Having regard to the text of the Fourth State Collective Press Convention (Code of Convention No.: 99013745012001), which was signed on 4 July 2013, by the Association of Spanish Newspaper Publishers (AEDE), in representation of the undertakings in the sector, and of the other, by the trade unions FSC-CCOO, UGT and FeSP, on behalf of the employees, and in accordance with Article 90 (2) and (3) of the Law on the Staff Regulations, Recast approved by Royal Decree of Law 1/1995 of 24 March, and Royal Decree 713/2010, of 28 of May, on the registration and deposit of collective agreements and agreements of work,

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, September 18, 2013. -Director General of Employment, Xavier Jean Braulio Thibault Aranda.

FOURTH STATE COLLECTIVE AGREEMENT OF THE DAILY PRESS SECTOR

CHAPTER I

General provisions

Article 1. Functional scope.

I. The present Collective Agreement regulates the working relationships in those companies dedicated to the edition of Press Daily, both in paper and digital support, that are not affected by the Collective Agreement itself.

II. It is also included in the functional scope of this Collective Agreement, only those workshops existing at the date of the signing of this Convention, which belong to the companies affected by this Convention. his own publications.

III. Notwithstanding the foregoing, in the event that there are chapters which are not fully or partially regulated in the lower-level conventions to which the Collective Agreement defines itself as the Daily Press Sector, the parties legitimized for his signature may, upon agreement, regulate such chapters taking as reference what is stated in this Collective Agreement.

Article 2. Personal Scope.

I. All workers providing services in those undertakings as defined in Article 1 of the Convention shall be governed by this Convention.

II. They are expressly excluded from the scope of this Convention:

A) Councillors, Senior Management Personnel and Directing Personnel.

B) Liberal professionals linked to civil service delivery contracts.

C) Advisors.

D) Correspondents and collaborators with a civil relationship with the companies in Article 1.

E) Partners to the piece, who do not have a relationship based on the principles of hierarchy, age and dependency, nor are they subject to control of the day as defined in this Collective Agreement, whether they maintain the continued relationship with the enterprises included in the functional scope of this Collective Agreement.

F) Commercial or advertising agents working for any of the companies included in the functional area, with the freedom to represent other companies engaged in the same or different activity.

G) Personnel belonging to companies that have a civil or commercial contract for the provision of services with the companies affected by this agreement.

Article 3. Territorial Scope.

This Collective Agreement shall apply throughout the territory of the Spanish State, as well as to all those workers with employment relationships who provide services outside the territory of the Spanish State.

Article 4. Currency and Concurrency.

I. This Collective Agreement shall enter into force on the day following that of its publication in the "Official Gazette of the State", maintaining its validity until 31 December 2015, applying its effects retroactively to 1 January 2011. exclusively in the field of wages.

II. Without prejudice to the provisions of Article 84 of the Royal Legislative Decree 1/1995 of 24 March, which approves the recast of the Law of the Workers ' Statute, the Guaranteed Minimum Wage (SMG) will be minimum content for all undertakings in the daily press sector as defined in Article I of this Convention.

Regardless of the above, for the purposes of achieving the SMG, referred to in Article 36, undertakings may operate in accordance with the provisions of the First Transitional Provision.

III. Companies with a lower-level concurrent Collective Agreement that wish to adhere to the content of this Convention may do so by Agreement between the addresses and the representatives of the workers within those undertakings.

Article 5. Complaint and Extension.

I. This Collective Agreement shall be deemed to be extended for a further year, and so on if by any of the parties it shall not be reported as having been met at least two months before the due date or the date of the expiration of any of its extensions.

II. Denounced the Collective Agreement by either party, and constituted the Negotiation Table within one month, will remain in force both its normative content, as an obligation, until twenty-one months have elapsed since its denunciation, period from which it will lose its validity and all its effects, if a new agreement is not reached.

Article 6. Linking to the Totality.

The agreed conditions are an indivisible organic whole and for the purposes of their practical application they must be considered as a whole.

Article 7. Personal Warranty.

Those ad personam conditions that are considered globally and on an annual basis shall be respected in excess of this Collective Agreement.

CHAPTER II

Organization of the job

Article 8. Organization of Work.

I. The organization of work in the companies affected by this Collective Agreement corresponds to the management of the same.

II. Workers through their legal representatives, staff delegates, business committee or trade union sections have the right to know about any organizational decisions that may affect them.

III. In any event, undertakings shall be obliged to inform the representatives of the employees of any substantial changes in the organisation of the undertaking which may affect the employees, prior to the workers ' representatives, respecting, in any event, the time limits laid down for this in the Staff Regulations in Article 41.

IV. Without the authority conferred on the Directorates of the Companies, the Committees of Enterprise have assigned functions of advice, orientation and proposal in the subjects related to the organization and rationalization of the work, having the right to submit a report prior to the implementation of the decisions taken by those decisions in the case of the establishment or review of the systems for the organisation and control of work, in particular those relating to new technologies, without prejudice to the legal rules applicable to them and to the powers of the expressly granted in this Collective Agreement to the Joint Commission of Interpretation.

Article 9. Vocational Training.

I. The Companies and Central Trade Unions signatories to this Collective Agreement agree to sign up to the future the Continuing Training Agreements which are signed by the Social Agents in the functional and territorial areas of the As a better way to organise and manage training actions to be promoted in the sector.

II. The parties undertake to subscribe to any other agreement of an interconffederal nature that is signed in the future.

III. In the light of the above, the training plans, as well as the various training actions of the enterprises, will be drawn up and organized by the Directorates, which will determine in each case the departments to which the are directed and the persons who are required to attend the same. Without prejudice to the individual right of workers, their representatives may participate in the development of the company's training plans.

IV. Companies will ensure that they are properly trained by the knowledge update by the staff. For these purposes, where such courses are organised by undertakings, workers shall be entitled to:

(a) 100% compensation for the time spent on them, if the course attendance is promoted by the company, in order to carry out training tasks aimed at reconverting workers whose function or position has been declared obsolete as a result of a substantial change in its content.

(b) Compensation of 50% of the time when the courses are offered by the company, in order to improve the professional qualification of the same, as long as they are performed outside the ordinary working day.

Otherwise, this is when it is done within the ordinary day the worker must recover the hours in the same one for a hundred.

(c) If the training initiative is based on the worker and when the worker is linked to the activity performed in the company, the work schedule will be adjusted for the development of the company. possible, taking into account the organisational need of the employer.

V. The period of leave of absence for the care of children or family members shall be computable for the purposes of seniority and the worker shall be entitled to assistance in vocational training courses related to his or her professional performance, to whose participation he must be convened by the employer, in particular on the occasion of his/her reinstatement.

VI. In order to exercise the above rights, it will be essential for the person concerned to justify in advance the concurrency of the circumstances which confer the right invoked, and which does not prejudice the exercise of the right of proper functioning of the production process.

CHAPTER III

Hiring, trial period, promotions and promotions

Article 10. Revenue.

I. The income of the workers shall be in accordance with the legal procedures in force at any time.

II. In each working or business centre, the Directorate shall inform the representatives of the employees in accordance with Article 64 of the Staff Regulations on the general development of the Daily Press sector. of the entity's production and sales, on its production and likely employment development programme, as well as on the business forecast for the conclusion of new contracts.

III. Companies will be required to make delivery to the Workers ' Representatives of the basic copies of the contracts they form.

IV. They shall have the right to enter, under conditions, those who have performed or perform functions in undertakings with fixed-term, training or part-time contracts.

Article 11. Test Period.

I. The test periods, by professional groups, with the exception provided for in the contract provided for in Article 20 of this Convention, shall be as follows:

Group 1: Eight months.

Groups 2 and 3: Four months.

Group 4: Two months.

Groups 5, 6, and 7: One month.

II. After the trial period without the withdrawal of the contract, the contract will have full effects, with the time of the services provided to all the effects in respect of the rights and obligations of the worker in the Company.

III. During the probationary period, the worker shall have the rights and obligations corresponding to the job which he or she carries out as a template, except those arising from the termination of the employment relationship, which may be with the legislation in force.

IV. Temporary contracts will have the following test periods:

Group 1: Four months.

Groups 2 and 3: Two months.

Group 4: One month.

Groups 5.6 and 7: 15 days.

V. Temporary contracts that are transformed into undefined contracts will not be submitted to the test period.

Article 12. Equality plans.

In accordance with the provisions of the Organic Law 3/2007, companies are obliged to respect equal treatment and opportunities in the field of employment and, for this purpose, must adopt measures aimed at avoiding any type of employment discrimination between women and men.

In companies of more than 250 employees, the equality measures referred to in the preceding paragraph shall be directed to the elaboration and implementation of an equality plan, in accordance with the provisions of the aforementioned Law. Organic.

For the purposes of the provisions of this Convention in respect of equality plans and the diagnosis of the situation, account must be taken of the provisions of Article 5 of the said Law, according to which, it shall not constitute discrimination in access to employment, including the necessary training, a difference of treatment based on a sex-related characteristic when, due to the nature of the specific professional activities or the context in which they are carried out, the This is an essential and determining professional requirement, as long as the objective is legitimate and the requirement provided.

Article 13. Recruitment.

I. The recruitment of workers will be in line with the general legal rules on employment, with companies committing themselves to the use of the various forms of procurement in accordance with the purpose of each of the contracts.

II. For these purposes, they shall be given preference to be employed in the various occupational groups referred to in Chapter V of this Convention, the least represented gender without this being done to the detriment of the merits and other workers.

Article 14. Contract of Work or Service.

I. It is the contract for the performance of a given work or service and whose execution, although limited in time, is in principle of uncertain duration.

II. It is contract for work or service determined to the activity of the field, those that are realized in order to face any launch or new plan that still being inherent to the activity of the field will have a limited duration in the time but uncertain.

III. The duration of this contract shall be that provided for in the given work or service, not exceeding three years. However, by individual agreement between the company and the worker, one more year can be extended. Where such time-limits, the initial or the extension of the time-limit, the workers acquire the condition of permanent workers, the worker shall continue to provide his services. In both cases, the legal representation of workers must be informed.

