Having regard to the text of the state collective agreement for the photographic industry (convention code No. 99002235011981), which was signed dated October 3, 2013, by the Federation business organizations Spanish Professional of Photography and Image (FEPFI) and the National Association of Employers and Autonomous Photography (ANEAF), representing companies of the sector, and, of another, the Federation of Services of the General Union of Workers (FeS-UGT) and the Federation of Citizenship Services of Workers ' Commissions (FSC-CC.OO.), on behalf of the employees, and in accordance with Article 90 (2) and (3) of the Law on the Staff Regulations, recast text approved by Royal Decree-Law 1/1995 of 24 March, and in the Royal Decree 713/2010 of 28 May on the registration and deposit of collective labour agreements and

,

This Employment General Address resolves:

First.

Order the registration of the aforementioned collective agreement in the corresponding Register of collective agreements and agreements working through electronic means of this Steering Center, with notification to the Negotiating Commission.

Second.

Arrange your publication in the "Official State Bulletin".

Madrid, 4 December 2013. -Director General of Employment, Xavier Jean Braulio Thibault Aranda.

COLLECTIVE AGREEMENT FOR THE PHOTOGRAPHIC INDUSTRY

CHAPTER 1

Scope

Article 1.1 Scope.

This Collective Agreement shall, as from its entry into force, regulate the relations maintained in undertakings engaged in the activity of:

a) Photographer with gallery or without gallery.

b) Dedicated commercial establishments solely and exclusively for the sale of equipment, articles or photographic products.

(c) Companies engaged in the operation of Photographic Cabins without an operator.

d) Companies dedicated to microphotography.

e) Companies engaged in aerial photography.

f) Companies dedicated to digitalization, archiving and custody of documents.

Also governed by this Convention are those that are dedicated to the reproduction of images, in extensions or in thumbnails and those that have as activity the illuminated of the original impressed for commercial purposes or propagandistics.

Not included in this Convention:

(a) Staff engaged in photographic activities intended for the Arts, Press or other activities outside the scope of this Convention.

Article 1.2 Territorial scope.

The territorial scope of this agreement is State and it is mandatory in all Spanish territory and affects all the companies and workers of the same ones included in article 1.1.

Article 1.3 Personal Scope.

All employers and employees employed in the development of the activities listed in Article 1.1 shall be governed by this Convention, except for those excluded by law or other applicable provision or rule in the field of application of the Royal Legislative Decree 1/1995, of 24 March, approving the recast of the Law of the Workers ' Statute, and the senior management with contracts regulated according to Royal Decree 1382/1985, of 1 of August.

Article 1.4 Vigency and denunciation.

This Convention shall enter into force from the day of its signature, regardless of its publication in the Official Gazette of the State and shall remain in force until 31 December 2016, except in those matters which expressly another term has been established, in which case it shall be determined in the same case.

If no complaint is expressed in the terms set out in the following paragraph, the Convention shall be expressly extended from year to year, in those matters which do not have a fixed term of validity.

The denunciation of the agreement may be produced at the request of any of the parties entitled, by written communication to the other parties and the labour authority in a feisty manner, during the last three months of its initial validity as set out in the preceding paragraphs or the term of any of its extensions.

Once the Convention has been denounced, except for the duty of peace, it will remain in force and fully applicable in all its clauses until it is replaced by a new one.

Within the following month from the date of receipt of the complaint, the Negotiating Commission shall be established.

CHAPTER 2

Compensation, absorption and personal guarantee

Article 2.1 Globality.

The conditions agreed in this Convention form an indivisible organic whole and, for the purposes of their practical application, will be considered globally.

Article 2.2 Compensation.

The agreed conditions are compensable in their entirety with those that previously rigian, for improvement agreed or unilaterally granted by the Company (through voluntary improvement of wages or salaries, by means of premiums or plusses) variables, bonuses and voluntary benefits or through equivalent or similar concepts), legal imperative, case law, litigation or administrative, collective agreement of work, covenant of any kind, individual contract, uses and local, regional or regional customs, or any other cause.

The plususes or improvements granted on the basis of a higher than normal performance, plus the characteristics of the penalty job or any other consideration established by a larger one, are excluded from such compensation. performance, effort or hardship in the work such as incentives, production premiums, nocturnal plusses, liability, etc.

Article 2.3 Abstrations.

In view of the nature of the Convention, future legal provisions, involving economic variation in all or any of the terms of remuneration, will only be effective if, overall, they are considered and In addition to those in force prior to the Convention, they exceed the total level of the Convention.

Otherwise they will be considered to be absorbed by the agreed improvements.

Article 2.4 Personal Warranty.

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. In any case, they will be respected, on a personal basis, the most favourable day, the most intensive and the longest holiday.

CHAPTER 3

Joint Monitoring and Interpretation Committee

Article 3.1 Joint Committee on Surveillance and Interpretation of the Convention.

Within thirty days of the publication of this Convention in the "Official State Gazette", a Joint Commission on Surveillance and Interpretation of the Convention will be set up to have four Vocals, two of them which are to be designated by the two signatory trade unions of the Convention, at the rate of one Vocal each, and two others, in the same way by the Signatory Business Organisations of the Convention.

Each of the parties, and with the same procedure referred to in the preceding paragraph, may appoint an alternate for each of the respective Vocal, which shall, for all intents and purposes, replace him when the holder is unable to attend the meetings of this Joint Committee. Such replacement shall be notified in writing to the Joint Committee.

The Commission shall hold any necessary meetings, at the request of any of its Vocals.

It will be functions of this Commission:

(a) Know issues and differences arising from the application and interpretation of this Convention, and should deliver an opinion on them.

b) Evaluate the reports on this Collective Agreement to be requested by the Labour Authority or the Labour Magistrate.

c) To monitor and enforce in its own terms the terms of this Convention, taking to this object the necessary measures.

d) Resolve the files to be submitted to their knowledge in accordance with the provisions of the Convention itself.

e) Pay Review.

Of these questions 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 day and hour of the meeting of the CVI, (Joint Commission Monitoring and Interpretation of the Convention), which shall issue the relevant report. The agreements shall be adopted jointly between the two representations and shall not be effective until the approval of the minutes in which they are recorded. These agreements shall be communicated to the parties concerned with a minutes of the meeting.

If an agreement is not reached, it may be submitted, on the initiative of either party, to the mediation before the SIMA (Interfederal Mediation and Arbitration Service), when they are attached to the V ASAC (Agreement on Autonomous Solution). (a) to the end of which the reports which the parties consider to be appropriate shall be forwarded to it.

When both parties consider it relevant and so agree, specific Work Commissions will be created to address specific and predetermined topics. These Commissions will draw up the papers, which will then be presented to the Joint Committee, and which will not be binding, but will be of a rather consultative nature.

The Commission may seek the precise technical advice of the competent official bodies when it deems appropriate.

Both sides will be able to attend meetings accompanied by advisers and technicians who will have a voice but no vote.

For the purposes of communication, the Joint Commission shall have the following addresses:

ANEAF, Paseo Infanta Isabel, 17, 28014 Madrid.

FEPFI, Avda. Santander, 44, Vivero de empresas, 34003 Palencia.

FSC-CCOO Paper, Graphics and Photography. Plaza Cristino Martos, 4, 5. th floor, 28015 Madrid.

FES-UGT. State Sector for Communication, Culture and Graphic Arts. Avda. America, 25, 7. ª, 28002 Madrid.

CHAPTER 4

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. The Business Committee or Staff Delegates will be able to participate with the Company's Management in this task.

CHAPTER 5

Classification of personnel by reason of their functions

Article 5.1 General provisions.

The classification of the personnel, entered in this Convention, is merely indicative and does not imply the obligation to have all the places specified, if the need and volume of the Company does not require it.

However, from the very moment when there is a worker in a Company who performs the functions specified in the job definition work that is done in the following number of this article, it will be paid, at least with the remuneration assigned to it by the Convention.

All the companies, affected by this Convention, are obliged to qualify and classify those jobs which they employ and are not provided for in the Convention. the Joint Committee on Surveillance and Interpretation.

The classification will be carried out in professional groups, by the most representative basic tasks and tasks developed by the workers, establishing the content of the work supply subject to the contract of employment (level for the job), as well as their membership of one of the professional groups provided for in this Convention.

Article 5.2 Classification by function.

Staff subject to this Convention will be classified into the following groups:

I) Directives.

II) Technicians.

III) Professionals.

IV) Auxiliary and service personnel.

Professional I. Professional Group.

It is up to those jobs with a high degree of autonomy, initiative and responsibility that exercise command, direction, control and supervision of the tasks entrusted to other posts and the people who exercise them. The qualifications required for this professional group will be higher or postgraduate, or equivalent professional experience.

The jobs and their corresponding salary levels in this group are:

Pay Level 1.

-Director or manager: It is who with the appropriate degree or broad theoretical-practice preparation assumes the direction and responsibility of the Company or one of its Departments, programming, supervising, coordinating and controlling the work in all its phases.

Pay Level 2.

-Head of branch or delegation: In this category are those who carry the representation of the Directorate, Management or Administration of the photographic companies, exercising by delegation functions own of the Directorate of the Company having technical, theoretical and practical knowledge of this activity.

Professional Group II. Technicians.

It corresponds to those jobs that require a high degree of autonomy, carrying out complex activities with definite and concrete objectives that can be based on very broad guidelines. They may exercise command and management duties on the staff in their position. The required qualification corresponds to higher-grade FP, middle-grade university degree, or equivalent professional experience.

The jobs and their corresponding salary levels in this group are:

Pay Level 3.

-Chargé or workshop manager: It is the one that, with technical knowledge as to the activities of the Photographic Industry in which it takes care, is at the forefront of all or part of the production, taking care of its good It has the responsibility for the distribution and unit of the staff's work, while carrying out the budgets of the works.

-Head of Industrial Laboratory: It is the one that, with the capacity to direct all the activities of the sub-sections of the industrial or amateur laboratory and with initiative gifts, has technical and practical knowledge of the photography and amateur cinematography, as well as the formulas for turning, recesses and boosters, revealed of negative and positive material, printing of copies, slides and enlargements and, in general, of all the operations that (a) in the case of the laboratory, whether in black or in colour, having the power of organization required for the operation of the same.

You must know how to develop labor costs, make budgets for the work, classes of materials to be used, and have the capacity to perform tests on all types of materials and determine their qualities and defects, as well as the causes and solutions to be used in each case.

