Having regard to the text of the first State Collective Agreement on temporary work enterprises (code number: 9909525), which was signed on 22 February 1995, by the Spanish Association of Temporary Work Enterprises (GEESTA), representing the employers in the sector and the other, by the Trade Unions CC.OO. and UGT, representing workers in the sector and in accordance with the provisions of Article 90 (2) and (3) of Law 8/1980, 10 March, the Workers ' Statute, and Royal Decree 1040/1981 of 22 May 1981 on registration and repository of Collective Work Conventions,

This Work General Address agrees:

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

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

Madrid, March 31, 1995. -Director General, Soledad Cordova Garrido.

FIRST STATE COLLECTIVE AGREEMENT OF COMPANIES

TEMPORARY JOB

CHAPTER I

General provisions

Article 1. Functional scope.

1. This collective agreement regulates the working relationships between Temporary Work Enterprises (ETT) and its dependent staff, whether it executes its tasks directly to the ETT or provides it to a user company.

2. It is understood by ETT that the activity of which is to make available, on a temporary basis, workers employed by it.

3. For the purposes of this Convention, the term 'worker' shall mean:

(a) On "mission", the person who provides his services to the user undertaking, by means of a temporary contract or, where appropriate, for an indefinite period.

(b) "Structural" or "internal", which is, on a fixed or temporary basis, directly lending its activity in the ETT.

Article 2. Territorial scope.

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

Article 3. Personal scope.

1. This Convention shall apply to all workers, fixed or temporary, who provide services on behalf of and under the dependence of the undertakings referred to in the preceding Articles.

2. Excluded:

(a) Those who are limited in their activity to the performance of the function of a counsellor or a member of the bodies representing undertakings which adopt the legal form of a company, provided that their activity does not carry out the exercise of other functions than those inherent in such a charge,

b) Senior management staff, contracted under the provisions of Royal Decree 1382/1985 of 1 August.

Article 4. Validity, denunciation and extension.

1. The Convention shall enter into force on the day following that of its signature, with a duration until 31 December 1996, applying its economic effects as from 1 July 1994.

2. However, it shall be deemed to be extended from year to year if it does not make express and written denunciation of any of the parties, made at least two months before the end of its initial term or any of its extensions. year.

3. Within a period of 15 days from the complaint, the Commission shall be set up for the negotiation of a new

,

4. In the event that once the replacement agreement had not been reached before the expiration of its expiration, this Convention shall lose its validity in its mandatory content.

5. The parties to the present Collective Agreement, as a manifestation of their desire to achieve a development of labour relations in the field of ETT based on dialogue and negotiation, are expressly agreed as soon as they comply with this Convention. the commitments entered into, not to initiate, to convene or to adopt a collective pressure measure aimed at the modification, reform or advance review, in whole or in part of the agreed standard.

Article 5. Unit and indivisibility of the Convention

1. The conditions agreed in this Convention constitute an organic and indivisible whole, leaving the parties mutually bound to comply with their totality.

2. Consequently, if, by decision of the competent jurisdiction, any of its covenants or by legal provision were annulled or invalidated, conditions of work affecting those provided for in this Convention were established, except by agreement expressed by the Joint Committee of the Convention was understood to be something else within the maximum period of seven days from the date of entry into force of that provision or from the firmness of that decision, a breach of the balance of the different stipulated consideration.

3. In such a case, the Negotiating Commission, within seven days from the date on which the Joint Committee met, must meet in order to adjust the content of the Convention to the new situation created.

4. If the Negotiating Commission fails to reach an agreement within a period of 15 days, the discrepancy shall be submitted to the decision of one or more arbitrators, appointed by common accord of the Joint Committee, whose award, which shall be to be delivered within seven days, shall be enforced. If no agreement is reached on the appointment of the arbitrators or arbitrators, one shall choose one by drawing between two proposed by each of the parties.

5. The matters covered by this Collective Agreement are considered to be minimal in their functional scope.

Article 6. Compensation and absorption.

1. The Convention compensates and absorbs any improvement achieved by the staff, both through other agreements or rules of obligation, as well as by means of rewards granted in a personal capacity by the companies.

2. The economic effects which may arise from legal or administrative provisions which come into force after the signing of the Convention shall be absorbed by the Convention as far as possible.

For the purposes of absorption, the situation resulting from the application of the Convention shall be compared globally, and the situation resulting from the legal and administrative provisions, excluding those which are merely approving other collective agreements, as well as those arising from the voluntary bonuses paid by the companies to their employees.

Article 7. Personal guarantee.

The most beneficial conditions for workers to be recognised in a personal and individual capacity or, where appropriate, by collective agreement on those laid down in this Convention shall be respected, if both its annual set and calculation, in respect of quantifiable concepts.

Article 8. Joint Committee.

1. Under the provisions of the legislation in force, a Joint Commission is constituted for the interpretation and application of this Convention, consisting of four members of each of the social and economic representations, preferably (i) the choice between the parties to the deliberative committee.

2. The Joint Committee may, on an occasional or permanent basis, use the services of advisers in matters falling within its competence. Such advisers shall be freely appointed by each of the parties and shall act with a voice but without a vote.

3. The Joint Committee shall be set up within 15 days of the entry into force of the Convention. It shall draw up its rules of procedure for the approval of which shall require a vote of at least three votes. members of each representation.

4. These are the tasks of the Commission:

(a) The interpretation of all the clauses of the Convention.

b) 1. To serve in companies without legal representation of the workers, or in which, having been used, there is no agreement, as a mandatory mediation instance regarding the decisions and measures to be taken in relation to the following matters:

Employment regulation files.

substantial changes in working conditions of a collective nature, provided that the intention to introduce or implement new measures affects:

Working day.

Schedule.

Remuneration system.

Classification and vocational training.

2. Monitoring, monitoring and monitoring of the agreements reached in the Collective Agreement, as well as promoting all the necessary mechanisms for a better development of the ETT's work activity. For this purpose, the Joint Committee shall be provided with quarterly reports by the signatory parties to this Convention, or by other parties which may accede to the Convention. These reports will contain, among others, the following data:

Analysis of the economic-social situation with a specification of subjects relating to employment policy and the labour market, number of contracts, type of contracts and average duration, the Joint Committee being the one at every moment determines that other data may be required for the same purpose.

Report on the degree of application of the Collective Agreement, difficulties encountered and proposals to overcome them.

