetings.

1. The Staff Delegates, the Enterprise Committees, the trade union sections and the trade unions may convene assemblies, after communication to the Management of the Centre, with a minimum of forty-eight hours in advance, provided that they are outside the work.

2. In addition and prior to the authorization of the Centre's Directorate, assemblies may be convened during the working day. The number of annual hours devoted to this purpose may not exceed twenty, for assemblies convened by the delegates of staff or business committees, and for ten hours, for those convened by the trade union sections. If there is no authorisation, the Centre's Directorate shall communicate it in writing.

In the centers with several work shifts, these assemblies will be held in those hours that coincide with the greatest number of workers, and in those that do not turn, it should preferably coincide with the beginning or end of the day.

Article 75.

By the Provincial Directorates it will be given to the Committees of Company or Delegates of Personnel, in the terms and with the scope provided in the Law, basic copy of the existing contracts, as well as relationship of the extensions that are carried out.

Article 76. Committee on Women's Equality.

1. A Commission will be set up to ensure non-discrimination against women workers. It shall be composed of representatives of the parties to this Convention and shall consist of a majority of women (at least 60 per 100).

2. The tasks of the Commission shall be:

a) Examine the internal regulations that apply in the Department to check that there is no discrimination that harms women's opportunities.

b) Check that women participate equally in all actions promoted by the Ministry and that there is no discrimination.

c) To be consulted and to issue opinions on at least the following matters, in relation to the working conditions of women and in the field of work staff:

-Setting staff selection criteria.

-Setting staff promotion criteria.

-Valuation of jobs.

-Schedule and working conditions.

-Occupational health.

Additional disposition first.

The economic conditions of any kind established in this Convention shall compensate, absorb and replace all existing ones at the time of their entry into force, whichever is the nature or origin of the same.

Additional provision second. Warranty clause.

If, for the duration of this Convention, any change in the staff's dependence on this Convention occurred, due to administrative restructuring or transfer of management, such modification shall not affect the agreed in the same way, which shall be considered as a minimum standard.

Additional provision third.

The rights recognized in this Convention to the spouses shall also be understood as referring to the situations of coexistence duly accredited.

Additional provision fourth.

For the purposes of Article 23 (3) of the Staff Regulations, the procedures for the provision of vacancies laid down in this Convention shall be the only procedures for amending the category of workers who (a) to be employed by officials, as laid down in Article 15.1.c) of Law No 30/1984 of 2 August, as amended by Law 23/1988 of 28 July 1988, during the period of validity of this Collective Agreement.

Additional provision fifth.

The day after the publication of this Convention in the "Official State Gazette", a Commission will meet, which will study the integration of the staff of the Hotel-Escuela de Marbella.

Additional provision sixth.

The provisions of this Convention shall be without prejudice to the provisions of the Administrative and Trade Union Agreement and the rules that develop it.

Additional provision seventh.

Staff hired at the Department's Central Services, under the Correturnos-Telefonista regime, will receive a monthly supplement of 14,049 pesetas, as long as they maintain this special schedule.

When a fixed shift vacancy is offered to them, the criteria set out in Article 16 for their coverage shall apply.

Additional disposition octave.

Fixed staff of staff with category of Expert Teacher A.E., according to the specific tasks they perform and which are determined by the needs that periodically collects the National Plan of Training and Insertion Professional, they shall provide their services in accordance with the schedule of working hours and schedules of the courses to which they are assigned, in accordance with their specialty, and may be temporarily assigned to work centers other than those in which provide their services.

The transfer decision must be notified to the worker and to the trade union representation at least thirty days before the date of their effectiveness and will provide for a maximum period of incorporation to their destination. of three calendar days, for the case of transfer within the same province, and of seven, equally natural, for the case of change of the same, which in both cases will be paid and computed as an active service.

If the shipment originates from a residence change, the staff shall be entitled exclusively to the economic perceptions set out in Article 25 of Royal Decree 236/1988 of 19 March.

When the staff with the above category are not taught, no course will be available to the corresponding Occupational Training area, developing their own tasks in the area and within the working hours and schedules. in Article 42 of this Collective Agreement, in any event, the requirements laid down in Articles 34 et seq. of the Staff Regulations are respected.

Additional provision ninth.

The staff providing services in the cafeteria-dining room of the Central Services of the Department will receive, from the day following the publication of this Convention in the "Official State Gazette", a quality supplement and quantity of work, as set out in Annex III.