IV. It can be done either full time or part time.

V. In the written contract, the work or tasks to be covered by the contract, as well as the working day, shall be clearly identified.

Article 15. Eventual Contract.

Under the provisions of Article 15.1.b) of the Workers ' Statute, the Companies included in Article 1 of this Convention may qualify for this mode of employment for a maximum of twelve months within the period of a period of eighteen.

Article 16. Warranty on hiring.

Workers who, within a period of 30 months, would have been engaged for more than 24 months, with or without a continuity solution, for the same or different job, with the same company or group of companies, by means of two or more temporary contracts, either directly or through their making available by temporary employment undertakings, with the same or different contractual arrangements of a given duration, shall acquire the status of workers fixed.

Article 17. Partial Time Contract.

Article 12 of the Workers ' Statute will be available, with the following specificities:

(a) The additional hours that will be possible to perform will not exceed 40% of the day agreed in the contract.

b) The number of overtime to be performed is proportional to the agreed day, based on the annual maximum for the full day set normally at each moment.

Article 18. Training Contracts.

a) Contract of Work in Practices.

I. Article 11 of the recast text of the Workers ' Statute, approved by Royal Legislative Decree 1/1995 and the Law of Vigente, will be available.

II. In accordance with the provisions of Article 11 (1) of Article 11 of the Treaty, those who are included within the professional groups 3 and 4 of this Convention shall be considered to be the subject of this contract. collective.

III. The duration of such contracts shall not be less than six months, and shall not exceed two years.

IV. The salary of these workers shall be 70% for the first year, and 85% for the second year, in respect of the salary set out in this Collective Agreement for a worker who performs the same or equivalent job.

b) Contract for Training and Learning.

I. This contract may be concluded with workers over the age of 16 and under 25 years of age, in accordance with the provisions of Article 11 (2) (a) of the ET, and the 25-year ceiling shall not apply in the cases provided for in that Article. However, until the unemployment rate in our country is below 15%, this type of contract may be carried out with workers under 30 years of age, all in accordance with the provisions of the Transitional Provision. Ninth of Law 3/2012, of July 6.

II. The duration of such contracts may not be less than 12 months or exceed three years.

III. The remuneration of these contracts shall be determined in proportion to the working time, not exceeding 75% in the first year, and 85% in the second and third year of the maximum legal day provided for in this collective agreement, without that in no case can be less than the minimum inter-professional salary in proportion to the effective working time.

IV. Situations of temporary incapacity, risk during pregnancy, maternity, adoption or reception, risk during breast-feeding and paternity shall not interrupt the calculation of the duration of the contract.

Article 19. Contract of remote work.

It shall be for the consideration of remote work that the provision of the work activity is carried out in a preponderant manner at the address of the worker or at the place freely chosen by him, in an alternative manner to his or her In-person development in the workplace of the company, considering the signatory parties that this contract is suitable for promoting work, personal and family life.

The agreement establishing the remote work will be formalized in writing. Whether the agreement is established in the initial contract or later, the rules contained in Article 8.3 of the Staff Regulations for the basic copy of the contract of employment shall apply to it.

Workers at a distance will have the same rights as those who provide their services in the company's workplace, except those that are inherent in the performance of the labour supply in the same way In person. In particular, the remote worker shall be entitled to receive at least the total remuneration established in accordance with his professional group and duties.

The employer must establish the means necessary to ensure the effective access of these workers to vocational training for employment, in order to promote their professional promotion. In order to enable mobility and promotion, it should also inform workers at a distance from the existence of vacant jobs for their face-to-face development in their work centres. The specificities of health protection from this contract will be developed by the Joint Committee.

Remote workers have the right to adequate protection in terms of safety and health, resulting in application, in any case, as laid down in the Law 31/1995 on the Prevention of Occupational Risks, and its rules of development.

Workers at a distance may exercise the rights of collective representation as provided for in this Law. For these purposes, such workers must be attached to a particular business centre of the enterprise.

The allocation of resources necessary for the realization of the remote work will be on behalf of the company; if these means are contributed by the worker, the system of utilization and amortization will be agreed. In any case, the company will bear the costs of commissioning and maintenance of the equipment. The company will be responsible for the implementation of the necessary measures to comply with the Organic Law 15/1999 on the Protection of Personal Data. Membership in this contractual mode will be voluntary for both the worker and the company, being reversible when there is agreement between the worker and the company.

Article 20. Employment contract for an indefinite period of support for entrepreneurs.

Companies with fewer than 50 employees will be able to make use of these types of contracts regulated in Article 4 of the RDL 3/2012 of 10 February.

Article 21. Promotions.

(a) The promotion of workers to tasks or jobs involving command or confidence shall be of free designation by the undertaking.

b) Subject to the provisions of the Article concerning Functional Mobility, during the time the worker provides his services in the upper group, he shall receive the salary of the target group, even if he does not consolidate it, if the employee does not consolidate that destination position, it shall return to its place of origin under the same conditions as before the ascent.

(c) For these purposes, the period of consolidation of the new post of destination shall be six months for the promotion of Groups 1 and 2, with three months remaining for the rest of the Professional Groups covered by this Collective Agreement, except as provided for in Article 23.III and IV.

Article 22. New Creation, Promotions and Vacants.

I. a) For the cases of Internal Promotions and the Posts of New Creation, in those centers of work with more than 125 workers, the companies will establish a contest-opposition based on a system of objective character, taking as reference the following circumstances: appropriate qualification, academic assessment, knowledge of the job, history and professional merit, having performed duties in a higher professional group and successfully overcoming the tests which the effect are set.

For these purposes and provided that the posts to be covered are not of free designation, the Companies shall inform the legal representatives of the workers, who may issue a report in respect of the opposition.

b) It is understood that this System will be applicable as long as the coverage of the destination position is to be realized in its entirety, with the exception of the temporary performance of certain functions.

II. Where a permanent vacancy is to be covered, it shall be for the undertakings to decide on the application to occupy it, taking precedence, on an equal footing, with the older worker. In no case will discrimination be produced for age reasons.

III. To this end, the companies will be obliged to communicate to the representatives of the Workers of the existence of vacancies.

CHAPTER IV

Geographic and functional mobility

Article 23. Functional Mobility.

I. In accordance with the provisions of this Collective Agreement, Functional Mobility shall be limited by the Area of Activity to which the workers are attached, in accordance with Article 25.3 of this text.

II. For the same purposes, it is understood that in cases where the worker is assigned to perform functions corresponding to a group lower than that of Origin within the same Area of Activity, the worker is assigned to the performance of organizational or production needs. maintain the necessary time to take care of the function, without prejudice to the fact that the mobilised worker receives the remuneration of his/her Group of Origin.

For the purpose of preventing the impairment of personal dignity and the professional training of the worker, in the event that the position to be covered by organizational or production needs can be performed by more than one (a) worker within those who perform the same duties, as referred to in the preceding paragraph, shall be made on a rotating basis, in periods of two months, for the duration of the organisational or production causes which have led to the mobilisation, unless individual agreement to the contrary.

In the event that the change of destination to a Lower Group takes place by the worker's request, the worker may be assigned the own remuneration of the new job. This change will be made as long as the structure of the company permits.

III. In the event that the worker is assigned to a higher professional group, he shall receive the remuneration of the target group, during the time mobilised.

Such a situation cannot be prolonged for more than six months in one year or eight within two years, with the rise of the worker automatically to the High Group if not.

IV. The period of time provided for in the preceding paragraph shall not operate in the event that the worker is assigned to higher duties for the purpose of replacement by holiday, sickness or absence of incapacity for a co-worker.

V. In accordance with the legislation in force, it will not be possible to rely on the causes of the objective dismissal, the ineptitude or the lack of adaptation in the assumptions of carrying out functions other than the usual ones as a result of mobility. functional.

Article 24. Geographical Mobility.

I. Where there are proven economic, technical, organisational or production reasons, undertakings may carry out the transfer, individual or collective, of workers in accordance with the procedures laid down in Article 40 (1) and (2) of the Treaty. Staff Regulations.

The moved worker or workers will be entitled to compensation for all concepts of:

• Own and family transfer expenses.

• Transport expenses for furniture, clothing and goods.

• Two-month cash compensation of the worker or affected workers ' gross salary.

II. Affected company and worker may agree to any other compensation per shipment.

III. Companies may also temporarily displace workers when there are proven economic, technical, organizational and productive reasons.

In these cases, the provisions of Article 40.4 of the Workers ' Statute will be in place.

IV. Where the shipment referred to in this Article in paragraph I is carried out within the same municipality or in another one which has been less than 30 kilometres from the old working centre, it shall be understood that there is no need to change the habitual residence of the worker.

When these circumstances arise, the worker or workers concerned shall not be entitled to receive compensation for expenses or compensation referred to in paragraph I of this Article, which may be agreed upon Other offset offsets.

V. Where in the same company or a working centre two workers who are married or couple in fact as referred to in Article 42.III of this Collective Agreement and one of them are affected by the transfer, the undertakings shall endeavour to transfer both, provided that the organisational and productive needs of the centre of origin and destination permit it.

VI. In the event that geographical mobility occurs with workers included in Groups 3, 4, 5, 6 and 7 of this Collective Agreement, and if they exist, within the collective of workers who perform the same function as they wish Voluntarily opting for the mobility referred to here may take place on the basis of acceptance by the management and both workers.

VII. In the event that the company intends to move the work centre to another locality and the new centre is located at a distance of less than 30 kilometres from the centre of origin, it will be understood that there is no need to change the residence usual for the worker.

CHAPTER V

Professional classification and professional groups

Article 25. Professional Classification.

1. General Principles.

1. Professional Classification System means the legal arrangement whereby, with a technical and organizational basis, the inclusion of workers in a general framework that establishes the different work tasks is contemplated.

2. For these purposes, it is understood by a professional group that it groups the professional skills, qualifications and general content of the benefit, including various professional categories, as well as various professional functions or specialties, if necessary, if this is necessary, for training courses.

3. The Professional Classification System shall be the basis on which the way of carrying out functional mobility and its various assumptions will be regulated.