To arbitrate the necessary means of control and denunciation of those companies that, contrary to the labor and legal norms, could incur in a situation of advantage in the market.

3. Draw up an annual report on the situation in the sector, on the basis of the data specified in the previous paragraph.

c) Information and advice on the initiative of the interested party on the implementation of the Convention.

(d) The mandatory reconciliation in the individual and collective conflicts arising from the interpretation and application of the Convention, which must be attempted within seven days of the request for intervention the Commission shall be promoted in writing by the interested party. After the date of the conciliation procedure, the promoting party shall be free to initiate proceedings for the settlement of the dispute before the appropriate judicial or administrative body.

e) The appointment of arbitrators for the resolution of collective conflicts arising from the interpretation and application of the Convention in those cases where the parties decide, by mutual agreement, to submit their disputes to the Arbitration award.

f) Mediation, conciliation and arbitration in individual conflicts, when employers and workers so decide on a voluntary basis and by mutual agreement.

g) The solution of requests to neglect the economic conditions of this Convention.

h) How many others attributes this Convention to you.

Article 9. Discount clause.

1. The application to any undertaking falling within the scope of this Convention of the economic conditions laid down therein shall be governed by the provisions of the following paragraphs.

2. Undertakings which prove objectively and reliably that their economic stability may be damaged as a result of the application of such conditions may be considered to be damaged by such economic conditions. In order to assess this situation, the data resulting from the accounting of companies, their balance sheets and income accounts, which can be used, in companies with a census of over fifty workers and at their expense, will be considered. auditors or censors of accounts.

3. The companies which claim the above circumstances will have to submit to the Joint Commission the precise documentation in the light of the unfavourable economic situation. The members of the Commission are obliged to treat and maintain in the largest reserve the information received and the information to which they could have access.

4. Failure to apply the economic conditions shall require the prior agreement, which shall be binding, of the Joint Committee referred to in Article 8 of this Convention, adopted by a majority of 60 per 100 of the members of each of the the representations.

5. After obtaining the authorization to neglect, the determination of the new economic conditions must be determined by mutual agreement between the company and the workers ' representatives. In the absence of an agreement or a case of non-existence of legal representation of the staff in the field of the undertaking concerned, both parties shall be subject to the arbitration procedure and may refer to the Joint Commission for the appointment of the arbitrator or arbitrators, always in the odd number responsible for setting those conditions.

6. No request for a disservice shall be admissible until at least one year of validity of this Collective Agreement has elapsed.

CHAPTER II

Organization of the job

Article 10. Powers of the temporary work company and the user undertaking.

1. The organisation, management, control and monitoring of the work activity is the responsibility of the temporary work undertaking or the person to whom it is delegated.

2. Notwithstanding the foregoing and in relation to workers who carry out tasks in the service of a user undertaking, the powers of management and control of the work activity shall be exercised by the latter during the period of the service of the user. service, without prejudice to the exercise of the legally intended disciplinary powers which always correspond to the temporary work undertaking.

Article 11. Rights and obligations of personnel on mission to the temporary work company and to the user undertaking.

1. Without prejudice to the responsibility of the staff on mission to the temporary work undertaking in respect of the proper performance of their work obligations, during the time of service provision in the user undertaking, the compliance with the orders and instructions issued by them, relating to the provision of the work which is the subject of the contract for making available.

2. During the period of validity of the contract for the making available, the personnel on mission shall be entitled to the use of transport and collective facilities of the user undertaking-canteens, cafeteria, medical services, etc.-as well as to channel any claim in relation to the conditions of performance of their employment activity through the representatives of the employees of the user undertaking.

Article 12. Place of supply of the work of the personnel on mission. Delimitation of the working areas.

Given the special circumstances of mobility in which the provision of services of workers is sometimes carried out, the place of execution of their work activity will be determined by the powers of organization of the the temporary work undertaking as well as the production needs of the user undertaking entered in the contract for making available. In its virtue, the personnel on mission shall carry out their activities in any of the work centres of the user undertaking in which their services are required, without the right to the accrual of daily allowances, nor is it configured as an assumption of mobility. the individual geographical location, the destination of workplaces located within a 30 kilometre radius of action from the limit of the municipality of the locality where the working centre of the user undertaking is located; entered in the contract for making available, provided that there are means of public transport at intervals not more than half an hour.

CHAPTER III

Income to work

Article 13. Form of contract.

1. The contract of employment concluded between an ETT and a worker to provide services in a user undertaking shall be formalised in writing, in accordance with the conditions and requirements laid down by law.

2. For other workers, the provisions laid down in the rules of law of application in the light of the contractual arrangements in question shall be laid down.

Article 14. Modalities of employment recruitment

1. The structural or internal staff may be recruited by ETT for an indefinite period or for a specified duration, and in the latter case by any of the arrangements for temporary employment provided for in the general legislation.

2. The staff on assignment to perform work in a user undertaking may be employed for an indefinite period of time or by way of a temporary employment relationship, in the latter case with the duration of the contract for making available subscribed between ETT and the user undertaking. Only fixed-term contracts with this type of worker may be concluded in the cases and with the following maximum validity:

For the realization in the user undertaking of a given work or service whose execution although limited in time is, in principle, of uncertain duration and until the completion of the work or fulfillment of the service object of the contract.

To meet the circumstantial requirements of the market, accumulation of tasks excess orders, even in the normal activity of the user company. In this case, the duration of the contract may not exceed six months, except that under the provisions of Article 15.1.B of the Staff Regulations the maximum duration of six months of this contractual modality has been extended by the Convention. Statutory collective of application in the user undertaking, in which case the duration of the period of making available may be up to the maximum time provided for in the Reference Collective Agreement. In this case, the user undertaking must prove to the ETT the extension agreed by collective bargaining and to enter that circumstance in the contract for making available.

To replace workers in the user company with the right to reserve the job, until the replacement of the replaced worker occurs.

To temporarily cover a permanent job in the user company, the duration of a selection or promotion process. In this case, the duration of the employment relationship cannot be longer than three months.

If, at the end of the period or the fulfilment of the conditions laid down for making available, the mission worker will continue to provide services in the user undertaking, he or she will be considered to be bound by a contract indefinite.

3. The ETTs will not be able to enter into apprenticeship contracts with contract workers to be made available to user companies.

4. The ETTs shall include in the contract for making available the exclusions on procurement as referred to in Article 8 of Law 14/1994 of 1 June.

