Having regard to the text of the State Collective Agreement on Pasta, Paper and Carton for 1994 (Convention code number 9903955), which was signed on 27 July 1994, on the one hand, by the National Associations of Manufacturers of Pastas, Papel and Carton (ASROLE), representing companies in the sector, and the other, by the FESPACE-CC.OO. and FIA-UGT trade unions, representing the employees, and in accordance with the provisions of Article 90 (2) and (3), of Law 8/1980 of 10 March of the Staff Regulations and of the Royal Decree 1040/1981 of 22 December 1981, May, on the registration and deposit 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, September 26, 1994. -Director General, Soledad Cordova Garrido.

STATE COLLECTIVE AGREEMENT FOR PASTAS, PAPER AND CARDBOARD FOR 1994

CHAPTER I

Scope

Article 1.1 Functional scope.

This Convention requires all undertakings belonging to the pulp, paper and paperboard manufacturing sector as well as those currently governed by this Convention and those which are by agreement between the Delegates of Personnel and Business Management will join.

Article 1.2 Territorial scope.

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

Article 1.3 Personal scope.

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

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

Article 1.4 Vigency.

The economic conditions agreed in this Convention shall be valid from 1 January to 31 December 1994. In any other case, the present Convention shall have an unlimited duration in time, except by mutual agreement or denunciation of any of the parties for review. The mutual agreement or denunciation of any of the parties must be carried out before the last quarter of 1994. This Convention shall have retroactive effect on 1 January 1994, whichever is the date of its publication in the Official Gazette of the State, except in cases where the contrary is expressly determined.

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

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

CHAPTER II

Ad personam compensation, absorption and warranty

Article 2.1

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

Article 2.2

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

CHAPTER III

Joint Interpretation and Surveillance Commission (CPIV)

Article 3.1 Constitution.

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

Article 3.2 Composition.

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

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

Article 3.3 Structure.

The CPIV will be unique for the entire state.

Article 3.4 Functions.

The following are CPIV-specific functions:

1. Interpretation of the Convention.

2. Monitoring of compliance with the agreement.

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

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

Article 3.5 Action procedure.

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

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

CHAPTER IV

Organization of the job

Article 4.1

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

CHAPTER V

Classification of personnel by reason of their functions

Article 5.1 Classification of personnel by reason of their duties.

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

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

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

CHAPTER VI

Hiring, promotions, and templates

A) HIRING

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

Article 6.1

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

Article 6.2

The admission of staff will be carried out in accordance with the provisions in force in the field of employment, giving preference, on an equal footing, to the orphans of workers of the company or to the staff who have already provided services such as temporary or temporary, with the applicants having to submit to the formalities required by the law and those fixed by the company as soon as they do not object to the law.

Article 6.3 Contract Duration.

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

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

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

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

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

Article 6.5

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

Article 6.6

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

Article 6.7

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

Article 6.8

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

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

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

Article 6.9

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

Article 6.10 Test Period.

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

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

Table I:

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

b) Groups 2 and 3: Fifteen working days.

c) Groups 0 and 1: Seven working days.

Table II:

a) Groups E to K: One month.

b) Groups B, C, D: Fifteen working days.

c) Group A: Seven business days.

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

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

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

Article 6.11 Months.

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

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

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

Article 6.12

The categories and jobs included in the professional groups 12 to 14 and the technical graduates in any case will be of free designation of the company. The seats in the remaining groups will only be of entry if there is no personal company that has passed the tests to occupy them.

B) ASCENSOS

Article 6.13

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

Article 6.14

All company personnel will have a level playing field, right of preference to fill existing vacancies in any of the groups and sections that make up the pulp, paper and cardboard industry.

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

Article 6.15

The promotions for jobs and categories of the professional groups 6 to 11 and for Maestro Sala Primera will be carried out among the staff of the company for the opposition.

Technical graduates within the meaning of Article 6 (12) and the administrative authorities within the meaning of the following Article shall be excluded from this rule.

The worker who obtains a job for the opposition will acquire the rights and duties corresponding to that position.

Article 6.16 Administrative.

The seats of the administrative heads and the first and second officers will be covered by two alternate shifts:

a) A merit contest between the company's staff.

b) Concur-opposition among such personnel.

When in the factory there is no more than an administrative chief will be free to appoint the company among its staff.

The aspirants, when they are eighteen years of age, will automatically go on to occupy Auxiliary places.

Article 6.17

(a) The promotion of the staff of group A to the positions of groups B, C or D shall be carried out by seniority, after proof of aptitude.

(b) In groups E to K, both inclusive, category vacancies or higher-paid employment positions shall be provided for the following two shifts:

1. Seniority, previous aptitude test.

2. Merit contest.

Article 6.18

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

The promotions and provision of vacancies in these groups will be in two alternate shifts: Rigorous seniority, demonstrated the ability to perform the square in question, and free competition among all the workers of the company with capacity diminished by any of the reasons set out above. The conditions will be the same as for the rest of the staff, adapting the tests to the functions of the square that is to cover.

Article 6.19

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

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

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

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

Article 6.20 Templates.

All companies are required to form in the month of January each year, previously heard by the Business Committee or Delegates of

Staff, the general staff of the staff subject to this Convention. Case of disconformity of the Staff Committee or Delegates, shall be decided by the competent body.

Article 6.21 Escalations.

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

CHAPTER VII

Moves

Article 7.1 Transfers.

Personnel transfers can be performed:

a) At the request of the data subject.

b) By agreement between company and worker.

c) For service needs.

d) By permuse.

Item 7.2

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

Article 7.3

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

Article 7.4

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

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

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

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

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

The transportation of furniture and goods.

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

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

Companies will also be obliged to facilitate the transfer of adequate housing to their needs and with income equal to the one that has been satisfied until the time of the transfer, and if this is not possible, they will be transferred to the transferred the justified difference in income.

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

Article 7.5

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

Item 7.6

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

Article 7.7 Permutas.

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

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

Item 7.8

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

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

CHAPTER VIII

Top and Bottom Category Jobs

Article 8.1

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

The provisions of this Article shall not apply in cases of replacement by military service, temporary incapacity for work, temporary invalidity, holidays, licences and leave of absence for which the concession is compulsory. company. In the latter cases, the replacement shall cover as long as the circumstances which have been motivated by it, without granting the right to the consolidation of the post, but to the perception of the economic difference during the replacement.

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

Item 8.2

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

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

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

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

Item 8.3 Personal with decreased physical capacity.

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

Your remuneration will be that corresponding to the new job.

CHAPTER IX

Day, overtime and holidays

Article 9.1 Day.

For 1994, the annual maximum day, both starting and continuing, is one thousand seven hundred and eighty-two hours.

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

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

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

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

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

In companies in which work is carried out by teams of workers on a shift basis, it will be possible to compute for periods of up to four weeks the twelve-hour breaks between days and a weekly and a half-week. referred to in paragraphs (b) and (c) above under the conditions laid down in Royal Decree 2001/1983 of 23 July 1983.

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

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

Article 9.2

In order for all staff subject to this Convention to be able to celebrate with their family the Christmas and New Year holidays, the companies will cease their activities entirely at the age of fourteen on 24 and 31 December of each year, without any reduction. some of the workers ' pay.

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

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

Article 9.3 Job "non stop".

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

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

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

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

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

In case of disagreement the parties will subject the matter to the CPIV. The CPIV shall act unanimously in accordance with Article 3.5.

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

Article 9.4 Extraordinary hours.

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

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

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

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

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

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

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

The performance of overtime as set out in Article 35.5 of the Workers ' Statute will be recorded on a daily basis and will be totaled weekly, giving the worker a copy of the weekly summary corresponding.

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

Both parties, under the power granted to them by Article 6 of Decree 2380/1973 of 17 August 1973, agree on the unique values set out in the tables in the Annex, all surcharges being considered to be included in these values. (i) the legal basis for the application;

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

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

Article 9.5 Holidays.

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

The paid leave for all staff governed by this Convention shall be 30 calendar days, of which at least twenty-four shall be working.

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

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

Article 9.6 Transfer of Parties.

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

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

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

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

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

CHAPTER X

Licenses, Excessences, and Military Service

Article 10.1

The worker, by warning of the possible advance and proper justification, may be absent or absent from work, with the right to pay, for any of the reasons and during the minimum time that is set out below.

a) For sixteen calendar days in case of marriage.

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

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

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

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

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

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

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

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

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

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

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

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

Similarly, you will have the time to attend the Social Security GP consultation.

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

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

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

Article 10.2

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

In the case of adoption, if the adopted child is less than nine months, the suspension shall be for a maximum duration of eight weeks, counted from the court decision making the adoption. If the adopted child is under five years of age and older than nine months, the suspension shall last for a maximum of six weeks. In the event that the father and the mother work, only one of them will be able to exercise this right. The working woman during this period shall be entitled to 100 per 100 of the salary without the rate of absenteeism set out in Article 15.1 of the Convention.

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

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

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

(a) Preference to occupy-only the duration of that state-the first vacancy that occurs in a job, without such a risk, appropriate to his or her professional training and as long as it is not of a higher category.

b) In the same terms of duration and provisionality, upon request of his or her and whenever there is a possibility for the company, he/she will be able to change his/her job, maintaining his/her category and salary.

In case of failure to perform this permuse, the company will designate the person to cover the position of the pregnant woman, who due to the nature of the situation will return to her previous position when the The pregnant woman causes a low in the job for that reason.

Article 10.3

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

Article 10.4

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

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

Article 10.5 Voluntary Excedences.

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

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

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

Article 10.6 Trade union rights.

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

Item 10.7

When a worker ceases in the company for marriage, the same must be obliged to admit it if the interested party so requests and is fit for the job, in the case of being widowed and therefore being in the head family.

Article 10.8

The sick or injured worker shall be entitled to the benefits provided for in the General Law on Social Security and shall be subject to the situation of forced leave when declared to be affected by an incapacity for work. However, if it retains the functional capacity necessary to carry out further work within the undertaking, it may request compliance with the provisions of Articles 6.18 and 8.3 of this Convention.

Article 10.9 Military service.

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

They will be entitled to receive in full all the extraordinary rewards established in this convention and also the periodic benefits of protection to the family and if before their incorporation into the effective.

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

The one who occupies the vacancy temporarily produced by the incorporation of a worker to the military service, upon rejoining the already licensed company of the Army, will return to its old position if it belonged to the undertaking with fixed character, or cease if you have entered directly to cover that square.

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

CHAPTER XI

Remuneration

Article 11.1 Retributions.