2. Basic aspects of classification.

1. This Professional Classification System is essentially based on the criteria laid down in Article 22 of the Staff Regulations for the existence of the Professional Group: vocational skills, qualifications and qualifications. general content of the benefit, including in each group both functions and professional specialties.

2. The professional classification is carried out in Areas of Activity and Professional Groups by interpretation and application of general objective factors and by the most representative basic tasks and functions that the workers develop. Workers on the basis of the job they carry out will be assigned to a certain Area of Activity and a Professional Group of those established in this Chapter, circumstances that will define their position in the scheme. Organisational and remuneration.

Thus, the possession by a worker of some or all the representative competencies of a given professional group does not necessarily imply its attachment to it, but its classification will be determined by the the requirement and the effective exercise of those powers in the duties corresponding to their job. In any case, such increased knowledge by the worker will be valid and the company will have to take them into account in future promotions.

3. Notwithstanding the provisions of this Chapter in respect of the Professional Groups and in accordance with the provisions of Article 23 of this Collective Agreement, functional mobility may be produced only in the Areas of Activity. Such functional mobility shall be unique to each activity area independently.

4. The factors which affect the professional classification of workers and which therefore indicate the membership of each of them to a particular professional group, all in accordance with the criteria laid down in Article 22 of the Staff Regulations. Workers are defined as follows:

The assignment of each worker to the corresponding professional group will be the result of the combined weighting of the factors that are then developed:

4.1 Training:

Factor for which assessment will take into account the set of knowledge, experience and skill required for the normal performance of a job. This factor is integrated by:

Degree: Consider the minimum and sufficient initial level of theoretical knowledge that a person must possess in order to successfully perform the duties of the job.

Specialization: Considers the requirement for specialized or complementary knowledge to basic initial training.

4.2 Initiative:

Factor for whose assessment the degree of follow up to standards or guidelines for the execution of tasks or functions will be taken into account.

4.3 Autonomy:

Factor for whose assessment the degree of hierarchical dependency will be taken into account in the performance of the tasks or functions that are developed.

4.4 Responsibility:

Factor for whose assessment the degree of autonomy of action of the incumbent, the level of influence on the results and the relevance of the management on human, technical and technical resources will be taken into account production.

4.5 Command:

Factor for the assessment of the degree of supervision and management of functions and tasks, the interrelation capacity, the characteristics of the collective and the number of persons on whom the command.

4.6 Complexity:

Factor for the assessment of the number and degree of integration of the various factors listed above in the task or given.

3. Areas of activity.

We understand by areas of activity to existing organizational groupings, taking into account, both the content of the posts that compose them and the essential objectives that define them. They also define the natural trajectory of a professional career, and are as follows:

1. Technical Area/Production:

The object of production of this Area of Activity is determined by its character and eminently technical training and they have as fundamental work the production, both from a technical point of view/workshop, computer or the audiovisual industry, using the technological means and the personal knowledge for its use, which will allow the development of the organizational objectives with the maximum of efficiency. It includes the coordination and management tasks of the staff responsible for carrying out the functions set out above.

2. Briefing/Writing Area:

In this area of activity are those jobs whose mission is the production of paper content or in any other support as well as for its transmission for electronic means.

3. Management Area:

In this area of activity, all the posts that have as the main functions of internal control of the Company, and whose main objective is to support the rest of the areas of the company. It groups the secretariat, economic, administrative and human resources management, as well as the marketing of products.

4. Professional groups.

The professional groups and within them the divisions by areas of activity and the tasks or tasks described in them, do not assume the obligation to have all and each one of those tasks that are stated here the need and the volume of the Company does not require it.

To these same effects, the tasks described in each and every professional group that follow, have a purely enunciative, non-limiting character, and must serve as a reference for the assignment of similar posts that They arise after technological change.

This professional structure aims to obtain a more reasonable productive structure, all without merit of the dignity, opportunity of promotion and just retribution that corresponds to every worker. The current jobs and tasks shall be in accordance with the groups established in this Collective Agreement.

However, as long as there is a worker in a company who performs the specific functions in the definition of a group, it must be remunerated, at least, with the remuneration assigned to it in this company. Convention.

In those cases where the assignment to a particular professional group is required and the corresponding work or task is not included in this Collective Agreement, the same will be carried out to the Joint Commission of the same, which operate according to the criteria set out in Article 26 of this Collective Agreement.

The Professional Groups are as follows:

Professional Group 0. General criteria.

Functions of coordination, planning, organization, management and control of the activities of the company at the highest level.

The functions of the staff belonging to this Group are aimed at the establishment of policies aimed at the effective utilization of human and material resources, assuming the responsibility of achieving the planned targets. Make decisions that affect fundamental aspects of the business activity and perform managerial positions in the areas of business activity, departments, etc.

Professional Group 1. General Criteria.

Functions that require a high degree of autonomy and command, as well as professional knowledge and responsibilities that are exercised over one or more departments or sections of the company, starting with very broad guidelines, You must account for your management to the Directors of the existing Activity or Departments Areas.

Functions that involve the integration, coordination, and monitoring of functions performed by a set of workers within the company's same business area.

Training:

Higher university degree or university degree of middle grade (diploma), complemented by a long professional experience or, failing that, knowledge acquired in the performance of their profession complemented by specific training in the workplace, which is equivalent to middle-grade university studies.

Examples:

This Professional Group includes all activities that are comparable to the following:

-Tasks of organization, coordination, and monitoring of the work of the various sections in the different areas of business activity.

-Tasks for the coordination of editing and writing, informative and graphic, with responsibility to the Directorate, being equally empowered to assign the works to the staff of the Editorial Board.

Professional Group 2. General Criteria:

Functions that consist in the realization of complex and diverse activities, with high intellectual content, defined objectives and with high degree of demand in autonomy, responsibility and command normally direct a set of functions involving a technical or professional activity.

Also included are complex tasks that, involving command responsibility, require high intellectual or human interrelation content.

Training:

Higher university degree or university degree of middle grade (diploma), complemented by a long professional experience or, failing that, knowledge acquired in the performance of their profession complemented by specific training in the workplace, which is equivalent to middle-grade university studies.

Examples:

This Professional Group includes all activities that are comparable to the following:

-Labors for the integration, management and supervision of the tasks of the workers in each area of activity of the company, being subject to their responsibility for the staff of the Superior Group.

-Functions of coordination and supervision of the human and technical resources of the area of exploitation to meet the needs of production, ensuring the correct functioning and continuity in the technical assistance requires.

Professional Group 3. General Criteria:

This group includes performing the functions of integrating, coordinating and supervising the execution of diverse tasks, with the responsibility of ordering the work of a set of workers.

They also include performing complex tasks that, without involving command, require high intellectual content.

Within the Informative/Redundant area, and exclusively for the Redactor are set two levels called A and B.

The A is a copywriter who credits sufficient journalistic knowledge to create, design, perform or direct journalistic information, being able to assume responsibility for the supervision and coordination of personnel. precise for the preparation of the above information.

The B is a journalist entitled to perform a highly elaborate intellectual work, assuming the own tasks of literary or graphic information corresponding to the section to which it is assigned. After 24 months, the worker will automatically acquire level A.

The remuneration of Redactor B will be 90% of Group 3.

Training:

Higher university degree or university degree of middle grade (diploma), complemented by a long professional experience or, failing that, knowledge acquired in the performance of their profession complemented by specific training in the workplace, which is equivalent to middle-grade university studies.

Examples:

This Professional Group includes all activities that are comparable to the following:

-Labors of ordination, supervision and coordination of a set of workers within the different areas of activity in the company.

-Writing work that consists in the realization of a work of fundamentally intellectual type, in literary or graphic mode, in any kind of support either paper or digital, and by any type of technical procedure or computer.

-Editing, translation and revision of texts for publication.

-Labors of information infographic presentation, either by means of the editing and adaptation of elaborated materials or through technological, audiovisual and/or computer media.

-Selection, sorting, sorting, conservation and dissemination of documentation, in any type of support.

-Labors of planning, coordination, and realization of any type of audiovisual product.

-Labors for the treatment, obtaining and reproduction of images for dissemination.

-Graphic design, crafting, drawing, or production of illustrations, in any type of support.

-Functions that, with accredited training, consist of providing healthcare to staff who need it.

-Design, execution, and file complex computer actions.

Professional Group 4. General Criteria:

Completion of complex, but homogeneous tasks that may imply command require high intellectual content, as well as those that consist of establishing or developing programs or applying techniques following instructions general.

Training:

Qualifications or knowledge acquired in the performance of their profession equivalent to Baccalaureate or Higher Grade Formed Cycle, complemented by specific training in the job. Medium-grade specific studies, if the post requires it legally.

Examples:

This Professional Group includes all activities that are comparable to the following:

-Administrative work, support or support in the drafting that will be coordinated and supervised by a hierarchical superior, without the same being the same as the Professional Group 3.

-Spelling and typographical correction of texts with autonomy and responsibility.

-Labors for collection and payment, bill issuance, statistics, accounting records, payroll certification and correspondence writing with autonomy and responsibility.

-Labors corresponding to the study of complex processes, making detailed organigraps of treatments and writing programs in the indicated programming language.

-Computer systems that consist of the imparting of training, location of breakdowns, program maintenance, file creation, or delimitation of computer systems.

-Labors that require full knowledge and specific capacity for each position, for the use, maintenance and repair of printing, electrical or electronic machines, and all those related to the daily printing requiring a special level of qualification.

-Care Labors, First Aid Treatment, and Clinical Analysis.

-Labors of production, composition, and adjustment of advertising texts.

-Reproduction and image processing labors.

-Page transmission labors using technology systems for later recording.

-Print Labors on machines of one or more colors.

-Labors required to correct the audiovisual product finish, operating video editing equipment.

-Camera motion tasks in audiovisual productions.

-Labors production, composition, and adjustment of pages with autonomy.

Professional Group 5. General Criteria.

Tasks consistent with the execution of operations that, even when performed under precise instructions, require adequate professional knowledge and practical skills, the responsibility of which is limited by supervision direct and systematic.

It also includes the realization of tasks that, even without involving work organization, have a medium content of intellectual activity and human relations, with or without workers in charge.