Article 15. Test period.

1. A trial period between ETT and contract workers may be concluded in writing, whether they are structural or internal personnel or personnel on a mission to provide services to a user undertaking. The duration of the probationary period shall not exceed six months for technicians entitled to be entitled to a diploma or two months for other workers, except for those who are not qualified for which the probationary period shall not exceed 15 working days.

2. Where the term of the contract of employment between ETT and the staff employed for making it available to a user undertaking is equal to or less than the maximum duration of the test period referred to in the preceding paragraph, the latter shall be reduced by half the duration of the employment relationship agreed by the contracting parties.

Article 16. Content of the labour supply.

1. By agreement between undertaking and employee, the content of the work-supply subject to the contract shall be established, as well as the integration into the group and professional level provided for in Article 18 of this Collective Agreement. The framework for the system of professional groups and levels shall be objectively responsible for the content of the work.

2. The professional level of framing determines the classification of the worker within the company, as well as their salary level.

Article 17. Pacts of full dedication and permanence.

1. Full commitment agreements may be concluded for the duration of the contract for which the worker provides services to a specific user undertaking by means of express economic compensation, in terms of which they are agreed.

2. If the worker has received a professional specialization from the ETT to carry out a specific job in a user undertaking, it may be agreed in writing between worker and ETT to remain in the user during the period of time to which the contract for making available is extended, without in any event exceeding one year.

In the event that the worker fails to comply with the permanence pact provided for in the preceding paragraph, the temporary work company shall be entitled to the collection of damages, the amount of which shall be directly proportional to the payment, duly accredited, carried out by the undertaking, in relation to the period of residence missed by the worker.

CHAPTER IV

Professional classification

Article 18. Professional groups. Professional classification.

Workers who provide their services in companies falling within the scope of this Convention shall be classified taking into account their knowledge, experience, degree of autonomy, responsibility and initiative, with the professional activities they develop and with the definitions specified in this classification and professional qualification system.

The classification will be performed in functional groups and professional levels, by interpretation and application of objective general criteria and by the most representative basic tasks and functions that the workers develop.

In the case of usual concurrency in a job of tasks corresponding to different professional levels, the classification will be carried out according to the activities of the higher professional level. This classification criterion does not mean that additional tasks, which are essential for skilled positions at lower professional levels, are excluded from the jobs of each professional level.

This new professional classification aims to reach a professional structure directly corresponding to the needs of the companies of the sector and users, facilitating a better interpretation of the collective in the development of their activities, without merit of dignity, opportunity for promotion and fair pay, without any discrimination on grounds of age or sex, or of any other kind.

Factors for qualification and professional qualification. -Factors influencing the professional qualification of the workers included in the scope of this Convention and which, therefore, indicate the membership of each of the These at a certain professional level are as follows:

a) Knowledge. Factor for whose assessment it will be taken into account, in addition to the basic training required to be able to fulfil the task correctly, the degree of knowledge and experience acquired, as well as the difficulty in acquiring such knowledge or experiences.

b) Initiative. Factor for the assessment of the degree of follow-up to standards or guidelines for the execution of tasks or tasks.

c) Autonomy. Factor for whose assessment the degree of hierarchical dependence in the performance of the tasks and functions that are developed will be taken into account.

d) Responsibility, Factor for whose assessment the degree of autonomy of action of the holder of the function, the level of influence on the results and the importance of the consequences of the management, on the persons, products or machinery.

e) Command. Factor for the assessment of the degree of supervision and management of the tasks and tasks, the interrelation capacity, the characteristics of the collective and the number of persons on whom the command is exercised.

f) Complexity. Factor for the assessment of the number and degree of integration of the various factors listed above in the task or the task assigned to it.

Classification systems. -All workers affected by this Convention will be assigned to a certain functional group and at a professional level; the conjunction of both will establish the organizational classification of each worker.

The performance of the functions carried out by its organizational classification constitutes the primary content of the contractual employment relationship, having to occupy any level of the contract, and receiving from the company the training appropriate to the new post and respecting the information and adaptation procedures specified in this Convention.

Functional groups. -All workers who develop their activity in both ETTs and the user are classified into one of the following groups:

Technicians: It is the staff with a high degree of qualification, experience and skills equivalent to those that can be acquired with higher and medium degrees, performing tasks of high skill and complexity.

Employees: It is the staff who for their knowledge and/or experience perform administrative, commercial, public relations, organizational, IT, health, design, laboratory and, in general, the specific to office posts, which make it possible to inform the management, the economic-accounting activity, to coordinate productive tasks or to carry out auxiliary tasks that will bring attention to the people.

Operators: It is the personnel who for their knowledge and/or experience execute operations related to the production, either directly acting in the production process, or in maintenance, transport or other operations auxiliary, which may be performed, in turn, functions of supervision or coordination.

Professional levels:

Professional Level 1. General criteria-areas that are executed according to specific instructions clearly established, with a high degree of dependence, that require preferably physical effort and/or attention and that do not need specific training and occasionally of a period of adaptation.

Training. -Titling or knowledge acquired in the performance of their profession equivalent to school graduation or certificate of schooling or similar.

Examples. -This professional group includes all those activities that, by analogy, are comparable to the following:

Manual activities, packaged, labeling, etc.

Elementary operations of simple machines and understanding for those that do not require specific training and knowledge.

Manual loading and unloading operations with the help of simple mechanical elements.

Cleaning operations.

Tasks that consist of recesses, assignments, manual transport, carrying or collecting correspondence, and other subaltern tasks.

Professional level 2. General criteria. -These areas consist of operations carried out following a precise working method, with a high degree of supervision, which normally require professional knowledge of elementary character and of a short period of adaptation.

Training. -Titling or knowledge acquired in the performance of your profession equivalent to School Graduation or Professional Training 1.

Examples. -This professional group includes all those activities that, by analogy, are comparable to the following:

Help activities in product development processes.

Data introducers.

Treatments of basic texts.

Operating activities in conditioning and/or packaging with regulation and tuning.

Auxiliary tasks in kitchen and dining room.

Tasks of masonry, carpentry, electricity, mechanics, painting, etc. of workers who start in the practice of the same.

Elementary work in the laboratory.

Surveillance of buildings and premises without special requirements, no weapons, janitors.

Vendors without specialization.

Telephone/receptionist without knowledge of foreign languages.

Receive functions that do not require special qualification or language knowledge.

Reprogram Jobs.