Additional provision 10th.

Within the employment promotion policy in the field of the Ministry of Labour and Social Security, retirement will be compulsory when the worker is 60 and five years of age, the administration being committed to to set up employment bags with the vacancies arising from this cause, including as soon as possible in their offers of public employment seats of the same category as those created by the conversion of the said vacancies.

Detailed information will be given to the Joint Commission on Surveillance, Interpretation and Study of the vacancies produced at the State level.

Additional provision eleventh.

1. The retirement age provided for in the previous Article shall be deemed to be without prejudice to any worker being able to contemplate the minimum periods of absence for retirement, in which case the compulsory retirement shall take place upon completion of the These periods of lack of social security are employed.

2. Workers may voluntarily retire at the age of sixty-four years of age, in the form and under the conditions laid down in Royal Decree 1194/1985 of 17 July 1985.

3. The Administration will make it possible to create retirement bags within the Social Action chapter, taking into account the promotion of early retirement.

First transient disposition.

In-flight selection procedures will be governed, until the end of the selection procedure, as set out in the Collective Agreement for the Department's workforce to date.

Second transient disposition.

Staff who, at the entry into force of this Convention, have a professional category without having the qualifications required for this Convention shall continue to do so with the same rights as they have been granted.

Transitional provision third.

By the Joint Commission on Surveillance, Interpretation and Study the review of the employment situation of the staff affected by this Convention will be proposed to provide services at the Irun Worker's House.

Transitional disposition fourth.

The Ministry of Labor and Social Security will organize courses for labor personnel not affected by Law 23/1988 that facilitate their professional promotion.

ANNEX I

1993 and 1994 wage table

Level/Categories/Base Salary: Month/Annual/Plus Convention: Month/Annual/Annual Total-Pesetas

1/Upper Titled/186,800/2,615.200/2.204/26.450/2.641,650

Dining Manager/186,800/2,615.200/2.204/26.450/2.641,650

Deputy Director of Redaction/186,800/2,615.200/2.204/26.450/2.641,650

Head of Editor's Section/186,800/2,615.200/2.204/26.450/2.641,650

Writer/186,800/2,615.200/2.204/26.450/2.641,650

Area Chief/186,800/2,615.200/2.204/26.450/2.641,650

Chief Division/186,800/2,615.200/2.204/26.450/2.641,650

2/Titled Middle Grade/152.392/2.133.488/2.204/26.450/2.159,938

Maestro/a Guarderia/152.392/2,133,488/13.425/161,100/2.294.588

ATS Guarderia/152.392/2.133.488/13.425/161,100/2.294.588

Analyst/152.392/2,133,488/2.204/26.450/2.159,938

Project Manager/152.392/2.133.488/2.204/26.450/2.159,938

Chief operative/152.392/2.133.488/2.204/26.450/2.159,938

3/Head kitchen/137,350/1.922.900/14.733/176.796/2.099,696

Chief Maintenance/137,350/1.922.900/14.733/176.796/2.099,696

Chief Press Officer/137.350/1.922.900/14.733/176.796/2.099,696

Chief 1. administrative/137.350/1.922.900/6.590/79.080/2.001.980

Administrative Technician/137,350/1.922.900/2.204/26.450/1.949.350

Chief 2. administrative/137,350/1.922.900/2.204/26.450/1.949.350

Head workshop section/137.350/1.922.900/2.204/26.450/1.949.350

Chargé/137,350/1.922.900/2.204/26.450/1.949.350

Regent/137,350/1.922.900/2.204/26.450/1,949.350

Analyst Schedule/137,350/1,922.900/2.204/26.450/1,949.350

Manager Jobs/137,350/1.922.900/2.204/26.450/1,949.350

Head shift/137,350/1.922.900/2.204/26.450/1,949.350 Programmer/137,350/1.922.900/2.204/26.450/1,949.350

