Having regard to the text of the Collective Labour Convention for the Curtid Industries, Correas and Industrial Leather and the Curtition of Pelts for 1994 (Convention code number 9901465), which was signed with On 29 June 1994, on the one hand, by the FIA-UGT and FITEQA-CC.OO. Unions, on behalf of the workers, and on the other, by the Spanish Board of Curtidores (CEC) and the Spanish Federation of Curtidoers (FECUR) in representation of undertakings in the sector, 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 Royal Decree 1040/1981 of 22 May on the registration and deposit of collective labour

,

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 Journal of the State.

Madrid, August 9, 1994. -Director General, Soledad Cordova Garrido.

STATE-WIDE COLLECTIVE BARGAINING AGREEMENT FOR THE TANNING, BELT AND INDUSTRIAL LEATHER AND FUR TANNING INDUSTRIES FOR 1994

CHAPTER I

General rules

SECTION 1. TERRITORIAL, FUNCTIONAL AND PERSONAL SCOPE

Article 1. Territorial scope.

This Convention is of compulsory application throughout the territory of the Spanish State.

Article 2. Functional scope.

The Convention obliges all the Curtid Industries, the Correas and the Industrial Leather and the Curtition of Pieles for Fur.

Article 3. New installation companies.

The Convention also requires new installation companies to be included in their scope.

Article 4. Total obligation.

The companies concerned will be in full, except as indicated in Article 5, on a personal basis.

Article 5. Personal scope.

Affects all workers in the companies included in the functional area, as well as the staff who are part of the respective staff.

The members referred to in paragraph (c) of Article 1 of Law 8/1980 of 10 March of the Staff Regulations shall be exempt.

SECTION 2. DURATION, DURATION, EXTENSION, TERMINATION AND REVIEW

Article 6. Effective.

This Convention shall enter into force on the day published in the Official Journal of the State. However, it shall have full effect from 1 January 1994.

Article 7. Duration.

This Convention shall expire on 31 December 1994, with the exception of Articles 22 to 36; 41 to 52; 58, 60, 64, 66, 67 and 68; 72 to 81; and 87 to 103, all inclusive, of the text of this Convention, which shall expire on 31 December 1995.

Article 8. Termination and review.

The denunciation of the Convention shall be made one month in advance of its expiration, extending from year to year, if it does not mediate the express denunciation of the parties, except in the economic aspects.

SECTION 3. COMPENSATION, ABSORBABILITY AND WARRANTY

Article 9. Nature of the agreed conditions.

The agreed conditions form an indivisible organic whole and the effects of its practical application will be considered globally.

Article 10. Compensation.

The conditions laid down in this Convention shall be fully offset against those which would be applicable to undertakings affected by the functional area, by virtue of legal imperative, case law, administrative-administrative, Collective Labour Convention, pact of any kind, individual contract, etc.

Consequently, in their own terms, the rules, conventions and agreements that the companies have, without any modifications that would be necessary to ensure the perception of the economic conditions of the This Convention shall, in annual global computation and in respect of all the concepts paid, and, in the case of incentives or premiums, up to 40 per 100 to optimum activity.

They will not be compensable:

a) Holidays longer than those agreed in this Convention.

b) Working day less than that established in this Convention.

c) cash compensation for compulsory labour economics.

d) Plus transport compensation and allowances.

e) Special conditions concerning accidents, sickness and maternity, in excess of those agreed upon, considered as personal.

(f) Supplementary retirement schemes which may be established by undertakings.

g) Uses and customs of each area, locality and company.

Article 11. Implementation in the economic order.

In the economic order and for the application of the Convention, in each specific case, it will be agreed, with abstraction of the previous salary concepts, its amount and regulation.

Article 12. Absorbability.

In view of the nature of the Convention, future legal provisions involving economic variation in any of the existing remuneration concepts or the creation of new ones will only have practical effectiveness if, The total level of these will be exceeded, and will be taken into account in the Convention and in annual accounts. Otherwise, they will be considered to be absorbed by the improvements established in this Collective Agreement and will continue in force on their own terms.

The total economic improvements to this Convention relate solely and exclusively to the performance called normal on the day set out therein.

Article 13. Warranty .

Personal situations that exceed the pact in its global content and in annual computation will be respected, remaining strictly .

Article 14. Minor pacts.

Collective Agreements or covenants negotiated in any field other than this Convention shall at least ensure the economic conditions, in annual global computation, as laid down in this Convention.

Article 15. Clause for non-application of the wage regime.

The wage increase agreed in this Convention may not be applied in whole or in part only in the case of companies whose economic stability may be damaged as a result of such an application. Such economic stability will only be considered to be damaged when the application of the increase can cause irreparable damage to the economy of the company as forecast.

In order to benefit from such inapplicability, the company must make the request before the workers ' representatives and the Joint Committee of the Convention within 30 days of the publication of the Convention in the The company will make the request directly to the Joint Commission, with the absence of representatives of the employees, accompanied, in any case, by the following documentation:

(a) The justification for the application.

(b) Documentation showing the cause invoked, which will necessarily include the one presented by the company to the official bodies (Ministry of Finance, Commercial Registry, etc.), referring to the last two years.

c) Alternative wage proposal and possible recovery pact.

The parties may reach agreement within 15 days, which may be notified to the Joint Committee of the Convention to acquire full effectiveness.

If no agreement is reached within the company, the matter will be raised to the Joint Committee of the Convention, which will be competent to resolve in the final analysis and in its case to set the alternative salary conditions.

If the Joint Commission fails to reach an agreement, the matter will be referred to arbitration. The arbitrator shall be appointed by the Joint Committee within 15 days of the date of the decision in which the disagreement is established.

The agreements on inapplicability reached by the representatives of the workers and the company, ratified by the Joint Commission, those reached by the Joint Commission and the arbitration awards will be executives.

SECTION 4. LINKING TO THE ENTIRE

Article 16.

In the event that the competent court, in the exercise of its own powers, does not approve any of the essential covenants of the Convention, it would be without practical effectiveness, and its total content.

CHAPTER II

Joint Commission

Article 17. Joint Commission for Interpretation, Surveillance and Mediation.

For the interpretation, monitoring and mediation of this Convention, a Joint Commission shall be established, of which the person who chooses both representations of its members shall be President.

This Commission is composed of:

(a) Two representatives of the Workers 'Commissions, two representatives of the General Workers' Union and four representatives of the Spanish Council of Curtidores, and their corresponding alternates, appointed from among those who formed the Negotiating Committee for the Convention.

(b) The Joint Committee may be incorporated by the advisers or technicians who consider both representations, with a voice but without a vote.

The scope of the Joint Commission's action will be the same as the Convention, which can be met anywhere in the Spanish State, as well as appoint Commissions or papers to act in a delegated and geographical area. (a) to intervene in specific cases, and which will be constituted at least by two representatives of the employers and by two representatives of the employees, of which the Joint Committee is formed.

Article 18. Functions of the Joint Committee.

This Commission will have the following specific functions:

a) Interpretation of the application of all the clauses of this Convention.

b) Monitoring of compliance with the agreement.

(c) Other than any other than the provisions in force in the field of collective agreements and concordant provisions, and others which are enacted in the future.

d) This Joint Committee shall ensure that the correct procedure is followed in the implementation of the work systems.

(e) Monitoring and control of clandestine and home-based work: The Joint Committee shall be informed of the clandestine work carried out by both the undertakings and the registered office. The specific functions of this Commission include the one defined on the reality of the situations of secrecy and of the non-compliance with the legal regulations in force for the work at home.

(f) Any other activities that tend to the greatest practice of the application of the Convention.

Article 19. Procedure for calls and meetings.

1. The employers 'and employees' representations may submit to the Commission any matter in the matter of their competence, by addressing the President of the Joint Committee, stating in written reasoning, the purpose of the inclusion in the order of the day of the next meeting the topic that interests.

2. The Commission shall meet on the last Wednesday of each month.

3. The Commission shall meet at the local and local level which for this purpose is indicated and enabled.

4. In order to be validly established, the Commission shall be present at least three members of the social representation and three other members of the business.

5. The Joint Committee shall be convened on the day and place indicated in the call, and shall understand the subject matter of the call, adopting the agreements deemed appropriate.

If any issue raised outside such an entity which is specified by the parties concerned will be specified or clarified by the parties concerned, the Commission shall, within seven days, give them to the Commission or to the Commission or (a) the Commission shall, in accordance with Article 3 (1) of the Regulation, issue a decision on the application of the provisions of the European Parliament and of the Council of the European Parliament and of the Council of the European Parliament and of the Council of the European Parliament and of the Council administrative or legal proceedings.