Training:

Knowledge equivalent to those acquired in Baccalaureate, completed with an experience or a higher degree professional qualification or the studies required to develop their function.

Examples:

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

-Labors consistent with the use and handling of computers.

-Mechanical or computer-based imaging for image processing.

-Labors for the development and/or reproduction of graphic information.

-Administrative tasks, support or assistance in writing without direct responsibility in the process of information production, without being able to be the same as the Professional Groups 3 and/or 4.

-Labors own sales of advertising spaces under supervision.

-Inspection and visit tasks for sales points.

-Labors that are made under precise instructions, consist of the composition of texts and the assembly of pages.

-Labors of fulfillment of orders, receipts and distribution of goods, record of movements with confection of albarans to the effect.

-Edit, mount, operation, and monitor sound equipment monitoring.

-Lighting Labors in audio-visual products.

-Labors supporting the audiovisual media maker.

-Adjustment and mixing of video signals.

-Labors consisting of mechanical or manual operations required for publication termination.

-Filming, presentation and control of negatives for correct reproduction.

-Labors of insolation, adjustment and finishing of irons.

-Labors of composition and treatment of texts that are exercised under precise instructions of realization.

-Labors for collection and payment, bill issuance, statistics, accounting entries, payroll and correspondence writing.

Professional Group 6. General Criteria.

Tasks consisting of operations carried out following a precise working method, with a high degree of supervision, requiring both elementary and short-term professional knowledge.

Training:

The basic training required is the equivalent of Technician, or High School Graduate, professionally supplemented by a specific or medium-grade training, equivalent to Postcompulsory Secondary Education, or by experience professional.

Examples:

This Professional Group includes all those activities that, by analogy, are comparable to the following:

-Simple administration, file, reprogram, and computer handling tasks that do not require initiative.

-Receiving and using telephone switchboard tasks.

-Tasks that consist of making recados, simple office jobs, assignments, collecting and delivering correspondence, being able to use these vehicle effects for their displacement.

-Goal and surveillance tasks.

-Transport and palletizing tasks with mechanical elements.

-Mechanical or manual operation for the termination of publications following precise instructions.

-Elementary support tasks with simple machines, understood by those who do not require specific training or knowledge.

Professional Group 7. General criteria.

Operations that are executed according to specific instructions, clearly established, with a high degree of dependency, that require preferably effort or attention and do not need specific training.

Training:

Knowledge at the elementary level of training.

Examples:

This professional group includes all those activities and functions that, by analogy, are comparable to the following:

-Cleaning tasks.

-Simple labors in workshops that do not require specific preparation.

Article 26. Operation Mode for the Professional Classification.

Due to the collective implications of the new professional structure, and the need for the maximum possible agreement in the application of this new classification, in those companies where there is no The adequacy of this precept is established as follows:

(a) Negotiating between the company and the workers ' representatives shall be carried out.

b) In the case of an agreement, it will be agreed.

(c) In the absence of an agreement, the parties may submit to mediation or arbitration of the joint committee on the whole of the framework or part thereof in the terms detailed in the Third Additional Disposition of this Convention On the other hand, the Joint Committee may be consulted to issue the relevant opinion, which shall not be binding.

(d) Where workers ' representatives do not exist, they may go directly to the joint committee.

To resolve the proposed mediation or to respond to the query formulated, the companies and unions represented in the Joint Commission will be able to examine in the company in question the characteristics of the activity object of disagreement or query.

After the interpretation of the Joint Commission is known, the Company's management will apply the new professional classification, leaving the relevant court open for any complaint.

In any case, the negotiation does not imply the need for mutual agreement at the level of the company between the representatives of the workers and the management for the establishment of the new professional classification, because it is not forget that in the conflicts on professional classification it will be the worker or workers affected who would have to accept or not their new professional classification.

Article 27. Table of Equivalences.

For the purpose of facilitating the change of professional categories to the professional groups defined in the previous paragraph, a Table of Categories-Professional Groups, in the Transitional Arrangement has been configured Third of this Collective Agreement.

CHAPTER VI

Working time and rest

Article 28.

a) Day.

I. The maximum annual day for the duration of this Convention shall be 1,687,5 hours which may be distributed irregularly from Monday to Sunday.

In the case of irregular distribution, the daily minimum day of a full-time worker may not be less than five hours.

The computation of the day shall be carried out in accordance with the provisions of Article 34.5 of the Staff Regulations, respecting the legally established breaks.

II. Where there are proven technical, organizational, or productive reasons which require the presence of workers at the workplace, companies may establish, after communication, discussion and agreement with the legal representatives of the Workers, in accordance with Article 34.3 of the Workers ' Statute, exceeding the maximum limit of nine hours, while respecting the minimum breaks provided for between days in the Law. For these purposes and whenever possible, the duration of such a measure shall be stated.

III. The Directorates of the companies and the Legal Representations of the Workers shall meet four months for the purpose of proceeding to the control of the irregular working day.

b) Weekly Break.

I. All workers in the Daily Press Sector will enjoy a break of two days a week uninterrupted, without prejudice to other possible rest systems already established for production needs, respecting, in any case, the maximum annual working day referred to in paragraph A of this Article.

By agreement between company and worker, in two-week cycles, one day can be booked to accumulate and be enjoyed in another period.

II. The weekly rest may be from Monday to Sunday, inclusive for all staff, without prejudice to the provisions of Article 30.1 regarding the staff of the editorial staff. The distribution of the day, in accordance with the following paragraph shall be made in such a way that at least once every four weeks, the weekly rest referred to in this article coincides with Saturday and Sunday.

III. Exceptionally, undertakings may vary the system of rest periods referred to in the previous two paragraphs, subject to prior notification to the representatives of the employees of those undertakings which are required to carry out the measure, in which the duration of such an exception shall be stated.

IV. The notice in the case of alteration of the rest system shall be communicated to the worker or workers concerned at least three days in advance.

V. The day of rest altered in accordance with paragraph III of this article shall be compensated by day and a half, within two weeks before or after the alteration.

VI. The altered day of rest may be added, where the productive and organizational needs permit, to another one of the two weeks preceding or after the modification of the system of rest.

VII. The rest day may also be accumulated if this is possible for the holidays in accordance with Article 32 of this Collective Agreement. To this end, compliance with the deadlines set out in the preceding paragraphs shall be a necessary requirement.

Article 29. Calendar.

I. During the two months preceding the end of each calendar year, the undertakings concerned by this Collective Agreement shall draw up the calendar for the following year, for which the representatives of the workers shall issue a prior to the address report on your position with regard to the calendar. This calendar shall be displayed in the relevant working centre throughout the calendar year.

II. The calendars will include the enjoyment of the holidays (national, regional and local) and the dates of enjoyment of the holidays.

Article 30. Work Hours.

I. By not allowing the nature of the journalistic activity to determine a working schedule, each member of the Company's Board of Companies referred to in Article 1 of this Convention shall be assigned a basic timetable, in accordance with the provisions of the referred to in Article 28.B). II, which is the one in which they normally provide their services.

II. Those responsible for the sections of which each of the daily newspapers are composed, always complying with the instructions given by the addresses of the companies and consulted the template assigned to the section, will distribute the time-pointing, task-sharing, and attendance controls.

III. Those workers who are recognised as freely available, in addition to the tasks assigned to them, shall be at the disposal of the addresses of the companies ' redactions, which shall apply this Convention to cover those tasks. information needs of an extraordinary or eventual nature, in any case always respecting the minimum breaks between days of Article 34.3 of the Staff Regulations.

The free disposition referred to in this article will be paid in the form that is being made in the companies.

Article 31. Verification and Control.

I. All personnel within the scope of this Collective Agreement shall be subject to the assistance control systems which the Directorates of the Companies at any time consider to be most appropriate.

II. In any event, the companies shall inform the employees ' representatives of the assistance control systems they have in place, as well as their possible modification.

III. Firms must also set up effective monitoring and control systems for working hours and working hours, regularly reporting within the time limits agreed on by undertakings to workers ' representatives, the Commission, the Commission and the Member States. the implementation of these control systems and their results.

Article 32. Holidays.

I. The annual paid leave scheme of the staff affected by this Collective Agreement shall be 30 calendar days which are not necessarily to be enjoyed between 1 July and 30 September.

However, according to the needs of the production, the companies will be able to split the enjoyment of the holidays in two periods, owing in this case to enjoy one of the periods, at least 15 days natural, from 1 July to 30 September. This split period shall be between the dates from 1 July to 15 September in those cases of workers having children of school age.

II. The holiday calendar will be fixed by each company and will be published in the notice boards two months in advance.

III. The holiday count shall be carried out per calendar year, calculated in proportion to the time spent in the enterprise in the cases of new income.

IV. The enjoyment of holiday shifts shall be understood in a rotating manner, unless individual agreement between the undertaking and the worker is measured, provided that such an agreement does not cause harm to third parties.

V. The remuneration for the holiday periods shall include only the following concepts: SMG and CPC.

VI. In any event, the enjoyment of the holiday shall be in accordance with the second subparagraph of Article 38 (3) of the ET

Article 33. Holidays.

I. Workers affected by this Collective Agreement shall be entitled to the enjoyment of the holidays corresponding to the work schedule published annually by the Government, in their case the Autonomous Communities or the Councils.

II. Where the worker is unable to enjoy the holiday by reason of the distribution of the day, the person's enjoyment may be taken on any other date at the rate of one day and a half of rest for a festive period, which may be accumulated at the end of the day. annual leave, after agreement with the management of the companies.

III. In no case, given the custom in the sector, the breaks corresponding to the holidays of 25 December, 1 January and Good Friday will be considered working. In those Autonomous Communities which, by custom, these festivities are moved to the days immediately before or after, the same criterion shall apply.

Article 34. Overtime.

I. The parties agree to the removal of the usual overtime.

II. Overtime shall be considered as overtime in excess of the agreed annual working day, which shall not exceed in any case the limit laid down in Article 35.2 of the Staff Regulations.

III. Overtime shall preferably be compensated on rest, provided that it does not disturb the normal production process of the undertakings, at a rate of 1: 5 hours of rest for each extraordinary hour carried out, or by the remuneration which is referred to in the following paragraph.