-Head of Technical Assistance: It is the worker who, with the appropriate academic qualification or the equivalent theoretical-practical training, as responsible for the area, directs, coordinates and supervises the staff assigned to it, carrying out with full responsibility and performing with high degree of perfection the tasks related to its trade. It must possess sufficient command capacity and have full knowledge of the tasks corresponding to the personnel's specialties to their orders, taking responsibility for the organization and proper execution of the work to be carried out.

-Head of Documentary Project: It is the worker who, with a university degree or appropriate specialization in documentation, elaborates the projects and studies on systems of documentary and information organization and plans their commissioning, monitoring and coordinating the work of the teams that execute them, and maintaining the necessary contacts and interviews with the clients for their implementation.

-Chief Administrative Officer: Understands this category of personnel who bear the responsibility for administrative management, having their orders to the administrative staff who require the services.

-Head of Sales: They are the ones who are in front of one or several commercial sections with direct command or surveillance of the staff affected to it and with faculties to intervene in the sales and to have the convenient for the good operation of the section.

-Pilot: This is the one in possession of the title and license that credits you as such, to whom the Company has qualified for the performance of the piloting function as an aircraft commander.

The Pilot shall perform the piloting functions and those complementary technical functions for the performance of his/her mission.

-Navigant Air Photo Operator: It is the one that, with sufficient technical and practical knowledge, performs all or any of the following activities: observed navigation and esteem; knowledge and interpretation of the national and aeronautical cartography; an approach to the mapping of photographic flights and the execution of such flights; meteorological knowledge and the own of an Air Photographer.

-Air Photographer: It is the one that, with sufficient theoretical and practical knowledge, has as a fundamental mission the realization of all kinds of photographic reports from an aircraft: and it will undertake those functions that are derived of your activity.

You must have sufficient knowledge about cameras and optical, focal and filter jobs, as well as film types, both black and white.

Pay Level 4.

-Technician: It is the workers who, with the appropriate academic qualification or the equivalent theoretical-practical training, possess the necessary knowledge and skills to perform, under a superior technical direction, the installation, adjustment, installation, repair, dismantling or testing of machines, appliances or tools which form the basis of operations of the Company.

-Delineant: It is the technician who is trained for the development of simple projects, uprisings and interpretation of plans and similar works.

-Documentalist: It is who, with a university degree or appropriate specialization in documentation, executes the projects of documentary and information organization, carrying out the tasks of cataloging, classification, registration, indexation and other inherent in their work with documentary materials. It also performs the necessary data and analysis necessary for the performance of such projects and studies of documentary organization and information.

Professional Group III. Professionals.

It corresponds to those jobs that require an adequate level of knowledge and that lend themselves with a certain degree of autonomy, initiative and responsibility, under the direct and systematic supervision of the superior hierarchical. The qualification will be of a level equivalent to Bachiler, Middle-Grade FP or similar, or professional experience.

The jobs and their corresponding salary levels in this group are:

Pay Level 5.

-Photographer: It is the one who, with the official title or extensive theoretical-practical preparation recognized and accredited, has as main mission all the process of capturing and treating the image, in chemical, magnetic, magnetic, opticians or other systems that may operate in the future, and maintaining the technical contacts and interviews necessary for their realization.

Pay Level 6.

-Microimage operator: It is the one that knows the microfilm, the revealed and the duplicate, and the digitalization, whatever the characteristics of its millimeter and supports; silver salts (conventional, partial or full-reverse), diazo, vesicular, thermal, electrophotographic, magnetic, optical discs, and other types that exist or may exist in the future, in manual, automatic, electronic and other possible machines, as well as the feeding of the aforementioned machines paper, flat, cardboard, magnetic tapes, floppy disks and other supports related to the previous processes.

You will also know how to execute the control and calculation of the parameters, light frames, mirrors, lenses, alarms, cameras, distances, as well as any other inherent to these processes and perform titles, loading and unloading, commands, in any case, carrying out previous and necessary tests to check the correctness of the above activities; knowing and managing correctly all the instruments and equipment that are necessary to carry out the tasks principal of your category.

Regardless of the above, it will also perform all the ancillary tasks inherent in the processes of microfilming, revealed and duplicated and digitalization, as are, among others, those of: classified, collation, grapado and unstapled, documentation distribution, indexing, verification, quality and density control, enveloping, search for incidents and any manipulation related to these auxiliary tasks and mainly the good state of use and cleaning machines, instruments and ancillary accessories attached to the machinery structure of the same.

Pay Level 7.

-Driver: It is the operator who, being in possession of the corresponding driving licence and having simple mechanical knowledge, performs the duties of driving a mechanical traction vehicle.

You will be able to perform collection and delivery of correspondence and parcel functions according to the means the company makes available to you.

-Retoiletry: It is the one that knows perfectly the retouch in all its phases, in terms of the ends of veiled, scraping, correction of lights and attenuation of defects in negatives and positives, or other systems that can exist in the future.

-Documentary operator: It is the worker who, following the instructions of his superiors, executes the archives of documentation, classification, reference, inventory and archive of the documentary materials or the file containers that save them, also execute the searches and collect the returns of the documentary queries and perform the expurges of the documentation, using and handling the machines, tools and tools necessary for everything this.

-Image Operator: It is the one that, acting on the sensitive material, which can consist of virgin plate, film or paper or video, etc., gets the impression of the corresponding images. It must possess perfect knowledge as to the class of light sources to be used, its disposal to adequately illuminate the model; the most appropriate material class for its characteristics, taking into account the types of objectives and filters to be used in each case.

-Laboratory Tirator: It is the one that possesses perfect knowledge of all kinds of sensitive material, as well as their different reactions to the various bathroom formulas, revelers and the lighting to be used.

You will be able to manipulate the shooter as to frames, faded, veiled, covered and other technical or artistic effects, as well as the amplifying in regards to shade, veiled and other laboratory artifices, as well as the handling of the production machine. Finally, you will learn about the elaboration of the restrooms, recessed and reformed of clichés and paper and the assembly of copies and extensions.

-Aircraft Mechanics: It is the technical officer who is in possession of the title and license which credits him as such and which, according to the qualifications extended by the aeronautical authority, will have to perform his functions according to to such qualifications.

Pay Level 8.

-Administrative Officer: It is the one that has a given administrative function, within which it exercises initiative and has responsibility, with or without employees to its orders.

-Maintenance Officer: It is the worker who, with adequate technical knowledge and with sufficient skill and experience, in dependence on a superior, performs elementary assembly, maintenance, (a) the maintenance and repair of the premises of the Company and carries out the work necessary for the normal functioning of the Work Centres and their dependencies and, in general, any activity of their category.

Professional Group IV. Auxiliary and service personnel.

It corresponds to those jobs that require little initiative and are executed under specific instructions, with a total degree of hierarchical and functional dependency. They do not need specific training, although a short period of adaptation may occasionally be necessary.

The jobs and their corresponding salary levels in this group are:

Pay Level 9.

-Monter: It is the operator responsible for making frames and/or performing the mounting of photographs on frames or frames of glass, plastic, wood or any other support.

-Automatic Machine Operator: It is the one that, acting on sensitive material, obtains the printing of the corresponding images using, for this purpose automatic, semi-automatic or similar machines.

For this purpose, you must know the most appropriate kind of material, by its characteristics, taking into account the types of objectives and filters to be used in each case.

Sporadically you can use manual amplifying.

Regardless of the above, you will also perform all the ancillary tasks inherent in this process and especially the good state of use, maintenance and cleaning of the machines, instruments and ancillary accessories.

Pay Level 10.

-Cleaner: It is understood by those who are responsible for cleaning and grooming the premises of the Company.

-Ordinance: It is the employee who performs errands, orders, charges, payments, collection and distribution of correspondence or documents, demarches to official agencies, banks, etc., and other functions of elementary character, both inside and outside the company.

-Adjutant: It is the operator who, without adequate preparation for the categories that comprises this Convention or theoretical-practical knowledge of any kind, performs tasks that require for his execution a certain training, a certain responsibility and special attention, both intimately linked to the categories of the Convention, being able to provide services without distinction in any of the sections of the Company, with the limitation of the professional group to which belongs.

-Cobrador: It is the responsibility to deliver the "tickets" or representative tickets of the previous one of the works carried out by the automatic or semi-automatic machines, charging the corresponding amounts.

-Telefonista/Receptionist: It is the personnel who have the task to be in the care and service of the reception of the company or of a switchboard, carrying out the tasks of the reception and attention of visits, guiding them in the Company dependencies, and operating telephone exchanges, making calls to the outside, receiving these, connecting, if necessary, to the internal telephones, locating people, etc. It will also operate teletipos and telefax, forwarding or receiving information through them.

-Administrative Auxiliary: It is the administrative that performs administrative elementary operations and, in general, the purely mechanical inherent to the work of those.

-Seller: It is the employee who, in the service of a single company, performs the functions of prospecting of the market and the promotion and sale of the services and products of the company, making the necessary displacements both for the collection of clients as for the attention of the clients once they have been captured.

-Data recorder: It is the one that according to the appropriate specifications of its superiors, performs with correction and alacrity all the works that are entrusted to it of recording, verification, checking and output of data, operating and preparing the appropriate IT equipment and monitoring its proper functioning.

You will also know how to run the appropriate software, and make the strict parameter changes for them to suit your daily work.

Regardless of the above, it will carry out all the auxiliary tasks inherent in the recording processes, as they are among others: classification, collation, stapling, unstapling, distribution, search for incidents, manipulated, etc.

-Dependent: They are the employees trained to attend to clients, having sufficient knowledge of photography, both technical and practical, informing and solving the queries concerning the orders and works that on the photograph are carried out.

-Store: It is in charge of receiving the goods and distributing them in the different sections, recording in the books the movement of material that has been during the day, drafting and referring to the offices relevant relationships, indicating the destination of materials and provenance.

CHAPTER 6

Hiring, promotions, templates, and escalations

Hiring

Article 6.1.

The decision to increase the template will be the faculty of the Company's Management. The determination of the persons to cover 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 the staff will be carried out in accordance with the provisions in force in the field of employment, and the applicants must 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.

1. The Company shall provide the legal representation of the employees with a basic copy of all contracts to be concluded in writing, with the exception of contracts relating to a special high-management employment relationship, on which the obligation is laid down. notification to the legal representatives of the workers.

The basic copy will be delivered by the Company within ten days from the formalization of the contract, to the legal representatives of the workers, who will sign it for the purposes of proving that the delivery.

The employer shall notify the legal representatives of the employees of the extensions of the work contracts and the complaints relating thereto, within 10 days of the date on which they were place.