Manager/137,350/1.922.900/2.204/26.450/1,949.350

Computer Operator/137,350/1.922.900/2.204/26.450/1,949.350

Teaching experts (AE)/137,350/1.922.900/2.204/26.450/1.949.350

Teachers (AE)/137,350/1.922.900/2.204/26.450/1.949.350

4/Cook 1. ª/120.475/1.686.650/25.818/309.816/1.996.466

Team Chief/120.475/1.686.650/9.593/115.116/1.801,766

Dining Chief/120.475/1.686.650/9.593/115.116/1.801.766

Assistant newsroom/120.475/1.686.650/9.593/115.116/1.801,766

Tacigraph wording/120.475/1.686.650/9.593/115.116/1.801.766

Corrector/120.475/1.686.650/2.204/26.450/1.713,100

Officer 1. ª/120.475/1.686.650/2.204/26.450/1.713,100

Official 1. Administrative/120.475/1.686.650/2.204/26.450/1.713,100

Cook/120.475/1.686.650/2.204/26.450/1,713,100 Official Maintenance (AE)/120.475/1.686.650/2.204/26.450/1,713,100

Official reprografia (AE)/120.475/1.686.650/2.204/26.450/1.713,100

Charge control (AE)/120.475/1.686.650/2.204/26.450/1.713,100

Vigilant (AE)/120.475/1.686.650/2.204/26.450/1.713,100

Telefonista-Receptionist (AE)/120.475/1.686.650/2.204/26.450/1.713,100

Assistant warehouse (AE)/120.475/1.686.650/2.204/26.450/1.713,100

5/Camarero/112.375/1.573.250/2.204/26.450/1.599,700

Motorist/112.375/1.573.250/2.204/26.450/1.599,700

Officer 2. rd trades/112.375/1.573.250/2.204/26.450/1.599,700

Official 2. Administrative/112.375/1.573.250/2.204/26.450/1.599,700

Ruler/a/112.375/1.573.250/2.204/26.450/1.599,700

Driver/112.375/1.573.250/2.204/26.450/1.599,700

Auxiliary Nursery/112.375/1.573.250/2.204/26.450/1.599,700

6/Store/99.008/1.386.112/2.204/26.450/1.412.562

Dining Helper/99.008/1.386.112/2.204/26.450/1.412.562

Concierge/99.008/1.386.112/2.204/26.450/1.412.562

Telephone/99.008/1.386.112/2.204/26.450/1.412.562

Officer 3. officio/99.008/1.386.112/2.204/26.450/1.412.562

Administrative Auxiliary/99.008/1.386.112/2.204/26.450/1.412.562

Assistant Kitchen/99.008/1.386.112/2.204/26.450/1.412.562

7/Night Watcher/96.267/1.347.738/2.204/26.450/1.374.188

Subalternate/96.267/1.347.738/2.204/26.450/1.374.188

Pawn mozo/96.267/1.347.738/2.204/26.450/1.374.188

8/Cleaner/86,925/1.216.950/2.204/26.450/1.243,400

Staff kitchen and cleaning/86,925/1.216.950/2.204/26.450/1.243,400

Laundry Employee/86,925/1.216.950/2.204/26.450/1.243,400

1995 salary table year

Level/Categories/Base Salary: Month/Annual/Plus Convention: Month/Annual/Annual Total-Pesetas