IV. For these purposes, the value of the extraordinary hour as defined in this Article, by Professional Group, shall be as follows:

	Groups	Extraordinary Time Value - Euros
1	20.35
2	17.91
3
4
5	11.44
	9.87
	7	8.26

V. Working hours that are necessary for the completion of a spin or those produced by breakdowns or other punctual cause not attributable to the organization of production, shall be considered for all purposes of compliance.

These hours will be compensated in the manner set out in paragraph III of this article.

VI. The distribution effects of the day shall not be computed by the time the hours may not have been caused by the anticipated completion of production.

VII. For the purposes of calculating overtime and compensation on rest, the provisions of Article 35.2 of the Staff Regulations shall apply.

CHAPTER VII

Remuneration scheme

Article 35. Wage Structure.

The remuneration of the employees included in the personal scope of this Collective Agreement shall be constituted by the Minimum Group Salary and the Complements of the same as applicable to them.

Article 36. Minimum Wages/Group Year.

I. The minimum wage of the group (SMG) shall be composed of all the remuneration concepts to be paid by the employees of each undertaking, in normal or normal activity, as well as by those additional personal allowances necessary for achieve this amount.

The SMG is understood to be distributed among the 15 pages (12 ordinary and three extraordinary) that are generally established in this convention.

II. Add-ons and those of higher quantity and quality at work shall not be included in the calculation effects of the SMG.

III. To calculate the different wage concepts that this Collective Agreement revolves around the hourly wage, companies will have to follow the following formula:

SMG/Annual Cash Work Day.

IV. The Minimum Group Wages for the years of validity of the Convention shall be as follows:

Groups	Years 2011-2015
1	26.355, 26
	2	23.208.44
3	20.331.21
4	17.636, 23
5	14.822.36
6	12.781.31
7	10.700,62

Article 37. Salary Add-ons.

I. Supplement Staff Convention: The Personal Complement Convention shall be personal and proper to the workers falling within the scope of this Convention, and shall include all those supplements which are not of work or greater quantity and quality, are defined in the same or collected by the workers in the undertakings applying this Convention, without prejudice to the provisions of the First Transitional Provision.

It will also include the difference in the excess between all the salary concepts that the workers are receiving for the Salario Base and Personal Add-ons concept and the Minimum Group Wage that is defined in the the previous article, in the event that the sum of all those is higher than that in this Collective Agreement is defined as a minimum group.

II. Old Age Supplement: The old concept was removed in the 1.^er Sectoral Collective Agreement, passing the amounts written or on an accrual basis, in accordance with that standard, to be part of the Personal Complement of Convention (CPC).

III. The following Job Position Add-ons are defined:

(a) It will be job-add-ons for companies to pay back as such, and to effectively have the own character of job-add-ons, in each hiring unit.

b) Notwithstanding the above, the following are defined as minimum job position add-ons in the sector:

• Nocturidad: The night work, understood by the one that takes place between 22:00 hours and 6:00 hours, will be paid with the value of the Minimum Wage of Group calculated according to the provisions of Article 36 of this Collective Agreement increased by 22%.

The amount to be charged for this concept will be paid according to the percentage of time spent in night work.

• Plus of Dominical Work: It will be the one who receives those workers who for unplanned needs in the production area must work on Sunday, in the measure that this constitutes an alteration of their system of rest, and provided that it has not been compensated for rest.

The Sunday job will be paid based on the Tables below.

	Groups	Sunday Work for Sunday Work 2011-2015 - Euros
		79,26
2
3	3
59.45
	5		5		4
43.60
	7	7	7	Centro_table_body"> 35.79

Similarly, the number of Sundays worked during the calendar year is higher than 11, and the number of Sundays worked during the calendar year will be higher than 11, with the right to receive the said plus starting from Sunday next.

(c) In cases where the companies defined in Article 1 of this Collective Agreement have paid back the allowances for which they are defined in larger amounts, they shall respect them as an individual condition or more beneficial collective, in the event that they have been agreed between the Company and the Legal Representation of the Workers.

IV. Higher Quality Add-ons and/or Work Quantity:

(a) It will be complements of higher quality and/or quantity in the work those that the companies come back as such, and that they effectively have the own character of complements of greater quality and/or quantity of work, in each procurement unit.

(b) These supplements will be paid in the form in which they are paid in the companies.

Article 38. Settlement and Payment. Receipt of Salaries.

I. The payment of assets shall be made at the latest within the first three days of the month following the expiry.

II. The salary receipts shall be in accordance with one of the official models approved by the Labour Administration and shall contain, perfectly broken down and specified, all the salary and extranalarial concepts, as well as the deductions, contributions, contributions and their basis of calculation.

Article 39. Salary Tables. Neglect pay and Inapplication at other Materies.

I. During the term of this Collective Agreement, the salary tables set out in Article 36 (IV) shall apply.

II. Neglect pay.

In order to achieve the necessary economic stability, by agreement between the parties and in accordance with the procedure laid down in this Article and in the 82.3 of the Staff Regulations, they shall not be necessary and obligatory application of the remuneration system and the salary amount included in the salary tables fixed for the period 2011/2015 for those companies in which the economic, technical, productive and/or economic circumstances are The organisation referred to in Article 82.3 of the Staff Regulations.

In these cases, the parties will be transferred to the fixing of the salaries prior to the development of a period of consultation under the terms of Article 41.4 of the Workers ' Statute and to meet the other requirements and conditions. referred to in Article 82.3 of that legal text.

The intervention as interlocutors to the company's management in the consultation procedure will be the responsibility of the trade union sections when they agree, provided that they add up the majority of the members of the company or among the staff delegates.

In the cases of absence of legal representation of workers in the company, this will be understood to be attributed to the most representative and legitimized trade unions to be part of the Negotiating Commission of the present Collective Agreement and unless workers decide to attribute their representation to a commission made up of workers of the company designated in accordance with Article 41.4 of the Workers ' Statute.

For the purpose of developing the above-mentioned consultation period, companies must present to the workers ' representation the precise documentation that justifies a differentiated wage treatment.

Workers ' representatives 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, therefore, in respect of all this, professional secrecy.

Prior manifestation of being included in the circumstances and supporting conditions of not being available to face as necessary or required application of the salary tables for the duration of the present Convention Collectively, companies will negotiate with workers ' representatives the remuneration and wages system that would apply to them.

The companies that allege what was expressed in previous paragraphs, will direct written to the Joint Commission and the Legal Representation of the Workers, communicating such a situation, which will ensure the exact fulfillment, in their own terms, as provided for in this Convention. The letters must be accompanied by a copy of the communication made to the representatives of the employees. 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 employees ' representatives.

If agreement is reached in the negotiations between the Company and the workers ' representatives, it must be communicated to the Joint Committee. In the event of disagreement in the consultation period, the parties may submit their discrepancy to the Joint Commission of the Collective Agreement, which shall have a maximum period of 7 days to resolve the dispute raised.

III. Inapplication of working conditions.

The procedure contained in paragraph II of this Article shall apply to the other working conditions contained in Article 82.3 of the Royal Decree of Law 1/1995 of 24 March, approving the Recast of the Law of the Workers ' Statute.

In both cases referred to in paragraphs II and III of this Article, where the intervention of the Joint Committee has not been requested or the Joint Committee has not reached an agreement, the latter shall have recourse to the procedures which have been established in the State or regional Interprofessional Agreements provided for in Article 83 of the ET, as provided for in Article 82.3 of the ET.

Article 40. Extraordinary Pages.

I. Three extraordinary pages are set out in general in March, June and December.

II. The above-mentioned extraordinary pages will include the following salary concepts: SMG and CPC.

III. The allowances paid by the companies for higher quality and/or quantity in the work and the allowances for the post will not be included in the concept.

Article 41. Expenses and Kilmense.

I. Undertakings falling within the scope of this Collective Agreement shall pay the employees the costs incurred by the posting outside their usual place of work, on the basis of their justification by the Commission. the workers to be displaced, taking into account these effects on the internal rules contained in each undertaking.

II. Undertakings falling within the scope of this Convention shall, as a general rule, provide a means of transport to those workers who are required to carry out any type of movement under the express indication of undertakings.

III. Where the worker is required to carry out the posting using his or her own vehicle, the undertakings shall pay EUR 0 ' 21 per Kilometer carried out, provided that the vehicle is at all risk, or in any case to third parties and occupants, impossible the use of own vehicle in any other case or circumstance.

CHAPTER VIII

Licenses, Family Life Protection, and Exceed

Article 42. Paid Leave.

I. The worker, after warning and justification, may be absent from work, with the right to perceive the SMG and its CPC, for the following reasons and time:

A) Fifteen calendar days in case of marriage.

B) Two days for the birth of a child and for the death, accident or serious illness, hospitalization or surgical intervention without hospitalization that requires home rest, from relatives to the second degree of consanguinity or affinity. Where the worker is required to make a posting to the effect, the time limit shall be four days. The same treatment will have those of severe infectious-infectious diseases diagnosed by Optional.

C) For the time established to enjoy general educational rights and professional training in the assumptions and forms regulated in the legislation in force.

D) One day per usual home move. When the same involves a change of province and a displacement of more than 120 km, the deadline will be two days.

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

F) To perform trade union or personnel representation in the terms set forth in the Law or in this Collective Agreement.

G) For the time required to perform prenatal tests and birth preparation techniques to be performed within the working day.

II. For these purposes, it shall be understood that there is displacement when the worker has to travel more than 200 Km., between his habitual residence and the place of destination.

III. In those Autonomous Communities that have a Law of Couples of Fact, it will be, with respect to the licenses, to the contemplated in that legislation in the corresponding section.

For the enjoyment of the paid licenses set out in this article, the couple in fact registered shall be deemed to have been married.

Article 43. Licenses not Retributed.

I. They may apply for a licence without the right to pay, for a maximum of three months for workers who have been in service for more than one year.

II. Companies shall endeavour to make good the requests made to them in this respect, unless the granting of such requests affects the production process.

III. In order to be entitled to a new licence, at least two full years must elapse from the date of termination of the previous licence.

Article 44. Voluntary Cese.