In order to check the adequacy of the content of the contract with the current legality, this basic copy will contain all the data in the contract except for those that may affect personal privacy.

2. In the case of contracts with a Temporary Work Company, the user undertaking must inform the legal representatives of the employees of each contract for making available and the reason for use, within 10 days of its celebration. Within the same period of time, you must give them a basic copy of the contract of employment or the order of service, if any, of the worker made available to you, which must have been provided by the temporary work undertaking.

The provisions of this Convention will be in accordance with the provisions of the law in force at any time.

Article 6.4 Contract Duration.

The contract of employment is presumed to be concluded for an indefinite period, unless it is agreed with another modality, in compliance with the requirements established in the law in force and for the causes to be determined in this Convention. In any event the duration of the procurement shall be adapted to the production needs of the undertaking.

Article 6.5 Classification of staff due to their stay in the Company.

The staff 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 agreement in terms of duration of the contract.

2. They are temporary workers, those admitted by the Company in any of the procurement procedures specified in the following Articles and under the conditions set out therein.

Article 6.6 Contracts for specific work or service.

A written contract may be concluded for work or service. The supporting cause of the contract, i.e. the work or the provision of a given service, with autonomy and its own substance within the business of the undertaking, and the execution of which, although limited in the time, it is in principle of uncertain duration. These circumstances will need to be clearly and accurately specified in the contract.

The duration of the contract shall be that of the time required for the performance of the work or service, not exceeding four years.

If the duration of the work or service exceeds a period of three years, the worker, at the end of the contract, shall be entitled to compensation equivalent to the amount of 20 days of his salary for each year of service or fraction greater than one quarter.

Article 6.7 Possible Contracts by Production Circumstances.

A contract may be concluded for the performance of the works which are designed to meet the circumstantial requirements of the market, accumulation of tasks or excess of orders, even in the case of the normal activity of the Company.

In writing, any contracts may be concluded in writing due to circumstances of the production of more than four weeks.

These contracts may have a maximum duration of twelve months, within a period of eighteen months, counted from the time their cause occurs.

The termination of the eventual staff will take place at the end of the period for which it was agreed or the termination of the specific task or services that determines the one. However, if at the end of the contract or the fulfilment of the object of the contract, the worker will not cease and continue to provide his services, he shall be considered for all purposes as a fixed worker.

The worker, upon completion of the contract, will be entitled to the compensation that was legally established for this modality at the time the contract is concluded, currently being 12 days for each year of service.

Article 6.8 Interinity Contracts.

An interinity contract may be concluded in writing to replace workers entitled to a job reserve or to temporarily fill a job during the selection or promotion process for their job. definitive coverage, provided that the cause of the replacement is recorded in the contract and, in the first case, the name of the replaced worker.

The cessation of interim personnel shall take place, without any right to compensation or any need for notice, except where the time between the communication of reinstatement of the replaced worker and the effective reinstatement of the replacement worker, reintegrating the holder to whom the worker replaces;

by the expiration of the legal or conventionally established deadline for reinstatement; by extinction of the cause that resulted in the reserve of the job and, in the selection processes for the definitive provision of (a) to be completed by the end of that process or by the end of the three-month period. All of them and in all of them, without prejudice to the proper settlement.

In any case, if these formalities are not met, you will be considered a template for all effects.

Article 6.9 Practices Work Contract.

The contract in practice will be governed, as not provided for by this Collective Agreement, as stipulated in Article 11.1 of the Royal Legislative Decree 1/1995, of 24 March, for which the Recast Text of the Law of the Workers ' Statute and the regulations governing their development.

It is an imperative condition for the concert of this type of hiring that the worker is in possession of university degrees or professional training of a medium or higher degree, or officially recognized titles as equivalent, which they provide for the professional exercise, within five years immediately following the completion of the relevant studies, or seven years if the contract is concluded with a worker with a disability.

The worker must submit to the company photocopy photocopy of the corresponding title or, failing that, certificate of completion of studies that of the right to obtain it.

The legal representatives of the workers may require the justification of the required qualification for the contract to be concluded.

The duration of the contract may not be less than six months or exceed two years.

The probationary period for staff with a contract in practice less than one year may not be longer than one month for workers with medium-grade degrees or two months for workers with higher-grade qualifications.

The remuneration of the worker shall be 75 and 90 per 100 of the salary corresponding to the professional category of the worker during the first and second years respectively.

Article 6.10 Contract for Training and Learning.

The contract for training and learning will be governed, as not provided for by this Collective Agreement, as stipulated in the current legal regulations applicable to it at any time.

The training and learning contract may be concluded with workers over the age of 16 and under the age of 25, who do not have the required qualifications to formalise the contract. Notwithstanding the foregoing, it may be held with less than 30 years until the unemployment rate in our country is below 15%, as provided for in the transitional provision 9 of Law 3/2012 of 6 July.

The age limit will not be applied when the contract is concluded with a disabled worker.

The number of workers with contracts for training and apprenticeship per work centre that the companies may contract may not be higher than that set at the following scale:

Up to 10 workers: A worker in training.

From 11 to 40 workers: Three workers in training.

From 41 to 50 workers: Five workers in training.

From 51 to 100 workers: Six workers in training.

From 101 to 250 workers: Ten workers in training or 8% of the workforce.

From 251 to 500 workers: Twenty workers in training or 6% of the workforce.

Over 500 workers: Thirty workers in training or 4% of the workforce.

To determine the number of workers per center, those linked to the Company will be excluded by a worker contract in training and learning.

The duration of the contract may not be less than six months or exceed three years.

Time spent on theoretical training in no case may be less than 25% of the maximum day provided for in this Collective Agreement.

When the training and learning worker has not completed the educational cycles included in the compulsory education, the theoretical training will have an immediate aim to complete this education.

The effective work that the worker provides in the Company must be related to the tasks of the occupational level or trade object of the worker in training.

The lack of punctuality or assistance of the worker to the theoretical teachings will be qualified as faults to the work to all the appropriate legal effects.

The remuneration of the worker in training and apprenticeship shall be 80, 85 and 95 per 100 of the salary set out in this Collective Agreement for the Wage Level 9 during the first, second and third year of the term of the contract, respectively.

Article 6.11 Part-time contract.

Part-time contracts, concluded in accordance with the provisions of the applicable law applicable to it, shall be formalized in writing in the corresponding official model, in which they shall be included among other elements, if the contract is concluded for an indefinite period of time or for a given duration, identifying, in the latter case justifying such a duration, as well as the number and distribution of the hours per day, week, month or year during which the worker goes to provide their services.

Part-time workers will have the same rights as full-time workers.

The remuneration of the part-time worker shall be determined, in proportion to the agreed working time, by the Base Salary established in this Collective Agreement for the professional category to which it occupies.

In the case of flight staff of aerial photography companies, and given that the performance of services depends on good atmospheric conditions, the number of hours of work to be recorded in the contract shall be established by an annual estimate based on the number of flight hours carried out in that same working centre during the 12 months preceding the date of recruitment.

The conversion of a part-time contract into a full-time job or vice versa will be on a voluntary basis for the worker. The company must inform the employees of the existence of the vacant posts. Workers who have agreed to voluntary conversion and request a return to the previous situation will have a preference for access when there is a vacancy in the company corresponding to a similar job.

The additional hours agreed for this type of contract, in accordance with the current legislation, may not exceed 40% of the ordinary hours contracted, but in any case the sum of the ordinary hours and the Additional hours may not exceed the legal limit of part-time work.

The worker must know the day and time of the completion of the supplementary hours with a seven-day notice.

Article 6.12 Form of Contract.

Without prejudice to Article 6.7 of this Convention, for contracts for the purposes of production, the contracts of employment referred to in Articles 6.6 and 6.8 to 6.11 shall always be entered in the written, with the expression of its object, conditions and duration, with the worker receiving a duly authorized 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 deliberately entered into in fraud against the Law.

Article 6.13 Reporting of contracts.

Without prejudice to Article 6 (8) for contracts of interinity, in the case of fixed-term employment contracts exceeding six months, the contracting party making its complaint is obliged to notify the the other the termination of the same at a minimum of 15 days ' notice.

The lack of such notification by the Company will determine the obligation to indemnify the worker with the equivalent of the amount of one day's salary for each day of delay in such notice.

Failure by the worker of the obligation to pre-warn with the indicated advance shall entitle the Company to discount the settlement of the same the amount of one day's salary for each day of delay in that warning.

An indefinite contract worker who unilaterally desists from his or her employment relationship will be within the meaning of the preceding paragraph.

Having received the Company with the notice indicated, the notice indicated, will be obliged, from the date of the termination of the contract, to make available to the worker the corresponding liquidation, within ten days working. Failure to comply with this obligation shall entail the right of the worker to be compensated by the day's salary for each day of delay.

Article 6.14 Test Period.

1. The entry of staff into the Company shall be deemed to be proof, provided that it is entered in writing.

During this trial period the worker will receive the statutory remuneration for the professional category for which he is being tested at the Company.

2. The duration of the trial period for the various professional groups established in this Convention shall be as set out in the following table:

-Professional Group: Directives 6 months.

-Professional Group: Technicians 3 months.

-Professional Group: Professionals 1 month.

-Professional group: Auxiliary and service personnel 15 days.

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

4. During the probationary period, both the worker and the employer may withdraw from the test or terminate the contract without prior notice and without any of the parties being entitled to compensation, without prejudice to the liquidation which corresponds to the worker.

Exceeded the test period, the worker will become part of the template and the test period will be computed for age effects.

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

promotions

Article 6.15 Incorporation and promotions.

Companies will be obliged to communicate to the legal representation of the workers the processes of incorporation and promotion that will start the Company, with due notice to the date of publication. You should also advertise the aforementioned processes in the company's bulletin board.

Article 6.16.

All Company personnel will have a level playing field, right of preference to fill existing vacancies in any category.

(a) The posts of Chargé or Enladen de Taller, Head of Industrial Laboratory, Chief Administrative Officer and in-flight activities will be provided giving preference to the staff of the Company, through contest-opposition.

In the event of equality in the score, the greatest seniority in the Company will be decided, and the greatest seniority in the profession will be the same.

(b) Administrative auxiliaries: Administrative auxiliaries at the age of five in the Company shall automatically ascend to Administrative Officers.

Article 6.17.

Courts that will judge aptitude tests, capacity exams, and contests for income and promotions, will be composed in a peer-to-peer manner.

Article 6.18 Relationship of Jobs.