1/Titled Superior/194.292/2.720.088/2.204/26.450/2.746,538

Dining Manager/194.292/2.720.088/2.204/26.450/2.746,538

Deputy Editor/194.292/2.720.088/2.204/26.450/2.746,538

Head of Editor's Section/194.292/2.720.088/2.204/26.450/2.746,538

Writer/194.292/2.720.088/2.204/26.450/2.746,538

Chief Area/194.292/2.720.088/2.204/26.450/2.746,538

Chief Division/194.292/2.720.088/2.204/26.450/2.746,538

2/Titled Middle Grade/158,683/2.221.562/2.204/26.450/2.248.012

Maestro/a Guarderia/158,683/2.221.562/13.425/161,100/2.382,662

ATS Guarderia/158,683/2.221.562/13.425/161,100/2.382,662

Analyst/158,683/2.221.562/2.204/26.450/2.248.012

Project Manager/158,683/2.221.562/2.204/26.450/2.248.012

Chief operative/158,683/2.221.562/2.204/26.450/2.248.012

3/Head kitchen/143.150/2.004.100/14.733/176.796/2.180.896

Chief Maintenance/143.150/2.004.100/14.733/176.796/2.180.896

Chief Press Officer/143.150/2.004.100/14.733/176.796/2.180.896

Chief 1 admin/143.150/2.004.100/6.590/79.080/2.083.180

Administrative Technician/143.150/2.004.100/2.204/26.450/2.030.550

Chief 2 Administrative/143.150/2.004.100/2.204/26.450/2.030.550

Head workshop section/143.150/2.004.100/2.204/26.450/2.030.550

Chargé/143.150/2.004.100/2.204/26.450/2.030.550

Regent/143.150/2.004.100/2.204/26.450/

2.030.550

Analyst Schedule/143.150/2.004.100/2.204/26.450/2.030.550

Manager Jobs/143.150/2.004.100/2.204/26.450/2.030.550

Head Shift/143.150/2.004.100/2.204/26.450/2.030.550

Programmer/143.150/2.004.100/2.204/26.450/2.030.550

Manager/143.150/2.004.100/2.204/26.450/2.030.550

Computer Operator/143.150/2.004.100/2.204/26.450/2.030.550

Teachers (AE)/143.150/2.004.100/2.204/26.450/2.030.550

Teachers (AE)/143.150/2.004.100/2.204/26.450/2.030.550

4/Cook 1. ª/125.642/1.758.988/25.818/309.816/2.068.804

Team Chief/125.642/1.758.988/9.593/115.116/1.874.104

Dining Chief/125,642/1.758.988/9.593/115.116/1.874.104

Assistant newsroom/125.642/1.758.988/9.593/115.116/1.874.104

Tacigraph wording/125.642/1.758.988/9.593/115.116/1.874.104

Corrector/125,642/1.758.988/2.204/26.450/1.785.438

Officer 1. ª/125.642/1.758.988/2.204/26.450/1.785.438

Official 1. Administrative/125.642/1.758.988/2.204/26.450/1.785.438

Cook/125,642/1.758.988/2.204/26.450/1.785.438

Maintenance Officer (AE)/125,642/1.758.988/2.204/26.450/1.785.438

Official reprografia (AE)/125,642/1.758.988/2.204/26.450/1.785.438

Charge control (AE)/125,642/1.758.988/2.204/26.450/1.785.438

Vigilant (AE)/125,642/1.758.988/2.204/26.450/1.785.438

Telefonista-Receptionist (AE)/125.642/1.758.988/2.204/26.450/1.785.438

Warehouse Assistant (AE)/125,642/1.758.988/2.204/26.450/1.785.438

5/Camarero/117.258/1.641.612/2.204/26.450/1.668.062

Motorist/117.258/1.641.612/2.204/26.450/1.668.062

Officer 2. ª/117,258/1.641.612/2.204/26.450/1.668.062

Official 2. Administrative/117.258/1.641.612/2.204/26.450/1.668.062

Ruler/a/117.258/1.641.612/2.204/26.450/1.668.062

Driver/117.258/1.641.612/2.204/26.450/1.668.062

Auxiliary Nursery/117.258/1.641.612/2.204/26.450/1.668.062

6/Store/103,425/1.447.950/2.204/26.450/1.474,400

Dining Helper/103,425/1.447.950/2.204/26.450/1.474,400

Concierge/103,425/1.447.950/2.204/26.450/1.474,400

Telephone/103,425/1.447.950/2.204/26.450/1.474,400

Officer 3. ª/103,425/1.447.950/2.204/26.450/1.474,400

Administrative Auxiliary/103,425/1.447.950/2.204/26.450/1.474,400

Assistant kitchen/103,425/1.447.950/2.204/26.450/1.474,400

7/Night Watcher/100.592/1.408.288/2.204/26.450/1.434,738

Subalternate/100.592/1.408.288/2.204/26.450/1.434,738

Pawn mozo/100.592/1.408.288/2.204/26.450/1.434,738

8/Cleaner/90.925/1.272.950/2.204/26.450/1.299,400

Staff kitchen and cleaning/90.925/1.272.950/2.204/26.450/1.299.400

Laundry Employee/90.925/1.272.950/2.204/26.450/1.299,400

ANNEX II

1993-1995 Computer Specialty Add-on

Level/Categories/Computer Special: Monthly/Annual

1/Chief Area/134.126/1.609.511

Chief Division/56.448/677.377

2/Analyst/37.615/451.386

Project Manager/37.615/451.386

Chief operative/22.673/272,072

3/Analyst Programmer/19.095/229.137

Job Manager/19.095/229.137

Head shift/9.076/108,918

Programmer/9.076/108,918

Manager/1.004/12.050

ANNEX III

Level/Monthly/Annual

1/70,000/840,000

3/39,000/468,000

4/25.200/302,400

5/20.100/241,200

6/19.100/229,200

8/19.100/229,200

ANNEX IV

Wardrobe of work allowance

Costume/Delivery Periocity/Categories

Four shirts.