Simple and routine work of typing, archiving, calculation, billing, or similar administration.

Development of patient transfer functions, patient bath, communications processing, documents, correspondence or objects entrusted to you, as well as transfer, if any, of services to other appliances or sanitary furniture.

Professional Level 3. General criteria-areas consistent with the execution of operations which, even when carried out under precise instructions. require adequate professional knowledge and practical skills, and whose responsibility is limited by direct or systematic supervision.

Training. -Titling or knowledge acquired in the performance of their profession equivalent to Basic General Education or Vocational Training 1, supplemented by a specific training in the job.

Examples. -This professional group includes all those activities that, by analogy, are comparable to the following:

Handling of packaging and/or conditioning machines.

Masonry, electricity, carpentry, painting, mechanical, etc., with sufficient capacity to perform the normal tasks of the trade.

File, record, calculation, billing, or similar tasks that require some degree of initiative.

Payment and home charging functions.

Taquimecanography.

Treatment of texts with foreign language notions.

Phone/receptionist with foreign language notions and " fax" operations.

Recording tasks on computer systems.

Reading, logging, monitoring and regulatory tasks under detailed instructions on industrial processes or the supply of general manufacturing services.

typing work, with good speed and careful presentation, which may be implied by the writing of correspondence according to format or specific instructions or secretariat.

Advanced Sellers.

Help tasks in warehouses that in addition to loading and unloading tasks, involve other complementary to the stores.

Transport and palletizing tasks, performed with mechanical elements.

Performing simple and routine analysis of easy checking and functions of sampling and preparation of samples for analysis, etc.

Collection and cleaning of material used in surgical interventions, preparation of the material for sterilization.

Preparation of radiographic chassis, revealed, classification and distribution of X-rays. Performing auxiliary tasks of clinic, pharmacy, rehabilitation, protocols, consultations, etc.

Professional Level 4. General criteria.-Autonomous implementing works that they require, usually of initiative on the part of the workers responsible for their execution, carrying under supervision the responsibility of the same ones, being able to be helped by other or other workers.

Training. -Titulation or knowledge acquired in the performance of their profession equivalent to Unified High School or Vocational Training 2, complemented by specific training in the job.

Examples. -This professional group includes all those activities that, by analogy, are similar to the following:

Computer Operator.

Taquimecanography that reaches 100 words per minute of shorthand and 270 clicks on the machine, with good presentation of correct spelling, able to write directly to the process mail according to verbal indications with foreign language.

Drafting of business correspondence, calculation of prices in view of received offers, receipt and order of order and making proposals for defence.

Tasks that consist of establishing, based on accounting documents, a portion of the accounting.

Calculation of salaries and personnel cost assessment.

Treatment of texts with foreign language knowledge.

Telephone/receptionist with foreign language knowledge and operation of " fax".

Tasks of physical, chemical and biological analysis and laboratory determinations carried out under supervision without the need to always indicate standards and specifications, in addition to the care of the devices and their approval, preparation of necessary reagents, obtaining of samples and extension of certificates and bulletins.

Masonry, carpentry, electricity, painting, mechanical, etc., with training at the highest level, which allows you to solve all the requirements of your specialty.

Order fulfillment, merchandise review, and distribution tasks with records in books or machines to the daily movement effect.

Outline tasks from information received.

Driving or driving with delivery, with driving licence of class C, D, E, understanding that they can combine the activity of driving with the distribution of goods.

Control and regulatory functions with production processes that generate product transformation.

Regulatory and control tasks that are performed interchangeably in various phases and process sectors.

Specialized Vendors, etc.

Distribution and coordination of all kitchen staff as well as the preparation and conditioning of meals.

Pantry surveillance each day, supplying the pantry items, their status and replenishment.

Supervision of maintenance of machinery, guidance to the public, attention of telephone exchanges occasionally, surveillance of access points and goalkeeping tasks, receiving the parts of the breakdown and giving them to the maintenance service.

Professional Level 5. General criteria. -Functions that involve the integration, coordination and supervision of homogeneous tasks, carried out by a set of collaborators, in a smaller organizational stage.

Tasks that, even without assuming responsibility for command, have a medium content of intellectual activity and human interrelation, in a framework of precise instructions of medium technical complexity with autonomy within the process established.

Training. -Titling or knowledge acquired in the performance of your profession equivalent to a Multi-purpose Unified High School or Vocational Training 2, complemented with a long experience in the job.

Examples. -In this professional group are included all those activities that, by analogy, are similar to the following: Tasks of sale and marketing of products of complexity and average unit value.

Tasks that consist of direct command to the front of a set of operators of so-called classical trades, masonry, carpentry, painting, electricity, mechanics, etc.

Translation tasks, correspondent, taquimecanography, telephone, with domain of a foreign language.

Computer Programmer.

Accounting tasks consisting of gathering the items supplied by the helpers and making them, balance sheets, costs, treasury provisions and other similar works, on the basis of the company's accounting plan.

Tasks that involve the responsibility of surveillance and enforcement of the media and security measures.

Project development and development tasks.

Responsibility for the monitoring, according to general specifications received, of the practical execution of the analysis tasks in a set of laboratories.

Activities involving the responsibility of a shift or a production unit that may be seconded by one or more workers of the same or lower professional group, etc.

Outline tasks with particular specialization.

Purchase management tasks for small-complexity provisioning and conventional goods.

Use and application of diagnostic and treatment techniques in such a way as to guarantee the highest reliability, suitability and quality of the same in each of the specialties: laboratory, radiodiagnosis, anatomy pathological, nuclear medicine, radiotherapy, etc.

Professional Level 6. General criteria. -Functions that involve the integration, coordination and supervision of different tasks, carried out by a set of collaborators.

Complex, but homogeneous tasks that, even without involving command responsibility, have a high intellectual or human interrelation content, in a framework of general instructions of high technical complexity.

Training. -Titulation or knowledge acquired in the performance of their profession equivalent to middle-grade university studies, completed with a specific training in the job.

Examples. -This professional group includes all those activities that, by analogy, are similar to the following:

Performing technical functions at the average academic level, consisting of collaborating in research, control and quality, studies, surveillance or control in industrial processes or in professional or scientific services advice.

Computing applications analysts.

Responsibility for ordering and monitoring the execution of production, maintenance, service, or administration tasks or sales network.

Responsibility for a homogeneous unit of administrative or productive nature.

Inspectors or supervisors of the sales network, etc.