All the companies are obliged to form in the month of January each year the relation of jobs subject to this Convention. This list of staff posts shall include the nominal ratio of the staff, classified by professional groups and categories, with the specification of seniority in the position or category, the seniority in the Company, and the date of which corresponds to the next periodic increase for service time.

The list of jobs established under these rules must be exposed for 30 days, and within that period the interested parties will be able to complain to the management of the company, which is obliged to seal the duplicate of the claim and resolve within fifteen days.

If the request is dismissed or not answered, the person concerned may claim to the Joint Committee on Surveillance and Interpretation of the Convention and the Competent Jurisdiction.

Both the Enterprise Committees and the Staff Delegates will be given the same employment relationship, which may be added, at the request of all the other data and documents relating to the scope of their work. powers laid down in this Convention and general law, with the limits laid down in the Act.

The Business Committees or the Staff Delegates will report to the Company on the above mentioned employment relationship.

Article 6.19 Promotion of personnel who develop their activity in flight.

Workers promoted to a flight activity will be subject to a six-month adaptation period in the new category.

Not to exceed such a period of adaptation the promoted will return to the category of provenance, reperceiving, in such case, the Base Salary corresponding to that category.

The promotion, among the workers who have requested it, as well as the consolidation of the category at the end of the adaptation period, will be produced by applying Article 6.17.

CHAPTER 7

Moves

Article 7.1 Transports.

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 Transfer per worker's request.

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 arising from the change, being subject to the conditions of the new job, which shall be be communicated in writing.

Article 7.3 Transfer by mutual agreement.

If the transfer is carried out by mutual agreement between the company and the worker, the terms of the transfer shall be based on the conditions of the transfer to the agreed upon by the two parties, always in writing.

Article 7.4 Transfer by service needs.

In case of forced removal, which can only be carried out for economic, technical, organizational or production reasons that justify it or by hiring related to the activity of the company, and is leading to force a change of residence, prior to the case dealt with, the worker, as well as his legal representatives, must be pre-informed in writing at a time of thirty days to the date of his or her effectiveness, and shall have the right to choose between the transfer, by receiving compensation for expenditure or to terminate his contract by means of compensation established by the Law, except for a more favourable agreement with the company.

This company may not be exercised with the same worker within a period of less than 3 years, unless otherwise agreed by the parties.

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

Locomotion of the person concerned and family members that he or she is economically dependent on him/her.

Transport of furniture and goods.

A cash allowance equal to 40 days of actual salary.

Companies will also be obliged to facilitate the transfer of housing similar to their usual residence and with income equivalent to that which has been met up to the time of the transfer, and if this is not possible, shall pay the transferred the justified income difference for a maximum period of 15 months.

The company and the worker will also agree on the time limit for the entry to the new job, which will not be less than thirty days.

Without prejudice to the execution of the transfer, within the period of incorporation cited, the worker who has not opted for the termination of his contract, is disagreeable with the business decision, may challenge before the competent jurisdiction.

Article 7.5 Work center transfers to another location.

In the event that the company intends to move the work centre to another location, 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 one, if he is also a worker and within the scope of this Convention, will have preferential right to occupy a job, equal to or similar to the one in which he or she is performing, if his employer has his or her job centre in the new marital home.

Item 7.7 Permutas.

Workers belonging to the same company and with similar jobs that are destined for different locations will be able to arrange the permuse of their respective positions, subject to what they decide in each case.

This will take into account the needs of the service, the fitness of both permutants for the new destination and the other circumstances to be taken into account. If the swap is to be completed, the workers will accept the changes in the salary to which they may give rise and will waive any compensation for the costs of the transfer.

CHAPTER 8

Top and Bottom Category Jobs

Item 8.1 Top Jobs Category.

The staff included in the scope of this Convention may be assigned by the Company in case of technical or organizational reasons that justify this measure, to occupy a position of superior category, for the time indispensable for your attention, perceiving as long as you find in this situation the remuneration corresponding to the function that you actually perform, reintegrating the staff to your previous post when the cause of the change ceases.

The performance of the top-rated position may not be extended for more than six months for a year or eight months for two years. If this period is exceeded, the worker shall have the right to be recognised as the senior category.

The preceding paragraph will be without effect when this measure occurs due to situations prompted by:

-Excedences with right to job reservation.

-Replacement for maternity and/or paternity leave.

-Replacement for temporary incapacity.

Item 8.2 Lower-category jobs.

If, for the purposes of the business ' productive activity, a worker is destined for work of a lower category than the one assigned to it, he shall keep the salary corresponding to his category. This situation, which must be communicated to the legal representatives of workers, cannot be extended for more than three months.

If the worker considers it appropriate, he/she may bring a contract resolution before the Social Jurisdiction as if it were unfair dismissal, where he considers that serious injury to his or her professional training has occurred or Notorious for his dignity.

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

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, by directing them to work appropriate to their conditions.

Also, the sick or injured worker declared in a situation of permanent incapacity for the usual profession, if he retains the functional capacity necessary to develop other works within the company can to request compliance with the provisions of the previous paragraph.

Article 8.4 Polivalences.

In order to achieve the most optimal productivity in companies, the versatility of workers will be possible.

In order to achieve this goal, the worker must have the appropriate training; if he does not have it, the relevant training will be provided to him, this condition being necessary for the worker to be able to perform other functions different from those in your category.

These multi-purpose can only be performed within the different Groups or Subgroups of categories reviewed in this Collective Agreement.

The tasks that are identified in the definitions of the categories as themselves, are those that are considered to be the main ones being able to be completed with the realization of other auxiliary functions that are not the own of their category, without their arrival, to be in any case their main function.

In the case where the polyvalence is given in works of lower or higher category, and that the functions performed in it will be transformed into its main activity, it will be in accordance with the provisions of Art. 8.1 and 8.2. of the Present Collective Agreement.

CHAPTER 9

Day, overtime and holidays

Article 9.1 Workday.

In the companies affected by this Convention, a working day of 39 hours per week is established. The annual count shall be 1768 annual maximum hours. The difference between the weekly working day and the annual calculation shall be continuously and mutually agreed between the undertaking and the worker.

When setting the appropriate time tables, companies are given the power to adapt their schedules to their own production needs, with the sole limitation of respecting the 9-hour daily ceiling. job.

Retangers and lab shooters will be employed an hour less in the shooter and retouched (lab) functions. The normal remaining time will be used in activities compatible with your professional knowledge.

The Business Committee or Staff Delegates will jointly develop the business calendar with the company, having to be before 1 January of each year.

When the continuous day of at least seven hours is carried out, a half-hour paid break shall be granted. However, those workers who are in possession of a working day shall have a paid rest of 15 minutes.

Both breaks will be considered effective working time.

Article 9.2 Weekly Rest.

Every worker who performs the normal day agreed upon in this Convention shall be entitled to an uninterrupted rest of the day and half a week.

Given the special characteristics of the companies affected by this Convention, the workers engaged in photographic reports both terrestrial and aerial, and the personnel who have to assist them, as well as the belonging to the undertakings referred to in Article 1 (1) (b) of this Convention, may be employed on Sundays and public holidays. In this case the Company, regardless of your salary, will grant you two days off during the week. The days of compensation on Sunday or holiday will be enjoyed in the following week to which you would have worked on a Sunday or a holiday, and should be your enjoyment on an ongoing basis.

Article 9.3 Extraordinary Hours.

In order to reduce as much as possible overtime in the Companies affected by this Convention, strict compliance with Article 35 of the Workers ' Statute will be observed.

Overtime-driven overtime, and the structural ones will be maintained as long as the various models of temporary or temporary hiring, as provided for by the Law in this field, cannot be used.

This will be notified monthly to the labor authority, jointly by the company and workers ' representatives.

The parties to this Convention consider it a good thing to point out to the companies and workers to whom it affects the possibility of compensating overtime for an equivalent time of rest of one hour and three quarters per hour. Every extraordinary hour.

In case of economic compensation the value of these, shall be at least 75% on the salary corresponding to each ordinary hour of work.

Economic or rest compensation will be by agreement between company and worker.

The company shall inform the employees ' representatives once a month of the number of overtime workers of each worker, as well as the nature of the employees, by notifying the Labour Authority monthly, together.

Item 9.4 Time Flexibility.

Companies, respecting the number of working hours of the year, will be able to agree, through the legal representation of workers, or with the workers themselves if this representation does not exist, the most appropriate time for their productive needs, the excess or defects of working hours that can be produced with the corresponding equivalent time should be compensated.

By default, the company may distribute the regular working day in an irregular manner, up to a maximum of 5 per 100 of the annual working day set out in the agreement. Such distribution shall, in any event, respect the minimum daily and weekly rest periods provided for in this Convention and the worker must be aware of a minimum of 5 days ' notice on the day and time of work resulting from it.

Article 9.5 Holidays.

The staff affected by this Convention will enjoy a paid annual leave of 23 working days for staff not working on Saturdays and 27 working days for staff working on Saturdays. Saturdays, of which at least 11 and 13, respectively, will be uninterrupted between the months of June, July, August and September.

However, if the company before April 30 did not publish the holiday calendar, the same will be understood to start on the first Monday of August.

If during the enjoyment of the holiday any worker suffered accident or illness with Temporary Incapacity, recognized by the physician of the Social Security, will not be computed for the duration of the holidays days that this situation took place, enjoying the corresponding discharge until the end of the holiday period set out in paragraph 1. of this article.

The worker will know the dates that correspond to him two months before, from the beginning of the enjoyment.

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 calculated as a whole month.

Companies that have more than one hundred workers fixed in staff, will be obliged to grant at least fifteen days of holidays during the non-school period of July and August to those workers who so request and who have children of preschool or school age. The rest of the holidays will be able to enjoy it, these same workers, in the school holidays of Christmas or Easter, if they so request.

CHAPTER 10

Licenses and Exceeds

Article 10.1 Licenses.

The worker, advising him with the possible advance and justifying it properly, may be absent or absent from work, entitled to remuneration, for any of the reasons and for the minimum time that is set out below:

a) For fifteen calendar days in case of marriage.

b) For two days, in cases of child birth or death, serious accident or illness, hospitalization or surgical intervention without hospitalization of relatives up to the second degree of consanguinity or affinity. When the worker is required to move more than 200 kilometres, the time limit will be four days.