1. The undertakings to which this Convention is required guarantee to all staff an increase of 3.1 per 100 on the total gross theoretical remuneration of each worker in 1993, excluding seniority.

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

3. Those undertakings which, when applying the increase of 3,1 per 100, the resulting amount exceeds, in normal time, the salary tables annexed, they shall adjust their salary receipts to those tables and shall calculate the surplus in separate box under the "Enterprise Wage Add-on" concept.

4. The remuneration which existed on 31 December 1993 in terms of quantity or quality of production shall be included in the separate box salary receipt and shall not form part of the 'Enterprise Wage Supplement'. This independent box shall include the remuneration in its entirety or only in the part of the latter, after the salary tables of this Convention have been completed.

5. The remuneration of the 'Enterprise Wage Supplement' as defined in point 3 shall be made by dividing the annual amount between three hundred and sixty-five days or twelve months in 1994, depending on whether the system of remuneration is daily or monthly.

6. The agreements or agreements already made for 1994 shall be fully respected, provided that they are equal or higher than those in this Convention as a whole and in annual accounts.

7. The wage agreement to be paid for normal working time and performance, as set out in the tables in the Annex, is defined in Article 11.4 of this Convention.

Articuo 11.2

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

Item 11.3

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

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

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

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

The duly accredited bank credit will supplement the receipt of corresponding salaries.

In all forms of payment, the worker will receive a copy of the salary receipt so that he/she knows the different remuneration concepts, which contributes to the Public Finance and is listed as Social Security.

Item 11.4

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

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

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

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

Article 11.5 Extraordinary Gratitude.

The covenant salary includes the extraordinary summer and Christmas bonuses. The amount of each of them shall be obtained by dividing between 14 for the staff of monthly remuneration and entare 425 and multiplying by 30 for the daily wage perrsonal plus the corresponding seniority supplement.

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

The staff who entered or ceased during the year, the

eventual and the interim will perceive these rewards in proportion to the time worked, computing the fractions of month or week, depending on the cases, as complete months or weeks.

Article 11.6 Antiquity.

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

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

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

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

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

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

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

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

article 11.7 Nocturnity.

The worker who provides his/her services at the end of the twenty-two at the end of the six-hour period, shall receive a plus of a total of Nocturnity, the amount of which is indicated in the table in the Annex.

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

Item 11.8

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

Bonifiability or insalubity works shall be determined by agreement between the Company and the Staff Committee or Delegates, and if there is no compliance, it shall resolve the Competent Jurisdiction of the Committee of the Company or Delegates of Personnel and any other that considers appropriate.

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

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

Article 11.9 Compensation per day.

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

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

If by the nature of your work you cannot rest the period of the fifteen minutes established, you will receive an equi

for this concept.

a quarter of the value of the necessary or structural extraordinary hour set out in the Annex, compensation which shall be effective per day actually worked without such rest, unless the higher remuneration is received, is the weekly working day, in which case the constant table is not absorbable or compensable and without any increase in time, until the value of the fourth part of the period is equal to or below extraordinary time needed or structural. Produced this fact, it will be adapted to this value.

The economic compensation referred to in the preceding paragraph is included in the separate box salary receipt under the concept "Continued Day Compensation" (C.J.C.), and shall not be counted as an hour extraordinary as set out in paragraph 9 of Article 9.4.

Article 11.10 Profit participation.

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

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

Article 11.11 Diets.

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

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

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

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

Item 11.12

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

Article 11.13 Anticipates.

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

CHAPTER XII

A) COMPANY COMMITTEE

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

Item 12.1

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

2. Each year it will know and have at its disposal the balance sheet, the results account, the memory and, in the case of the company magazine the form of company by shares or participations, of how many documents are made known to the partners.

Item 12.2

Be informed, prior to execution by the company:

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

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

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

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

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

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

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

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

9. On workers who voluntarily take part in the retirement procedure laid down in Article 19.2.

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

Article 12.3

Exercise a surveillance task:

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

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

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

Article 12.4 Professional capacity and stealth.

1. The Committee on Enterprise is recognised as a procedural capacity, as a collegiate body, in order to exercise administrative or judicial action in all matters relating to its powers.

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

B) STAFF DELEGATES

Article 12.5

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

C) WORKS COUNCILS AND STAFF DELEGATES

Article 12.6

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

Article 12.7

Changes in the classification of workers may be proposed. If there is no agreement with the Company's Directorate, the Joint Commission of the Categories Topic will be resolved. In the event of disagreement in this Commission, the competent body or jurisdiction shall be resolved.

Article 12.8

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

Staff Delegates will have the same privileges with regard to the Security and Hygiene guards.

Article 12.9

The Committee of Enterprise or Personnel Delegates, heard by the Committee on Safety and Hygiene or Safety Watch may, in the event of disagreement with the company, request file with the employment authority to rule on the possible toxicity of some job.

In the event of disagreement with the company, it may also bring to the attention of the competent authority those cases in which, in the case of the Safety and Hygiene Committee, there is a certain risk due to the working conditions. accident or occupational disease.

Article 12.10

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

Article 12.11

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

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

Article 12.12

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

Item 12.13

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

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

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

Article 12.14

The Business Committee or Staff Delegates will have the powers to check the assumptions contemplated in the work items

of a higher and lower category, and in the event that the conditions laid down in them are not respected, they will put these facts to the attention of the labor authority, provided that there is disagreement with the management of the company.

Article 12.15

In cases of modification of existing work schedules and of no agreement on the same with the workers concerned, it is the responsibility of the Committee of the Company or the Delegates of Personnel to report to the labor authority competent.

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

Article 12.16 Guarantees.

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

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

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

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

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

Up to 35 workers: Fifteen hours.

From 36 to 100 workers: Twenty hours.

From 101 to 250 workers: Twenty-five hours.

From 251 to 500 workers: Thirty hours.

From 501 to 750 workers: Thirty-five hours.

More than 750 workers: Forty hours.

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

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

Those who resign will sign an act in which the resignation and acceptance of the person or those in which they accumulate will be recorded and will be forwarded to the Company's Directorate.

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

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

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

Item 12.17

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

Article 12.18 Assemblies.

The workers ' representatives will have twelve hours to hold meetings of staff, within the working hours, without any disruption of the normal activity of the continuous work processes.

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

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

CHAPTER XIII

A) UNION ACTION

Item 13.1

Both sides undertake to establish in the territorial area corresponding joint commissions, composed of the Central Trade Union and the Patron represented that have as mission to reach an agreement in the conflicts which arise between workers and companies.

Item 13.2

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

Item 13.3

Workers affiliated to a Union may, at the business or workplace level:

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

Hold meetings, after notifying the employer, collecting quotas and distributing union information, outside of the working hours and without disturbing the normal business activity.

Receive the information sent to you by your Union.

Item 13.4

The trade union sections of the most representative trade unions and those with representation in the Enterprise Committees or with Staff Delegates shall have the following rights:

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

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

Article 13.5

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

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

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

Article 13.6

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

Item 13.7

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

Article 13.8

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

B) UNION DELEGATES

Item 13.9

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

Item 13.10

The number of Trade Union Delegates for each trade union section of the Trade Unions that have obtained 10 per 100 of the votes in the election to the Business Committee will be determined according to the following scale:

From 250 to 750 workers: One.

From 751 to 2,000 workers: Two.

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

From 5,001 onwards: Four.

The Trade Union Sections of those Unions that have not obtained 10 percent of the votes will be represented by a single Trade Union Delegate.

The Union that claims to have the right to be represented by personal ownership in any company, must prove it to the same one in a fehaciente way, recognizing act followed by the cited Trade Union Delegate Representative of the Union for all intents and purposes.

Article 13.11 Functions of the Trade Union Delegates.

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

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

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

4. To be heard by the company prior to the adoption of measures of a collective nature that affect the workers in general and the members of their trade union in particular.

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

a) About layoffs and penalties affecting union members.

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

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

Item 13.12

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

Item 13.13

Trade union delegates or positions of national relevance of the Central Banks recognized in the context of the present Convention, shall enjoy paid leave for the sessions of the Joint Committee of Interpretation and Surveillance of the Convention and Technical Commissions created in this Convention, even if your company is not affected by the issues to be dealt with.

Article 13.14 Union quota.

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

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

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

Item 13.15

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

Article 13.16 Anti-union practices.

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

CHAPTER XIV

Safety and hygiene at work

Article 14.1

The signatory parties agree on the need to strengthen technical and preventive actions in the field of Safety and Hygiene. Such actions shall have a method which directs and addresses the risk of a continuous form of eradication or failure to control occupational accidents (accidents at work and occupational diseases).

To this effect, considering that the issues affecting occupational health and safety at work must be a priority, they make a serious call to attention to the Directorates of Enterprise, Committees of Safety and Hygiene, Committees of Company and Delegates of Personnel and Workers

for, the strictest compliance, monitoring and enforcement of all the existing prevention and safety standards (general and enterprise or center) and the adoption of those organizational, training and information actions, which are consider necessary for a real reduction in the claims.

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

Also, priority is given to the promotion and intensification of organizational, training and information of a pre-ventionist sign that will allow the staff to adapt to the organizational changes or the new technologies can bring with them.

The parties also agree that the medical and epidemiological surveillance aspects of the Medical Services of Enterprise must be strengthened.

In any case, both parties are subject to the current legislation.

The Safety and Hygiene Committee:

a) You will have written information about inspections, studies, etc. concerning safety and hygiene.

(b) May propose the adoption of special surveillance measures in those places where, in their opinion, health risks may exist.

c) It will be consulted on the implementation of the safety and hygiene programmes in the workplace as well as their funding budgets.

d) The Committee on Safety and Hygiene shall cooperate in the implementation and development of safety and hygiene programmes and campaigns in the company, and may propose to the Directorate the order of priorities it deems appropriate. prior to the approval of the investments necessary to bring them into effect.

e) The Committee on Safety and Hygiene shall have the power to know the information relating to materials, installations, machinery and other aspects of the production process, to the extent necessary to verify the actual or potential risks and to propose measures to reduce or eliminate them.

The Safety and Hygiene Committee shall also be empowered to transmit information to workers affected by the risks by means of the minutes of the relevant meeting.

Article 14.2

Workers providing their services on computer terminals or recording screens will be subject to the specific safety and hygiene rules of these jobs.

All these workers will undergo a medical examination, specially designed for the job they perform (ophthalmology, trauma, etc.), which will be carried out at least every year and will be financed entirely by the company. From the overall results of this review, the Committee on Safety and Hygiene will be informed.