Eight pairs of socks/socks.

Two ties.

Two pairs of shoes.

A belt.

A trouser/skirt. /Annual/Charged and Team Head.

Library and file helper.

Officer of 1. ª, 2. and 3. of trades (staff who do not work in workshops).

Reprographic Officer.

Store and Warehouse Assistant.

Control Manager.

Surveillance Officer.

Subalternate.

Concierge.

Night Watchman.

Two sets of fighter and pant or two monkeys.

Four shirts.

Eight pairs of socks/socks.

Two pairs of shoes.

A suitable belt for workwear. /Annual/Official of 1st, 2nd and 3rd of trades (only staff working in workshops).

Pawn or Mozo.

Two gowns. /Annual/Charged and Head of Equipment (Maintenance Area).

Library and file helper.

Store and Warehouse Assistant.

Maintenance Officer.

A uniform (two pants and jackets) of summer.

A winter uniform. /Biannual/Encharged and Head of Quipo (Control Area).

Control Manager.

Concierge and Subalternate.

Surveillance Officer.

Night Watchman.

A backgammon. /Biannual/Night Watcher.

An anorak. /Concierges in control of material entrance.

Two gowns. /Annual/Medical and ATS.

Two pants.

Two jackets.

Two cook peaks.

Three aprons.

Two pairs of clogs.

Eight pairs of socks.

A belt. /Annual/Head of Kitchen and Cook.

Three jackets.

Two shirts.

Two ties.

Two pants.

Two pairs of shoes. /Annual/Head of Dining and Camarero.

Eight pairs of socks.

A belt. /waiter.

Head of Dining Room.

Two gowns.

Two caps.

Two pairs of clogs. /Annual/Kitchen assistant.

Two gowns.

Two caps.

Two pairs of rest means.

Two blouses.

Two skirts.

A pair of clogs.

A pair of shoes. /Annual/Dining assistant.

Two gowns.

Two pairs of clogs. /Annual/Master and Guarderia Caregiver.

Two sets of fighter and trouser.

Two gowns. /Annual/Official of 1st and 2nd printers.

Two gowns. /Annual/Employees dependent on the CPD operating service.

Two gowns.

Two pairs of clogs. /Annual/Governor, Cleaning, laundry staff.

Winter point jacket. /Cleaners.

Dining Helper.

Two pairs of rest means.

Four boots.

Two pairs of clogs. /Annual/Kitchen and cleaning staff and cleaners in the cafeteria and dining room services.

Defining categories

LEVEL 1

Titled Superior. -It is the worker who is in possession of the higher academic qualification, required for the access to the category, performs tasks appropriate to this job, performs functions according to the defined for an area of activity, which will consist of the exercise of professional tasks of a specific and complex nature, with defined objectives and with a high degree of demand in the factors of initiative, autonomy and responsibility.

Dining Manager. -Is the worker who directs, organizes, and manages kitchen, cafeteria, and dining services, exercising the following functions:

1. Management and coordination of the staff in charge, through the heads of the respective departments.

2. Economic and financial management of the dining, cafeteria and kitchen services.

3. Control and supervision of suppliers and purchases.

4. Determines the menus according to the Head of Kitchen.

5. In general, any other that can be attributed to them in respect of the aforementioned services.

Deputy Director of Writing. -It is the worker who coordinates the staff in his position and holds the direct responsibility of the cabinets and press services, supervising all the works that are emanating from them.

Head of Section of the Editorial Board. -He is the worker who supervises and coordinates the work that the editors make, giving the Assistant Director of the drafting of all the work done.

Editor. -It is the worker who performs work of fundamentally intellectual type in a literary or graphic way that is entrusted to him by the Head of Section of the Editorial Board.

Head of Area. -It is the worker who is in possession of a higher degree degree performs technical management activities and administrative coordination, according to the organization's computer plans, develops proposal The project will evaluate the technical and economic feasibility of the proposed solutions and ensures the resolution of technical problems of time, equipment and coordination that influence the implementation of the projects.