6. From the meetings of the Joint Committee, in plenary or by committee or delegated, the minutes of the agreements obtained and the positions, if any, of each of the representations shall be lifted.

Article 20.

The functions of the Joint Committee will not impede the free exercise of actions in the administrative and legal jurisdictions provided for in the existing legal provisions, except as provided for in Article 15.

Article 21. Guarantee of the members of the Commission.

Members of the Joint Commission will be counted on the hours spent in meetings of the Joint Commission as if they were actually worked.

CHAPTER III

Organization of the job

SECTION 1.

Article 22.

The practical organization of work, as provided for in this Convention, corresponds to the employer, who will carry it out through the regular exercise of his powers of management and control of the work.

Without the authority that corresponds to the company or its legal representatives, the representatives of the workers will be heard in everything related to the organization and rationalization of the work.

The organization of the work includes the points listed below, in a non-exhaustive way, but merely enunciative:

1. The requirement for normal activity and, consequently, for the minimum performance established.

2. The award of the machinery or the task necessary for the development of the worker's activity.

3. The fixing of the permissible waste and quality indices throughout the manufacturing process.

4. Vigilance about the care and cleaning of the machinery, which will be done within the working day.

5. The mobility and redistribution of staff, in accordance with the needs of the organisation and production, respecting the salary for all the concepts achieved, without prejudice to their professional training and the necessary period of adaptation, The maximum shall be six months.

In cases of individual move from one job to another, the following will be taken into account:

(a) During the period of adaptation, where necessary, the worker shall be respected, plus the incentives which he may continue to receive in his previous job.

(b) Within three months from the date of the end of the adjustment period, where applicable, the worker shall be respected for the incentive fees from his place of provenance, where such charges apply. are superior to those who are in their new position.

6. To carry out during the period of the work organization the modifications in the methods of the same, rates, distribution of the staff, change of functions and variations in the machines and the materials that facilitate the comparative study with reference situations or the technical study in question.

If, during the trial period, higher than normal activities are obtained, they will be paid in accordance with the rates established during the trial period, and the total amounts to be charged for this concept must be regularised. The rates are approved.

In the event that the rates are not definitively established, the higher activity will be paid in proportion to what exceeds normal activity.

7. The adaptation of the workloads, yields and rates to the new conditions resulting from the change of operating methods, manufacturing processes, change of materials, machines or technical conditions of the same.

Article 23. Functional mobility.

In order to improve the competitiveness of the sector, taking into account the needs of the company at any time, the parties to this Convention recognize a broad functional mobility, without prejudice to legal guarantees and legislative amendments.

Article 24.

Companies will adopt a clear and simple way of calculating remuneration so that workers can easily understand it.

Article 25.

The organization of the work will take into account the following principles and definitions:

Normal activity at work is one that develops a medium operator, conscious of his responsibility, with a constant and reasonable effort, without excessive physical and mental fatigue, without the encouragement of an incentive remuneration and under a competent direction.

This activity is the one that in the different and most common measurement systems corresponds to the indices 60, 75 and 100.

Article 26.

Optimal activity is the maximum that can develop a medium operator, without prejudice to your professional life.

This corresponds to the previous measurement systems with the indices 80, 100 and 133.

Article 27.

The amount of work to normal activity is the one that an average operator performs to such activity, including the recovery time.

Article 28.

The amount of work to the optimal activity is that performed by an operator to such activity, including recovery time.

Article 29.

Normal performance is the amount of work that an operator performs in an hour of normal activity.

Article 30.

Optimal performance is the amount of work that an operator performs in an optimal activity time.

Article 31.

Machine time is the one that uses a machine to produce a quantity of task under certain technical conditions.

Article 32.

Normal time is spent by a worker in a given operation to normal activity, not including recovery time.

Article 33.

Free work is the one in which the operator cannot develop the optimal activity throughout its time. The limitation may be due to the work of the machine, to the fact of working as a team or to the conditions of the operating method. For remuneration purposes, the worker's waiting times, due to any of the above limitations, will be paid as if the normal activity is worked.

Article 34.

In the limited work, the optimum production will be obtained considering that the minimum production time, is the time machine increased to the amount of machine work stop performed in optimal activity. The interference of machines or equipment shall be calculated in the appropriate cases.

Article 35.

The actual template is made up of the employees who at any given time are part of the company.

Article 36.

Any vacancies that occur for any cause shall be freely amortised, except where the vacancy occurs by wrongful termination.

Article 37.

The initiative for the establishment of systems of organization or control of production, as well as incentive of the work, corresponds to the company and may refer in its entirety to certain sections or centers or places of or to homogeneous units of work.

When the partial implementation of a measured time work system increases workloads in another section or above normal performance, it will be mandatory for the system to be applied in the latter.

Article 38. Procedure for the implementation of work systems.

I. In the establishment and revisions of the system of work organization, as well as of the system of incentives to measured times, the report of the Committee of the Company or the Delegates of Personnel will be required, according to what is established continuation:

a) The company may at any time carry out the corresponding studies for the determination of times, using any of the techniques that exist to the effect. In order to carry out these studies, no prior procedure will be necessary, although the Company Committee will be informed of the subject matter, without this being mandatory for the employer in terms of its application.

Once the studies have been completed, and if they are to be used to modify the working conditions or remuneration of the staff, the affected will be informed at least one week in advance of the probationary period; wish, they will ask for the presence of the Staff Delegates or members of the Business Committee. The new studies will undergo experimentation for a maximum period of ten weeks.

b) Finished the trial period, the company will provide the Staff Committee or Staff Delegates with the reasoned study of the same.

In the absence of a Business Committee or Personnel Delegates, workers will be provided with the appointment.

Within a maximum of 15 days from the receipt, the legal representation of the workers, assisted by their technicians, will show their agreement or disagreement with the system implemented.

(c) In case of conformity or silence in this respect, the approved system shall enter into force the following day, and may be submitted for approval within a maximum period of ten days to the corresponding labour authority.

d) In the event of disagreement, the reports from both parties shall be forwarded to the Joint Committee of the Convention, in order to decide whether the correct procedure for the implementation of the system has been observed.

(e) At the same time, the reports of both parties shall be forwarded to the competent labour authority for their resolution, and the Joint Committee report shall subsequently be incorporated.

II. In the application of a system of incentives to production, account must be taken, inter alia, of the following:

(a) The necessary period of adaptation of the workers affected by the working method.

b) The implementation by the company of the method.

c) The perfect division into elementary sequences of the jobs to be timed.

d) The definition of the level of quality required at work and corresponding to the requirement subsequently.

e) The number of hours actually worked per week will necessarily be taken into account.

III. In the review or implementation of new incentive schemes and during the trial period, the company must ensure that employees have the incentives they have obtained as a half-time in the previous 90 days of effective work, in normal working day.

During the probationary period, the worker may not be punished for not reaching the required minimum, when the causes are alien to the same or imputable to the system itself.

SECTION 2. YIELDS AND INCENTIVES

Article 39. Performance agreed.

1. The normal performance that corresponds to the so-called normal activity is the minimum required performance, and the company may determine it at any time, without the failure to do so or to be interpreted as leaving this right.

2. The remuneration for normal performance is determined by the salary of this Convention.

3. To establish incentives, it must be based on normal performance. In those enterprises where there is a system of incentives, they will be absorbed by the salary of this Convention up to the level of normal performance, which is the minimum required by the Convention.

4. The incentives may be collectives (by section, chain, gru pos, etc.) or individual, as determined by the company.

5. Where a job is difficult to measure, a percentage of indirect valuation is required for the application of this incentive to such staff, provided that their activity is higher than usual, consistent with the the result provided of the incentives equivalent to their professional category.

6. Companies that have an incentive system in place, may review it when the amounts of work to activity exceed 40 per 100 of those indicated for normal performance.

7. Undertakings may limit, proportionately reduce and even abolish incentives on an individual basis to all workers who, due to lack of ability or interest and attention, objectively demonstrated, are detrimental to production, without prejudice of the measures which may be applicable to the case.

8. The incentives may be suspended in general or by sections or workers where the purposes pursued by the system cannot be achieved as a result of the lack or simulation of the work in the undertaking, or where appropriate repair or reform of the facilities, with the authorisation of the labour authority.

In such cases, employees shall receive the remuneration for normal performance plus increases in seniority.

Article 40. Review.

The review of times and yields should be performed in the following cases:

(a) By reform of industrial or administrative methods or procedures, in each case.

(b) When the calculation or measurement was made in a manifest and undoubted manner.

(c) Where the returns obtained by the worker exceed repeatedly of the 140 or their equivalents on other scales.

d) In the event that the above assumptions are not given, by agreement between the company and the Committee.