Article 14.3

The legal representatives of the workers, the Safety and Health Committee or the security watchdog, should be consulted in all decisions concerning technology, organization of work and use of materials. premiums that have an impact on the physical and/or mental health of the worker.

Article 14.4

The Committee on Safety and Hygiene, in order to obtain information on occupational risks in the workplace and to be able to prevent negative effects on the health of workers, by means of permanent monitoring and evaluation of risk factors, will develop risk maps in each department, which will serve as a basis for the implementation of annual plans for prevention.

Article 14.5

The Committee on Safety and Hygiene, among its members, which is responsible for appointing the Committee of Enterprise to be part of the Committee, may appoint one of them for studies, reports, courses and others. That person shall have the same time credit as a member of the Enterprise Committee.

Article 14.6

The ability to designate the representative or representatives as appropriate for the workers in the Safety and Hygiene Committee or as

Vigilante corresponds to the legal representation of the workers in the company or, failing that, to the Assembly of the workers. As a matter of priority, in companies of less than 100 workers, the Staff Delegates or the Enterprise Committees, they will assume the functions of the Committee on Safety and Hygiene or the Safety and Hygiene Vigilante. The decisions of the Committee on Safety and Hygiene at Work will be by a simple majority, and they will be transferred to the Enterprise Directorate to take appropriate measures.

The Safety and Hygiene Committee or Safety Watch shall, within three months, carry out the following priority:

a) Elaboration of an internal operating rules.

b) Identification of the main risk factors present in the company.

c) Making a prevention plan that includes:

The preventive correction of the most important risk factors.

Implementation of environmental and health surveillance systems.

Obligation to put all possible measures to protect health, including research on substitute products.

Developing a comprehensive information and training campaign.

Elaboration and implementation of a training course on safety and occupational health in all companies that so request the legal representatives of the workers, more representative trade unions or the companies, with the collaboration and funding of the National Institute of Safety and Hygiene at Work, Mutual Work Accident and Occupational Diseases of Social Security and Enterprise. The worker is obliged to follow these teachings and to carry out the practice when they are held within the working day, or in other hours, but in this case with the payment of the "plus assistance" of an extrasalarial character to be fixed in each company and without these hours being able to be computed for the purpose of the day. In the latter case the remuneration or compensation shall be agreed between the parties.

d) Design of a specific medical recognition program based on the job position of the workers.

This programme will be developed taking into account Recommendation 66 /464/EEC on the medical control of workers exposed to particular risks.

Article 14.7

1. SAFETY MANUAL, OCCUPATIONAL HEALTH AND WORKING CONDITIONS

CHAPTER 1

Preamble

1.1 The purpose of this safety manual is to implement measures aimed at promoting the improvement of the safety and health of workers in the workplace.

Consists of general principles, in particular on the prevention of occupational risks and the protection of safety and health, the elimination of risk and accident factors, information, consultation and balanced participation, in accordance with existing practices and/or legislation. The training of workers and their representatives, as well as general principles for the implementation of the same.

1.2 This Security Manual is not detrimental to the existing national and Community provisions at the time of its entry into force that are more favourable to the protection of health and safety of workers. workers in the workplace.

CHAPTER 2

Definitions

For purposes of this manual, it is understood:

2.1 Place of work: Any place where the worker has access to the company and/or establishment.

2.2 Worker: Any person who performs a benefit, including trainees and trainees.

2.3 Company and/or establishment: Entity that belongs to the public or private sector and which exercises, in particular, an industrial, agricultural, commercial, administrative, service, educational, cultural or occupation activity of free time.

2.4 Business: The person or body responsible for the business and/or establishment.

2.5 A set of measures or measures taken or developed at all stages of the business activity in order to avoid or reduce the professional risks.

2.6 Workers ' representatives for health and safety issues: The person or persons chosen, chosen or appointed in accordance with existing practices and/or legislation as delegates to the questions relating to the safety and health protection in the workplace.

2.7 Professional Risk: Any situation in relation to work that could cause physical or psychological harm to the safety and/or health of the worker.

CHAPTER 3

Responsibility and obligations of the employer

3.1 The employer will be responsible for the safety and health of workers in all aspects directly or indirectly related to work and stay in the company and/or establishment.

3.2 In the event that an employer decides to call a specialist health and safety service or an external consultant for protective measures, he/she will not be able to discharge his/her responsibilities in the field.

3.3 The obligations of employees in these areas will not affect the employer's responsibility, so the employer cannot delegate his or her responsibility to a worker or group of workers.

3.4 In the framework of its responsibilities, the employer will take the necessary measures to protect the safety and health of workers, including the activities of prevention of occupational risks, information and training, providing them with the necessary means.

3.5 The employer will implement, adapting to the specific conditions of the company, including its size, the following general principles of prevention:

a) Combat risks at source.

b) Adapting work to man.

c) Take into account the evolution of the technique.

d) Replace what is dangerous so it is less or nothing dangerous, whenever possible.

e) Plan prevention by seeking a coherent set in which they are integrated: the technique, the organization of work, the working conditions, human relations and the influence of environmental factors.

3.6 The employer must ensure that the ergonomie principles are taken sufficiently into account, in particular as regards:

a) The creation of jobs.

b) The choice of work equipment.

c) The choice of work and production methods.

3.7 The employer must take the necessary measures to assess the risks, for the safety and health of workers, including as regards the choice of work equipment, substances or preparations. chemicals and the conditioning of workplaces.

After this evaluation, the prevention activities, the working methods and the production methods applied by the employer must guarantee a better level of protection of the health and safety of the workers.

3.8 The measures used by the employer to ensure the protection of workers must be integrated into the company's activities and/or establishment at all levels of control.

3.9 With a view to improving safety and health in workplaces, the employer will address how many suggestions on the organisation of work are made by the workers themselves.

3.10 At the time of the planning and organisation of the work, the employer must ensure that it is reduced to the minimum possible, compatible with the proper functioning of the undertaking, the monotonous work that it carries out. repetitions at short intervals and the work in which the cadence is marked by a machine or a transport strap, in such a way that the worker cannot influence the cadence of the work.

3.11 In the planning and introduction of new technologies, account should be taken of the overall safety and health aspects of workers in this context. This applies in particular to the choice of equipment, the working conditions and the impact of the working environment on the individual.

3.12 When several companies are present in the same workplace, employers will have to collaborate in the application of the rules on safety, health and hygiene, and coordinate their prevention actions. accidents and health risks and inform their employees and their representatives on time of such risks.

3.13 The employer must promote the most complete training, in terms of safety and hygiene and health at work, of the managerial, technical, intermediate and workers of the company.

3.14 The employer shall take appropriate measures to comply with the recommendations of the Safety and Hygiene Committee or the Security Vigilant and inform them of any such recommendations.

CHAPTER 4

Prevention structure

4.1 The employer shall appoint one or more of the managerial or technical staff to take care of the organisation of the activities to prevent occupational risks in the undertaking and/or establishment.

4.2 The Directives or Technicians will provide them with the necessary time to carry out their tasks and will not be able to suffer damage of an economic and social nature; this will also apply to their professional promotion within the company.

4.3 If the structures of the company are insufficient to carry out these prevention activities, the employer will go to the company.

4.4 In any case, the designated personnel and/or the external persons or services consulted shall have the necessary specific training and be a sufficient number to take charge of the prevention activities, taking into account the size of the company and/or the risks to which the employees are exposed, as well as their distribution in the company as a whole and/or establishment.

4.5 Taking into account the activities and size of businesses, the employer, provided that he is competent and has the necessary time, may assume the same duties as provided for in paragraph 4.1.

4.6 Where the undertaking or establishment has a medical service, the activities of the workers and of the external bodies or persons referred to in the preceding paragraph shall be carried out in cooperation with that undertaking. service.

4.7 Safety, hygiene and health measures at the workplace should not involve any expenditure by workers.

4.8 The employer must take the necessary measures in the field of first aid, fire fighting and evacuation of workers and persons present and must organise the necessary relations with the external services, in particular in the field of first aid, emergency medical assistance, rescue and fire fighting.

4.9 The responsibility for prevention activities will depend on the Management of the Centre.

4.10 Responsible, as soon as you act as an advisor, investigator or inspector, you will be in the "staff". If you also act as an executor for prevention activities, you will be online.

4.10 All individual workers, as well as any existing body or committee within the company, may propose actions relating to the prevention of risks.

4.12 The Management of the Centre marks the guidelines to be followed and confers the executive impulse, at the factory level and at the departmental level, and controls the fulfillment of the same.

4.13 The management and technical staff implement the policy of prevention, in accordance with the guidelines given by the Directorate, according to the regulations in force.

4.14 The intermediate controls implement prevention and demand their compliance.

4.15 Staff at the workplace have an unavoidable obligation to comply with the rules and instructions in force.

4.16 Training programmes, mainly technical training, will include specific rules for prevention.

4.17 The department of maintenance, especially the predictive department, in its periodic reports, will inform in addition to the general state of the machine or facilities regarding its work process, of the risks that it may present.

4.18 The procurement or procurement department will require information and security conditions for all suppliers ' products and equipment.

4.19 Work centres should have a time-frame for the implementation of a Safety Manual in which they collect the specific rules for the prevention of risks in the different sections or departments of the same.

This manual will be made known to all workers in the center.

4.20 In accordance with points 11 and 13 of Chapter 3 of this Manual, new installations or modifications shall not be put into operation until they meet the appropriate safety conditions and as long as they are not sufficiently (i) the training of workers in the field of work, in the case of those responsible for prevention activities, who will sign the corresponding agreements.

4.21 The Directorate of the Labour Centre should designate for first aid, in the fight against fires and for the evacuation of personnel to the workers responsible for implementing these measures. These workers must have the appropriate training, be sufficiently large and have the appropriate material, taking into account the size and/or the risk of the centre of work.

4.22 The Management of the Labour Centre should take measures to enable workers to safely leave the workplace in the event of immediate serious danger and cannot be avoided.

CHAPTER 5

Workers ' functions

5.1 Each worker will know the specific Safety Standards of his or her usual work, the general staff of the centre and the Manuel de Seguridad del Sector de Pastas, Papel and Carton, and it is the responsibility of the Directorate of the Centre to instruct specific rules for specific work.

5.2 Each worker will behave in his/her work in such a way that he/she does not perform actions or omissions that result in injury to his/her compeneros or himself. It will also not damage facilities or goods.