Head of Division. -It is the worker who is in possession of a higher degree degree and performs activities in the direction and execution of computer projects. Reviews developed applications to verify their complete and effective completion according to established procedures. It analyzes detailed aspects of systems including input and output requirements, information flow, hardware and software needs, and alternative problem-solving methods.

LEVEL 2

Entitled of the Middle Grade. -It is the worker who is in possession of the academic degree of middle grade, required for the access to the category, performs tasks appropriate to this job, performs functions in accordance with the defined for an area of activity, which will consist in the exercise of specific professional tasks, with defined objectives and with a certain degree of demand in the factors of initiative, autonomy and responsibility.

Master of Guarderia. -It is the worker who is in possession of the diploma of diploma in Magisterium or similar, exercises the educational activity, developing the legally established programs.

ATS or DUE. -It is the worker who is in possession of the degree of diploma of the Technical Health Assistant or University Diplomat of Nursing, performs the functions for which they enable them.

The people of this group in nurseries will perform functions with special projection towards the students of the center.

Analyst. -It is the worker who is in possession of a middle grade degree performs the functional and organic analysis of new applications and monitors the maintenance of the existing ones, verifying the coding, testing, debugging and documentation of programs, will disseminate the regulations and use of the applications in order to ensure the correct exploitation of the same. Sets the application security measures and recovery procedures. Defines system security and control procedures. Analyzes system performance as well as optimization.

Project Manager. -It is the worker who is in possession of a middle grade degree who designs the automation of the operating tasks with the general objectives of quality and cost of service. It participates in the study of the applications, in order to highlight the requirements necessary for its exploitation, assuring the permanent update of documentation.

Chief Operating Officer. -It is the worker who is in possession of a middle grade degree, plans and directs, within his/her shift, the daily work, operating procedures and staff of the computer room, ensuring the correct use of the resources. It controls access to the room and the maintenance of environmental conditions, applying the safety standards that have been adopted. Resolves the incidents that could not be solved by the head of the shift, keeping the top of the hierarchy informed. It makes the quadrants of turn (special diaries) with due periodicity.

LEVEL 3

Head of Kitchen. -It is the worker who has enough technical knowledge of the trade, performs the following functions:

1. He appoints and coordinates the work of cooks and kitchen assistants.

2. Checks the weights and qualities of the goods provided by the suppliers as well as their preservation and hygiene.

3. Select the menus along with the Dining Manager.

4. He oversees the preparation of meals and the importance of rations, making and conditioning special dishes.

5. He controls the menus that come out of the kitchen along with the Chief of the Dining Room, sharing equally with this responsibility of the warehouse.

6. He is responsible for the cleaning and order of the kitchen.

Head of Maintenance. -It is the worker who has responsibility for the tasks and personnel dedicated to the conservation and maintenance of the buildings and dependencies, as well as the equipment and facilities, directing them and by entrusting them with the tasks of their own office.

Head of Printing. -It is the person who directs and organizes the printing works, reviews these in contact with the project managers or studies, carrying the control of print, printing and cleaning of the same. It provides the raw materials for the workshop as well as its supply and consumption or monitors the appropriate use of the workshop and the performance of the workshop.

Chief 1. -This is the administrative, technical, or accounting process that performs the following functions:

1. He directs and is responsible for an administrative unit or several administrative teams.

2. Plans, orders and organizes the work of the same and rationalizes the administrative tasks for the convenient allocation and distribution of the work.

Administrative Technician. -It is the worker who performs administrative functions with levels of initiative and responsibility for which adequate technical preparation, such as case handling, preparation and calculation of payroll, payments and statistical data, being able to run an administrative task force.

Chief 2. Administrative. -It is the worker who at the orders of a 1. Chief if there were, directs and guides the work of an administrative or negotiated team, distributing the works among the Officers, Auxiliary and other staff which of him depends.

Head of workshop section. -Who directs, following the appropriate instructions, the activities of a section of the workshop or trades sector, as well as that of its workers, calculating the needs of labor and solving the technical problems that arise.

Commissioned. -It is the worker who organizes the trades activities, distributing the work. It interprets its own specifications and organizes the cycle of operations. It calculates the material needs and solves the technical problems of the job.

Regent. -It is the worker who with general knowledge of all the workshop activities, has the responsibility to direct, guide and distribute to each unit the personal work in the different sections.