I. Where a worker wishes to cease on a voluntary basis in the undertaking, he must inform the company in writing at least:

• Groups 1 and 2: One month.

• Groups 3 and 4: 15 days.

• Groups: Seven days.

II. In the event of non-compliance with the obligation of notice on the part of the worker, a number of days equivalent to the delay in the notice shall be deducted from its liquidation.

Article 45. Protection of Family Life.

I. In the case of risk for pregnancy, in accordance with Article 26 of the Law 31/1995 on the Prevention of Occupational Risks, the suspension of the contract shall end on the day on which the suspension of the maternity contract is initiated, compliance with the provisions of the laws or the inability of the worker to return to her previous post or to another compatible with her state.

II. Breastfeeding: Breastfeeding workers of a child under 12 months of age will be entitled to an hour of absence from work. This right must be exercised either at the beginning or at the end of the working day. This permit constitutes an individual right of workers, men or women, but may only be exercised by one of the parents in case both work.

In the case of multiple birth, workers will be able to extend this right in proportion to the number of newborn children.

III. Maternity: Women workers on maternity leave will be able to join such a period with the holiday period, provided that the organisation of the work permits it.

IV. Save Legal:

(a) In accordance with the provisions of Article 37.5 of the Recast Text of the Law of the Workers ' Statute, those who, for reasons of legal guardian, have at least eight or less physical years of care; mental or sensory, who does not carry out a paid activity, shall be entitled to a reduction in the working day, with the proportional reduction of the salary between at least one eighth and a maximum of half the duration of that period.

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.

(b) In the development of the provisions of Article 37.5 of the Staff Regulations, it is understood by the Ordinary Day of each worker that the distribution in days and hours of the day that is expressly planned in the schedules in force.

(c) Similarly, those workers who, in compliance with the channels introduced by Article 37.5 of the Staff Regulations, have in their care a child under three years of age shall have the right to choose the time of the benefit outside your ordinary working day with a notice of one month and as long as your choice does not affect the working conditions of another worker.

V. Premature Births: in cases of births of premature infants or who, for any reason, must remain hospitalized after delivery, the mother or father shall be entitled to leave the job for an hour.

You will also have the right to reduce your working day up to a maximum of three hours (or your proportional share in case of part-time contracts), with the proportional decrease in salary.

In this case, such a permit should be enjoyed either at the beginning or at the end of the working day.

VI. Suspension of the Maternity or Adoption Contract:

(a) In the course of delivery, the suspension shall be sixteen weeks, which shall be enjoyed uninterrupted.

(b) In the case of adoption and acceptance, both pre-adopted and permanent, the suspension of the work will last for sixteen weeks, which will be enjoyed uninterrupted.

(c) Workers shall be entitled to a job reserve for two years in cases of maternity excellence.

These benefits can be enjoyed by the father and mother in the form provided for in Article 48.4 of the Workers ' Statute.

Article 46. Excess.

(A) I. Workers shall be entitled to a period of not more than three years ' leave to attend to the care of each child, whether by nature or by adoption, or in the case of a permanent, permanent as a pre-adopter, from the date of birth or, where appropriate, from the judicial or administrative decision.

II. Workers shall also be entitled to a period of not more than two years ' leave to care for the care of a family member, up to a second degree of consanguinity or affinity, who, for reasons of age, accident or illness, cannot avail themselves of and do not perform paid activity.

III. If two or more employees of the same undertaking generate this right for the same cause, the undertakings may limit their simultaneous exercise for justified reasons for the operation of the undertakings.

IV. Where a new subject causes the right to a new period of leave, the beginning of the period shall end to the one who, where appropriate, has been enjoying himself.

V. In the cases referred to in paragraphs I, II, III and IV of this paragraph, in which the worker remains in a situation of leave, that period shall be computable for the purposes of seniority, and the worker shall be entitled to attend training courses. (a) a professional, whose participation shall be convened by the undertakings which are signatories to this Convention, in particular on the occasion of their reinstatement. During the first year you will be entitled to the job reserve. After that period, the reserve shall be referred to a position of work in the same professional group.

B) I. Without prejudice to the above paragraph, the following rules shall be taken into account.

II. The surplus may be voluntary or compulsory. The force, which will give the right to the preservation of the job and the count of seniority during its term, will be granted by the election or designation of a public office that makes it impossible for them to attend the job. The re-entry shall be requested within two months of the end of the public office.

III. Those who hold elective office at the provincial, regional or state level, in the trade union organisations, shall be entitled to compulsory leave, with the right to reserve the place of work and to the calculation of seniority for the duration of the financial year. his representative position, which is to be incorporated into his post within two months of the date of termination.

IV. The worker with at least one year's age in the one-year-old company is entitled to be recognised as being on a voluntary basis for a period of not less than four months and not longer than five years.

V. Requests for leave shall be settled by the undertakings within the maximum period of one month, taking into account the needs of the work, and those requests which are based on the completion of studies, family requirements and other similar requirements.

VI. The worker who does not apply for re-entry before the termination of his or her voluntary leave will lose the right to re-entry, causing low in business.

VII. In order to request a voluntary excellence of those referred to in this Article, it is necessary to motivate the application to the undertaking. It shall not be sufficient grounds for access to the right of voluntary leave to temporarily switch from work to other undertakings in the sector, unless otherwise agreed.

VIII. Voluntary leave alone generates, in accordance with Article 46 of the Workers ' Statute, a right of preference for reentry into the undertaking in the same or similar function.

CHAPTER IX

Trade union rights

Article 47. Union Powers And Guarantees. Composition of the Representation Bodies. Accumulation of Hours.

I. The powers and guarantees of the Legal Representatives of the Workers within the companies, will be the ones recognized in the Royal Legislative Decree 1/95 of March 24, which approves the Recast Text of the Law of the Statute of the Workers and the Organic Law 11/85 of 2 August of Freedom of Association (LOLS).

II. With regard to the composition of the organs of representation of workers within the undertaking in order to determine the number of workers ' representatives in the workplace or in undertakings, the provisions of Articles 62.1 shall be taken into consideration. and 66.1 of the Staff Regulations.

III. Union Hours Accumulation.

Staff Delegates and Members of Company Committees may accumulate monthly, in one or more of their components, the credit hours available to them, provided that the representatives belong to the same trade union organisation and this is communicated to the Company's Directorate 15 days in advance.

To be able to affect the accumulation of trade union hours referred to in this article, the assignment of trade union hours may be total or partial.

Article 48. Union Hours.

The credit of union hours that each representative has recognized may be used for the attendance of training courses or other similar union activities, organized by the Trade Unions representative of the Sector, upon a timely call and subsequent justification for assistance, to be issued by the trade unions concerned.

Article 49. Right to Sindicate.

Companies will respect the right of all workers to be freely stated. In this regard, they may not make the employment of a worker subject to the condition that their union membership is held or waived, nor shall they dismiss a worker or harm him because of their affiliation or trade union activity.

Article 50. Union Sections and Meetings.

Workers affiliated with a union may be in the field of the company or workplace:

(a) To constitute Trade Union Sections, in accordance with the provisions of the Statute of the Union.

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

c) Receive the information sent to you by your Union.

Article 51. The Trade Union Sections of the most representative trade unions.

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:

(a) In order to facilitate the dissemination of those notices which may be of interest to the members of the Union and to workers in general, the Company shall make available to it a necessary board or board of notices which it must be located within the workplace and where appropriate access to the worker's work is ensured.

b) In order to facilitate the rights of information legally recognized by the Workers ' Representatives, the Trade Union Sections that have recognized the rights of Article 10 of the LOLS and are signatories to the This Collective Agreement will provide, in the workplace with more than 150 workers and an intranet, a page on the said intranet for the publication of information of a union character.

The exercise of this right does not justify the authorization of the existing e-mail in the companies, except express authorization of the addresses of the companies.

c) To collective bargaining, in the terms set out in their specific legislation.

Article 52. Intercentres Committee.

I. Companies with two or more job centres and in total over 200 workers will be able to set up an Inter-Centre Committee.

II. For these purposes, the members of the various committees of staff or staff shall appoint, among their constituents, those who shall represent them in the Intercentres Committee, which shall be set up to discuss the various problems arising therefrom. of the application of this Convention, which, by transcending to the workplace, must be dealt with in a general manner at the level of the entire undertaking.

III. The Inter-Centres Committee shall be composed of nine members who shall at any time be responsible for the proportionality of the results of the trade union elections.

IV. Expenditure arising as a result of meetings of the Inter-Centres Committee in those undertakings in which they are constituted shall be paid by them in such a way as to be agreed between the management and the representatives of the employees.

Article 53. Higher Level Union Charges.

Those who hold a provincial, regional or state level a position in the Union of the most representative Trade Union Organizations shall be entitled to:

(a) The enjoyment of the unpaid leave necessary for the development of the union functions of his or her own office.

(b) To the forced surplus with the right to reserve the job.

(c) To assistance and access to work centres to participate in the tasks of their Union or of all workers, prior to communication to the employer and without the possibility of interruption of the exercise of that right. the normal development of the production process.

Article 54. Commission Negotiating Collective Agreements.

Union Representatives who participate in the Negotiating Commissions of this Collective Agreement, and who maintain their relationship as an active worker in any company, will be entitled to the granting of the permits (a) remuneration that is necessary for the proper exercise of their work as negotiators, provided that the undertaking is affected by the negotiation.

Article 55. Union Delegates.

In companies or in their case in the workplace that occupy more than 150 workers, whatever the class of their contract, the Trade Union Sections that may constitute for the workers affiliated to the Trade Unions, be represented, for all purposes, by Trade Union Delegates, elected by and among their affiliates in the company or in the workplace.

Article 56. Number of Trade Union Delegates.

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 Enterprise Committee shall be determined on the following scale:

150 to 300 workers: One.

From 301 to 750 workers: Two.

From 751 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.

Article 57. Functions and Rights of Trade Union Delegates.

The role of the Trade Union Delegates is to represent and defend the interests of the Trade Unions they represent within the Company.

The Trade Union Delegates shall be entitled to the same information and documentation as the Company makes available to the Enterprise Committee, being required to save professional secrecy in matters in which the Company's Management The company has so stated.