If a qualified worker performs several tasks of his own in different trades and cannot measure his or her work in one of them, the remuneration for the job will be the responsibility of the job. This is a top-class job.

SECTION 3. STAFF SYSTEM

Article 41.

Companies will be able to submit to applicants for practical, psychotechnical and medical examinations that they consider appropriate to check their degree of preparation and skills.

Article 42.

The hiring of personnel must be carried out in accordance with the provisions in force in the field, and it is essential that the companies make it through the INEM office of their locality.

Article 43. Test periods.

A probationary period may be arranged in writing, in which case the worker's income shall be deemed provisional until he has complied with it; this period shall in no case exceed the following periods of time:

a) Technical graduates: Six months.

b) Administrative staff: Thirty days.

c) Trade personnel: Fifteen days.

d) Unqualified staff: Fourteen days.

e) Other workers: Three months.

Article 44.

The probationary period is fully enforceable as long as it is written, unless the companies decide to give up all or part of it, thus stating in the contract or giving up the contract in writing during their course.

Article 45.

During the trial period, both the company and the worker may unilaterally withdraw from the contract of employment without notice or compensation.

Article 46.

The probationary period shall be computable for the purposes of seniority and during the same period the worker shall have the same rights and obligations as the rest of the staff.

Article 47.

All promotions, excluding the cases provided for in the following Article, shall be carried out among the employees of the company's staff who opt for the place, provided that they meet the appropriate conditions for their performance, demonstrated by the training tests, which will be judged by a Commission constituted within the company and made up of two representatives of the company, two representatives of the employees and the first oldest officer of the specialty on which to view the test.

Article 48.

They will have access to the vacancies of Encharged or Head of Section the workers who, enjoying the trust of the company, exercise a qualified trade and complete their theoretical knowledge, prior examination of aptitude before the Court (a) to be appointed by the undertaking to which, at least, the practical knowledge of the workshop and technology necessary for the performance of his duties is established; except for those in possession of evidence of formal qualifications, professional, to any degree.

Article 49.

Companies are obliged to give due publicity, to the knowledge of all the employees of their staff, of the call for vacancies that occur in the different categories and the date of commencement of the tests.

Article 50. Diminished capacity.

Companies will engage staff whose capacity has decreased by age or other circumstances, before retirement, by directing them to work appropriate to their conditions. The person who is unable to work as a result of an accident at work or a professional illness liable to be compensated for the service of the undertaking shall be given preference.

In order to place disabled workers, they will have the preferences set out in their specific regulations and the companies of more than 50 fixed workers will have to reserve for them up to 5 per 100 of their staff.

In a manner compatible with the legal provisions, the companies will provide the places of Porters, Ordinances, Vigilance, etc., with those of their workers who by default physical, illness or old age cannot follow by performing their trade with normal performance, and provided that they are not entitled to a subsidy, pension or own means of support.

The coupled staff will receive the salary according to the category they perform.

Article 51. Transfer of work centre or machinery.

1. In the event of a transfer of the machinery or work centre to another locality, the company, at least six months in advance, shall be obliged to give notice to the representatives of the employees and the staff concerned, which shall be entitled to between the shipment, receiving compensation for expenses, or to terminate his contract by means of the indemnity that is fixed as if it was an authorized dismissal for labor or economic crisis, except for a more favorable agreement with the company. In the first case, the worker must be employed in the new locality, receiving the allowance corresponding to the costs of transport, staff and other family members, as well as furniture and other household goods.

2. In such a notice, the employer must detail in writing the following points:

a) Place where you plan to move the work center.

b) Possibility or non-housing in the new location and conditions of your rental or property.

(c) Fixture of the period of three months, at most, for the worker's reply.

The time of incorporation of the worker to the new job will be no less than thirty days.

3. If the worker does not accept the shipment, the company will pay compensation as if it were authorized for technological or economic reasons.

4. In the event that the company did not make the transfer for justified reasons, and any worker would have incurred expenses also justified for this purpose, it will be compensated for the damages caused, checked and appreciated.

5. Without prejudice to the enforceability of the transfer, the worker who has not opted for the termination of his contract is not in accordance with the business decision and may challenge it before the competent jurisdiction.

Article 52.

The cases of evident and proven force majeure or destruction of the work center are excepted from the notice period.

In case of a launch as a result of judicial or administrative decision, the notice will coincide with the date of the firm notification; in case of non-compliance by the company, the deadlines set in articles The above shall be met with the payment to the worker of his/her perceptions.

Article 53.

a) Fixed staff:

It is the fact that forming a permanent part of the template through income through learning or after the improvement of the test period covers the normal productive needs throughout the year.

b) Seasonal staff:

1. It is contracted for some time, in order to meet the seasonal needs of the job centers when they are not covered by the fixed staff, still working at optimum performance or performing extraordinary hours.

2. For the purposes of this Convention, the seasonal contract may not exceed the period of six months, and the duration of the contract shall be determined by each undertaking prior to the commencement of its validity, in the knowledge of the Staff Committee or Delegates.

3. For the determination of the season will be taken into account the circumstances and characteristics of the same, seasonal period, fashion trends in short and medium terms, size of the pieces in relation to their weights, flexibility of the company in the change of new specialties, industry enclave in the industrial, agricultural area, etc.

4. Seasonal staff may not exceed 10 per 100 of paragraph (a).

5. The renewal of the seasonal contract will be compulsory for the company at the request of the worker, with a limit of 75 per 100 of the staff employed in the previous season.

6. It will be the option of the contract worker for three successive seasons to acquire the quality of the company.

c) Interim staff. -It is the one that replaces the fixed staff with absence, illness, etc., causing a definitive reduction in the company by rejoining the fixed staff to whom it replaces.

(d) Eventual staff. -It is the contract to attend to productive needs, new or extraordinary jobs, superior to the normal ones and whose needs cannot be covered by the seasonal staff nor the fixed staff in those conditions. The contract of the worker shall be for a maximum of eight months, in a period of twelve months.

e) The pawns will move to the category of Peon Specialist six months from their hiring.

As not provided for in this article, in terms of form or modalities of recruitment, the legislation will be in force at any time.

Article 54. Notice periods.

1. The personnel who wish to cease in the company's service must give the following notice periods:

a) Managing and technical staff: Two months.

b) Administrative staff: Thirty days.

c) Staff Rest: Fifteen days.

2. Failure to comply with the notice periods will result in a penalty equivalent to the days of delay in the communication, with the result that the company must pay the payment to the producer in the form of finiquito.

CHAPTER IV

Economic Conditions

Article 55. Salary.

The salary tables for 1994, with effect from 1 January, will be the ones that will increase by 3 per 100 the ones that were applicable in December 31, 1993.

The salary tables thus calculated are listed in Annex 1 to this Convention.

The salary of the trainees will be the one reviewed in Annex 1 for 100 per 100 of the day.

Review clause. -In the event that the consumer price index (CPI) established by the National Statistics Institute will register at December 31, 1994, an increase of more than 3.5 percent from the figure that result from the said IPC at 31 December 1993, a wage revision will be carried out as soon as this circumstance is officially recorded in the excess over the indicated figure, thus serving as a basis for the calculation of the wage increase of 1995. The wage revision will be paid in one pay during the first quarter of 1995.

Article 56.

The same salary structure is maintained for the repealed Decre to 2380/1973 of 17 August on the management of wages.

Article 57. Payment of arrears.

The salary arrears of this Convention shall be paid within twenty-five days of the date of publication of this Convention in the Official Journal of the State, and the corresponding additional contribution shall be made by the undertaking. to Social Security.

Article 58. Advances.

The payment of wages shall be made on a timely and complete basis on the date and place agreed upon or in accordance with customs. The period of time referred to in the payment of regular and regular remuneration may not exceed one month.

The worker and, with his authorization, his legal representatives will be entitled to receive, without the day indicated for payment, advances to accounts of the work already done.

Article 59. Incentives.

For those companies that are rationalized or that during the term of this Convention implement any system of rationalization of the work, the incentive curve will be defined for the normal performance for the salary of the Convention.

The salary for normal activity is the remuneration for normal performance.

For the purpose of remuneration, and as long as normal business is not determined, this will be the one for which at any time is being considered as such.

Article 60. Overtime.

With effect from 1 July 1994, every hour of work carried out on the ordinary working day shall be paid with an increase of at least 65 per 100 on the salary which would correspond to each ordinary hour, without any personal discrimination. The number of overtime may not exceed 80 per year.