Analyst programmer. -It is the worker who performs the maintenance of the applications and/or systems in operation and participates in the analysis and programming of the applications and/or systems in development in order to satisfy the user information needs, ensuring the correct exploitation of the applications. It will address the standard working methodology in the facility for analysis, programming and documentation of the programs.

Job Manager. -It is the worker who is responsible for the preparation of the exploitation works of the different applications, planning their execution in time according to the priorities established, seeking the optimization of the resources of the Data Processing Center and the correct execution of the works under appropriate conditions of quality and time.

Head of shift. -It is the worker who controls the operating activities of the central units and peripheral equipment of the room along the shift assigned according to the technical regulations, the priorities of execution and the instructions of the hierarchical superior, in order to ensure the correct execution of the work by referring them under appropriate terms of time and quality. Controls and directs the loading and closing of the system, reports possible breakdowns and fixes them when by their nature it is possible. Also, it communicates the incidents that occur in the teams under its responsibility and replaces the head of the operation in the shifts in which it is not found and controls the shift of operators assigning them the tasks to fulfill and assisting them in the solution of special incidents and situations, while also carrying out the shift relays.

Manager. -It is the worker that takes the planning done by the Job Manager to effect, clarifying to the staff of the computer room all the doubts about the workload. It has the effect of controlling the quality, finishing and issuing of the printed outputs and resolves incidents concerning the execution of the work. Performs control and maintenance of the magnetic media library.

Programmer. -It is the worker who develops the application programs based on the specifications of the Analysts to allow their treatment on the computer. It makes flowcharts, organizational charts and documentation detailing them according to the specifications of the analysis. Encodes programs using the appropriate language. It designs the test games and performs the tests to debug the programs until their normal operation is achieved.

Computer Operator. -It is the worker who performs the operating activities of the computers that are in computer units with their own substantive, as well as the devices of input and output linked directly to the exploitation of the computers according to the technical regulations the institutions of the superior hierarchical in order to guarantee the correct execution of the works assuring their distribution to the users in conditions adequate time and quality.

Activates and monitors the execution of jobs through console or line terminals, responding to system messages. It controls the output of the work and detects the malfunction of the physical and logical components, informing its hierarchical superior performs the opening and stopping of the system and its peripheral equipment, as well as preventive maintenance and routine of the peripheral units. Performs the assembly and disassembly of magnetic supports in their units and controls their correct location.

LEVEL 4

Cook of 1. -It is the worker who has specific knowledge of the trade exercises the following functions:

1. Preparation of menus in collaboration with the Head of Kitchen, supplying to him in his absence.

2. Collaboration in the control of hygiene and hygiene of the products, facilities and utensils, informing the Head of Kitchen of observed anomalies.

Officer 1. of trade. -It is the worker who duly qualified for the performance of his trade, performs his own work of his category. It has the capacity to interpret detailed plans in the specialties that require it. It depends on its Chief if he has, and can carry out tasks of his own office. He directs and supervises the activity of the remaining staff of his office that he collaborates with.

Official 1. Administrative. -It is who, if any, carries out those activities that require some initiative and responsibility, such as payroll, handling of files and preparation of statistical data for which it is necessary to be in possession of the appropriate knowledge.

Head of team. -It is the worker who, under the direction of an Encharged, if there were, takes part directly in the job having in his position several workers of his own specialty, with direct command on the same, adopting the measures necessary for the effectiveness of the service.

Head of Dining Room. -It is the worker who directs the dining room service and all the activities corresponding to the dining room. Oversees the work of Camareros and Comedor Assistant. Along with the Head of Kitchen he controls the warehouse and menu outlets. He is responsible for cleaning in the self-service dining room.

Cook. -It is the worker who, with specific knowledge of the trade, exercises the following functions:

1. Collaboration with the Cook of 1. In the preparation of current menus and in the hygiene and hygiene of the products, facilities and utensils.

2. Add to the 1. Cook in the absence of this.

Editor's assistant. -It is the worker who has journalistic knowledge, performs functions of collecting information, making notes and bulletins and collaborates in the journalistic works of the department and according to his specialty serves the order and file of documents and publications.

Drafting Taquigraph. -It is the worker who collects verbatim oral speeches (live or recordings) in shorthand, subsequently performing his transcription or typing.

Corrector. -It is the worker who is responsible for reviewing the printing tests by pointing out the errors, to fit the original text.