5.3 Each worker will use the personal protective means of his/her job to perform the duties safely and take care of his/her perfect condition and conservation. The review of such means of protection shall be carried out by a person responsible for the prevention activities.

5.4 Tools, tools and work tools will be inspected before use. The inspection and repair information if necessary shall be transferred to the immediate command. The worker will not take care of any tool or means of work that is not in good condition and, for each job, will use the appropriate tool.

5.5 The shift staff, before retiring from the job, will inform the staff of all the anomalies and unsafe conditions and/or the danger that has been detected.

5.6 No one will use compressed air to clean your skin.

5.7 Every worker, for the performance of his or her work, is obliged to wear the statutory garments that the company provides.

5.8 In the working places to be determined at the centre level, it shall be prohibited to wear loose sleeves, trousers inside the footwear, ties, sorties and unbuttoned garments. People who have long hair, will carry it well subject with a net or with the cap.

5.9 Workers under the influence of alcohol or other drugs are prohibited from entering and staying in the workplace.

5.10 Industrial use products and chemical substances shall never be packaged in inappropriate bottles or containers and never in containers of beverages or food. They shall be packed in appropriate and duly marked containers.

5.11 Workers will not provoke jokes or games between them that could prove dangerous.

5.12 The worker, in a doubt in matters of prevention, will use common sense and will not continue his duties until he is clarified by the corresponding command.

5.13 All workers shall submit observations and suggestions to improve working conditions through their immediate command or through the members of the Committee on Hygiene and Security or Safety Watch.

5.14 Every worker, before using the means of personal protection, will ensure that they are in good condition and will be knowledgeable about their correct use.

5.15 A worker who is absent from his or her place of work or a danger zone because he has sufficient reason to be able to assume that his or her life or health is in danger shall be brought to the attention of his or her direct command and of the Committee on Safety and Hygiene or Safety Watch, not being able to suffer any harm for this reason.

5.16 Workers exposed to risk or serious danger,

should be immediately informed of the risk they run and the protective measures taken.

5.17 In case of serious and immediate danger to their own security and/or to other persons, any worker, taking into account their knowledge and the technical and hierarchical means at their disposal, must be able to take the measures necessary to avoid the consequences of such danger.

5.18 Workers should be informed of the risks to safety and health, as well as prevention measures and activities on the company in general, and for each worker on their job and/or their role.

This information should also be provided to those responsible for the external companies and/or establishments present in the workplace for dissemination among their employees.

5.19 According to the instructions of the Directorate, it is up to each worker to take care of their safety and health, as well as other persons who may be affected by their acts or omissions in the place of work.

5.20 Workers shall not be required to use, change or arbitrarily move relative safety devices, in particular to tools, appliances, machinery, installations and buildings. They must use such devices correctly.

5.21 Workers are obliged to cooperate in order to ensure that the environment and working conditions are safe and without risks to safety and health within their field of activities.

CHAPTER 6

Command functions

6.1 General functions.

6.1.1 The command must know how many safety standards have been approved and given for the performance of the work of its competence.

The command must evolve and keep up to date with the development of the technology, knowing it and acquiring the knowledge that on prevention carries implicit. It is the role of the Directorate to provide such knowledge.

6.1.2 The command at all times can seek advice from the prevention service, without having to influence the obligation of its staff to carry out the work missions within the established safety rules and regulations.

6.1.3 The command should ensure that the hazards and risks are known to its operators and that appropriate prevention measures are taken to avoid professional damage.

6.1.4 The command must correct by its available means any situation that carries an implicit risk and intervene for the definitive correction if the solution taken is not.

6.1.5 The command, if in doubt, will not act, but will consult its immediate superior or the most suitable advisors to resolve the situation.

6.1.6 Any immediate command should suspend an operation or work being carried out under conditions of imminent danger or risk until the necessary steps have been taken to do the safe work.

6.1.7 The immediate command must properly investigate all accidents involving its personnel, its equipment and in its area to determine the causes of the accident. It will take corrective measures to prevent and report as quickly as possible.

6.1.8 The intermediate command will always give instructions to perform the job safely. It shall be aware that these instructions have been understood and will be monitored.

6.1.9 The command has an obligation to achieve good results in security, not to try any effort in it. This role should be held as an essential part of its responsibility.

6.1.10 The immediate command should take appropriate measures in case of failure to observe the safety standards.

6.1.11 The security responsibility is conferred on the Prevention Service and the command line, with each level of the same, which must respond to its superiors in all matters pertaining to prevention.

6.2 Specific Factory Address Functions.

6.2.1 At all times, it will provide a general prevention program for the workplace and establish appropriate controls to ensure compliance.

6.2.2 It will test the specific rules of prevention of the center and implement those that the legislation determines.

6.2.3 Demand that each department has its specific prevention program.

6.2.4 Quarterly, the Management will analyze the evolution of the prevention of the center and will inform the Committee of Hygiene and Safety.

6.2.5 Inculcara, through action and example, a positive and sincere attitude in prevention issues.

6.2.6 Will Approve the necessary budgets to establish and maintain prevention in the center.

6.2.7 You will not authorize the start of a new installation or modification if you do not meet the necessary prevention requirements.

6.3 Address or department specific functions.

6.3.1 At all times, you will have a department prevention program, in line with the general guidelines of the center.

6.3.2 They will establish the appropriate controls to ensure compliance with the departmental prevention program.

6.3.3 They will verify the prevention rules that are necessary for the department and enforce existing prevention rules and regulations.

6.3.4 Periodically will hold a meeting with your collaborators to discuss the evolution of prevention.

6.3.5 They will establish a training plan that includes security in the post for the new income workers or who change their job, so that they are assured of the appropriate knowledge before they are able to carry out the job. work.

6.3.6 They will prepare the department's quarterly prevention information.

6.4 Specific functions of the Section Chiefs.

6.4.1 You will regularly discuss prevention issues with your partners, informing the Prevention Service.

6.4.2 They will establish and participate in the scheduled prevention inspections of their section.

6.4.3 They will elaborate the rules and regulations of prevention of the Section, with the advice of the Service of Prevention according to established system.

6.4.4 Will apply the guidelines given by the department's prevention program.

6.4.5 They will investigate the causes of the accidents and take appropriate measures to prevent the recurrence of accidents. If they are not within their reach, they shall propose to their immediate superior what is appropriate.

6.4.6 Keep the general use facilities and tools of the section in a state that does not present any risks.

6.4.7 The appropriate actions will be taken to ensure that the personnel under your command have and use the protection equipment set up.

6.4.8 You will prepare the periodic prevention information for your section, informing the Prevention Service.

6.5 Specific functions of the intermediate controls.

6.5.1 They will instruct each operator on the appropriate procedures to carry out the work safely and will realize that they have been understood and that they will take effect.

6.5.2 You will participate in the scheduled prevention inspections of your section.

6.5.3 They will comply and enforce the rules and regulations for the prevention of their section.

6.5.4 Investigate the causes of the accidents, immediately taking provisional or definitive measures to prevent their repetition. If those taken are provisional, they shall propose in writing to their Chief the definitive.

6.5.5 Keep clean facilities and tools for general use of the section in a state that do not present a risk.

6.5.6 They will deliver personal protective equipment to their operators, indicating the elements to be used in particular, and will force them to use them correctly.

6.5.7 You will personally instruct each operator again to enter or change jobs on the issues related to prevention and existing rules to the assigned job.

6.5.8 The Section Chief shall be informed in writing of the physical limitations observed in the workers and shall request the relevant medical examination.

6.5.9 In maintenance work, the intermediate command of the section where the work is performed will be responsible for:

a) Establish precise prevention measures before authorizing the work, and will ensure that the workplace meets the proper cleaning conditions.

b) Take care that the manufacturing process does not affect the security of the personnel performing the maintenance work.

c) Give compliance to the finished job, guaranteeing it from the security point of view.

6.5.10 The maintenance intermediate command will be responsible for:

a) Security at work and in the realization of work.

b) Deliver the installation with the security elements placed and in good working conditions.

CHAPTER 7

Prevention service functions

7. Preamble.-It is understood by the Prevention Service that it has the task of assisting, coordinating and advising the Directorate, the controls and the staff of the centre of work or factory for the implementation of a preventive policy in the field of health at work. This prevention service shall be responsible for the prevention activities as defined in Chapter 4 of this manual.

Functions. -In addition to those defined in Chapter 4 and those established by the laws in force, you will have the following:

7.1 Submit to the Directorate all proposals to improve the safety of workers and facilities.

7.2 Will advise the Directors of the Department in the preparation of departmental prevention programs.

7.3 Will communicate in writing to the Directorate, the intermediate managers and the Safety or Security Committee of the risks that it observes in the facilities and in the work processes.

7.4 You will inform the controls that correspond to the performance of specific courses or talks on prevention issues that you consider to be timely your assistance.

7.5 Will organize and give talks and training courses on prevention.

7.6 You will periodically attend the departmental meetings to keep you informed of the evolution of the accidents in their respective departments and sections.

7.7 Keep the controls and workers informed in accordance with the regulations in force in the field of prevention.

7.8 Assisted as an advisor and security technician to the meetings of the Committee on Occupational Safety and Health.

7.9 Information about the policy of the workplace in the field of prevention and the rules adopted and established for the admitted, promoted and promoted.

7.10 It will be the animator and coordinator of the prevention programs.

7.11 Will develop and maintain a system of suggestions in prevention.

7.12 Will collaborate and coordinate the studies of the jobs to know their risks.

7.13 You will be responsible for a job center risk map and keep it up to date.

7.14 It will carry out inspections by the centre's offices, jointly or separately from the command line, medical and oral service of the Security Committee or Safety Watch. It shall inform the Directorate and the Committee on Hygiene and Safety.

7.15 Confection of general and specific security standards for the center.

7.16 You will develop a prevention manual and keep it up to date.

7.17 Investigate the accidents to determine the causes of the same and in collaboration with the officers of the crashed and of this one, will seek solutions aimed to avoid its repetition. It will report on them according to the established process.

7.18 Daily assists made by the medical service will be reported.

7.19 Confeccionara the statistics of the center's accidents.

7.20 You will be informed and review all modification and new installations projects and will inform the Directorate that the hazardous conditions will be corrected. Prior to the start of a new installation or modification, if you notice a dangerous condition, you will make a report to the Directorate, with a copy to the Committee on Hygiene and Safety.

7.21 You will be informed by the appropriate purchasing or procurement department before using a new product.

7.22 Confeccionara and will keep the center's emergency plan updated, according to the established participation process.