If this displacement is greater than 400 kilometers, the deadline will be extended by one more day, five in total.

c) For one day by moving 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 standard for a given period, it shall 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 current legislation.

f) For one day per wedding of first-degree relatives and siblings of one or other spouse.

g) For the time required to attend the medical consultation, it is the obligation of the worker to justify this visit to the company.

h) For the time required, when studies are carried out to obtain an academic or professional degree, for the examination or the claim or review thereof, and should be duly justified absences.

i) For the time necessary to accompany children under 14 years of age to medical consultation, as well as to first-degree relatives of consanguinity and affinity over fourteen years dependent and living with the worker, prior to the submission of a medical evidence indicating that the accompanying measures are necessary, not being necessary to co-exist in the case of parents.

j) For two days, in the year, for matters of your own. The enjoyment of each of these days will not be able to be cumulable to the enjoyment of the holiday of the worker. Neither can they be enjoyed consecutively or accumulated from one year to the next. The dates of their enjoyment shall be established by mutual agreement between the worker and the undertaking, which may exclude periods of activity for this purpose.

In accordance with the above paragraph, the days of own affairs corresponding to each year must be enjoyed within the term of the same, losing those that were not enjoyed in this way.

k) In the case of births of premature infants or who, for any reason, must remain hospitalized after delivery, the mother or father shall have the right to be absent from work for an hour. They will also have the right to reduce their working hours to a maximum of two hours, with a proportional reduction in salary. The time-frame shall correspond to the worker. The worker shall be required to notify the employer 15 days in advance of the date on which he/she will return to his/her ordinary day.

For the purposes set out in paragraphs b and f of this Article, the figure of the spouse shall be understood as being extended to the couple in fact stable with whom he/she is a marital and who is registered in the a corresponding public register, which has been accredited to the Company, prior to the fact, by the presentation of the corresponding official certificates of the timely registration in the aforementioned public registers.

Article 10.2 Maternity and Paternity.

In the course of delivery, the suspension will last for sixteen weeks, which will be enjoyed uninterrupted, expandable in the case of multiple delivery in two weeks more for each child from the second. The suspension period shall be distributed at the option of the person concerned, provided that six weeks are immediately after delivery.

In the event of the death of the mother, the parent may make use of the entire or, if appropriate, the portion of the remaining portion of the suspension period.

However, and without prejudice to the immediate six weeks after the mandatory rest period for the mother, in the event that the father and the mother work, the mother is, at the beginning of the rest period, maternity, may choose to have the father enjoy a certain and uninterrupted part of the post-birth rest period either simultaneously or in succession with that of the mother. The other parent may continue to make use of the period of maternity leave initially transferred, although at the time provided for the return of the mother to work, the mother is in a situation of temporary incapacity.

In the cases of adoption and acceptance, both preadoptive and permanent, of minors up to six years, the suspension will last for sixteen weeks uninterrupted, extended in the event of adoption or acceptance. In two weeks ' time more for each child from the second, counted on the choice of the worker, either on the basis of the administrative or judicial decision of the reception, or on the basis of the judicial decision on which the adoption is constituted. The duration of the suspension shall be 18 weeks in the case of the adoption or acceptance of minors over six years of age in the case of minors with disabilities or the disabled or because of their personal circumstances and experiences. which, due to their origin abroad, have special social and family integration difficulties duly accredited by the competent social services. In the event that the mother and father work, the period of suspension shall be distributed at the option of the persons concerned, who may enjoy it simultaneously or in succession, always with periods uninterrupted and with the limits indicated.

In cases of simultaneous enjoyment of rest periods, the sum of rest periods shall not exceed the sixteen weeks provided for in the preceding paragraphs or those corresponding to multiple births.

The periods referred to in this Article may be enjoyed on a full-time or part-time basis, subject to agreement between the employers and the workers concerned, on the terms which they regulate determine.

In cases of international adoption, where the parents ' prior travel to the country of origin of the adoptee is necessary, the period of suspension, provided for in each case in this Article, may be initiated until four weeks before the decision on which the adoption is constituted.

Fatherhood. In the case of child birth, adoption or acceptance, the worker shall be entitled to the suspension of contract for four weeks in an uninterrupted, extensible manner in the case of delivery, adoption or multiple acceptance in two more days. for each child from the second. This suspension is independent of the shared enjoyment of maternity rest periods. In the case of delivery, the suspension corresponds exclusively to the other parent.

When the holiday period coincides with a temporary disability arising from pregnancy, childbirth, breastfeeding or the period of suspension of maternity or paternity leave, you will be entitled to the enjoyment of the holiday. on a different date at the end of the situations listed above, even if the calendar year to which they correspond is completed.

Article 10.3 Risk for pregnancy and breast-feeding.

The risks shall be assessed and the nature, degree and duration of the exposure of women workers in a situation of pregnancy or recent birth, to agents, procedures or working conditions that may influence negatively on the health of the workers or the fetus, in any activity likely to present a specific risk. If the results of the assessment reveal a risk to safety and health or a possible impact on the pregnancy or breast-feeding of the workers concerned, the employer shall take the necessary measures to avoid exposure to such a risk. risk, through an adaptation of the working conditions or working time of the affected worker. Such measures shall include, where necessary, the non-performance of night work or shift work.

When the adaptation of working conditions or conditions is not possible or, in spite of such adaptation, the conditions of a job could have a negative impact on the health of the pregnant or pregnant worker. (a) the fetus, and the doctor certifies that in the system of social security or mutual insurance, with the report of the doctor of the National Health Service who assists the worker, the worker must perform a job or function different and compatible with their state. The employer must determine, after consultation with the representatives of the employees, the list of jobs that are exempt from risk for these purposes. The change of position or function shall be carried out in accordance with the rules and criteria applied in the cases of functional mobility and shall have effects up to the moment when the health status of the worker permits her to be reinstated to the previous position.

In the event that, even applying the rules mentioned in the preceding paragraph, there is no work or compatible function, the worker may be assigned to a position not corresponding to her group or category. equivalent, although it shall retain the right to the set of remuneration of its place of origin.

If such a change of position is not technically or objectively possible, or cannot reasonably be required for justified reasons, the worker concerned may be declared to be affected by the suspension of the contract. risk during pregnancy, as referred to in Article 45.1 (d) of the Staff Regulations, for the period necessary for the protection of their safety or health and for the failure to return to their previous post or to another position that is compatible with your status.

The above will also apply during the breast-feeding period, if the conditions of the work could have a negative influence on the health of the woman or the child and so be certified by the doctor who, in the of applicable Social Security, assist the worker in the right way.

Pregnant workers will have the right to be absent from work, entitled to remuneration, for the conduct of prenatal examinations and birth preparation techniques, prior notice to the employer and justification of the need to be carried out within the working day.

Article 10.4 Lactation.

Workers and 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 parent exercising this right, by its will, may substitute this right for a reduction of its working day in half an hour for the same purpose.

This right of absence from work (one hour) may also be accumulated in full days following the suspension of the maternity contract.

This permit may be enjoyed interchangeably by the mother or father, but may only be exercised by one parent, in case both work.

Article 10.5 Legal Guardian.

Who, for reasons of legal guardian, have at least eight years of direct care or a disabled physical, mental or sensory person, who does not carry out a paid activity, shall be entitled to a reduction in the working day daily, with the proportional decrease of the salary between at least one eighth and a maximum of half the duration of that.

It will have the same right to care for the direct care of a family member, until the second degree of consanguinity or affinity, that for reasons of age, accident or illness cannot be used by himself, and that he does not perform paid activity.

The reduction of working hours referred to in this paragraph constitutes an individual right of workers, men or women. However, if two or more employees of the same undertaking generate this right by the same deceased person, the employer may limit his or her simultaneous exercise for justified reasons of operation of the undertaking.

The time-frame and the determination of the period of enjoyment of the nursing permit and the reduction of the day, will be the responsibility of the worker, within his ordinary day. The worker shall be required to notify the employer 15 days in advance of the date on which he/she will return to his/her ordinary day.

The discrepancies between the employer and the worker regarding the time and the determination of the periods of enjoyment will be resolved by the competent jurisdiction through the procedure laid down in the regulations. application legal.

Article 10.6 Voluntary Excedences.

Companies shall grant to their workforce staff that at least one year of service in the Company has been passed on to the status of voluntary leave for a period of not less than four months nor more than five years.

The step to the expressed situation may be requested without specification of reasons by the applicant and its concession by the Company will be mandatory, unless it is to be used to work in another activity identical or similar to that of the Company of origin. It shall be granted if it has not elapsed four years, at least, from the enjoyment by the previous worker.

The time of voluntary leave will not be computed for the purpose of seniority.

The worker may resign, despite the fact that he has applied for and granted for more than four months, to the rest of the excess.

The reentry request must be made one month in advance of your desire to return to active work.

The voluntary surplus worker who applies for his/her incorporation shall have a right of preference for entry into the vacancy of the same or similar category to his or her own that would have been or occurred in the company.

The reentry request must be made within the period of leave.

In the event that any worker in a situation of leave does not apply for re-entry under the above conditions, it will be understood as a voluntary low cause.

Article 10.7 Excedences for Family Care.

Workers shall be entitled to a period of leave of absence of not more than three years:

-To care for the care of each child, both when it is by nature, or by adoption, or in the assumptions of acceptance, both permanent and pre-adopted, to be counted from the date of birth or, where appropriate, of the judicial or administrative resolution.

-To care for the care of relatives to the second degree of consanguinity or affinity that for reasons of age, accident, disease or disability cannot be used by themselves and do not perform paid activity.

When a new deceased person is entitled to a new period of leave, the start of the period shall end to the one who, where appropriate, has been enjoying himself.

This surplus, which may be enjoyed in a split form, constitutes an individual right of workers, men or women.

The period in which the worker remains in a situation of leave of absence for the care of family members shall be computable for the purposes of seniority and shall be entitled to assistance to vocational training courses, to whose participation it must be convened by the Company, in particular on the occasion of its incorporation.

The workers who are in the situation referred to in this article may apply for re-entry into the company, being compulsory for the company, and must send, once the re-entry communication has been received, to the company. old job and category that he held prior to the license.

Article 10.8 Trade union rights.

The staff, with a three-month age, unless it is entitled, in which case it must comply with the probationary period, which exercises or is called to exercise a union position in the provincial or national governing bodies of a Legalised Trade Union Central shall be entitled to a compulsory leave for the duration of the office to be determined by it.

To access the worker to that leave, you must accompany the written communication to your company, certification of the corresponding Trade Union Central in which the appointment of the union office of the government for which has been chosen or designated.

The forced surplus worker has an obligation to communicate to the Company a period of not more than one month, the disappearance of the circumstances that led to his or her excess; in the event of failure to do so, he will lose the right to income.