Not to be taken into account, for the purposes of the maximum working time, nor for the calculation of the maximum of the authorized overtime, the excess of hours worked to prevent or repair claims or other damages extraordinary and urgent, without prejudice to their compensation, in accordance with the provisions on overtime.

Article 61. Profit participation.

During the duration of the Convention, the participation in benefits is set at 9 per 100 of the salary Convention and extraordinary rewards, increased with seniority when applicable. The benefits shall be paid on a monthly basis, except in the case of an agreement between undertakings and employees, in which case they shall be paid in the form determined by both parties.

Article 62. Extraordinary pagas of July and Christmas.

The extraordinary bonuses of July and Christmas will consist of each one of them in the payment of a monthly salary and age allowance when applicable.

The first instalment will be paid during the first half of July and the second on December 22.

Article 63. Holidays.

The holidays are established in thirty-one calendar days. Of these thirty-one days, twenty-one calendar days shall be made uninterruptedly, the remaining days, which shall include only two public holidays, shall be enjoyed by common agreement between undertakings and workers or, in the absence thereof, the week of Christmas or the week of Easter week. However, the parties may agree to an interrrumpid period of up to twenty-eight calendar days.

The enjoyment of the twenty-one days in a row will start on Monday, unless it is festive, in which case the next working day will begin, without prejudice to the fact that for the productive needs of the company it can be advanced or In the case of a reduced number of the staff, it is not possible to reduce the working days on holiday.

In any case, the scheduling of the holidays will be carried out by mutual agreement between the company and the Delegates of Personnel or Committees of Company, two months before the date of enjoyment.

The holidays will be paid with the salary corresponding to the normal activity, plus incentives. The price of the incentives will be obtained from averaging the pesetas obtained by this concept and the hours actually worked during the last thirteen weeks.

Article 64. Seniority.

In order to reward temporary continuity in the provision of services on behalf of a company, an seniority award is established, which is regulated as follows:

1. The periodic salary increases for the time of service in the company will consist of nine trienes of the 3 per 100 on the salary Convention that at every moment rija for each professional category.

2. The computation of the same will be initiated for all the staff from the first day of income in the company, regardless of the changes of category.

3. In the calculation of the age, the learning period will be counted. This period will be taken into account both for those who are currently doing so, and for those who, being trade professionals, would have done so previously in the company.

Article 65. Night work.

The hours worked during the period between the twenty-two and the six hours, unless the salary has been established on the basis that the work is night by its nature, shall have a specific remuneration increased by 25 per 100 on the salary Convention. The most beneficial conditions for workers in this respect will be respected.

It is prohibited to perform overtime hours, except in cases and special activities duly justified and expressly authorized by the Ministry of Labor and Social Security.

Article 66. Tool wear.

When, by the nature of their work or by traditional custom, the worker provides the tools of his or her property, he will receive, in respect of compensation for wear and tear, the amounts that the worker, prior to justification, has paid for such a concept.

Article 67. Plus transport.

Companies that have established their work station more than 2 km from the population and do not have their own means of transport for their staff, will pay each worker with their own home address. municipality a plus of 3.50 pesetas per kilometre per day.

Article 68. Diets.

When, by order of the company, the worker is obliged to spend the night or to carry out maintenance costs outside the company, they will be paid by the company, after justification thereof, and corresponding, except also justified, to those of a three star hotel.

The travel back and forth will also be on behalf of the company, in the first or second class, in the judgment of the company.

CHAPTER V

Workday

Article 69. Day.

It will be forty hours a week, according to the provisions of Law 4/1983, of June 29.

The day will be held in the article of the Collective Agreement of 1983, ("Official State Gazette", No. 144 of 17 June), without which more than eight may be raised from 1 May 1988. hours of daily effective work, except as provided for in Article 71 (annual planning).

Still considering as work on Saturday, it is agreed that the day set out in this Convention will be held from Monday to Friday.

In those sections in which the correct operation of production permits, it is recommended that companies and workers of mutual agreement negotiate the possibility of a flexible or sliding day, with a margin a half-hour daily.

Article 70. Day of free disposition.

During the term of the Convention, the companies will authorize and, consequently, the workers will enjoy, without the need for justification and in the form and conditions that will be said, of a day of unpaid and non-recoverable. This day shall be paid in accordance with the salary tables of this Convention.

This absence will be granted upon request of the worker 15 days in advance, safeguarding in all cases the interests of the organization of the work and the production needs of each section or department and without the number of simultaneous absences exceeding a number of workers, such as to disturb the normality of the production process.

The said day of leave will be granted in proportion to the days in which the worker remains high in the company template within the calendar year, so that to enjoy all the hours of the day will be precise be high in the company throughout the calendar year. In those cases of workers whose employment contract establishes an annual shorter working day than that laid down in the Convention, the day of free provision shall be paid in proportion to the working day.

In any case the day of leave will be enjoyed within the calendar year.

Article 71. Annual planning of the day.

Companies for productive reasons, with a notice of two weeks and respecting the number of hours agreed, will be able to work up to thirty-five hours per week and seven hours per day for a maximum of sixty-five hours. five working days, excluding Saturdays, on a continuous basis or in fortnightly modules; recovery shall be carried out in an equivalent manner (forty-five hours per week and nine hours per day) and with a surcharge of 30 per 100 on the salary time, for each of the hours to be recovered.

The recovery of the hours not worked shall be effected within the maximum period of one year from the beginning of each period.

The contract staff who, when they cease to provide their services, have hours accumulated in their favour over those agreed in the Convention will be paid as overtime.

In the case of low temporary incapacity for work occurring during the periods of change of day, the compensation will be made for days effectively worked and in the company's presence.

This adjustment of the working day will be applied to the globality of the template and in a homogeneous way; however, it will be possible to exclude the administrative, commercial and technical personnel from this ordination. The tables of the price of the hour are attached in Annex 2 to the Convention without prejudice to other different covenants.

All without prejudice to subsequent legislative amendments.

Article 72.

The work of the Porters and Watchers with a room in the company is excluded from the working time regime of this Convention, provided that they are not required to be kept under constant surveillance, in which case their journey may be extended to twelve daily hours, entitled to a four-hour rest, including the one corresponding to the meal, which will enjoy each working day and within the hours of its service, determining the form of enjoyment of the same according to the company. They will also enjoy a minimum rest between days of twelve hours.

Article 73.

As for the Porters, Saves and Watchers not included in the previous article, which have only duties of their professional category, they shall comply with the provisions of the general provisions.

Article 74.

In the cases of technicians, managers, intermediate managers and operators whose action is putting in place or closing the work of others, the time strictly specified may be extended for the day set out in this Convention. prejudice to the payment of such time on an extraordinary basis.

Article 75. Working hours.

The determination of the working hours corresponds to the employer, who must establish them coordinating those of the respective services for the most efficient performance; being the private faculty of the company to organize the shifts and relays and change those when you believe it is necessary and convenient. However, where the introduction of new timetables, or the modification of the previous timetables, would entail a substantial change in the working conditions, the provisions of Article 41 of Law No 8/1980 of 10 March of the Statute of the European Parliament and of the European Parliament of the Workers.

Article 76.

Workers may apply to the company for the implementation of the continuous day when they express it by vote, at least 60 per 100 of the staff. The company may or may not access this request from the employees, by means of a reasoned report.

Article 77. Permissions.

Workers may miss work with the right to receive the remuneration established for normal activity only for any of the reasons and during the following periods of time:

l. For two days, which may be extended up to three more when the worker needs to move to the effect, in the case of the birth of a wife, of serious illness or death of relatives up to a second degree of consanguinity or affinity.

2. For one day per transfer from his usual address.

3. By wedding of a son, one day; in the case of a wedding of a brother he will be entitled to a day of absence, but without receipt of remuneration.

4. For the time indispensable for the fulfilment of an inexcusable duty of a public nature, duly justified, in accordance with the provisions in force.

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

6. Fifteen calendar days in case of marriage, the worker being able to opt for an extension of up to five days of this license without retribution.

Article 78. License for studies.

(a) Companies which have their service workers who carry out studies shall be required to grant the same licences as are necessary for them to be eligible for examinations in the calls for the relevant centre, but prior to the justification of the persons concerned to have the registration formalised. This is applicable for obtaining the driving licence.

b) Where the relevant call for examination relates to the pursuit of the professional title of the business carried out in the undertaking, such workers shall be entitled to the corresponding remuneration of the the basic salary and seniority, where applicable, during the period of the duration of the licence.

c) The permits obtained by the workers for these concepts may not be discounted from the annual leave corresponding to them.

Article 79. Military service.