7.23 I will give continuous information to the components of the Emergency Brigade.

7.24 It will take a record of the fire conatos and their causes.

7.25 You will monitor the status of all fire extinguishers and fire material in the center.

7.26 You will do the maintenance of the self-contained breathing equipment.

7.27 Will oversee the maintenance of emergency facilities.

7.28 Monitor and collaborate to prevent hazards when running hazardous jobs.

7.29 It will prepare the annual prevention budgets for the center.

7.30 It will perform industrial hygiene measurements. It shall report the results to the Directorate and the Committee on Hygiene and Safety.

7.31 The service will be maintained and informed in the field of prevention.

7.32 You will maintain contacts with the official or private bodies on all issues of your competence.

CHAPTER 8

Business Medical Service Functions

8.1 The functions inherent in the conservation and improvement of the health of workers within the scope of one or more factories or workplaces.

8.2 The protection of workers against generic or specific job risks and the foreseeable common pathology.

8.3 Enterprise medical services will be organized for either a single company or for several under current legislation.

8.4 Medical business services should study, from a medical point of view, all work premises, industrial operations, the raw materials used and the intermediate products achieved.

8.5 You must know the technical characteristics of all the jobs in the center to determine your preventive requirements.

8.6 The monitoring of the environmental conditions of ventilation, lighting, temperature and humidity of the working premises from the medical aspect.

8.7 Surveillance of the risks of intoxication and occupational diseases caused by noise, vibration, trepidations, radiation or work materials.

8.8 The personnel of the medical services of the company are obliged by the professional secret not to reveal any of the known data in the fulfillment of the missions that are entrusted to it.

8.9 Perform mandatory medical examinations and volunteers and necessary to be prescriptive.

8.10 Workers who perform toxic, painful or dangerous jobs will be recognized each year according to the following rules:

8.10.1 Depending on the risks of each job and the characteristics of each person, the medical service shall determine the periodic reviews necessary for the prevention and control of such risks.

8.11 Medical company services will treat workers who fall ill during work.

8.12 It will bring the first cure of the injured workers.

8.13 The company's medical service will do the necessary research to detect, control and if it is possible to avoid occupational diseases and their causes.

8.14 The business medical service must disseminate the knowledge necessary for the prevention of occupational diseases and accidents of the work they perform among the workers.

8.15 It will be informed of the new technologies and will analyze the possible risks to the health of the workers.

8.16 It will fulfill and enforce all existing standards and can exist in the field of occupational health and occupational diseases.

8.17 It will bring together training courses for first aid first responders and their subsequent recycling.

8.18 Will collaborate with the service of prevention of occupational accidents and occupational risks.

Final provision.-Every worker who is entrusted with the performance of a job that goes against what is established in this security manual, is empowered to refuse to do so, and must account for the fact, immediately, to his immediate superior and to the Chairman of the Committee on Safety and Hygiene or the Security Vigilant.

In cases where those are not found in the centor of work, they may refuse to do the work requesting the reference order in writing.

The worker will write a written report in which he will record the reasons why he has refused to do the job, and sign it. The report shall be delivered to its immediate superior and to the Chairman of the Hygiene and Safety Committee or the Security Vigilant.

2. SAFETY AND OCCUPATIONAL HEALTH TRAINING PLAN AND STANDARDS

2.1 The employer must ensure that every worker receives sufficient and adequate training on safety and health at the moment.

From your hiring.

From a move or function change.

A change in the work team.

Before the introduction of new technologies.

Training specifically focused on your job or function.

This training should be adapted at intervals appropriate to the assessment of risks and the occurrence of new risks.

The training provided for in this paragraph shall apply to all workers present in the undertaking or establishment. The employer must also check that the employees of the foreign companies involved in their undertaking or establishment have received training adapted to their intervention by their own undertakings or establishments.

2.2 Workers ' representatives who are specifically concerned with the protection of the safety and health of workers will be entitled to adequate training.

3. INFORMATION PLAN ON OCCUPATIONAL SAFETY AND HEALTH

3.1 The employer is obliged to provide the workers and their representatives in the undertakings with adequate information on the health risks to which they are exposed as a result of their work and the conditions under which they are In the workplace, and any guidance that may be needed to avoid such risks, understanding how prevention measures and activities are carried out on the company in general and for each worker, on their job and/or on their job. its function.

3.2 Managing, technical and intermediate staff will be obliged to provide information of an educational-training nature to workers, so that they can be instructed to pre-order the risks. inherent in the work to be carried out, especially in those involving specific risks other than those of their usual occupation, as well as the appropriate measures to be observed in the execution of such risks.

3.3 Medical Services in the workplace should be involved in the development and implementation of information and education and training programmes, aimed at the company's staff, on health and hygiene issues. related to the work.

3.3.1 Business Medical Services at work should be involved in the provision of information and the regular improvement of first aid staff and in the gradual and continuous training of all the staff of the company. contributes to safety and health at work.

3.3.2 Every worker must be informed, in a convenient and appropriate manner, of the health risks involved in his work, the results of the health examinations he has undergone and the assessment of his or her status. health.

3.3.3 Medical Services in the workplace must also individually advise workers on their health in relation to their work.

3.4 Workers and their representatives in the enterprise will be entitled to the necessary information on the materials used, the technology and other aspects of the production process, which is necessary for the knowledge of the risks affecting the physical and mental health; likewise, they shall be entitled to such information as may be held by the company on the actual or potential risks of the production process and mechanisms of its prevention.

The workers, individually, will be entitled to all information pertaining to the studies carried out on their working environment and on their state of health, including test results, diagnoses and treatments to be carried out. They shall have the right to have these results supplied to them.

Article 14.8.

The three points of Article 14.7 will serve as a minimum basis for the preparation of specific prevention plans for each working or factory centre, and will be established and operational in the centres of The work of the sector before 1 October 1991.

CHAPTER XV

Absenteeism

Item 15.1

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

Item 15.2

In cases of ILT by common illness or non-work accident, in the first low within the calendar year, companies will supplement Social Security benefits up to 100 per 100 of the worker's actual salary in Ordinary day.

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

1. Depending on the rate of absenteeism, for all workers in each working centre for common illness or accident, whether or not work is carried out in the calculation of the previous 12 months, the following scale is established for this year:

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

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

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

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

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

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

2. Notify the absence as soon as possible and present the disease or accident, extended by Social Security, Mutual or Mutual Security, within 24 hours.

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

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

Article 15.3

In the second low by ILT in cases of common illness or non-work accident within the calendar year, during the first seven days of the same, 60 per 100 of the real salary will be paid, except that the amount resulting from the application of this percentage to the common contingency regulatory base.

Article 15.4

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

Article 15.5

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

CHAPTER XVI

Life Collective Insurance

Item 16.1

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

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

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

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

d) Death by accident at work: 2,000,000 pesetas.

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

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

g) Absolute permanent validity by professional accident: 2,000,000 pesetas.

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

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

Death from common disease.

Death by non-professional accident.

Death from professional illness.

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

Absolute permanent disability due to occupational disease.

Companies that currently have a collective insurance agreement may choose, in agreement with the workers, to join the insurance provided for in this Convention or to continue with their own.

CHAPTER XVII

Child Labour and Vocational Training

Article 17.1

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

Article 17.2 Technological modifications.

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

Article 17.3 Vocational Training.

The Directorate will collaborate at the provincial, regional, or state level, with the appropriate agencies, to teach in the company courses of occupational vocational training trash and general that tend to raise the cultural level and workers ' technical staff.

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

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

The Joint Committee is empowered to develop any necessary initiatives conducive to the implementation of such an agreement.

CHAPTER XVIII

Garments

Article 18.1

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

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

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

CHAPTER XIX

Special retirement at sixty-four years

Article 19.1

The parties to this agreement have examined the possible effects on the employment of the establishment of a system that allows for retirement with 100 per 100 of the workers ' passive rights when they meet the 60%. and four years of age and the simultaneous recruitment by the enterprises of young workers or recipients of unemployment insurance in number equal to that of the early retirements that are agreed with contracts of equal nature to those who replace, taking into account the Royal Decree 1194/1985 of 17 July 1985.

Article 19.2 Voluntary retirement incentivised.

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

At sixty years old: 925,000 pesetas.

At sixty-one years: 650,000 pesetas.

At sixty-two years: 500,000 pesetas.

At sixty-three years: 350,000 pesetas.

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

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

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

By the age of sixty-two years, workers may choose between the replacement contract (partial retirement) provided for in Article 6.16 of this agreement, or the voluntary total retirement, as provided for in this article.

CHAPTER XX

Multijobs

Article 20.1

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

For these purposes, it is necessary to apply the penalties provided for in the legislation in force in the cases of non-discharged workers in Social Security, due to the fact that they are discharged from another company.

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

Additional disposition.

The two sides agree to establish one or more Joint Technical Commissions composed of members of the Central Trade Union signatories of this Convention and ASROLE, to undertake the in-depth study of the issues that the parties consider pending.

The work will begin in October of the current year and the agreements, once submitted to the consideration of their respective entities or associations, will be incorporated into the text of the next convention.

A member of each union central party to this convention will have the paid leave necessary to develop its role in these Commissions.

Transitional disposition. Effective from 1 January to 31 December 1994.

Inapplication of wage increase in loss-making companies.-The percentage of increase over the total gross theoretical remuneration of each

worker, as set out in Article 11.1, shall be negotiated in undertakings which carry out, objectively or reliably, losses incurred in the accounting years 1992 and 1993. The forecasts for 1994 will also be taken into account.

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

In addition, in this negotiation, which will be completed before 1 January 1995, the subsequent updating of wages should be fixed.

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

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

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

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

Economic documentation consisting of the Balance Sheet and the results of 1992 and 1993.

Company Tax Declaration referred to 1992 and 1993.

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

Account Jury and/or Audit Report.

Company forecasts for 1994.

General and specific measures that you intend to take to solve the situation (Plan of the Future).

From that moment, a period of thirty days of consultation and negotiation will begin between the Directorate of the Enterprise and the representatives of the workers. In this process, representatives of the undersigned Federations of the Convention will necessarily have to participate directly.

In the case of finalizing with agreement, the agreement will be sent to the CPIV of the agreement for its knowledge and control prior to its definitive application.

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

The follow-up to the agreement will be a follow-up and control committee that will meet at least every three months, to assess the effects of the Plan of the Future and to decide on the measures to be taken in this regard.

ANNEX I

Defining the categories and jobs of each professional group

TABLE 1

A) Directives:

1. Director-General: It is the one who leads the overall activity of the company or group of companies.

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

Also included in this category are factory and company directors.