The re-entry, if any, will be automatic, and you will have the right to occupy your position of the job or other of the same category or similar characteristics if the previous one has disappeared, and to the computation of the age of its validity.

CHAPTER 11

Remuneration

Item 11.1 Salary Definition.

The whole of the economic perceptions of the workers, in money or in kind, by the professional provision of the employment services for others, will be considered salary, whether they pay the actual work, any that is the form of remuneration, as well as periods of rest, which can be used as work, excluding compensation or other expenses incurred by the employee as a result of his or her work; compensation for social security and compensation for transfers, suspensions or redundancies.

In no case will the salary in kind exceed 30 per 100 of the worker's wage perceptions.

Article 11.2 Base Salary.

It is the part of the remuneration of the fixed worker, according to his professional category, per unit of time, without attending to the circumstances that motivate the perception of the complements or pluses.

This remuneration has the minimum and full-time character.

This salary will be paid at work hours, for weeks, fortnightly, or months.

Article 11.3 Subway salary.

1) Since 1 June 2013, the salaries for the implementation of this agreement are those set out in the salary tables in Annex I.

2) For 2014: With effect from January 1, 2014, the salaries established in this Convention will be increased by a level equal to 0.50 percent.

3) By 2015: With effect from January 1, 2015, the salaries established in this Convention will be increased by a level equal to 0.50 percent.

4) For 2016: With effect from January 1, 2016, the salaries set forth in this Convention will be increased by an amount equal to 0.50 percent.

This increase in wages (0 ' 5%) is set as the minimum amount of the following table, referenced to the Gross Domestic Product (GDP) index:

-If GDP growth is less than 1'5%, the wage increase will be 0 ' 5%.

-If GDP growth is between 1'5% and 3%, the wage increase will be 0 ' 7%.

-If GDP growth is more than 3%, the wage increase will be 0 ' 9%.

Known as the final GDP index, the tables will be updated before the corresponding revision of the following year. The arrears relating to such an increase must be paid by the undertakings, with effect from 1 January of the year to which they correspond, after the public knowledge of that final index, in the month following that of the publication of the new salary tables of this Convention in the BOE.

The companies that during the period from January 2010 until the signing of this agreement would have voluntarily paid their workers advance in anticipation of the agreement, will have to maintain these quantities with the consideration of non-absorbable or compensable.

Article 11.4 Inapplication of the Paced increment.

independently and without prejudice to the content of Article 82.3 of the Workers ' Statute, companies whose economic stability may be damaged as a result of the implementation of the agreed wage regime, they shall follow the procedure and conditions laid down in this Article for non-application.

In order to achieve the necessary economic stability, the percentages of increase agreed upon will not be necessary and must be applied for those companies that credit, objectively and reliably, situations of deficit or losses held in the accounting years of the previous two years. The forecasts for the year/s of the Convention shall also be taken into account.

In these cases, the parties will be moved to determine the wage increases. In order to assess this situation, the data resulting from the accounting of the companies, their balance sheets and their income accounts will be examined.

Companies that allege such circumstances must present to the Trade Unions the precise documentation (balance sheets, income accounts, company tax return, in their case report of auditors, as well as the measures and forecasts to contribute to the future viability of the company) which would justify a differentiated salary treatment. In this sense, in companies of less than 25 workers, and depending on the economic costs involved, the report of auditors will be replaced by the documentation that is necessary within the meaning of the preceding paragraphs for demonstrate, in the event, the loss situation.

In the information to be presented, a study will be included on the incidence of wages in the company's economic march. The feasibility plan, which the company must present, will explicitly include short-term industrial, commercial, economic and financial forecasts and objectives, as well as the means to achieve such objectives.

Trade Unions are obliged to treat and maintain in the highest reserve the information received and the data to which they have been accessed as a result of the provisions set out in the preceding paragraphs, with respect to all this, professional stealth.

Companies affected by the above paragraphs will be or will not be subject to a review of wages during the current year in accordance with what is specifically agreed between the company and the Trade Unions. make such a decision in the document containing the agreements.

Prior manifestation of being included in the circumstances and supporting conditions of not being in a position to face as a necessary or obligatory application the wage increase agreed in the Collective Agreement, the companies will negotiate with the Trade Unions a different wage increase than the one agreed in the Convention.

In order to be eligible for the disengagement clause agreed in this article, companies must inform the Trade Unions of their intention to do so within 30 calendar days of the publication of the Convention in the "Bulletin". State Officer. "

Likewise, companies which allege the above paragraphs (excluding the increase in pay cited for the fact that they are suffering from serious economic situation) will, within 30 calendar days of the date of Publication of the Collective Agreement in the Official Gazette of the State, to the Joint Committee, communicating such a situation, which shall ensure the exact fulfilment, in its own terms, of the provisions of this Convention. The letters must be accompanied by a copy of the communication to the trade unions. In any event, the intervention of the Joint Commission will be limited to the knowledge of the development and implementation of the agreed process without interfering in the knowledge of the data of the affected companies that could be classified as strict confidentiality, corresponding to the wage negotiation of such exceptional situations to the company itself and to the trade unions.

The time limits for communicating to the trade unions and the Joint Committee are binding. Your failure to comply will prevent companies from availing themselves of what is set out in this article.

If an agreement is reached in the negotiations between the company and the trade unions, it must be communicated to the Joint Commission. In the event of disagreement, after 30 calendar days of negotiation, the parties may jointly request the Joint Commission to mediate or arbitration.

If such mediation or arbitration is requested, the Joint Commission should be sent sufficient documentation to enable it to act.

If in the Commission's judgment the documentation sent was not sufficient to be able to rule, it will be directed to the parties requesting extension or clarification of the same. In the event of failure to conduct an agreement, the Joint Commission may decide to establish the increase in the application to the undertaking.

Without prejudice to the content of this Article, companies may, in addition to the procedure provided for in this Article, make use of the possibilities conferred on them by Article 82.3 of the Staff Regulations, in the time when the circumstances in which they are described are present.

Article 11.5 Extraordinary Charts.

1. The companies will pay their workers two extraordinary 30 days of Base Salario Base, each of which will be effective on June 24 and December 20.

The gratification that is paid on June 24 will be stopped during the first half of the calendar year, and the one that is paid on December 20 will be stopped in the second half of the calendar year.

The payment of extraordinary bonuses on real wages will be respected as a more beneficial condition, where it will be paid in this way.

The staff who enter or cease during the year, the eventual and the interim, will receive these bonuses in proportion to the time worked, the fractions of month or week, depending on the cases, as months or weeks complete.

2. Any worker who ceases to be at the service of the undertakings concerned by this Convention for a period of 60 or more years, in order to have applied for his retirement, shall receive an extraordinary reward for his stay in the company, the amount of which is set at the following scale:

At five years of service: 15 days of Base Salary.

Five to ten years: one month of Base Salary.

Ten to fifteen years: month and a half of Base Salary.

From fifteen to twenty years: two months of Base Salary.

Over twenty years: three months of Base Salary.

The payment of this extraordinary bonus will be made within 15 days from the moment when you have recognized your new situation, with the exception of the last case, in which the three months of Salario Base, will be able to be effective in two monthly payments.

Article 11.6 Antiquity.

All staff shall be paid, regardless of their professional status, a module for each five-year service provision in the Company.

The maximum number of modules to receive will be four.

The module to be applied from June 1, 2013, will be 48.32 euros for each five-year service delivery in the Company.

Age plus table

Number of Quinquies

Euros
1
	2
3	3	3	144,96
4	193.28

The established periodic increases will begin to become due from 1 of the month following that in which they are met.

In the event that a worker ceases at the Company and subsequently reenters the Company, the age count shall be made as of the date of the latter entry.

For those workers who before the entry into force of this agreement were in receipt of higher amounts for this wage concept than those established in accordance with the new system of calculation, by virtue of previous Conventions or rules shall be respected for the amount assigned to them as at 31 December 1994, without being increased, for any reason, until, in accordance with the provisions of this Article, a supplement to the senior staff, or the amount set for the module is revised.

Item 11.7 Temporary Incapacity.

The Company will pay its staff, from their temporary incapacity, for sickness or accident, and up to a maximum of 18 months, the difference between the amount and the economic benefits of Social Security and the salary which, according to the Convention, corresponds to its professional status.

article 11.8 Nocturnity.

The worker who provides his services on the shift from 22.00 to 6.00 hours, will receive a plus of Nocturnity whose amount for each category will be 25% of the Base Salary.

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 are paid in character, except as provided in paragraph (d) Article 12.16.

Article 11.9 Pluses of toxicity or insalubity and dangerousness.

The staff who provide their services at work in which toxic substances are handled or work in premises where toxic substances are released for health, or, even without working with substances, do so in sections to the If the substances are toxic or harmful to health, they shall receive a job supplement of 25% of the base salary.

Bonifiability or insalubity work will be determined by agreement between the Companies and the Company or Personnel Delegates.

If no agreement exists, it may be brought before the competent jurisdiction.

Cesara the payment of this plus at the time it is credited, by the Company, that the necessary measures have been taken to ensure that the work is carried out under normal health and hygiene conditions.

If, due to the justified need of the Company, a worker is usually assigned to the driving tasks, either as a representative, a square runner or a seller, a truck driver, a dealer, etc., the company will pay the worker a plus of dangerousness consisting of 15% of the Base Salary.

Item 11.10 Paga of February.

In replacement of the old profit pay, the "extraordinary pay for February" will be instituted, which will remain 10% of the fourteen monthly payments of the Salario Base. The payment must be made effective during the month of February, even if it is possible to split the payment by mutual agreement.

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

Item 11.11 Diets, offsets, and temporary exits.

When, for the needs of the service, trips are made to places other than those of the usual residence, the company will pay the worker:

1. The costs of locomotion:

(a) When the worker uses public means of transport, the amount of expenditure that is justified.

(b) In another case where the worker uses his or her own vehicle, duly authorised by the undertaking, the amount resulting from the calculation of EUR 0,19 per kilometre provided the reality of the posting is justified, plus toll and parking charges to be justified.

2. Allowances for subsistence expenses: The amounts to be justified in hotels or hotels, as established by the company as a category and price in each case, which must, in any case, satisfy the conditions of hygiene and appropriate dignity.

3. Allowances for normal maintenance costs in restaurants and other accommodation establishments: EUR 33,43 per day, for travel within the national territory.

Average diet: In temporary exits in which no overnight stay outside the worker's place of residence is required, only half of the established diet shall be payable, provided that the worker makes one of the two meals principal outside your home. If both meals are to be performed, full diet will be payable.