Study and supervision of the physical design corresponding to the group of your specialty in the assigned projects, reworking the programming of the work to be carried out and its coordination.

Administration and preparation of medicines.

Realization of integral care to the hospitalized, both in the physical and psychological and social terrain.

Proper patient preparation for surgical interventions or scans, etc, attending to prescribed care as well as post-operative care.

Performing the necessary care for pregnant women, parturients, and puerperas, be they cures, washes, etc.

Application of treatments with physical means (electrical, water, thermal, mechanical, manual and therapeutic exercises with special techniques related to each pathology) to the patients and inmates.

Professional Level 7. General criteria. -Functions that involve the realization of complex and heterogeneous technical tasks, with defined global objectives and high degree of demand in autonomy, initiative and responsibility.

Functions that assume the integration, coordination, and monitoring of functions, performed by a set of collaborators in a single functional unit.

Also included in this professional group are functions that assume full responsibility for the management of one or more functional areas of the company, based on broad guidelines directly emanating from staff belonging to the professional group 'O' or of its own management, to whom they must account for their management.

Functions that involve the realization of technical tasks of higher complexity and even participation in the definition of the concrete objectives to be achieved in their field, with very high degree of autonomy, initiative and responsibility for that technical specialty.

Training. -Titulation or knowledge acquired in the performance of their profession equivalent to middle-grade university studies, completed with a dilated experience in their professional sector, or university studies of higher grade, completed with a specific training in the job.

Examples. -This professional group includes all those activities that, by analogy, are similar to the following:

Perform the proper functions of your profession while in possession of the corresponding higher degree.

Performing functions that involve research or control tasks with training to study and solve the problems that arise.

Technical responsibility of a laboratory or set of several laboratories.

Technical monitoring of a manufacturing process or section or in the entirety of the process.

Technical monitoring of a group of services or of all the same and even all technical processes.

Coordination, monitoring and management of heterogeneous administrative work or of the set of administrative activities.

Responsibility for the exploitation of a computer over the set of data processing services.

Analysis of computer systems, etc.

Delegates of the sales network.

The functions that are consistent with scheduling, sorting, and monitoring services.

The consistent and monitoring systems, processes, and work circuits.

Developing high-level management and research tasks with programming,

Development and accountability of the results.

Responsibility for control, planning, programming and development of the set of computer tasks, etc.

Conducting clinical sessions.

Containment of clinical histories of the assisted and hospitalized corresponding to their service, ensuring that the diagnosis and treatment are correct in each case and that they have been carried out according to the guidelines.

Preparation of master formulas, galenic products, and simple drugs and compounds consigned to the pharmacopoeia and official forms.

Control and suspension of narcotic drugs.

To analyze the ergodynamic conditions of the company in order to improve the psychophysiological state of the sick and the workers.

Professional Level 0. General criteria. -Workers belonging to this group plan, organize, direct, and coordinate the various activities of the company's development. Its functions include the elaboration of the organizational policy, the general approaches to the effective use of human resources and the material aspects, the orientation and the control of the activities of the organization as the established programme, or the policy adopted; the establishment and maintenance of productive and support structures and the development of industrial, financial or commercial policy.

Make decisions or participate in their elaboration. They have senior management or execution positions of the same levels in the departments, divisions, groups, factories, plants, etc., in which the company is structured and which always respond to the particular ordination of each.

Procedures. -In the event of a discrepancy in the scope of any of the companies affected by this Convention on the proper framing of their workers at the relevant professional level, the parties are subject to referral to the Joint Committee, which will decide what is to be done within the maximum period of seven days. In such cases, the agreements adopted by the Joint Commission will be binding on undertakings and workers.

Implementation and appropriateness of the new system. -Because the implementation of this system of professional classification implies a substantial alteration of the above methods, based on professional categories and/or In order to improve the quality of the work, it is necessary to set up a new system for the creation of new jobs in the European Community, and to improve the quality of life and the quality of life. providing appropriate training for the workers concerned to the new system Qualifier.

In order to facilitate the classification of workers in the new classification levels, the Joint Commission will complement the definition of the specific tasks of the levels set out in this Convention, reflecting in the specific characteristics of a particular undertaking and/or subsector.

Personal guarantee. -In order to prevent any kind of discrimination when changing from one system to another, to all those workers who came together in a situation of higher or lower valuation, For the needs of the organization of work, they will be included in the same professional level in which the rest of the workers are framed that perform the basic tasks that those performed before the conjunctural change produced.

CHAPTER V

Worker mobility and changing working conditions

Article 19. Functional mobility.

1. The functional mobility within the temporary work enterprises or, where appropriate, in the user undertakings shall have the legal status and limitations provided for in Article 39 of the Staff Regulations.

2. The personnel on mission who are subject to functional mobility at the request of the user undertaking where they are working, shall communicate it to their temporary work undertaking with the utmost diligence and speed, without prejudice to the right to receive the remuneration corresponding to the duties which he has actually carried out, except in the case of the functions of a lower professional group, of course in which he shall maintain the remuneration of origin.

Article 20. Geographical mobility.

1. For the purposes of applying the legal system provided for in the general rules on transfers and travel, only the provision of employment of staff on a mission outside the territory shall be established as a geographical mobility. territorial limits set out in Article 12 of this Collective Agreement.

2. Workers on a mission who, out of necessity of the undertaking, either the user undertaking or the temporary work undertaking, must make journeys or trips to the centre or places of work outside the territorial limits previously They shall, in respect of the following quantities, receive the following quantities:

Eight hundred pesetas during the year 1995, and 1,000 pesetas during the year 1996, in case of the midday meal outside the home.

Five thousand pesetas in 1995, and 6,000 pesetas in 1996, in the assumption of the two meals of the day and overnight out of the home.

This system of diets will also govern the movement of structural staff.

The affected workers will also be entitled to compensation for the expenses invested in the use of public transport means for their displacement. Where the worker uses his own means of transport on the journey, for which the temporary work undertaking shall be required, he shall bear the cost of compensation for the use of his private vehicle. quantity of 28 pesetas in 1995, and 30 pesetas in 1996, per kilometre.

Article 21. Modification of working conditions.

In all cases where the user undertaking, under the provisions of Article 10.2 of this Convention, is required to modify any of the working conditions of the personnel on mission provided for in the contract of The workers concerned must be brought to the attention of the temporary agency as soon as possible.