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

4. Technical Chiefs: They are those who, at the immediate orders of the Directors or Deputy Directors, cooperate in the higher plane to the directive function.

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

B) Technical professionals. -These professionals are divided into the following categories:

1. Superior Technical Professional: It is the one who, being in possession of a degree awarded by a Superior Technical School or College, exercises within the company, with direct responsibility, the functions proper to his profession.

2. Middle Technical Professional: It is the one who is in possession of a degree awarded by the Technical Schools of the Middle Degree. He exercises within the company, with direct responsibility, the functions of his profession.

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

C) Technical Staff. -This technical staff is divided into the following subgroups:

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

This staff is divided into the following categories:

a) Chief of Organization: It is who, with initiative and responsibility, performs all kinds of studies of improvement of methods and times, plans and watches the studies of the times and movements and controls them in all cases.

b) Technical of the Organization of the First: It is the one who performs the following functions related to the scientific organization of the work: Cronomets and studies of times of all kinds. Studies of methods with saturation of equipment of any number of operators. Economic estimates, full token production, definition of lots or working sets for programming purposes, calculation of the working time of the same, establishment of the load tables in all cases. Establishment of complete material needs based on the difficulties of assessment, cutting of all classes and consequent croquisations, inspection and control, collaboration in the establishment of the order of assembly for batches of parts or zones of general planning functions for the production, collaboration and resolution of medium difficulty approach and graphical representations.

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

d) Organization Auxiliary: It is the one who performs simple work of scientific organization of the work, such as simple timekeeping, accumulation of data with well defined guidelines, revision and confection of leaves of work, analysis and payment, control of simple operations, file and numbering of plans and documents, stock records of materials and order movement tokens (essentially work of transcription of information); calculation of times based on well-defined data and standards or tariffs and graphical representations.

e) Aspiring organization: It is the one who, with more than sixteen years, works in his own organization, willing to start his own functions. When he is eighteen years old, he will hold the category of Auxiliary of Organization.

2. Technical Office staff: They are the workers who act under the direction and supervision of their superiors, perform tasks of a technical nature to help the preparation and execution of all kinds of projects.

This staff is divided into the following categories:

(a) Head of Technical Office: It is the person who directs the activity of the services destined to study projects and to carry out all kinds of works and assemblies, as well as the improvement and/or reform of the facilities of the company.

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

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

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

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

This staff is divided into the following categories:

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

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

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

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

This staff is divided into the following categories:

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

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

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

d) Lab Auxiliary: It is by itself the simplest analysis that this industry usually requires.

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

Computer Personnel: Workers who handle automatic machines that classify, select, calculate, resolve, and record scientific, technical, commercial, economic, personal or other data, handling in addition appliances which serve as a complement to the equi-

data ordering, such as those that transfer data from cards to tapes or vice versa, high speed printers, etc.

This staff is divided into the following categories:

a) Head of Informatics: It is the Technician who is responsible for the management and planning of the different activities that coincide in the installation and operation of a computer, as well as the responsibility of the analysis of applications and programming. It is also the responsibility of the resolution of the problems of analysis and programming of the normal management applications that can be developed by them.

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

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

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

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

D) Commercial Personnel. -This staff is divided into the following categories:

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

2. Sales Delegate: It is the person who directs a commercial dependency of a company, organizes and controls his staff, both sales and administration, in order to comply with the program of commercial activities that he has imposed on him, informing his superior to the results of their management, market situation, etc.

3. Head of Sales Team: It is who has the function to program sales of the sales staff to their orders, inspecting markets and deposits, making visits to clients personally when they consider it necessary and requesting from their staff details of its activities.

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

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

E) Administrative Personnel. -This staff is divided into the following categories:

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

2. Chief of Administrative Section: He is in charge of directing and directing the section he has in his office, as well as coordinating and distributing the work among the staff that he depends on.

3. First Administrative Officer: He is the one who has a certain function in his office, within which he exercises initiative and has responsibility, with or without employees to his orders.

4. Second Administrative Officer: It is who, with initiative and restricted responsibility, performs work of a secondary nature that nevertheless demand knowledge of the administrative technique.

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

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

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

F) Other intermediate controls.

1. Section Chief: In addition to the posts listed under the heading of Section Chief, there may be others with the same category covered by those who, at the orders of their superiors, respond within the section where they provide their services. distribution and good execution of the work.

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

The Contramaestres are divided into two categories, which will be first or second according to the importance of the section or responsibility and functions entrusted to them. The Counterstresses of the manufacturing and repair section will be first

category.

3. Master of Room:

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

b) Second Chamber Master: They are those who perform the same functions as those in the first category except the issue of billings having direct control over enfenders and balers in addition to the responsibility of the staff room.

G) Services Personnel. -This group comprises the following categories:

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

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

3. Storage: It is in charge of receiving the materials and goods, distributing them in the premises of the warehouse, dispatching the orders, recording in the books or files the movement of each day, completing the parts of entrances and exits. He will order the job among the dispatchers that he depends on, if any.

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

H) Custody and control personnel. -This group comprises the following categories:

1. Janitor: It is who has under his orders to gatekeepers, ordinances, cleaning staff, etc., taking care of the distribution of the service, and of the order, grooming and cleaning of the various dependencies of the company.

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

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

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

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

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

I) Cleaning and external care personnel. -This group includes the following categories:

1. Cleaner: It is who is in charge of the cleaning and good order of the dependencies of the company assigned to them.

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

J) Social services staff. -This group comprises the following categories:

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

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

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

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

K) Minors. -This group comprises the following categories:

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

2. Pinche: He is the oldest operative of sixteen years and under eighteen who performs the same tasks as the Peon, compatible with the demands of his age.

TABLE 2

Group A

Pawn: Are the workers over eighteen years old whose work requires only physical effort and attention.

Group B

Wood discharge and collection assistant: It is the operator whose function is to assist the wood downloader and stacker (rollide and/or splinters) and to the unstacker of the same, taking care of the cleaning, placement and good order of the park wood.

Descortezator helper: This is the operator whose function is to help the driver of the descortezator in all the operations inherent in this job.

Trocer Assistant: It is the operator whose function is to assist the driver of the tracer in all the operations inherent in this job.

Discontinuous remote helper: The operator whose function is to assist the driver of the distance or discontinuous digesters in all the operations inherent in this job.

Assistant preparation pastes in paper and cardboard factories: It is the operator whose function is to help the driver of preparation of pastes.

Stucado and "size-press" kitchen assistant: It is the operator whose function is to help the stucado cook and "size-press" in all the operations inherent in his job.

Waffer Assistant: The operator whose function is to assist the driver of the waffer in all the operations inherent in this job.

Duplex cutter second helper: This is the operator whose function is to assist the driver and the first duplex cutter in all the operations inherent in that job.

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

Painter Assistant: It is the operator whose function is to assist the painter in all the operations inherent in that job.

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

Steam boiler helper: It is the operator whose function is to assist the steam boiler conductor or stove in all the operations inherent in this job.

Wastewater plant helper: It is the operator whose function is to assist the wastewater plant operator in all the operations inherent in this job.

Water treatment plant assistant: It is the operator whose function is to assist the water treatment plant operator in all the operations inherent in this job.

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

Assistant driver driver: It is the operator whose function is to assist the driver of these machines in all the operations that he performs.

Sample Tomador: (Previously defined).

Manual Costor.

Loader or Helper Helper.

Manipulation machine sapper.

Mermero of tube machines and bag funds.

Cardboard hanger in outdoor dryers.

Group C

Saw sharpening: It is the operator whose function is to disassemble, sharpen and mount the saws.

Uncut and Chopped Section Assistant: It is the operator whose function is to help the conductor uncorked and cut in all the operations inherent in this job.

Money Laundering: It is the operator whose role is to help the driver of money laundering in all the operations inherent in this job.

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

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

Caustification Helper: It is the operator whose function is to assist the driver caustification in all the operations inherent in this job.

Lime Oven Helper: It is the operator whose function is to assist the lime furnace conductor in all the operations inherent in this job.

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

Winder II and Rewind Helper II: It is the operator whose function is to assist the driver of winder II and rewind II in all the operations inherent in that job.

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

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

Tissue Manipulation Machine Helper.

Paper and cardboard handling machine helper.

Packed line controller.

Group D

Driver saw logs: It is the operator whose function is to attend to the operation of a mechanical saw to cut wood rolewood to the measures that are pointed out.

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

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

Bleaching Reagent Helper: It is the operator whose function is to assist the driver of bleaching reagents in all the operations inherent in this job.

Cylinder, Molista, Pedrero: It is the operator whose function consists in loading and treating the raw and auxiliary materials properly, in cylinders, grinds and stones by transferring the resulting product.

Assistant Third Machine I: It is the operator whose function is to assist the driver, the first and the second machine helper I in all the operations inherent in those jobs.

Assistant felt (cat, rinconer): It is the operator whose function consists in auxiliary to the machine operators in the works that are entrusted to him.

Second Machine Helper II: The operator whose function is to assist the driver and the first helper of machine II in all the operations inherent in these jobs.

First Machine III Helper: The operator whose function is to assist the machine driver III in all the operations inherent in that job.

First duplex cutter helper: This is the operator whose function is to assist the duplex cutter driver in all the operations inherent in that job.

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

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

Baler: It is the operator whose function is to make bullets.

Wrap: It is the operator whose function is to make bovines.

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

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

Lab Auxiliary: (Previously defined).

1/2 meter defibrator conductor.

Thickening conductor.

Cardboard hype machine helper.

Semi-automatic toilet winding conductor.

Feeder and Picker tubes and bottoms in sacks.

Mojator, Pick.

Prensista, Satinator.

Sacador.

Group E

Sharpening: It is the operator whose function consists in sharpening, recening and adjusting the blades of the different factory installations.

Assistant to the remote section: The operator whose function is to assist the driver of the remote or digester in continuous in all the operations inherent in this job.

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

Money Laundering Driver II: The operator whose function is to handle the operation of a machine composed of less than three phases and consists in the execution and control of all the necessary operations to achieve results optimum in the bleaching of the paste by the addition of the corresponding bleaching chemicals.

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

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

"size-press" chef: It is the operator whose function consists of loads, mixing and dosing the products used for the preparation of the sauces (baths or masses) of "size-press".

Gaffer driver: It is the operator whose function is to drive, feed and evacuate the gaffer.

Winder I and rewind helper I: The operator whose function is to assist the driver of winder I and rewind I in all the operations inherent in that job.