Likewise, they shall be entitled to attend, in a voice but without a vote, the meetings of the Committees of Enterprise and the internal organs thereof, in the field of Safety and Hygiene.

Will be heard by the company in advance of the adoption of measures of a collective nature that affect the workers in general and the affiliates of their trade union in particular, and especially in the dismissals and sanctions of these

Article 58. Union Local.

I. The Trade Union Sections of the most representative trade unions and of those representing the Enterprise Committees shall be entitled to the use of an appropriate premises in accordance with the terms of Article 8.2 c of the Organic Law of Union Freedom.

II. The trade union office referred to here will be the exclusive use of the Trade Union Sections. Where there are no working conditions in the workplace, the premises must be shared with the Business Committee, or where appropriate, with the staff delegates.

Article 59. Union Fees.

I. At the request of the workers affiliated to the Trade Unions, the Company will be deducted from the monthly payroll of the workers the amount of the corresponding union fee.

II. For this purpose, the worker concerned shall send, through the Trade Union Section, a letter to the Management of the Company, in which he shall clearly express the order of discount, the central or union to which he belongs, the amount of the quota, as well as the current account number or savings bank to which the corresponding amount must be transferred.

III. The Company's Directorate shall submit a copy of the transfer to the Trade Union Representation at the Company, if any.

Article 60. Anti-union practices.

When, in the opinion of some of the parties, it was understood that, in accordance with the provisions of Articles 12 et seq. of the Organic Law on Freedom of Association, acts which could be classified as They may seek the protection of the right to the competent jurisdiction through the judicial process of the fundamental rights of the person.

CHAPTER X

Fouls and Sanctions

Article 61. Disciplinary Regime.

I. Workers may be punished by the Management of Companies in accordance with the rules of the faults and penalties specified in the following paragraphs.

II. Any failure committed by a worker shall be classified according to his or her nature and circumstances which are minor, serious and very serious.

III. The list of the faults mentioned below is made without an exhaustive claim, so that any infringement of the current labor regulations or contractual non-compliance may be sanctioned by the addresses of the companies. in the case of not being classified in this Convention.

1. They shall be considered as minor faults:

a) Unjustified impuntuality at the entry or exit of the job up to three times in one month for a total time less than twenty minutes.

b) Unjustified inattendance at one day's work during the one month period.

(c) Non-communication prior to prior due notice of the inattendance at work for justified reasons, unless the impossibility of notification is established.

(d) Abandonment of the post without a justified cause for short periods of time and provided that this has not caused a risk to the integrity of the persons or things, in which case it may be qualified, according to the seriousness, as severe or very severe.

e) Disattention and lack of correction in dealing with the public when they do not seriously damage the image of the company.

(f) Neglect in the preservation of the material which is in charge or is responsible and which produces slight deterioration of the material.

g) Unusual drunkenness at work.

h) Do not cure the discharge, part of the corresponding confirmation or discharge in due time when the work is missing for justified reasons, unless it is documented that it is not possible to do so.

2. Serious faults shall be considered:

a) Unjustified impuntuality at the entry or exit of the job up to three times in one month for a total time of up to sixty minutes.

b) Unjustified inattendance at work of two to four days during the one month period.

c) Hindering, malicious omission and distortion of data that has an impact on Social Security.

d) The simulation of disease or accident, without prejudice to the provisions of point 3 (d).

e) The impersonation of another worker, altering the records and input and output controls to the job.

(f) Disobedience to work orders and instructions, including those relating to safety and hygiene rules, as well as negligence or negligence at work, unless they result in serious harm to the company, cause damage to the facilities, machinery and, in general, property of the company or risk of accident for the persons, in which case they will be considered as very serious faults.

g) The lack of communication to the company of the defects or abnormalities observed in the tools, tools, vehicles and works in charge of the company, where serious injury to the company has been caused.

h) The completion without the appropriate permission of particular works during the day as well as the use of useful, tools, machinery, vehicles and, in general, goods of the company for which it is not authorized or for uses other than those of the job entrusted, even outside the working day.

i) The breach or violation of must-reserve secrets that does not cause serious injury to the company.

j) The usual drunkenness at work.

k) The lack of grooming and personal cleansing when it may affect the production process or service delivery and provided that, in advance, the company's timely warning has been mediated.

(l) The poor performance of the work entrusted, provided that this does not result in serious harm to people or things.

ll) The decrease of normal performance in the job in a non-repeated manner.

m) Offered or work-related offenses committed against persons within the workplace, when they are considered to be serious.

n) The recidivism in the commission of five minor faults, even if it is of different nature and provided that it has mediated sanction other than the verbal admonition, within a trimester.

3. They shall be considered to be very serious:

(a) Unjustified impuntuality at the entrance or exit of the job on ten occasions for six months or in twenty for a duly advised year.

b) Unjustified inattendance at work for three consecutive days or five alternate days in a period of one month.

(c) Fraud, disloyalty or breach of trust in the management or appropriation, theft or theft of property owned by the company, colleagues or any other person within the company's premises.

d) The simulation of illness or accident or the prolongation of the sick or accident discharge in order to carry out any work for own or other account.

e) The breach or violation of must-reserve secrets that cause serious injury to the company.

f) Usual drunkenness or drug addiction if it has a negative impact on the job.

g) Performing activities that involve unfair competition to the company.

h) The voluntary and continuous decrease in the performance of normal or agreed work.

i) Abuse of authority exercised by those who perform command functions.

j) Sexual harassment.

k) The repeated non-use of the safety and hygiene protection elements, duly advised.

(l) The derivatives of paragraphs (1) (d) and (2) (l) and (m) of this Article.

m) The recidivism or reiteration in the commission of serious misconduct, considering as such a situation in which, prior to the moment of the commission of the fact, the worker would have been punished two or more times for faults serious, still of a different nature, over the period of one year.

n) Failure to comply with security and occupational health obligations.

o) The use for unauthorized purposes of both email and intranet systems and internal business communication.

Article 62. Sanctions regime.

I. It is the responsibility of the Company's Directorate to impose sanctions in the terms contained in this Convention. The maximum penalties to be imposed in each case on the basis of the seriousness of the misconduct shall be as follows:

For minor faults:

-Verbal assembly.

-Amonstation in writing.

-Suspension of employment and salary up to three days.

For severe faults:

-Suspension of employment and salary of four to fifteen days.

For very serious faults:

-Suspension of employment and salary from sixteen to sixty days.

-Contract termination with loss of all rights in the Company.

For the imposition of sanctions, the procedures provided for in the general legislation will be followed.

II. Without prejudice to the above, workers ' representatives may issue a report in cases of serious or very serious and minor misconduct where the sanction is suspended for employment and pay.

Article 63. Prescription.

The faults set forth in Article 62 of this Collective Agreement shall prescribe:

-Mild to the ten days of your commission.

-Severe at twenty days.

-The very serious within sixty days of your commission and, in any case, six months after you have been committed.

CHAPTER XI

Occupational health and the environment

Article 64. General policy for the prevention of occupational risks, prevention services, prevention delegates and health and safety committees.

I. The General Policy on the Prevention of Occupational Risks and Labor Health will be exercised at the level of companies, in accordance with Law 31/1995 of 8 November, Prevention of Occupational Risks, reformed by Law 54/2003, of December 12, and the Royal Decree 39/1997 of 17 January approving the Regulation of the Prevention Services.

In this sense and in accordance with the second article, paragraph 1.2 of Law 54/2003, the employer will develop a permanent action to follow up the preventive activity in order to improve the continuous identification, assessment and control activities of the risks that have not been avoided and the existing levels of protection.

In turn and in accordance with the second article, section 2.1. of Law 54/2003, the prevention of occupational risks must be integrated into the general system of management of the company, both in the whole of its activities and in all the hierarchical levels of this, through the implementation and implementation of a plan for the prevention of occupational risks.

This work risk prevention plan should include the organizational structure, responsibilities, functions, practices, procedures, processes and resources necessary to perform the action of the risk prevention in the enterprise, in terms that are regulated by law.

According to the provisions of Article 1.1 of Royal Decree 39/1997, the integration of prevention into all the hierarchical levels of the company implies the attribution to all of them and the assumption by them of the obligation of include risk prevention in any activity that you perform or order and in all decisions that you make.

In addition, the planning of preventive activity will be established on the basis of the results of the risk assessment of the jobs and will include, among other aspects, the necessary training and information of the workers on the risks associated with their posts and preventive measures to prevent them, including for each preventive activity the time to carry out, the designation of persons responsible and the human and material resources necessary for their execution.

The companies will have the corresponding Prevention Delegates, appointed by the representatives of the workers recognized by the Company, among the members of the Enterprise Committees, who will be part of the Committees. In accordance with the provisions of the Law on the Prevention of Occupational Risks, the safety and health of the workers. The performance of their powers and powers shall be in accordance with the relevant agreements.

In addition, companies will coordinate their business activities, in relation to the prevention of occupational risks, of the contractors, subcontractors or self-employed workers hired by the companies. the provision of works or services.

In this sense, the Safety and Health Committees will monitor the prevention of occupational risks of subcontracted companies by using the necessary information and participation of the delegates. the prevention and legal representatives of workers in accordance with the legal provisions in this respect and the internal procedures governing the operation of such committees.

This is without prejudice to the responsibilities, obligations and competences which, for their specific activities, fall within the scope of the undertaking.

II. To the publication of the White Paper provided by the Government, the Joint Commission will carry out the corresponding studies in order to implement its conclusions to the peculiarities of the Daily Press sector.

Article 65. Risks.

Regardless of what is foreseen in the previous article, the following will be taken into account:

I. The threshold values for chemical and physical agents, in the working environment, the threshold limit values which at any time are determined as such by the legislation in force, shall be considered as maximum permissible levels.

II. Whenever inspections are carried out by the Health and Safety Service at the workplace, the results of the inspections will be communicated by the company's Directorate to the legal representatives of the workers, the Prevention Delegates, and in their case Risk Prevention Committee.

Article 66. Action in defence and environmental protection.