CHAPTER VI

Salary Regime

Article 22. Structure of salary.

1. The workers ' salary will be made up of:

a) The base salary of the Convention.

(b) The salary supplements provided for in this Convention.

c) Extraordinary maturities of higher than monthly maturity.

d) Where appropriate, voluntary improvements individually agreed or unilaterally granted by the employer.

2. Under the provisions of Article 31 (2) of the Staff Regulations, the remuneration of all staff at the service of the ETT shall be paid only in twelve annual accounts, thus being pro rata for the consideration of the extraordinary.

3. As a consequence of the provisions of the preceding paragraph, the hourly wage shall mean the ratio of dividing the overall annual salary by the number of hours per year of effective work.

Article 23. Base salary of convention.

1. The basic salary of the contract is the part of the remuneration paid to the workers, according to their group and professional level of framing, for the performance of the work agreed during the ordinary working day fixed in the present Convention or the bottom individually agreed. The amount of the annual calculation shall be as set out in Annex I to this Convention.

2. Workers on a part-time basis shall receive the basic salary of the contract in proportion to the agreed working day.

Article 24. Salary supplements.

1. Workers falling within the scope of this Convention shall be entitled, where appropriate or agreed by individual or collective agreement, to the collection of the following salary supplements:

a) Job position.

b) Quantity or quality of work.

c) Plus night work.

2. Job: They shall be payable when agreed by individual or collective agreement between undertakings and employees under the special characteristics of the assigned job. They shall not be of a personal or consolidable character and shall therefore be abolished when the duties are no longer carried out or the conditions which gave rise to their accrual are no longer fulfilled.

3. Quantity or quality of work: They shall be due to a higher quantity or to a better quality of work, when it is agreed at the level of each undertaking, whether or not they are linked to a system of remuneration for performance.

4. Bonus for night work: Unless the work agreed is at night by nature, workers who provide night time, in accordance with the terms laid down in Article 31 of this Convention, shall be entitled to receive a supplement equal pay to 25 per 100 of the basic salary of the convention.

Article 25. Voluntary improvements.

1. The system of remuneration improvements shall be governed by

what was prevented in the individual pact or in the act of unilateral granting of the employer.

2. Unless otherwise expressly provided for by an individual agreement, the system of compensation and absorption referred to in Article 6 of this Convention shall apply to such improvements.

Article 26. Extraordinary rewards.

Workers shall be entitled to two extraordinary bonuses per year, in amounts equal to 100 per 100 of the basic salary of the contract.

Article 27. Extrasalarial perceptions.

They will have an extrasalarial character, whatever their form, that do not respond to a united retribution directly, through causal link, with the work done.

They have this nature, among other concepts, the diets, the compensation for transport costs, mileage and compensation.

Article 28. Salary receipts and balance of accounts.

1. Within three months of the date of entry into force of this Convention, the Joint Commission shall draw up a model of receipt of salaries containing, with due clarity and separation, the specification of the different concepts. (i) the payment of compensation for the benefit of the pension. As long as the model is not agreed, the companies will continue to use the official.

2. In the same period, the Commission shall also draw up a balance of accounts and financial statements in which the remuneration concepts which must be expressly provided shall be contained, with due clarity and separation.

3. Once the models referred to in the earlier numbers have been approved, their use by the companies will be compulsory.

CHAPTER VI

Working Time

Article 29. Working day.

1. The duration of the ordinary working day will be one thousand seven hundred and ninety-nine hours of effective work per year.

2. The working hours and the distribution of the day will be for the structural staff the agreed on the scope of each temporary work company. The personnel on mission shall be those established in accordance with the time frame applicable in the user undertaking, except for the purposes of production or organisational needs. Both in one case and in another case, the general provisions on minimum rest between days must be observed.

Article 30. Overtime.

1. The hours of work carried out on the maximum duration of the ordinary working day reflected in the previous article shall be considered overtime.

2. The remuneration or, where applicable, the overtime compensation shall be made with an increase of 10 per 100 on the ordinary hour.

Article 31. Night time.

1. Night work is considered to be done between ten and six in the morning.

2. When the work is carried out in part in the night and day period, only the hours worked in the night will be paid with the salary supplement. It is the case that the circumstances of the provision of work at night are considered to have been considered in the calculation of the remuneration agreed upon in the calculation of the remuneration.

Article 32. Weekly rest and festivities.

For reasons derived from productive or organizational needs, the weekly rest established in the general provisions may be computed for periods of up to two weeks. The same legal regime will apply in respect of the festivities.

Article 33. Licenses and permits.

1. Workers are entitled to the following paid leave:

a) Fifteen calendar days in case of marriage.

b) Two days in case of child birth.

c) Two days in case of serious illness or death of relative to the second degree of consanguinity or affinity and political brothers.

d) Three days in case of death of spouse, parents, political parents, children or siblings.

(e) In the case (b), (c) and (d) above, where a displacement of 200 kilometres is needed, the permits shall be increased by two more days than indicated in each case.

f) One day per transfer from the usual address.

g) For the time indispensable for the fulfilment of an inexcusable duty of a public and personal nature, understood as the exercise of active suffrage.

When the performance of the duty referred to above involves the impossibility of the provision of work due to more than twenty per cent of the working hours over a period of three months, the company may pass on to the worker. (a) to the situation of forced leave with the right to return to the job after the completion of the obligation to perform the duty.

If the worker receives an economic remuneration in the performance of the duty or performance of the charge, the amount of the charge will be deducted from the company's right.

h) To perform trade union or representation functions in the terms set forth in the law and in this Convention.

(i) For the assistance of vocational training courses in the terms agreed in this Convention, as well as for the provision of regulated education.

j) A natural day by marriage of father, mother, son, brother or political brother, on the day of celebration of the ceremony.

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

Article 34. Holidays.

1. The duration of the annual paid leave shall be 30 calendar days, which shall be continued on a continuous basis, except for individual agreements, in which case one of the fractions may not be less than two working weeks uninterrupted.

2. The remuneration for holidays shall be integrated into the basic salary of the convention.

3. For the structural staff, the period of enjoyment of the holidays shall be determined by common agreement between the undertaking and the worker.

4. Workers on assignment temporarily shall receive the financial compensation corresponding to the absence of a holiday by their monthly pro rata for the duration of the employment contract, unless the duration of the contract is one year or more. If it is less than one month, the economic compensation shall be included in the final settlement due to the date of termination of the employment relationship.