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

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

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

Defibrator driver 1 meter.

Pulper or pulpero conductor.

Group F

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

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

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

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

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

Calander driver II: It is the operator whose function is to drive, feed and evacuate the classified calander with the number II.

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

A rayer: It is the operator whose function is to drive, feed and evacuate the machine.

Officer of the Third of Auxiliary Trades: It is the operator who, being in possession of the professional training that enables him to exercise the trade, provides his services in the mechanical, electrical, carpentry, masonry, electronic, control, etc. In order to pass to the second officer, you will have to overcome the theoretical-practical tests that the company establishes, subject to the rules established in this Convention.

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

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

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

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

plasticizer conductor: The operator whose function consists in the application of the plasticizer machine, the location and the subhealing of defects in the process, the conduction of the same, the supply of the raw material and the evacuation of the finished product.

Cosered-Cosehead and "blocks": It is the operator whose function consists in the setting of the machine-cosered-filling machine for sacks and blocks, the location and the subhealing of defects in the process, the driving of the supply of the raw material and the disposal of the finished product.

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

Corrugated cardboard driver: It is the operator whose function is the placement of blades and hedges by checking the measurements and performing the cuts according to the established programs.

press-platen driver.

tapping " driver.

Group G

Conductor cut and cut section: It is the operator whose function consists in the driving and control of the march of the joint uncut and chopped installation. responsible for the entry of wood and output of chips.

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

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

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

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

Second Machine Assistant I: It is the operator whose function is to assist the driver and first helper of Machine I in all the operations inherent in these jobs.

First-Machine Helper II: The operator whose function is to assist the Machine Driver II in all operations inherent in that job.

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

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

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

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

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

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

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

Precision driver: It is the operator whose function is to drive, feed and evacuate the precision guillotine.

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

Adhesive machine driver: It is the operator whose function consists in the conduction of an application installation of adhesives to the support of pre-silicone paper, monitoring the production parameters and with operators to their orders.

Blocks semi-automatic machine driver: This is the operator whose function is to set up and drive the semi-automatic "blocks" machine according to the specifications that are determined and observed. constant of the same and the finishing of the materials, adjusting all the necessary precision controls.

Assistant machine tubes and bags: It is the operator whose function is to assist the driver in all the operations inherent to the job.

Engomador-paraffin driver: It is the operator whose function is to drive with full responsibility the machine. You will make your point and the necessary changes taking care of the entertainment and conservation of the same. It must also take care of the food, removal and handling of the article.

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

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

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

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

Hygienic-packaging driver: It is the operator whose function is the driving of a packaging machine-assembly of toilets, controlling the different variables of the process in charge of them, taking responsibility for all the operations inherent in the same.

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

Process Analyst (previously defined).

Colero in sack manufacturing.

Group H

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

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

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

First-Machine Helper I: The operator whose function is to assist the driver of machine I in all the operations inherent in that job.

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

This is the operator whose function is to start, drive, feed and evacuate the stucators, out of the machine, according to the characteristics specified in the " order of manufacturing ".

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

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

Officers of the Second Auxiliary Trades: It is the operator who, being in possession of the professional training that enables him to exercise the trade, provides his services in the mechanical, electrical, carpentry, masonry, electronics, control, etc. In order to pass on to the first officer, he will have to overcome the theoretical-practical tests established by the company, subject to the rules established in this Convention.

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

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

Wave driver: It is the operator whose function is the manufacture of the corrugated cardboard plate of any kind, according to the specifications of the production order, and is also made more expensive, General driving of the equipment and how many complementary works are required for the manufacture of corrugated cardboard.

Slotter conductor: This is the operator whose function consists in driving and adjusting the die-cutting machines of any type, according to the specifications stipulated in the manufacturing order.

Cardboard machine driver.

Group driver automatic printer machines.

Machine driver napkins, tablecloths and toallets.

Driver machine driver.

Driver facial machines.

Automatic absorbent packer driver.

Group I

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

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

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

Driver automatic replacement of "blocks": It is the operator whose function consists in the handling of an automatic machine of "blocks" spare parts, setting the machine for any specification that is determined and monitoring the finishing of materials and will introduce in the process all those corrections that it creates opportune for a better production.

Driver machine tubes and bags: It is the operator whose function is to drive with full responsibility the machine. You will make your point and the necessary changes taking care of the entertainment and conservation of the same. It must also take care of the food, removal and handling of the article.

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

Group J

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

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

First Officer of Auxiliary Trades: It is the operator who, being in possession of the professional training that enables him to exercise the trade, provides his services in the mechanical, electrical, carpentry, masonry, electronic, control, etc.

Analyst (previously defined).

Group K

Machine driver I: The operator whose function is to start and drive the paper, cardboard or cardboard machines, classified as machine I according to the characteristics specified in the " order of manufacturing ".

TABLE 1

Group 0

Organizational aspirant.

Administrative Applicant.

Recadero-Buttons (nineteen-seventeen years).

Pinche (nineteen-seventeen years).

Group 1

Cleaner.

Group 2

Gardener.

Goalkeeper.

Ordinance.

Kitchen helper.

waiter.

Pesator.

Coast Guard.

Group 3

Concierge.

Telephone.

Dependent economate.

dispatcher.

Quality Control Auxiliary.

Group 4

Guard-Jury or Vigilante-Jury.

Technical office assistant or Calcador.

Administrative Auxiliary.

Master Room second.

Group 5

Drill-Recorder-Verifier.

Economate Cashier.

Cook.

Master Room first.

Store.

Organization Auxiliary.

Quality driver.

Group 6

Second organization technician.

Travelling.

Administrative officer of the second.

Second counter.

Group 7

First counter.

First administrative officer.

Technical first organization.

Delineant.

Operator.

Social wizard.

Seller.

Group 8

Chief Economic Officer.

Programmer.

Eyeliner.

Section Chief or Charged.

Group 9

Head of sales team.

Head of Organization.

Head of Stores.

Administrative section chief.

Group 10

ATS.

Head of manufacturing section.

Head of Services.

Head of Quality Control.

Head of technical office.

Data Processing Analyst.

Sales Delegate.

Group 11

Head of Manufacturing.

Head of Sales.

Chief Maintenance Officer.

Head of Lab.

Head of Computer Science.

Chief administrative officer.

Company physician.

Chief of staff.

Group 12: Technical Chiefs.

Group 13: Subdirectors.

Group 14: Directors.

TABLE 2

Group A

Pawn.

Group B

Wood download and collection helper.

Descortezator helper.

Trocer helper.

Discontinuous remote helper.

Assistant preparation of paper and cardboard factory pastes.

Stucate kitchen helper and "size-press".

Waffer Helper.

Duplex cutter second helper.

Packaging helper-automatic paper and cardboard box-maker.

Painter helper.

Label.

Steam boiler helper.

Wastewater plant helper.

Assistant water treatment plant.

bricklayer helper.

Driver driver driver's machine.

Sample Tomador.

Manual Costor.

Loader or Helper Helper.

Manipulation machine sapper.

Mermero of tube machines and bag funds.

Cardboard hanger in outdoor dryers.

Group C

Sierra sharpening.

Uncut and chopped section helper.

Helper bleach.

Recovery boiler helper.

Colada Peaks Helper.

The caustification helper.

Lime Oven Helper.

Calandra Helper II.

Winder II and rewind helper II.

Simple cutter helper.

Selector or Pick.

Tissue Manipulation Machine Helper.

Paper and cardboard handling machine helper.

Packed line controller.

Group D

Driver saw logs.

Discortezator driver.

Trocker conductor.

Bleach reagent helper.

Cylindrical, Molista, Pedrero.

Helper felts (cat, rinconer).

Second Machine Helper II.

First machine helper III.

First duplex cutter helper.

Guillotinero.

Packer.

Baler.

Wrapping.

Enfter.

Counter.

Lab Auxiliary.

1/2 meter defibrator conductor.

Thickening conductor.

Cardboard hype machine helper.

Semi-automatic toilet winding conductor.

Feeder and Picker tubes and bottoms in sacks.

Mojator, Pick.

Prensista, Satinator.

Sacador.

Group E

Sharpening blades.

Helper section continues.

Conductor washing of pastes.

Bleach driver II.

Refined operator.

Ayundante calandra I.

size-press cook.

A waffler conductor.

Winder I and rewind helper I.

Carpetero.

Wastewater plant operator.

Driver machine driver.

Defibrator driver 1 meter.

Pulper or pulpero conductor.

Group F

Wood-meter receiver.

Debug operator pastes.

Conductive cutter paste.

Packaging driver pastes.

Evaporator operator.

Calandra Driver II.

Simple cutter driver.

A rayer driver.

Official third of auxiliary trades.

Lubricator or greaser.

Gruist-pista-trachtorist.

Operator water treatment plant. Stapler conductor.

A plasticizer conductor.

Cosered-Cosered Driver of sacks and "blocks".

mini-slotter driver.

Corrugated cardboard driver.

press-platen driver.

tapping " driver.

Group G

Conductor section uncorked and cut.

Secapist machine driver.

Steam turbine driver.

Caustification driver.

Lime oven conductor.

Second Machine Helper I.

First machine helper II.

The stucter helper.

Stucate cook and "size-press".

Winder driver II and rewind II.

Packaging driver-automatic paper and cardboard box-maker.

Contractor conductor.

Brushing driver.

Painter conductor.

Driver guillotine precision.

Driver of passenger cars, vans and vans.

Adhesive machine driver.

Blocks auto-seamautomatic "blocks" driver.

Machine helper tubes and bags for sacks.

Engomador-paraffinator driver.

Driver group driver.

Cliché and die preparer.

Toilet-winding conductor II.

Driver saw hygienic rolls.

Hygienic-packer driver.

Undulating one.

Process Analyst.

Colero in sack manufacturing.

Group H

Driving driver or digesters.

Reactive driver bleaching.

Driver preparation pastes in papermaking and cardboard.

First machine helper I.

Calandra I. Driver

Stuctor conductor.

Winder I and rewind driver I.

Duplex cutter driver.

Second officers of auxiliary trades.

Steam boiler or stove driver.

Truck driver.

Wave conductor.

slotter (die-chelator) driver.

Cardboard machine driver.

Group driver automatic printer machines.

Machine driver napkins, tablecloths and toallets.

Driver machine driver.

Driver facial machines.

Automatic absorbent packer driver.

Group I

Bleach driver I.

Machine driver III.

Blocks automatic machine driver.

Blocks auto-auto driver.

Machine driver tubes and bags for sacks.