Allowances for subsistence expenses and allowances for normal living expenses shall be payable where travel or travel has been made to municipalities other than the usual place of work and of which the habitual residence of the worker, who is in another province other than that of the usual centre of work or who is in the same province, the worker has to stay at him.

Article 11.12 Anticipates.

The worker shall be entitled to receive advances on account for the work already done, without these being able to exceed 90% of the amount of the paid salary.

CHAPTER 12

Staff Committees and Staff Delegates

Enterprise Committees

Item 12.1.

Without prejudice to the rights and powers granted by the laws, the following functions and competencies are recognized to the Enterprise Committees:

1. Quarterly, to be informed by the Company's Directorate 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 program of production and on the likely evolution of employment in the Enterprise.

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

Item 12.2.

Be informed, prior to execution by the Company:

1. About the total or partial transfer of business facilities.

2. On the Company's vocational training plans, exercising vigilance on the quality and effectiveness of teaching in the training and training centers of the Company.

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

4. On changes in ownership of the Company, preceptively in writing.

5. On new staff recruitment, knowing the models of written work contract used in the Company, as well as the documents relating to the termination of the employment relationship.

6. In writing the holiday chart established by the Company, which must be exposed before April 30 each year.

7. On the statistics of the rate of absenteeism and their causes, accidents at work and occupational diseases and their consequences, rates of accident, income, unemployment and promotions.

8. Restructurings of templates and total or partial ceases, definitive or temporary of that.

9. Day reductions.

10. Implementation or review of work organization and control systems.

11. Study of times, establishment of systems of premiums or incentives and valuation of jobs.

12. Be informed of all penalties imposed for very serious faults.

Article 12.3.

Exercise a surveillance task:

1. On compliance with the existing rules on employment and social security, and on employment, as well as the rest of the agreements, conditions and uses of the company in force, making, where appropriate, the appropriate legal actions before the employer and the Competent bodies or courts.

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 staff selection processes, not only for the current or agreed rules to be met, but also for the principles of non-discrimination, gender equality and the promotion of a rational employment policy.

4. Monitoring and control of the conditions of Health in the development of work in the Company.

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 respect of Articles 12.1 and 12.2, even after they cease to be members of the Enterprise Committee and in particular in all matters relating to the Address explicitly flag the reserved character.

Staff Delegates

Article 12.5.

Staff Delegates will have the functions and competencies of the Business Committee.

Staff Committees 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. The Company's decision may be appealed to the Competent Jurisdiction in accordance with the terms established by the Law.

Item 12.7.

Changes in the classification of workers may be made.

There will be no agreement with the Company's Directorate, the Joint Commission of Surveillance and Interpretation of the Convention will be resolved. In the event of disagreement in this Commission, the person concerned may refer to the Competent Jurisdiction.

Article 12.8.

In the field of Safety and Health, it is up to the Business Committee to designate the prevention delegates to revoke them when they consider it appropriate and to be informed of the activities.

As soon as the number of Delegates of Prevention will be as provided for in article 35 of the Law 31/1995 of 8 November, Prevention of Occupational Risks.

Article 12.9.

The Business Committee or Personnel Delegates, heard by the Health Committee, may, in the event of disagreement with the Company, have recourse to the Competent Jurisdiction to give an opinion on the possible toxicity of some of the job.

Also, in the event of disagreement with the Company, may bring to the attention of the competent jurisdiction those cases in which, hearing the Committee of Labor Health, there is a certain risk, due to the existing working conditions, accident or occupational disease.

Article 12.10.

The legal representation of workers will be informed at least 21 days in advance in cases of substantial modification of the individual working conditions.

In the cases of collective modification of substantial working conditions, the decision of the Company must be preceded by a period of consultation with the legal representatives of the workers of duration not more than 15 days, which shall cover the reasons for the business decision and the possibility of avoiding or reducing its effects, as well as the measures necessary to mitigate its consequences for the workers concerned.

After the end of the consultation period, the Company shall notify the employees of its decision on the modification, which shall take effect after 30 days, without prejudice to the right of the workers concerned. to terminate your contract or the potential collective dispute claim before the Competent Jurisdiction.

Article 12.11.

In the case of employment regulation files, 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 may be advised by their technicians and jointly study with the Company the economic situation of the company when the file is motivated by economic reasons. The time limit for such a study shall not exceed 30 calendar days, after which the Company is empowered to submit the file to the relevant Labour Authority.

Article 12.12

The Business Committee or Staff Delegates will participate jointly with the Enterprise Directorate in the development of social, cultural and recreational activities.

You may also be aware of the state of accounts of economic funds intended for these activities.

Except for those social functions that have their own regulations such as Patronates, Housing, Economates, etc.

Article 12.13.

The Business Committee or Staff Delegates will have the power to check the assumptions referred to in the top and bottom category work items. Where the conditions laid down therein are not complied with, the person concerned may appeal to the competent jurisdiction.

Article 12.14.

In cases of collective modification of the existing working hours, the decision of the Company must be preceded by a period of consultation with the legal representatives of the workers of duration not less than 15 days, which shall cover the reasons for the business decision and the possibility of avoiding or reducing its effects, as well as the measures necessary to mitigate its consequences for the workers concerned.

After the end of the consultation period, the Company shall notify the employees of its decision on the modification, which shall take effect after 30 days, without prejudice to the right of the workers concerned. to terminate your contract or the potential collective dispute claim before the Competent Jurisdiction.

Article 12.15 Guarantees.

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

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

(b) They may not be discriminated against in 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 30 hours per month for use for union purposes.

These hours will not be computed when they occur in the event of the appointment of Personnel Delegates or Members of the Company's Committees as components of the Negotiating Commissions of the State Collective Agreement, as well as the assistance to the meetings to be held for that purpose to the Joint Committee on Surveillance and Interpretation of the Convention, and with regard to the holding of official sessions through which such negotiations or surveillance are conducted and interpretation.

Without exceeding the legal maximum agreed upon, 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 of the Training Courses organized by their staff. Trade unions, training institutes or other entities.

The hours of your working day which the employees ' representatives employ on the basis of their position, in accordance with this Convention, shall be paid as if they were present in their place of employment.

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 this Convention. If this accumulation reaches the number of annual working hours, they may be relieved of the work without prejudice to their remuneration.

Those who resign, will sign an act that will include the resignation and acceptance of the person or those in which they accumulate and will make it to the Company's Directorate.

Article 12.16 Assemblies.

Workers ' representatives will have 12 hours per year for meetings with staff, within hours of work.

These assemblies should be requested 48 hours in advance, without prejudice to the possibility of studying urgent approaches in each case.

CHAPTER 13

Trade union action

Item 13.1.

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 dismiss a worker. worker or harm you in any other way because of your membership or union activity.

Item 13.2.

Workers affiliated to their Trade Unions may, in the field of Enterprise or Work Center:

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

Hold meetings, after notification to the employer, collect fees and distribute union information, outside of the working hours and without disturbing the normal activity of the Company.

Receive the information sent to you by your Syndicate.

Item 13.3.

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 place at its disposal tables of advertisements that must be located in the center and instead of ensuring adequate access to the workers themselves.

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

Item 13.4.

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.

To assistance and access to the work centers to participate in activities of their Union or the workers ' group, prior to communication to the Businessman and without the exercise of that right being able to interrupt the normal development of the production process.

Item 13.5.

Trade union representatives who participate in the collective bargaining commissions by maintaining their relationship as an active worker in any company shall be entitled to the granting of paid leave. necessary for the proper exercise of their work as negotiators.

Article 13.6.

The Trade Unions will be able to carry out their activity in the Company with full guarantees for its efficient operation, to this end they will have 12 hours a year for the realization of meetings with their affiliates within the Company.

Union Delegates

Item 13.7.

In companies, or in their case, 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 Work Center.

Item 13.8.

The number of Trade Union Delegates for each Trade Union Trade Union Section which has obtained 10% of the votes in the election to the Business Committee shall be determined on the following scale:

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.

Trade Union Sections of those Unions that have not obtained 10% 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 person in a fehaciente way, recognizing act followed by the aforementioned Trade Union Delegate Representative of the Union for all intents and purposes.

Article 13.9 Functions of Trade Union Delegates.

1. Represent and defend the interests of the Union to whom it represents and of the members of the Union in the Company, and serve as an instrument of communication between its Trade Union Central or Union and the Directorate of the respective Companies.

2. They may attend meetings of the Business Committee, Labour Health Committee at Work and Joint Interpreting Committees, with voice and 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 rules of 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 Act 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 workers in general and those affiliated with their particular Union.

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

a) About layoffs and penalties that affect Union affiliates.

(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 of their possible consequences.

Item 13.10.

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 Work Centers with more than 250 workers.

Article 13.11.

Trade Union delegates designated by your Central will enjoy paid leave for the sessions of the Joint Commission on Surveillance and Interpretation of the Convention and Technical Commissions set up in this Convention, although your company is not affected by the topics to be dealt with.

The representatives of the trade union organisations in the Continuing Training Sectoral Commission, or equivalent official body to replace it, will enjoy paid leave from their companies for assistance to the meetings, and where appropriate, the day before the meetings.

Article 13.12 Union quota.

At the request of the workers affiliated to the Central or Trade Unions, the companies will discount the amount of the corresponding union quota on the monthly payroll of the workers. The worker concerned in carrying out such an operation shall forward to the Management of the Company a letter in which the order for the discount and the amount of the fee shall be clearly expressed. The amount of the discounts will be given to the representatives of the Central accredited to the Company.

Article 13.13 Anti-union practices.

Regarding the assumptions of practices that, in the opinion of some of the parties, may qualify as anti-union, the provisions of Articles 12, 13, 14 and 15 of the LOLS will be included.

CHAPTER 14

Equal rights of workers of one sex or another

Article 14.1 Equal rights of workers of one sex or another.

In accordance with the provisions of the law in force, the conditions laid down in this Convention shall apply equally to workers of one and the other sex, without any discrimination.

Companies are obliged to respect equal treatment and opportunities in the field of employment and, for this purpose, must take measures aimed at preventing any kind of employment discrimination between women and men, measures to be negotiated, and where appropriate agreed, with the legal representation of workers in the form to be determined in labour law.

Similarly, companies with more than 100 workers must negotiate Equality Plans with the scope and content provided for in Chapter III of the Organic Law for the Effective Equality of Women and Men.

CHAPTER 15

Job Health

Item 15.1.

In the field of Occupational Health, both parties are subject to the legislation in force, especially in the Law on the Prevention of Occupational Risks, as well as the rules of their development.