CHAPTER VIII

Contract Suspension

Article 35. Suspension of activity in the user undertaking.

1. They constitute causes of suspension of the employment relationship between the temporary work company and the workers on mission the following situations:

(a) Total or partial closure of the facilities of the user undertaking for the enjoyment of the holidays of its staff, provided that this makes it impossible for the workers to continue to provide employment provision.

(b) Total or partial suspension of the activity of the user undertaking which prevents the provision of services of the workers made available.

In the two scenarios described the employment relationship will be resumed to all effects from the date on which the causes that resulted in the suspension of activity in the user company disappear.

2. During the period of suspension of the contract the company is exempted from the obligation to pay the salary and income of Social Security contributions and the worker of the obligation to provide activity.

3. The time of suspension of the contract for the reasons entered before shall not be taken into account for the purposes of compliance with the period of validity agreed by the contracting parties and shall not be taken into account for the purposes of the maximum duration of the contract. the employment relationship envisaged, in accordance with the form and cause of employment in each case, in Article 14 of this Collective Agreement.

CHAPTER IX

Extinction of the contract

Article 36. Termination of the contract at the request of the worker.

1. Workers who wish to terminate their contract on a voluntary basis prior to their expiry shall be required to put it in writing in the knowledge of their undertaking at the following minimum time:

Graduates: Fifteen days. Other workers: One week.

When the duration of the contract concluded between the temporary work company and the staff employed for making it available to a user undertaking is equal to or less than the prior notice periods indicated, the duration of the same shall be reduced by half the duration of the employment relationship agreed between the contracting parties.

2. Failure to comply with the notice obligation shall entitle the undertaking to deduct from the contractual settlement the amount of the salary corresponding to the days of notice omitted.

Article 37. Termination of termination of contract.

1. Workers on a mission shall be entitled to receive an economic allowance equivalent to the proportional share corresponding to 12 days of their salary for each year to the end of their employment relationship. service.

2. The structural staff shall be applied in the area of compensation for the termination of the employment relationship to the statutory scheme provided for in each case according to the method of employment.

3. In both cases, provided that the validity of the employment relationship is longer than one year, the part of the contract that makes the complaint of the contract is obliged to notify the other of the termination of the employment relationship with an advance of 15 days. The lack of notice by the company will give rise to the obligation to pay in favour of the worker of the salary corresponding to the period of notice omitted.

Article 38. Early termination of the employment relationship.

1. It is a cause of early termination of the employment relationship between the temporary work undertaking and the staff on mission the total or partial resolution before its expiry of the contract for making available for reasons not attributable to the temporary work undertaking which makes it impossible for the worker to provide services in favour of the user undertaking, provided that the end of the cause for which he was hired is established, in the case provided for in paragraph (b) of Article 6.2 of Law 14/1994 of 1 June.

2. In the case previously expressed, the worker concerned shall receive compensation of 20 days per year if the advance decision is taken after four months of the term of the contract of employment.

Article 39. Incorporation of the workers in mission to the employees ' companies.

1. The clauses of individual contracts of employment which prohibit the incorporation of the worker who provides his services in a user undertaking to the establishment plan for the termination of the contract of making available shall be null and void.

2. If the worker on assignment had concluded a permanent agreement with the temporary work undertaking and his incorporation into the user undertaking under the conditions laid down in the preceding paragraph, he would have to comply with that agreement. compensation which, in respect of damages, would have been agreed in accordance with the terms of Article 17.2 of this Convention.

CHAPTER X

Professional training

Article 40. Vocational training.

1. In order to comply with the general obligation to supply staff with the necessary training and adequate training for the job to be covered, temporary work enterprises shall be allocated on an annual basis. 1 per 100 of the wage bill to cover the training needs of contract workers to be transferred to user companies. Wage mass shall be defined as defined by the regulatory provisions for the development of Law 14/1994 of 1 June.

2. The amount intended for training referred to in the preceding paragraph shall be increased by 0,25 per 100 of the wage bill.

This increase in character, also annual, will compensate for the concept of seniority.

3. Aware of the parties to the Convention, of the need to promote greater and better vocational training enabling the qualification of workers, they agree to set up a specific training committee with the aim of promoting (a) how many measures are possible in order to optimise the economic resources agreed in the previous points, as well as to arbitrate the necessary measures for cooperation with the administration or with the bodies involved in training. Precise methods will be used to enable firms to monitor compliance with the allocation of resources in this Convention.

This Commission will draw up within the maximum period of three months a regulation of rules and operation of the same.

CHAPTER XI

Safety and hygiene at work

Article 41. Safety and hygiene at work.

1. Without prejudice to the obligation of the temporary work undertaking to provide the staff on mission with the preventive information necessary to deal with the risks of the job to be covered, it is up to the user undertaking to inform the worker, put at his disposal of such risks and of the protective and preventive measures to be taken against them.

2. Under the provisions of Article 16.2 of Law 14/1994 of 1 June 1994, the temporary work undertaking shall not be responsible for the protection of personnel on mission in the field of safety and hygiene at work or the cost of benefits Social security legally established, in the event of an accident at work or occupational disease taking place in the workplace of the user undertaking during the life of the contract of making available.

CHAPTER XII

Disciplinary regime

Article 42. Graduation from the fouls.

The faults committed by the workers will be classified according to their importance, and in their case to their recidivism, in light, serious, and very serious.

Minor fouls.-The following are considered minor faults:

1. Three fouls of punctuality in a month, without justified cause.

2. Failure to communicate in advance due to a lack of work for justified reasons, unless it is proved impossible to do so.

3. Lack of grooming and personal cleansing.

4. Discussions that have an impact on the good progress of services.

5. Lack of attention or diligence with the public, as well as in the development of the work entrusted.

6. Missing work one day a month without justified cause.

7. Small oversights in the preservation of the material.

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

9. Do not communicate to the temporary work company the change of functions or job center ordered by the user company.

10. Do not give to the temporary work company the parts of the work developed in the user company.

11. Lack of respect and consideration in light matters to subordinates, colleagues, managers, staff and the public, as well as the discussion with them within the working day.