Toilet-winding driver I.

Group J

Recovery boiler driver.

Machine driver II.

First auxiliary trades officer.

Analyst.

Group K

Machine I driver

Definitions

Machine I: It is the continuous paper of more than 2.50 meters of useful width and more than 100 meters/minutes of speed. Also the continuous cardboard of more than 2 meters of useful width.

Machine II: It is the continuous paper of a useful width between 1.40 and 2.50 meters. Also those that manufacture papers of less than 20 grams/square meter and the cardboard machines of less than 2 meters of useful width (continuous).

Machine III: Rest of the machines.

Bobinators and Rewind I: Those with a useful width of more than 2.50 meters.

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

Calandra I: Those with a useful width greater than 2 meters and with 12 or more rollers.

Calandra II: Those with a useful width less than or equal to 2 meters and with less than 12 rollers.

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

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

Bleaching i: Processes composed of three or more phases.

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

Social Security contribution rates

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

Groups/Rates/Groups/Rates

(Aspirants)/7/A/10

(Recs-Buttons-Pinches)/11/B, C, D, E, F, and G/9

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

2, 3, 4 and 5/6/-/-/

6 and 7/5/-/-/

8/4/-/-/

9/3/-/-/

10/2/-/-/

11, 12, 13 and 14/1/-/-/

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

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

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

ANNEX II

Fouls and Sanctions

Article 1. Classification of the faults. -The faults committed will be sanctioned and will be classified according to their importance or transcendence, in mild, serious or very serious.

Art. 2. Mild high. -They are considered minor faults:

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

2. Do not present within the next 24 hours the corresponding low part when the work is missing for ILT reasons.

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

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

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

6. The discussions on matters outside the work, during the day that produce alterations in the service entrusted. If such discussions produced a notorious scandal, they could be considered as serious misconduct.

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

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

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

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

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

12. Do not show up to the Enloaded to score the entries and outputs of the job or not to sign on the control clock.

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

14. Leave clothes or effects outside the changing rooms.

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

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

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

18. Ride in vehicles of the company without authorization.

Art. 3. Serious fouls. -They are considered serious faults:

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

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

3. Missing a day to work without justified cause.

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

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

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

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

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

9. Participate in games or games.

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

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

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

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

14. The deception or simulation to obtain a permit.

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

16. Drunkenness or drug addiction at work.

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

Recklessness is presumed to exist in the following cases:

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

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

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

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

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

18. Enter without authorization in the prohibited premises.

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

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

21. Smoking in places where it was prohibited.

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

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

24. Evacuate physical needs outside the toilets.

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

Art. 4. Very serious faults. -They are considered very serious faults:

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

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

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

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

5. The simulation of diseases or accidents.

6. Drive vehicles of the company without authorization.

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

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

9. Falsify data in the work control documents.

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

11. Usual drunkenness or drug addiction during work.

12. Violating the company's correspondence secret.

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

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

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

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

If the Company Address will not start the case

In the aforementioned period, the injured party will give a written account, within a period of not more than 15 days, and through the Delegate of Personnel or Enterprise Committee to the Provincial Delegation of Labor. If this is the case, the company shall be ordered to send the records of the case and if, prior to the relevant advice, the event has been proven, it shall resolve as appropriate.

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

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

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

19. Voluntary and continuous decline in performance or activity.

20. Originate rines and fights.

21. Serious faults when I mediate bad faith manifest.

22. Simulate the presence of another producer, signing or signing for him. It shall incur the same fault, the signed or signed producer who does not account for this from the moment he becomes aware of the fact.

Art. 5. Penalties for punctuality.-The delay of up to ten minutes in the entry to the job will be punished with written warning, when this is not repeated three times in a calendar month since the first fault was committed.

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

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

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

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

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

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

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

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

Art. 6. Sanctions.-The sanctions that will be imposed in each case according to the faults committed will be the following:

For minor faults:

Verbal admonition.

Admonition in writing.

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

For severe faults:

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

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

For very serious faults:

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

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

Dismissal.

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

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

Art. 7. Prescription. -In the case of prescription of faults, the provisions of the current legal provisions will be in place.

Art. 8. The chapters relating to faults and penalties in the Rules of the Interior and replaced by this Annex shall be repealed.

ANNEX III

Convention Salary

Group/Annual (365 days or 12 months plus 60 days or 2 months) Pesetas/Month or day

0/1,186,702/84,764 pesetas/month.

/-/1,083,777/77. 413 pesetas/month.

/-/1,048,542/74,896 pesetas/month.

/-/1,034,590/2,434 pesetas/day.

1/1.316.354/3.097 pesetas/day.

2/1.406.561/100.469 pesetas/month.

3/1,425,364/101,812 pesetas/month.

4/1.451.292/103,664 pesetas/month.

5/1.529,708/109,265 pesetas/month.

6/1,624.911/116,065 pesetas/month.

7/1,705,615/121,830 pesetas/month.

8/1.869.449/133,532 pesetas/month.

9/2.022.183/144,442 pesetas/month.

10/2.219.635/158,545 pesetas/month.

11/2.420.406/172,886 pesetas/month.

A/1.316.354/3.097 pesetas/day.

B/1.322.855/3.113 pesetas/day.

C/1.335.324/3.142 pesetas/day.

D/1.348.620/3.173 pesetas/day.

E/1,367,777/3,218 pesetas/day.

F/1,374,335/3,234 pesetas/day.

G/1.380.851/3,249 pesetas/day.

H/1,413,431/3.326 pesetas/day.

I/1.439.436/3.387 pesetas/day.

J/1,452,558/3,418 pesetas/day.

K/1,465,372/3,448 pesetas/day.

Group/Plus Non-Ptas/Night/Plus Toxicity-Pts/day

1/756/384

2/802/409

3/814/414

4/837/432

5/888/461

6/955/505

7/1.013/541

8/1.123/609

9/1.234/674

10/1.372/759

11/1.514/847

A/756/384

B/759/384

C/766/387

D/770/390

E/783/400

F/792/408

G/796/408

H/817/418

I/838/434

J/847/437

K/853/438

Age

Years and Groups/3/6/11/16/21/26/31/36/41

1/77/162/331/493/654/814/979/1,141/1,103 Ptas/month.

2/2,651/5,295/10,586/15,882/21,177/26,469/31,765/37.060/42,355 Ptas/month.

3/2,683/5,364/10,728/16,095/21,457/26,824/32,201/37.565/42,933 Ptas/month.

4/2,771/5,547/11,095/16,641/22.189/27.737/33.268/38,811/44,358 Ptas/month.

5/2,990/5,980/11,963/17.940/23,922/29,904/35,874/41,857/47,833 Ptas/month.

6/3.238/6.506/13.013/19.511/26.018/32.525/39.023/45.525/52,031 Ptas/month.

7/4,476/6,944/13,899/20,847/27,797/34,747/41,682/46,628/55,582 Ptas/month.

8/3,929/7,849/15,707/23,561/31,413/39,268/47,114/54,944/62,791 Ptas/month.

9/4,346/8,698/17.395/26.092/34,781/43,480/52,182/60,880/69,574 Ptas/month.

10/4,892/9,783/19.567/29.357/39.141/48.924/58,718/68,503/78,289 Ptas/month.

11/5,446/10.893/21,785/32,675/43,570/54,465/65,361/76,253/87,145 Ptas/month.

A/77/162/331/493/654/814/979/1,142/1,303 Ptas/day.

B/77/162/331/494/658/825/979/1,142/1,303 Ptas/day.

C/77/172/334/500/668/831/1,031/1,206/1,375 Ptas/day.

D/83/172/335/510/678/847/1,031/1,206/1,375 Ptas/day.

E/83/175/345/520/690/865/1,052/1,227/1,404 Ptas/day.

F/83/175/351/523/697/872/1,052/1,227/1,404 Ptas/day.

G/86/175/351/528/699/875/1,052/1,227/1,404 Ptas/day.

H/86/182/359/547/730/909/1,087/1,266/1,449 Ptas/day.

I/96/183/373/558/748/935/1.106/1.287/1,472 Ptas/day.

J/97/190/376/569/755/944/1,142/1,330/1,521 Ptas/day.

K/99/192/378/572/766/956/1,158/1,349/1,544 Ptas/day.

Overtime

Extra-hard hours force majeure (Normales-22 to 6 hours)/Festivity/Extraordinary hours required (Normales-22 to 6 hours)/Festivals

1/9771,268/1,461/1,141 1,488/1,711

2/1.042 1.357/1.565/1.219 1.586/1.822

3/1,057 1,374/1.586/1,239 1,610/1,851

4/1,075 1,397/1,615/1,256 1,630/1,889

5/1.125 1,472/1,696/1.327 1,721/1,990

6/1.207 1.565/1.808/1,402 1,828/2,112

7/1,266 1,640/1,894/1,477 1,925/2,216

8/1.384 1,800/2.076/1.615 2.100/ 2.427

9/1.497 1.948/2.243/1,748 2.273/2,622

10/1,642 2,132/2,465/1,925 2,495/2,886

11/1,797 2.330/2.692/2.096 2.721/3.140

A/977 1,268/1,461/1,141 1,488/1,711

B/978 1,270/1,472/1,143 1,490/1,719

C/990 1.291/1,488/1.153 1.502/1,733

D/1,005 1,298/1,500/1,162 1,519/1,748

E/1.012 1.320/1.522/1.182 1.534/1,775

F/1,017 1,325/1.529/1,187 1,536/1,778

G/1,023 1,329/1.534/1.197 1.559/1,797

H/1,046 1.364/1.578/1.221 1.588/1,837

I/1.066 1.386/1.605/1.246 1.618/1.867

J/1,075 1,397/1,615/1,256 1,630/1,889

K/1,089 1,411/1,635/1,270 1,645/1,905

Group/Benefit Participation-Pesetas

0/65,632

/-/57,693

/-/55,022

/-/55,648

1/68.986

2/73,802

3/74,705

4/77.240

5/83.262

6/90.572

7/96,769

8/109.318

9/121,080

10/136.247

11/151,671

A/68.986

B/69,497

C/70,485

D/71.539

E/73,055

F/73,575

G/74.087

H/76,671

I/78,734

J/79,778

K/80,814

In the table are the values of the participation in benefits for workers without seniority. To determine the corresponding to each age, this value must be multiplied by the following factors:

Years of Age/Factor to Apply

3/1.05

6/1.10

11/1.20

16/1.30

21/1.40

26/1.50

31/1.60

36/1.70

41/1.80