During the period of provision of military, compulsory or voluntary service, or replacement social service, workers will have their job booked, and the company must be rejoined within two months. from the date of its licensing, not being able during this period to provide services in companies of the same activity. On temporary leave they will have the right to provide service in the company.

Article 80.

The staff who are vacant for the reason of the military service shall, upon rejoining the holder, pass on to his former job if he belonged to the firm on a fixed basis, or he shall be discharged if he has entered to cover that undertaking. If, during the first six months of the following months, all acquired rights are retained, it is in case of vacancies that they will be vacant, to which they will be entitled to any other applicant.

Article 81. Voluntary leave.

1. The worker with at least one year's seniority in the one-year-old company has the right to be granted the possibility of 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.

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

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

For the entire period of leave, as regulated in this paragraph, the worker shall be entitled to the reservation of his job and to the time of his enjoyment being computed for the purposes of seniority.

CHAPTER VI

Social Conditions

Article 82. Replacement military or social service.

Workers who provide the replacement military or social service will be entitled to the collection of the extraordinary Christmas pay.

Article 83. Retirement Award.

The workers who, with a minimum of ten years ' service in the company, opt for retirement at the age of sixty-five, will receive a retirement award at the end of the company for such a cause, agreement with the following scale:

Year 1994

At sixty years old: 190,780 pesetas.

At sixty-one years: 151,085 pesetas.

At sixty-two years: 73,000 pesetas.

At sixty-three years: 64,350 pesetas.

At sixty-four years: 54,510 pesetas.

At sixty-five years: 45,855 pesetas.

After two months after having met the above mentioned ages without exercising this option, the right to the prize will be lost through the lower prize.

Article 84. Workwear.

The company will provide each producer with a monkey or work item per year, or two, if the first one is justified.

Article 85. Insurance policy.

The company in 1994 will pay the sum of 1,650 pesetas per year to each worker of the same, for the subscription of individual insurance policies that cover the risk of death or permanent invalidity, due to accident at work, whose subscription will be exclusive to the employee, being indispensable for the payment of the amount before indicated the duly justified to the company the formalization of the policy.

The Committees of Company or Personnel Delegates are empowered to collaborate in the subscription of the policies mentioned above, in order to be collective.

Article 86. Accidents at work.

Companies will pay workers who have suffered a work accident within the facilities of their job centers 100 per 100 of their salary, provided that the accident requires hospitalization of more than fifteen persons. days and for the duration of the temporary incapacity for work.

CHAPTER VII

Awards, fouls and penalties

PREMIUM

Article 87. Fundamental motivation of the awards.

1. The aim of the prize is the heroic or meritorious acts, the spirit of service or fidelity and the desire for professional improvement.

2. Heroic acts shall mean those who, with a serious risk of their life or personal integrity, perform the worker in order to avoid an accident or to reduce their proportions, to defend the goods of the undertaking or other analogues.

3. Those whose performance does not require serious exposure of life or integrity, but a manifestly extraordinary will, exceeding the regulatory duties of avoiding or overcoming an abnormality for the service, will be estimated.

4. It consists of the spirit of service in performing this not ordinary and normal, but with total delivery of the faculties of the worker and with purposeful purpose, manifested in concrete facts to achieve its greater perfection in favor of the company, subordinate to them their comfort and even their particular interest, with nothing and no one to demand it.

5. The spirit of fidelity is credited for the continued services to the company, without any penalty for serious misconduct.

6. Producers who, in addition to fulfilling their work in a satisfactory manner, feel that they are in a position to improve their theoretical and practical training and their experience to be included in the concept of professional improvement, will be considered as most useful in their work to reach a higher category, and those others who have entrusted functions of responsibility, taking care of those whose non-compliance could result in a tax on the qualification of the offence committed for causing injury.

Article 88. Award scale.

The following prizes will be set:

a) Rewards in cash.

b) Increase of holidays up to twice as much as those that are regulated by the person concerned, without any reduction in their emoluments.

c) Grants or trips for improvement or study.

d) Honorific diplomacy.

e) Cancellation of unfavorable notes in the personal file.

FAULTS AND PENALTIES

Article 89. Mild.

They are minor faults:

1. Missing a day to work without justified cause.

2. Up to three punctuality fouls in a month.

3. Leave the job or service for a short time within the working day, without permission.

4. The little ones neglected in the realization of the work and in the preservation of the machines, tools and materials.

5. The non-observance of the Regulations and orders of service, as well as the disobedience to the controls; all in light matter.

6. The lack of respect in the light of the subordinates, colleagues, controls and the public, as well as the discussion with them.

7. The lack of personal cleanliness, as well as in the premises, services and useful of the company.

8. Do not communicate to the company the changes of domicile or the data necessary for the Social Security and Medicine of the Company.

Article 90. Serious.

Serious faults:

1. The double commission of slight lack within the period of one month.

2. The lack of two days to work during the period of one month, without justified cause.

3. The obstruction, the malicious omission and distortion of the data, issues and facts that can affect the Social Security and Medicine of Enterprise.

4. Failure to comply with the general rules, those of this Convention, or those of the company in matters of safety and hygiene at work. It will be very serious when it has consequences for people, machines, materials, installations or buildings.

5. Disobedience to the controls on labour issues.

6. The voluntary decrease and low quality at work.

7. The use of time, materials, machines and useful work in matters other than the same.

8. The insults offered against persons or institutions of all kinds.

9. The active or passive impersonation of the personality.

10. The inebriation not usual during work.

Article 91. Very serious.

Very serious faults:

1. Repeated failure within the period of one month, provided that they have been sanctioned.

2. The lack of six-day work during the four-month period, without justified cause.

3. More than 12 punctuality fouls over a period of six months or 25 in a one-year period.

4. Falsehood, disloyalty, fraud, breach of trust, illicit competition with the company and theft or theft, both co-workers and the company or third parties, within the premises of the same, or during the job performance or services on behalf of the company.

5. The removal, inuse, damage or malicious modification in the first materials, products, tools, tools, machines, appliances, installations, buildings, articles and documents of the company.

6. The indiscipline or disobedience to the Orders of the controls, as well as the induction to it, when magazine a special gravity.

7. Direct or indirect participation in the commission of a criminal offence as such in the Penal Code.

8. The falsehood in the circumstances of accidents at work, the simulation of diseases and the malicious prolongation, feigned, in its healing.

9. Habitual drunkenness or drug addiction, if they have a negative impact on work.

10. The abandonment of work involving serious economic injury to the company.

11. The voluntary and continuous decrease in performance.

12. The commission of immoral acts in the premises and premises of the company, inside or outside the working day.

13. All those entered as such in Article 54 of Law 8/1980 of 10 March of the Staff Regulations, which are considered to be fair grounds for dismissal.

14. To transfer services to another competitor, not being authorized; to disclose secrets or data of required reservation; to falsify or to misrepresent data or documents; to seriously and publicly offend the company or its directors or to its employees work.

15. The abuse of authority by the Chiefs will always be considered to be very serious, and the one who suffers it will put it in the knowledge of the Director of the company, within a period not exceeding fifteen calendar days, so that the person will be instructed the timely file.

The file must be completed within one month from the date of notification to the interested party.

16. The infringements of this Convention by undertakings shall be sanctioned by the competent labour authority.

Article 92. Sanctions.

The maximum penalties that can be imposed are as follows:

For minor lack:

Verbal admonition.

Admonition in writing.

Suspension of employment and salary for one day.

For severe missing:

Suspension of employment and salary of two to 15 days.

Disable for promotion for a period of up to one year.

For very bad:

Suspension of employment and salary from fifteen to sixty days.

Disabling for a period up to five years.

Dismissal.

Article 93.

The assessment of the faults and the corresponding penalties imposed by the management of the company will always be reviewed in the competent jurisdiction. The penalty of serious and very serious misconduct will always require written communication to the worker, stating the date and the facts that motivate it.

It will not be possible to impose sanctions that consist of the reduction of the duration of the holiday or another minoration of the rights to rest of the worker or fine to have.

In the event that the sanction is imposed on any member of the Staff Committee, the opening of a contradictory file will be mandatory in the case of serious or very serious misconduct, in which the The person concerned shall be heard by the Committee of Enterprise or other Staff Delegates.

Article 94. Prescription.

Minor faults will be prescribed at 10 days, the serious ones at twenty days and the very serious ones at 60 days from the date on which the company became aware of its commission and, in any case, six months after the task.

CHAPTER VIII

Safety and hygiene and occupational health

Article 95.

The industries affected by this Convention will comply with the general provisions on the prevention of accidents at work and hygiene and safety, and in particular the General Ordinance on Safety and Hygiene in the Work of 9 March 1971.

Article 96.