Labor Health Commission. During the month following the signing of the Convention, the Commission shall be set up. During the term of the Convention, this Commission shall examine any amendments to be made to the text of the Convention in order to align it with the existing legal rules.

Article 15.2 Prevention of occupational risks.

The employer must ensure the safety and health of workers in all aspects related to work.

The duty of prevention laid down in the preceding paragraph is considered to be a duty of work and, as set out in Articles 4 (2) (d) and 19 of the Staff Regulations and in this Article, the existence of a the right of workers to effective protection.

In accordance with the provisions of the preceding paragraph, and in the context of its responsibilities, the employer shall take the necessary measures to protect the safety and health of workers, including prevention of occupational, training and information risks with the necessary means.

Article 15.3 Medical Recognition.

The Management of the Company will manage to the Working Accident Mutuals or Competent Administration Bodies the realization of a medical examination each year, the result of which will be delivered to the worker. The Company shall have the right to be informed about the ability of the worker to perform his or her job.

Article 15.4 Terminals of computers, recording screens, and video screens.

The work of computer terminals, recording screens, and video screens, has features that can lead to stress situations, and other occupational diseases.

For which the workers who provide their services in any of these jobs must have the possibility of a system of organization of work that allows them to be able to interleave their different functions with the end of not remaining too long continuous in front of the screen, thus facilitating the reduction of the risk to the workers.

In addition, workers carrying out work in this type of posts will undergo a medical review specially designed for the position they perform (Ophthalmology, Traumatology, etc.), which will be carried out at least every year and will be carried out in charge of the company.

CHAPTER 16

Garments

Article 16.1 Work Prendas.

Companies will make it easier for their workers to work, always in number of two, appropriate to the functions they perform. Workers who are ordered to be used by the company shall be provided with a uniform.

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.

In the cases of excessive wear and tear of working garments due to working conditions, the company will return them, without waiting for the year, provided they are in hygienic or presence conditions. inadequate.

The workers, for their part, are obliged to wear the garments that are delivered to them, as well as any other signs of identification or protection that are established in the companies.

Garments received can only be used during job execution.

CHAPTER 17

Retirement

Article 17.1 Retirement.

In all regards to retirements, the provisions of the current legislation will be in place.

CHAPTER 18

Fouls and Sanctions

Article 18.1 Classification of faults.

Faults committed will be sanctioned and classified according to their importance or transcendence, in mild, severe or very serious.

Article 18.2 Mild Fhighs.

They are considered minor faults:

1) Small oversights in the preservation of the material in his or her capacity that causes slight deterioration of the material.

2) Not to attend to the public with due diligence, when this attention is proper to their work duties.

3) Discussions, on matters other than work, during the day that produce alterations in the service entrusted.

4) Do not communicate to your immediate boss material defects or the need for material to continue to work as long as it does not result in severe disorder.

5) Do not communicate with due punctuality any changes experienced in the family that may affect the compulsory social insurance, the institutions of forecasting or any other legal obligation with the company.

6) Use machineries or tools for which you are not authorized.

7) Drive an Enterprise vehicle without authorization.

8) Fail a day to work without justified cause.

9) Participate in rines or games.

10) Failure to communicate the lack of work for justified reasons as far as possible, unless proven impossible to do so.

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

12) Do not wear the workwear provided by the company, when its use is compulsory.

13) Punctuality in attendance at work provided they exceed two during the one month period, with delays exceeding ten minutes in each of them at the time of entry.

Article 18.3 Serious Fhighs.

Are considered serious faults:

1) Reincidence and/or reiteration at a minor lack within one month.

2) The malicious concealment of data to the Company that may affect the Mandatory Social Insurance, the Previsión Institutions or any other legal obligation with the company, salary or any salary supplement.

3) The delays in the execution of the orders given or services entrusted when serious injury to the Company is caused.

4) Not to give immediate notice of the defects or abnormalities observed in the machinery, materials and works in his or her capacity, when serious damage to the Company is derived.

5) Inuse, deterioration or loss of materials, parts, machinery, tools, goods and furniture, due to imprudence imputable to the worker.

6) The usual drunkenness or drug addiction in work that does not have a serious impact on the job.

7) Tolerate the subordinate workers who break the labor health rules.

8) Smoking in places where it was prohibited.

9) The continuing and usual lack of grooming and cleaning of such a nature that produces justified complaints from colleagues.

10) Failure to provide the company with the corresponding copies of the discharge or maternity leave to the company within the prescribed time limit, where serious injury to the undertaking is derived.

11) Simulation of disease or accident.

12) The abandonment of the job center, without permission.

13) Simulate the presence of another worker by altering the records or input or output controls to the job.

14) Punctuality in attendance at work provided that they exceed six during the two-month period, with delays exceeding ten minutes in each of them at the time of entry, or that the sum of the delay time the same is longer than eight hours.

Article 18.4 Very severe high.

They are considered very serious faults:

1) Reoffending and/or reiteration in serious misconduct within two months.

2) Unjustifiably false two days to work for a period of three months.

3) Fraud, disloyalty or breach of trust in the management and theft or theft.

4) Destrozing or causing damage in raw materials, products, tools, tools, machines, appliances, installations, buildings, articles and documents of the Company.

5) Perform, without the appropriate permission, particular jobs during the workday.

6) Falsify data in the work control documents.

7) Voluntary injuries to simulate a work accident or to simulate a work accident to enforce such injuries caused by non-work accidents.

8) Violate the Company's correspondence secret.

9) The ill-treatment of words and work or the serious lack of respect for the bosses, colleagues and subordinates, as well as the respective family members.

10) The direct or indirect participation in the commission of crimes defined in the Criminal Code, provided that it is recognized in a firm judgment.

11) Origins or fights.

12) Indiscipline or disobedience at work.

13) The transgression of good contractual faith or the abuse of trust in the performance of work.

14) Usual drunkenness or drug addiction, which has a serious impact on work.

15) Reituation in penalty for serious misconduct within four months for timeliness in assistance to work.

Article 18.5 Sanctions.

The penalties that will be imposed in each case according to the faults committed will be as follows:

For minor faults: Amonstation in writing.

For serious faults: Suspension of employment and salary for a maximum period of 10 days.

For very serious faults: Suspension of employment and salary for a period of not less than 10 days and not more than one month. Dismissal.

Penalties for minor, serious or 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 Gubernativa Authority if appropriate.

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

Article 18.6 Abuse of authority.

When a superior made an arbitrary act with damages of a lower and transgression of a legal precept, such an act would be considered as abuse of authority, being considered to be very serious, instructing the appropriate 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, which shall initiate the appropriate file in a maximum period of 10 days from the communication of the Business Committee or Staff Delegates.

If the Company's Address does not initiate the file within the above period, the injured party may appeal to the competent jurisdiction.

Item 18.7.

In cases of disappearance of goods that affect the assets of the company or the employees, the company may order registration in the lockers or personal effects thereof, with the presence of a representative of the workers to proceed to the registration.

Article 18.8 Privatisation of Freedom.

Statement to the Company shall not be deemed to be unjustified for the absence of work, resulting from deprivation of liberty of the worker, ordered by a governmental or judicial authority, if he is subsequently acquitted of the charges The procedure is either imputed or overlaid.

Article 18.9.

Companies and Employers, in accordance with the general legislation in force, may be sanctioned by the competent authority, when they incur non-compliance with the legal provisions of a working nature. The penalties for business and employers shall be governed by the Staff Regulations and other legal provisions which exist or may exist.

CHAPTER 19

From Training

Article 19.1 Training continues.

The signatory parties assume the full content of the Fourth National Training Agreement of 27 March 2006, stating that it will develop its effects on the functional and territorial scope of this Convention.

The Sectoral Joint Committee set up to the effect to develop how many initiatives are necessary for the implementation of such an agreement is hereby authorised

CHAPTER 20

Multiple

Article 20.1 Clineness industrial.

The Joint Committee, in execution of its role of monitoring the present Convention, shall carry out any necessary action to combat the industrial underground, and both parties shall cooperate at all times, at the most effective development of how much is available in this article.

Article 20.2 Business transfer or transfer.

The Company bound by this Convention, which shall, in fact or in fact, continue the business of another, shall take charge of its staff while maintaining all economic and employment conditions of the Company of origin.

It will avoid, as far as possible, to maintain duplicity in working conditions in establishments that actually form a single Company.

In the event that the acquiring company intends to establish a single working conditions for all workers and job centers, it will first obtain a report from the legal representatives of the workers.

Additional disposition first.

Both sides ratify their accession to the "5th Agreement on the Autonomous Solution of Labor Conflicts" and its implementing regulation.

ANNEX I

State collective agreement wage table for 2013

Wage Groups: A Salarial Group is understood to be the group that groups the different categories of labor that have the same Base Salary.

The wage groups are the ones listed below and each includes the work categories mentioned in them:

Group 1: Director.

Group 2: Head of Branch or Delegation.

Group 3:

Chargé or Workshop Encharge.

Head of Industrial Laboratory.

Head of Technical Assistance.

Head of Documentary Project.

Pilot.

Air Photo Operator Navigator.

Air Photographer.

Chief Administrative Officer.

Head of Sales.

Group 4:

Technician.

Outlining.

Documentalist.

Group 5: Photographer.

Group 6: Microimage operator.

Group 7:

Image Operator.

Lab Shooter.

Retoiletry.

Documentary Operator.

Aircraft mechanic.

Driver.

Group 8:

Administrative Officer.

Maintenance Officer.

Group 9:

Automatic Machine Operator.

Monter.

Group 10:

Helper.

Data Recorder.

Administrative Auxiliary.

Phone/Receptionist.

Seller.

Dependent.

Store.

Charger.

Cleaner/a.

Ordinance.

2013 State Collective Contract Wage Table

Group

salary

8

Salary base	Overtime
	age	1 fiveyear	2 five-year	3 quinquenios	4 quinquenios
1	1.264.54	19.28	20.01	20.75	21.49	22.22
2	1.021.36	15.57	16.30	17.04	17.78	18.51
	3	1.010, 18	15.40	16.13	16.87	17.61	18.34
4	975.24	17.88	15.60	16.34	17.07
953.27	14.53	15,27	16.00	16.74	17.48
6	942.79	15.11		15.85	16.58
880.95	13.43	14,16	14.90	15.64	16.37
843.51	12.85	15.61	14.33	15.06	15.81
9	9	807.35	12.31	13.04	13.78	14.51	15.26
	10	794.82	12,12	12.85	13.59	14.32	15.06

Cleaner/to for hours: 13.07 euros.