(AE). -It is the worker who, with the necessary knowledge for the correct use, takes care of and manages the reproduction machines of documents and plans, also performing elementary binding operations of the latter.

Maintenance Officer (AE). -Your work is equal to that of a Peon or Mozo and its economic level of Officer 1.

In charge of control (AE). -Its work is equal to that of Conserje and its economic level of Officer 1.

Vigilant (AE). -Your work is equal to that of Vigilante and its economic level the Official 1.

Store Assistant (AE). -Your work is equal to that of Warehouse and its economic level of Officer 1.

Telefonista-receptionist (AE). -Her work is equal to that of Telefonista and its economic level of Officer 1.

LEVEL 5

waiter. -It is the worker who is in charge of serving drinks and food in cafeteria and dining room. Prepare tables for meals and report menus to users taking note of them and passing orders to the kitchen. Along with the Comedor Assistant, he takes care of removing the cafeteria and dining services.

Ruler. -It is the worker who takes care of the coordination of the staff assigned to his/her competence, being responsible for the lingerie, enseres and menaje as well as the good use of the utensils, proceeding to the count and inventory of the same, communicating to the Directorate deficiencies observed.

Driver. -It is the worker who, in possession of the corresponding driving licence, executes the functions of movement and custody of vehicles, being able to deliver small parcel delivery and correspondence.

Motorist. -It is the worker who, finding himself in possession of the corresponding driving licence A1 or A2, performs the tasks of service of correspondence and transport of small packets between units of the same city.

Guardería Auxiliary. -It is the one who has the necessary knowledge for this, performs the necessary support and assistance tasks so that the function of the Guarderia can be carried out properly.

Officer 2. of trades. -It is the worker who with the necessary theoretical-practical knowledge performs the works of his own office depending on a Chief or Officer 1.

Official 2. Administrative. -It is who is engaged in administrative and mechanical elementary tasks inherent in the work of office or office.

LEVEL 6

Telephone. -It is the worker who during his working day attends to the telephone station and can handle fax equipment.

Store. -It is the worker who has the mission to receive the materials and goods, to classify them and to distribute them by the different dependencies, taking care of the orders that are made.

Officer 3. of trades. -It is the worker who with elementary knowledge of a trade, assists the officers of 1. and 2. in the execution of their own works, being able to execute in isolation those of little transcendence or elementals of a trade.

Administrative Assistant. -It is who develops elementary administrative activities such as typing, correspondence, fulfillment of states, tokens or printed, record and classification of documents and others of a similar nature by using the instrumental means which form part of the envelope of the centre where they are intended.

Kitchen assistant. -It is the worker who is under the supervision of the cooks of 1. and cooks, collaborates with the auxiliary works of making the dishes. It is also responsible for the cleaning of utensils and kitchenware.

Dining Assistant. -It is the worker who, under the orders of the Head of Dining and Camareros, prepares tables and serves the users. Cleans self-service, dining, and "office."

Concierge. -It is the worker who is in charge of monitoring the doors and entrances of the buildings of the department and controlling the people who access them by facilitating the flyers and cards and the necessary orientation.

LEVEL 7

Night watchman. -It is the worker who watches the premises, dependencies and electrical and heating installations during the night, examining that the accesses to the building are closed, and must communicate the anomalies that in the service are produced.

Pawn or Mozo. -It is the worker in charge of tasks for which a special preparation is not necessary and whose execution in general requires the contribution of physical effort, being able to make use of mechanical means that facilitate their work.

Subaltern. -It is the worker who performs activities and functions that without requiring a special qualification, are related to the carrying of administrative documentation, small packages or objects, the surveillance and control of the area assigned to its job, the orientation of visitors within it, the non-permanent handling of photocopiers and other similar machines, as well as the execution of orders assigned to them related to the activity the administrative unit where they are intended, whether or not to carry out the the dependencies of the same.

LEVEL 8

Cleaner. -It is the worker who is responsible for the cleaning and hygiene tasks of the dependencies and their furniture, by natural or mechanical means, replacing the sanitary and sanitary materials that require replacement.

Kitchen and cleaning staff. -It is the worker who is responsible for cleaning plates, utensils and other equipment, maintaining the general cleaning of the kitchen and "office".

Laundry employee. -It is the worker who is entrusted with the tasks of washing and drying various objects, depending on the unit to which he is attached.