Serious faults. The following are serious faults:

1. Up to ten faults of punctuality to work for a month, without justified cause.

2. Missing two days a month without justification.

3. Simulate the presence of another worker, using his or her token, signature or control card.

4. Change, look, stir the closets and clothes of the companions without proper authorization.

5. Gross negligence or imprudence in the development of the activity entrusted to it.

6. Those committed against discipline at work or against respect because of their peers or superiors.

7. Serious negligence in the conservation and use of materials and machines which the worker has at his disposal.

8. The abandonment of work without justified cause.

9. To carry out, without the appropriate permission, particular works or the use of elements of the company during the working day for its own benefit.

10. Repeated conduct in the breach of the obligation to communicate to the temporary work undertaking the change of functions or working centre ordered by the user undertaking, as well as the obligation to supply the temporary undertaking with the parties of the work carried out in the user company.

11. Recidivism in any slight lack over a period of three months.

Very serious faults. -The following are considered to be very serious:

1. More than ten non-justified punctuality offences committed in the three-month period, or twenty for six months.

2. Missing work more than two days of the month without justification.

3. Fraud, disloyalty and the abuse of trust in démarche entrustment.

4. Theft, theft and misappropriation, both to other workers and to the company or to any person within the premises of the company or outside the company during the development of their employment activity.

5. The proven simulation of accident or disease.

6. Make it disappear, disable, destroy or cause damage to machines, appliances, installations, buildings, beings, documents and departments of the company.

7. Drunkenness and the usual drug addiction during work, if they have a negative impact on the same or on the image of the company.

8. Disclosure to third parties of any required reserve information, where this may result in a material injury to the company.

9. Unfair competition.

10. The ill-treatment of words or work or very serious faults of respect and consideration to superiors, companions or subordinates.

11. Leaving the job in positions of responsibility, when this causes obvious harm to the company.

12. The serious abuse of authority for the subordinates.

13. Repeated or continuous disobedience and indiscipline in work.

14. The voluntary and continuous decrease in normal work performance.

15. The worker has been given a firm sentence of the courts of justice, for crimes or offences of theft, theft, fraud, embezzlement committed outside the company, which may cause a lack of confidence towards the author.

16. Inexcusable negligence or negligence in the performance of the work, as well as the failure to comply with safety and hygiene regulations at work when they are causing serious accidents at work or cause serious damage to the company.

17. The falsification of the working parties supplied to the temporary work company.

18. The recidivism in commission of serious misconduct in a period of three months.

Article 43. Sanctions.

The penalties that companies may apply, depending on the severity and circumstances of the misconduct, will be as follows:

1. Minor fouls: Verbal and written admonition.

2. Serious misconduct: Suspension of employment and salary of one to fifteen days.

3. Very serious faults: Suspension of employment and salary of sixteen to sixty days and dismissal.

The unfavourable notes in the personal files of the workers for faults committed shall be cancelled within the following periods: in minor faults, at three months; in the serious ones, at six months, and in the serious, per year.

CHAPTER XIII

Trade union representation and action

Article 44. Powers of the bodies representing workers in the temporary work enterprise.

Regardless of the competencies that are legally attributed to you, the following faculties are recognized to the Company and staff delegates:

(a) Receive quarterly information on the employment aspects of the making contracts concluded by temporary work companies.

(b) Receive information on the plans and actions of temporary work enterprises in the field of vocational training, directed and carried out for the benefit of workers who perform tasks in user companies.

Article 45. Union quotas.

1. At the request of the trade unions, the companies will be deducted from the monthly payroll of the employees, subject to written authorization of the amount of the corresponding union fee, which will be entered into the current account designated by the union Applicant.

2. The companies will be obliged to provide each union quarterly a nominal relation of the discounts in payroll of the union quota made to its members.

Article 46. Election procedure. Choice.

By virtue of Article 69.2 of Law 8/1980 of March 10 of the Workers ' Statute, workers who have at least one worker's staff or members of the Business Committee shall be eligible as Members of the Staff Regulations. Three months old age.

Given the special characteristics of the provision of services in the ETT, the scope for holding elections for Personnel Delegates and members of the Business Committee will be the provincial. Accordingly, an Enterprise Committee shall be set up in those undertakings which shall have a number of not less than 50 employees in that field. If no such number will be reached, the number of Personal Delegates will be chosen.

Article 47. Trade union rights.

1. The ETT will make available to the unions in the field of each company a dispenser with the purpose of deposit, custody, collection of propaganda and union advertising.

2. Trade union sections which may be constituted by workers affiliated to trade unions which have unitary representations in undertakings shall be represented, for all intents and purposes, by a trade union delegate, provided that the undertaking occupy more than 100 workers, whatever the class of their contract.

Regardless of the above, trade unions with the most representative character will have the right to appoint a Trade Union Delegate in each company with more than 100 employees, whatever the class of their contract.

The Trade Union Delegates appointed in accordance with the provisions of the two preceding paragraphs shall have the rights, powers and powers governed by Article 10 of the Organic Law on Freedom of Association, of 2 August 1985, except in respect of credit hours, the minimum limit of which is set at 10 hours per month.

Final disposition. Right of supply.

As not provided for in this Convention, it will be established in the general labour and social security regulations, and especially in Law 14/1994 of 1 June, which regulates temporary work enterprises, and regulatory provisions for development.

ANNEX

Wage table by professional groups

1. The salary tables set out in this Annex, in which the extraordinary rewards specified in Article 22 (c) of this Convention are included, have the minimum remuneration in the sector. They refer to the base salary and will be effective in twelve monthly payments.

The wage improvements that are introduced in each case by the temporary work enterprises will be fixed according to the characteristics of the job to be performed, through the assignment of any of the concepts remuneration specified in Article 22 and consistent with this Collective Agreement.

2. The salary table for 1994 will be as follows:

Level 1: 980,000 pesetas annually.

Level 2: 1,020,000 pesetas annually.

Level 3: 1,160,000 pesetas annually.

Level 4: 1.280,000 pesetas annually.

Level 5: 1,450,000 pesetas annually.

Level 6: 1.660,000 pesetas annually.

Level 7: 1,720,000 pesetas annually.

3. The salary table for 1995 will be as follows:

Level 1: 1,022,140 pesetas annually.

Level 2: 1,063,860 pesetas annually.

Level 3: 1.209,880 pesetas annually.

Level 4: 1.335,040 pesetas per year.

Level 5: 1,512,350 pesetas annually.

Level 6: 1,731.380 pesetas annually.

Level 7: 1.793,960 pesetas annually.

4. The wage increase for the year 1996 will be calculated by applying the CPI corresponding to this last year to the salary tables for the year 1995, with effect from 1 January 1996.