1. Working premises, dryers and warehouses shall have good natural ventilation and adequate artificial ventilation when necessary to achieve the elimination of odours, powders or other harmful or unpleasant emanations, which must be Avoid any possible use of machines or devices closed or under vacuum-cleaner campaigns.

2. The pavement of the work premises must form a continuous whole, it will be smooth and impermeable, counting with evacuation channels, which collect and give out to the waters or liquid discharges in the various operations of the industry. The walls will be smooth and easily washable.

3. Daily cleaning shall be carried out at the bottom of the premises, collecting and evacuating, in due form, the waste and waste accumulated during the day and carrying out a final washing of the same with abundant water, added with disinfectants and deodorants. The cleaning of premises by dry sweep is strictly prohibited in order to avoid dust mobilization that could contain pathogenic germs.

Article 97.

1. The storage of fur, waste or waste susceptible to rot or contamination shall be made in suitable premises and with the maximum guarantees of isolation in respect of the other working premises. The same rules shall be applied in respect of the storage of chemical materials and products used in the various operations of the industry which are in danger of fire or are of a toxic nature.

Of all these materials and products will only be available in the working premises of the precise quantities in order not to interrupt the course of this one.

2. The waste water must be treated in accordance with the provisions of the health care provisions.

3. In the transport, handling and use of acids, caustic substances and, in general, dangerous or toxic products, used in industry, the appropriate measures must be taken into account for the harmful or dangerous nature and action of those, conformity with the specific provisions of the General Ordinance on Safety and Hygiene at Work of 9 March 1971.

4. In particular, in the handling and transport of hides and skins and their waste and waste, protective measures shall be put in place, where possible, where possible, to remove their direct contact with the worker's own skin.

Article 98.

1. In all matters relating to engines, transmissions, machines and gears, it shall be present for its strict compliance as soon as the General Ordinance points out.

2. The different machines in the industry shall be adequately protected in order to prevent the workers ' hands from being reached or dragged by cylinders or rollers, by the blades or by gears or organs. motion. All machines which offer the maximum degree of risk shall be provided with instant-stop devices within the scope of the worker himself.

Article 99.

1. The infected skins of anthrax must be destroyed, and the suspects subjected to careful disinfection to ensure their safety.

2. The workers, once they have denounced the fact, and until so much is resolved on the particular case, if there is doubt, are relieved to manipulate the skins.

3. Any case of anthrax shall be communicated to the Labour Inspectorate and the corresponding Provincial Head of Health.

Article 100.

1. Undertakings, depending on the nature of the work, shall provide their workers with the appropriate personal protective equipment, such as cubks, gloves, polains and mandials of rubber or hard leather, rubber boots or wooden clogs; Respiratory masks and work suits, also running in charge of the renovation, cleaning of sinks and timely disinfections.

2. As for the time fixed for successive renewals, the idea is that, except bad faith, these must be carried out, in any case, provided that they are ineffective for the purpose pursued.

Article 101.

1. Staff who have contact with fur, waste or waste from the industry shall, at the end of the work, carefully wash their face, neck and hands or limbs discovered, with disinfectant soap and water, using a nail brush. The complete grooming team, which will facilitate and renew the company, will be for the exclusive use of each worker. In certain works, which are markedly dirty or dangerous, the shower may be made compulsory.

2. The practice of the prescribed toilet will be strictly required before the meals, which are forbidden to be carried out within the premises of work.

3. The premises and facilities of washbasins, showers, toilets and changing rooms shall comply with the conditions laid down in the General Ordinance on Safety and Hygiene at Work of 9 March 1971.

Article 102.

1. It is the duty of companies to take care of the possible conditions that workers may present as a result of the industry, by the handling of fur, waste, waste, chemicals, etc., in it employees, especially of those of a skin character. This obligation shall be fulfilled by appropriate surveillance and recognition by the competent medical staff. On the other hand, workers are forced to report the appearance or production on their own skin of any scratch, scuration, injury or pustula, singularly in the neck, hands and arms.

2. Each of the companies will have, in each of their workplaces of 100 or more workers, a kit with adequate endowment to carry out the emergency cures, and a Technical Health Assistant must appear at the front.

3. The companies will have anti-drug whey or, failing that, they will ensure the rapid application of the same to the workers who need it. They shall also provide their workers with specific vaccination, in accordance with the guidelines established for this purpose by the Sanitary Authorities.

Article 103.

In companies in the sector using solvents or other products containing benzene, the provisions of the Order of the Government of the Government of 14 September 1959 and the Joint Resolution of the Directorates-General General of Work and Industrial Promotion and Technology of 15 February 1977, for which the additional instructions for the development of the said Order are updated.

Article 104. Committee on Safety and Hygiene and Health.

In the work centres of more than 50 workers, a Committee on Safety and Health and Occupational Health will be set up to be composed of three representatives, preferably from the Enterprise Committee, who is responsible for health services in the case of companies with more than 100 employees, the head of maintenance and two representatives of the management of the company in which fewer than 100 workers are employed, or one of them is higher than that figure.

Will act as president a representative of the Directorate.

The Committee on Safety and Health and Health will meet at the request of a party, at most once every three weeks, except for the cases of force majeure that will do so when it is called.

In the workplace with fewer than 50 workers, staff delegates will appoint the Security Vigilant, who will have to meet the appropriate conditions.

The workers, through the Committee on Safety and Health and Health, 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 physical and mental health. They shall also be entitled to such information as may be held by the undertaking on the actual or potential risks of the production process and the mechanisms of its prevention.

The workers, individually, will be entitled to all the information relevant to the studies that are carried out on their environment at work 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. The Committee on Safety and Health and Occupational Health may require for those jobs where there are health risks, presumed or proven, to take special surveillance measures.

Those workers and groups of workers who, because of their personal characteristics, their conditions of greater exposure to risks or other circumstances, have greater vulnerability to it, will be monitored in a way

The Committee on Safety and Health and Health will be aware of the activities of the services of medicine, hygiene and safety in the work of the companies, for the purposes of the total fulfillment of the aforementioned points and of all those aspects related to the health protection of the worker.

The information collected by these servants may not have any other purpose than the protection of the health of the worker, keeping the due professional secrecy.

Article 105. Medical review.

The companies affected by this Convention undertake to make appropriate medical checks on the workers to the specific risks of the sections in which they work, through the Patron Mutuae.

Article 106. Chemical products.

Companies will have to have the chemical products labeled, for the purposes of the workers who manipulate them, in accordance with the provisions of Royal Decree 2216 of 28 October 1985 ("Official Journal"). of the State > of 27 November).

The companies will also provide workers 'representatives with the relationship of the chemicals used in the company, upon request of the Committee of the Company or the workers' representatives.

Article 107.

Maternity: Companies will provide pregnant workers who so request, whenever possible, and upon request of the interested person and optional reports, a job compatible with their state.

CHAPTER IX

Trade union rights

Article 108.

The workers shall exercise the basic right of participation in the undertaking, in the cases and in the manner established, through its representative bodies regulated in this chapter.

It will be organs of representation of workers in the company or workplace, the Personnel Delegates of those who have a staff of less than 50 producers and more than 10 workers in their workforce. In companies or workplaces that have six to ten employees, there will be a staff delegate.

Workers ' representatives (Staff Delegates and members of the Business Committee) will have the functions, duties, powers and guarantees that will be recognized by the legislation in force at any time.

These representatives will be informed by the company of the penalties they impose for serious and very serious misconduct, as well as those that constitute suspensions of employment and salary.

Article 109.

Accumulation of hours:

In the matter of the accumulation of hours of the members of the Business Committee and Personnel Delegates in one or more of its components, the following rules shall be taken into account:

The accumulation of hours will occur among the representatives of the workers belonging to the same Central Trade Union.

This accumulation of hours will be made with the hours available each month and within the same, after communication to the entrepreneur with fifteen calendar days in advance.

In cases where the accumulation is attributed to workers or workers whose substitution in the absence of work offers difficulties or is not possible, a prior agreement with the employer must be established.

Only up to 75 per 100 of the total number of hours available for representatives belonging to the same Central Trade Union may be accumulated, adding the resulting hours to which the worker is recognized. to whom the accumulation is attributed.

The worker or workers in whom hours are accumulated are not excused from justifying the use of the same.

Staff Delegates or members of the Business Committee up to 100 employees shall have a credit of sixteen monthly paid hours for the exercise of their representation functions, in accordance with the provisions of the Article 68 of Law 8/1980 of 10 March of the Staff Regulations.

Article 110. Union Sections.

Workers affiliated to a Union may constitute Trade Union Sections of Enterprise or Work Centre, in accordance with the statutes of their Union, which shall serve as channels of communication, dialogue and, where appropriate, negotiation, in accordance with the content of Title IV of the Organic Law on Freedom of Association (11/1985).