The parties to this Collective Agreement consider it necessary for companies and their employees to act in a responsible and environmentally friendly manner, paying attention to their defense and protection in accordance with the interests and concerns of society. The management of the undertaking shall provide the employees ' representatives with the information available to them in the field of the environment.

Article 67. Subcontracting of works and services.

1. Employers who hire or subcontract with others the performance of works or services corresponding to the activity of those, and when they are carried out in the workplace, together with staff of staff, must inform to the legal representatives of its workers at the centre on the following ends:

a) Social name, address, and tax identification number of the contractor or subcontractor.

b) The object and duration of the contract.

c) Place of contract execution.

d) Where appropriate, the number of workers to be employed by the contract or subcontract in the main company's employment center.

(e) Measures to be taken to coordinate activities from the point of view of the prevention of occupational risks.

When the main business, contractor or subcontractor continuously shares the work centre, the first one must have a record book in which the above information is reflected in respect of all the Companies mentioned. This book will be available to the legal representatives of the workers.

2. The legal representatives of the employees of the main undertaking and of the contractors and subcontractors, when they continuously share the centre of work, may meet for the purpose of coordination between them and in relation to the conditions for the implementation of the work activity in accordance with Article 81 of the Staff Regulations.

CHAPTER XII

Social Conditions

Article 68. Medical Recognition.

I. The medical examinations to be carried out must be specific, adapting to the different professional functions existing in each work centre.

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

III. The undertakings concerned by this Convention shall carry out all workers who so wish, an annual medical examination.

IV. A voluntary gynaecological review shall be established on an annual basis.

Article 69. Temporary Disability.

I. The company shall pay the worker who is in temporary incapacity or work accident for a maximum period of up to eighteen months and while the obligation to list and after verification by the Medical Services of the undertaking is subsisting. next add-on:

100 per 100 of the SMG and CPC in case of accident at work, occupational disease and in cases of common illness.

II. If, as a rule of higher ranking, during the term of the Convention, the amount of the economic benefits granted by the Public Administration for such cases is modified, the companies may reduce their benefits by the same percentage.

Article 70. Workwear.

I. Workers who are required to wear a particular uniform will be required to be employed by firms in the form of work supplies.

II. The provision of such garments must be made at the beginning of the employment relationship between the companies and the workers, or at the time of the employer's demand for the use of the uniform or work garment.

III. In any case, the company will have to replace the garments as well as the necessary accessories for the work supply and that are especially required, in case of wear and tear of the same.

Article 71. Accident insurance.

I. Companies may formalize a collective accident insurance for the death and/or the alleged incapacity for work resulting from an accident.

II. Companies will deliver copy of the subscribed Collective Insurance to each worker.

III. The worker may freely designate the beneficiary of such Insurance, if he does not do so, shall be subject to the law of the current Succession.

Additional disposition first. V National Agreement On Autonomous Settlement Of Labor Conflicts (ASAC).

I. The parties to this Convention adhere to the Fifth Agreement on the Autonomous Settlement of Labour Conflicts and to the Implementing Regulation.

II. The parties to this Collective Agreement also agree to the express submission of conflicts which may arise between the parties, to the Mediation, Arbitration and Conciliation procedures which have a specific scope, lower than the respective Autonomous Community.

Additional provision second.

As not provided for in this Convention, the provisions of this Convention shall be in force.

Additional provision third. Mixed Commission of Interpretation.

I. A Joint Commission for the interpretation and implementation of the agreement shall be set up consisting of four members from each of the parties to this Collective Convention, which shall, of necessity, have prior character of the treatment and any questions of collective interpretation and conflicts of equal character may be raised within the scope of this Convention.

II. The Joint Committee shall intervene or resolve any consultation affecting the interpretation of the rules laid down in this Collective Convention, and shall intervene in a prescriptive and prior to the administrative and judicial procedures in the substantiation of the Collective conflicts that workers may pose to the companies, to which effect the Joint Commission of Interpretation will raise the corresponding Act.

III. This Commission may use the occasional or permanent services of advisers in all matters falling within its competence. These advisors shall be freely appointed by each of the parties.

IV. Procedure for action: Each party shall make representations to the other representations which may be raised and which give rise to the intervention of the Commission.

V. They shall be transferred to the other party so that, within one month of the date of the last communication, they shall agree on the day and time when the Commission shall meet to evacuate the corresponding response.

VI. The agreements to be unanimous shall be communicated to the parties concerned by means of a copy of the minutes of the meeting.

VII. If no agreement is reached within the Joint Committee, either party may subject the differences to the procedure laid down in the Additional Provision of this Collective Agreement.

First transient disposition. Minimum Group Salary and Convention Personal Complement.

I. For the purpose of achieving the minimum group salary as defined in Article 36 of this Convention, account shall be taken of the following wage concepts which workers are receiving prior to the entry into force of this Convention. Convention:

• Base Salary.

• Plus entitlement.

• Plus Convention.

• Those other personal plusses that are being enjoyed by the workers in accordance with Article 36.3 and 37.1 of this Collective Agreement, regardless of whether or not they have such a denomination.

II. For the adequacy of the wage structure set out in Article 35, companies that maintain pay supplements substantially different from those regulated in Article 37 of this Convention and would like to transform them into (a) additional staff to achieve the minimum group salary (SMG), as laid down in Article 36, must be agreed between the Directorate and the Legal Representatives within the undertaking concerned, by referring to the agreement reached with the Joint Committee for approval.

If no agreement is reached between the parties, they will be subject to the mediation of the Joint Commission.

III. For the purposes of setting up the Personal Complement of the Convention, the Companies, once the SMG has been reached, shall include in that concept those remaining amounts of the perceptions which, in accordance with Article 36.3, have not been absorbed to reach the SMG.

Second transient disposition. Collaborative training agreements.

The signatory organisations of the present Convention are actively involved in the training and integration of young future professionals in the working world by signing collaboration agreements with universities and universities. Professional schools that allow students to practice practices for the purpose of achieving a real vision of the problems and their interrelationships.

These training cooperation programmes may be set up with companies for the training of pupils who have passed 50 per 100 of the credits needed to obtain the university degree whose teaching was cursing.

The student enrolled in the program that develops his activities in the companies will be subject to the regime and schedule that will be determined in the program, under the supervision of the tutor who, within the company, will ensure their training.

To this end, the companies included in the scope of this agreement undertake to inform the representation of the workers of the collaboration agreements that have signed or are signed with the different faculties, technical schools or training centres, with the aim of ensuring that the students of the same conduct the practical theoretical tests to be agreed.

The purpose of these practices is to be determined in the collaboration agreements mentioned above.

Transitional provision third. Table of Equivalences.

Table of equivalences between professional categories and professional groups

Groups Activity Areas

Informational/Redundant	Management	Technique/Production
1	Chief Redactor.	Head of Service/Department.	Head of Service/Department.
2	Section Chief.	Section Chief.	Chief Section
3	Redactor A and B.	Chief Negotiator.	Team Leader
	Medical.		Chief of Systems
	Infographer.		Analyst.
	Graphic Designer.
	Documentalist.
	Graphic Redactor.
		4	Advertising Coordinator.		Programmer
		Advertising Technician.	Machinist.
		ATS.	Mechanics.
		Administrative Officer 1.	Electrician.
			Electronic Technician.
			Application Technician/Systems.
			Fotomechanics/Scanner
			Photocomposition Technician.
			Corrector.
5	Redaction Auxiliary.	Administration 2. First Advertising Promoter. Sales Inspector.	Computer Operator. Audiovisual Technician. Laboratory Technician. Preprint technician/Teclista. Monger. Store Manager. Closing Officer. Print Operator.
	Administrative Auxiliary.
											Print Assistant.
		Goalkeeper/Watcher.	Store.
		Ordinance/Drivers/Conductor.
			Mozo.
			Cleanship/a.

Fourth transient disposition.

During the term of this Collective Agreement, in the new hires carried out by the companies in accordance with Article 1 of this Agreement, in addition to the Professional Group to which the new companies are intended, contracted, the work or work for which they are hired, all without prejudice to the provisions of Article 23 regarding Functional Mobility, and other current legal regulations.

Transient disposition fifth.

The parties to this Collective Agreement, recommend to the companies affected by this Agreement, to make the necessary steps to carry out the preparation of the Statute of the Editorial Board, as a way of regulating the professional relations of the Collective of editors with the Directorate of the publishing companies.

Transitional disposition sixth.

Recommendations on employment and equal opportunities in the daily press sector.

a) Employment.

Aware the signatories of this collective agreement of the difficult economic situation that the daily press sector is going through, they assume the commitment to promote, in the field of the companies included in the present convention, the negotiation of alternative measures to the extinction of contracts, all of this, with the objective to try as far as possible to safeguard the employment, to improve the competitiveness and the productivity in the enterprises of the field.

They also state that the wage-containment effort that occurs in this convention, and the use of internal flexibility measures should serve to contribute to this objective.

To this end, it is recommended that in the internal restructuring processes that may be undertaken in the field of the companies of this agreement, preferential use to measures of internal flexibility, such as reductions of (a) day, suspension of contracts, functional and/or geographical mobility, modification of working conditions and surplus, as well as promoting the training of workers for the performance of tasks other than those which were contracts at the end of the improve their employability.

b) Equality.

They also undertake to promote the principle of equal opportunities for men and women, as well as to eliminate any provision, measure or work practice involving discriminatory treatment, both direct and indirect. indirect, for reasons of sex, marital status, age, racial or ethnic origin, social status, religion or belief, political ideas, sexual orientation, as well as for language reason.

Therefore, the following sectoral objectives are set:

a) Reinforcing the role of the Daily Press as a committed and advanced sector in the development of equality policies.

b) Encourage an optimal management of human resources that avoids discrimination and can provide equal opportunities for real opportunities, building on a permanent resource for social dialogue.

c) Creation of a dialogue table within a maximum of six months to study procedures for the implementation of equality plans and anti-harassment protocols in companies within the scope of this Convention collective.

Transient disposition seventh.

The parties to this collective agreement commit themselves to the creation within the maximum period of six months from the signing of this agreement of a commission to adapt the current structure and professional classification to the needs and realities of the Daily Press sector.