Companies will provide a bulletin board so that the Trade Union Sections can disseminate those notices that interest their affiliates and workers in general.

Trade union sections of the most representative trade unions and those with representation in the Enterprise Committee or with the Staff Delegates shall have the right to collective bargaining on the terms of the terms of reference. established in their specific legislation, and the use of an appropriate premises in which they can carry out their activities. The right to local enjoyment will be granted in companies or workplaces with more than 250 employees.

In companies or, where appropriate, in workplaces that occupy more than 250 workers that can be constituted by workers affiliated to the trade unions with presence in the Committees of Enterprise, they will be represented all the effects of the trade union delegates elected by and among their affiliates in the company or in the workplace.

In the absence of specific agreements on this matter, the number of Trade Union Delegates for each trade union section of the trade unions that have obtained 10 by l00 of the votes in the election to the Enterprise Committee, will be determined according to the next scale:

From 250 to 750 workers, 1.

From 751 to 2,000 workers, 2.

From 2,001 to 5,000 workers, 3.

From 5,001 onwards, 4.

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.

Either by agreement, or by collective bargaining, the number of delegates established in the previous scale and which refer to the company's workforce or the workplace may be expanded.

The Trade Union Delegates, in the event that they are not part of the Business Committee, will have the same guarantees as those legally established for the members of the Company's Committees, as well as the following rights to the of what could be established by Collective Agreement:

(a) Access to the same information and documentation as the company makes available to the Business Committee, with the obligation to keep professional secrecy for the matters that are legally applicable.

b) Assistance with a voice and without a vote to the meetings of the Committees of Enterprise and the internal organs of the company in matters of safety and hygiene and occupational health.

c) Be heard by the company prior to the adoption of measures of a collective nature that affect the workers in general and the affiliates of their particular Union, and especially in the dismissals and sanctions of these last.

In addition to the right of members of a Union to the constitution of trade union sections, they may in any case hold meetings, after notifying the employer, collecting quotas and distributing union information outside the Union. the working hours and without disturbing the normal activity of the company, as well as receiving the information sent to them by the Union.

Article 111. Surplus and licences.

The worker on leave from a union office of provincial, regional, national or state relevance, when he ceases the performance of the charge that the motive, will have the right to join his post, after a maximum of one month (c)

Workers with union charges will have the right to enjoy permits and licenses in accordance with current legislation.

Article 112. Convention negotiation hours.

The hours spent in the negotiation of the Convention by the members of the Negotiating Commission of the Workers of the Convention shall not be computed for the purposes of the maximum limit of hours laid down in Article 104 of the Convention, Article 68 of the Workers ' Statute, if such workers hold the position of members of the Committees of Enterprise or Personnel Delegates; if they do not meet this quality, the hours of negotiation will be considered as absences. justified for the fulfilment of a public duty. In one case or another, those hours shall be paid as actually worked.

Article 113. Trading fee.

In order to cover the costs incurred in the negotiation and monitoring of the Convention, companies will be deducted from the remuneration of the workers included in the scope of the Convention, the amount equivalent to 1 per 100%. of the contribution salary corresponding to a monthly payment for each worker, whatever the nature of his contract, which must be entered in the name of the trade union organizations of the present agreement, and in the account that they indicate.

The said amount will be deducted only to those workers who communicate to the company their express written agreement.

The resulting amount will be distributed among the trade union organizations that have participated in the negotiation of the agreement in proportion to the number of representatives in the negotiating table.

The trading fee may be uncounted from the date of application of the agreement in the companies and up to sixty days after the date of publication of the agreement in the Official Journal of the State.

Article 114. Continuing training.

The parties to this Convention adhere to the National Agreement on Continuing Vocational Training, signed by the employers ' and trade union confederations, on 16 December 1992 and signed and published as a Convention Collective on 25 February 1992 ("Official State Gazette" of 10 March 1993).

To this end, the Joint Sectoral Training Commission will be formed, which will be composed of four representatives of the undersigned business organisations and four representatives of the trade unions. from UGT and two from CC.OO.

This Commission will be constituted on 14 July 1994.

Article 115.

These are two Special Commissions concerning the following issues:

a) Nomenclator of professional categories.

b) Adaptation to the Collective Labour Reform Convention.

The two committees will be formed on 14 July 1994 and the parties to this Convention will be integrated in a joint manner, with a total of eight members each.

The work done by these committees must be completed by 20 December 1994 and will be incorporated, in the case of an agreement, into the next year's Convention.

First transient disposition. Correction of errata.

The Joint Committee at its first meeting will proceed to the text of the Convention published in the Official Journal of the State > for the eventual correction of errata.

Second transient disposition.

For the duration of this Convention and for understanding that it is a short-term clause limited to 31 December 1994 and in view of the serious situation of existing unemployment and with the aim of promoting a social solidarity policy to promote job creation, it is agreed that the usual overtime will be abolished in keeping with the criteria laid down in previous agreements.

In addition, in order to maintain the above mentioned employment objective and international experiences in this area, the parties to this Agreement consider it positive to point out to companies and workers the possibility of compensate for the structural overtime for an equivalent period of rest, instead of being paid monetarily.

For the purposes of Article 7 of Royal Decree 92/1983 on social security contributions, it will be understood by extraordinary hours derived from force majeure: Those who are required for the need to repair claims or other extraordinary and urgent damages, as well as in the event of a risk of loss of raw materials. And for structural overtime: those 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 They shall be maintained as long as they cannot be replaced by the use of the various types of procurement legally provided for.

Also in relation to the objective of stimulating job creation through the reduction of overtime, the parties have agreed on the importance of strict compliance with Article 35 of the Staff Regulations. Workers, failure to comply with this Article shall be deemed to be serious misconduct within the meaning of Article 57 of the Staff Regulations.

Transitional provision third. Pluriemployment.

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.

objective of controlling the multi-employment situation is considered to be essential to ensure that the legal representatives of the workers are made aware of the social security contributions, as well as the such as written work contract models, which are used in the company, 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 provision fourth. Early retirement.

Prior individual agreement between the worker and the company will be retired at the age of sixty-four years, all in accordance with the legal provisions in force.

Additional provision fifth. Discount of union dues.

The collection of union fees by direct discount to the union affiliate's payroll will be made at the request of the union or its trade union; in this case the union will have to provide the prior agreement of its affiliate.

To perform the discount operation you must provide the employer with the information about the amount of the fee and the bank account or savings book to which the corresponding amount will have to be transferred.

The employer will send a copy of the transfer to the corresponding trade union address, which will be communicated to you when the request is made.

Additional provision sixth. Plus of equal to the Pact of Catalonia.

In order to equate the salaries of the state agreement with those of the Pact of Catalonia, the so-called "plus of equalization" is established. Such a plus will not have an impact on the seniority prize, or the incentives or premiums, but you will have it on the two extra pages, the benefits and the holidays.

In order to achieve the lowest possible cost in the companies affected by the wage equalization process of the State Convention to the Catalonia Pact of 1992, they will be absorbable and compensable with the plus of equalization the amounts paid by those undertakings which are not directly related to the productivity up to the remuneration for the optimum activity, or which do not have a specific consideration by the employees, whatever their denomination.

The criteria to follow, as an example of removals and compensation, will be as follows:

1. Base salaries in excess of that set for each professional category in the state convention.

2. Personal supplements, such as percentage of antiques; voluntary rewards or remuneration; plusses or allowances; permanent or research premiums; petrol or distance; and any other than that which does not respond exactly to their name and exceed those laid down in the State Convention.

3. Job supplements, such as the number of employees, plus or valuation of the job, plus extranalarial and guarantee plus, even if they have been considered as non-compensable or absorbable and in excess of those established in the the state convention.

4. Insurance policies and premiums in favour of workers, as well as retirement awards established by companies in excess of the state convention.

5. Quantities or incentives for production or activity where there is a written agreement or agreement stating their compensable and absorbable character.

6. Add-ons for quality and/or quantity of work, such as premiums or incentives as well as any amount linked to productivity, may be absorbable and compensable in that they exceed the optimum remuneration or activity.

7. The aforementioned plus of equalization will be compensable and absorbable in annual global computation.

8. After the completion of the equalization process, the aforementioned plus will disappear on 1 January 1998, and will be integrated into the salary tables of the agreement.

9. The following categories of the state agreement, which have no correlation with the 1992 Catalonia Pact, will be lacking in this plus:

Workers ' staff: Apprentice of 3. and 4. year.

Subaltern and miscellaneous personnel: Ordinances and nurses.

Buttons and recesses: From 16 to 18 and 18 to 20 years.

Auxiliaries: A. 16 to 18 and 18 to 20 years.

10. The differences to be equated for each of the categories are those set out in Annex 3.

11. These differences shall be applied in the following percentages over the years indicated:

1993: 5 per 100.

1994: 10 per 100.

1995: 15 per 100.

1996: 20 per 100.

1997: 50 per 100.

Treatment similar to that indicated above should be given to the quantities of Table number 2 of the Catalonia Pact of 1992.

12. This agreement refers to the differences existing as a result of the text of the Catalonia Pact of 1992, without the parties being forced at all by future pacts that could be signed by the sector in Catalonia.

13. The possible discrepancies with regard to the criteria for the absorption and compensation of the equivalent plus will necessarily have to be dealt with before making any claim to another instance, within a specific commission which is create for this purpose, and the task of which will be completed on 31 December 1997, and which will be composed of two representatives from each of the UGT and CC.OO trade unions and four representatives of the Spanish Board of Curtidores, with the advisers (a)

Transitional disposition seventh.

Being the will of the parties to arrive at a full equalization to the Mobile Plus of the Pact of Catalonia within the period indicated in paragraph 11 of the previous transitional arrangement, both representations clarify and concretize that to the 1 In January 1998, the total equalization will have occurred, so from that date a single salary table will be governed for all the companies and their workers affected by this Convention.

Transient disposition octave.

The criteria for absorption and compensation established in the so-called Lorca Pact will be maintained in the terms agreed upon in the agreement, as well as its articles.

ANNEX 1

Categories/Salary Day 1993-Pesetas/Salary Day 1994-Pesetas

Workers ' staff

Official 1. /3.072/3.164

Official 2. /2.949/3.037

Specialist Pawn/2,888/2,975

Pawn/2,838/2,923

16-year-old apprentice/1,923/1,981

17-year-old apprentice/1.970/2.029

Apprentice eighteen or more years/-/2,485

Cleaning staff/2.826/2.911

Salary Month 1993-Pesetas/Salary Month 1994-Pesetas

Subalternate staff and V.

Store/98,767

101,730

Vigilant/87,186/89,802

Ordinance/85,092/87,645

Goalkeeper/87,186/89,802

Nurse/85,092/87,645

Buttons and Recons

From sixteen to eighteen years/60,282/62,090

From eighteen to twenty years/82,952/85,441

Administrative staff

Section Chief/152,514/157.089

Head of Purchasing, Sales and Negotiation/143.219/147.516

Travelling/119.037/122,608

Official 1. /115.322/118.782

Official 2. /111.599/114.947

Auxiliary over twenty years/88.536/91.192

Auxiliary

From eighteen to twenty years/81,839/84.294

From sixteen to eighteen years/74,398/76.630

Phone/85,558/88,125

Technical staff

A) Titled:

Chemicals, Engineers and Licensors/187,859/193,495

Technical engineers, ATS and social graduates. /154.374/159.005

B) Untitled:

General Manager of Manufacturing/187.859/193,495

Manager or Section Chief/111.599/114.947

Enloaded Assistant/104.159/107.284

Technical Auxiliary/88.536/91.192

The extraordinary July and Christmas pages for the daily wage staff will consist of a monthly allowance equivalent to 30.417 days.

ANNEX 2

Categories/Price Time 1994-

Pesetas

Workers ' staff

Official 1. /224

Official 2. /213

Specialist Pawn/210

Pawn/206

Apprentice from sixteen to seventeen years/143

18-year-old apprentice/175

Cleaning staff/206

Subalternate and Multiple Staff

Store/236

Vigilant/209

Ordinance/203

Goalie/209

Nurse/204

Buttons and Recons

From sixteen to eighteen years/144

From eighteen to twenty years/198

Administrative staff

Section Chief/365

Head of Purchasing, Sales and Negotiation/342

Traveller/283

Official 1. /274

Official 2. /266

Auxiliary over twenty years/211

Auxiliary

From eighteen to twenty years/196

From sixteen to eighteen years/176

Phone/206

Technical staff

A) Titled:

Chemicals, Engineers, and Licensed/448

Technical engineers, ATS and social graduates. /367

B) Untitled:

General Manager for Manufacturing/448

Manager or Section Chief/266

Enloaded/246 Helper

Technical Auxiliary/211

ANNEX 3

Quantities to equate per year and category:

Categories/Equitable Category/State Convention 1992 (Salary Month/Salary Day)/Difference with P.C. (month-day)/1993 (5%)/1994 (10%/TOTAL)/1995 (15%/TOTAL)/1996 (20%/TOTAL)/1997 (50%/TOTAL)

Workers ' staff

Official 1.

/Yes/XXXX/2.926/223/11/22/33/33/67/45/112/112/223

Official 2.

/Yes/XXXX/2.809/228/11/23/34/34/68/46/114/114/228

Specialist Pawn/Yes/XXXX/2.750/211/11/21/32/32/63/42/106/106/211

Pawn/Yes/XXXX/2.703/193/10/19/29/29/58/39/97/97/193

Apprentice third year/No/XXXX/1,831/-/-/-/-/-/-/-/-/-

Apprentice fourth year/No/XXXX/1,876/-/-/-/-/-/-/-/-/-

Staff cleaning/Yes/XXXX/2,691/193/10/19/29/29/58/39/97/97/193

Subalternate and Multiple Staff/Warehouse (Magatzemer)/Yes/94.064/XXXX/6,888/344/689/1,033/1,033/2.066/1.378/3,444/3,444/6,888

Vigilant (Vigilant)/Yes/83,034/XXXX/6.859/343/686/1.029/1.029/2.058/1.372/3,430/3,430/6,859

Ordinance/No/81,040/XXXX/-/-/-/-/-/-/-/-/-

Goalkeeper (Porters)/Yes/83,034/XXXX/6,859/343/686/1.029/1.029/2.058/1.372/3,430/3,430/6,859

Nurse/No/81,040/XXXX//-/-/-/-/-/-/-/-

Buttons and Recons

From sixteen to eighteen years/Yes/57,411/XXXX//-/-/-/-/-/-/-/-

From eighteen to twenty years/Yes/79,002/XXXX/-/-/-/-/-/-/-/-/-

Administrative Staff

Section Chief (Seccio Cap)/Yes/145.251/XXXX/3,617/181/362/543/543/1,085/723/1,809/1,809/3,617

Head of Purchasing, Sales and Negotiating (Cap. de Bushopping i Vendes)/Yes/136.399/XXXX/11.602/580/1,160/1,740/1,740/3.481/2.320/5.801/5.801/11.602

Travelling (Viatjant)/Yes/113.369/XXXX/6.128/306/613/919/919/1.838/1.226/3.064/3.064/6.128

Official 1.

/Yes/109.830/XXXX/6.536/327/654/980/980/1.961/1.307/3.268/3.268/6.536

Official 2.

/Yes/106.285/XXXX/6.484/324/648/973/973/1.945/1.297/3.242/3.242/6.484

Auxiliary over twenty years (Aux. administratiu major of 18 a)/Si/84.320/XXXX/7.298/365/730/1.095/1.095/2.189/1.460/3.649/3.649/7.298

Auxiliaries/From eighteen to twenty years/No/77,942/XXXX/-/-/-/-/-/-/-/-/-

From sixteen to eighteen years/No/70,855/XXXX/-/-/-/-/-/-/-/-/-/-

Telephone/Yes/81,484/XXXX/11.252/563/1.125/1,688/1,688/3.376/2,250/5,626/5,626/11.252

Technical staff

A) Titled:

Chemicals, Engineers and Licensors (Enginyers)/Yes/178.013/XXXX/2.014/101/201/302/302/604/403/1.007/1.007/2.014

Technical engineers, ATS and social graduates (Enginyers technical). /Yes/147.023/XXXX/7,266/363/727/1,090/1,090/2,180/1,453/3,633/3,633

7.266

B) Untitled:

General Manager of manufacture (Encarregat general de fabricació)/Si/173,913/XXXX/2.014/101/201/302/302/604/403/1.007/1.007/2.014

Section Chief Manager (Sector Cap)

Yes/106.285/XXXX/7.266/363/727/1,090/1,090/2.180/1,453/3.633/3.633/7.266

Aye. of Encharged (Ajudant d' Encarregat)/Si/99.199/XXXX/4,794/240/479/719/719/1,438/959/2.397/2.397/4,794

Technical Auxiliary (Adj. technical)/Si/84.320/XXXX/15.813/791/1.581/2.372/2.372/4,744/3.163/7.907/7.907/15.813